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All Journal YUME : Journal of Management MEANS (Media Informasi Analisa dan Sistem) Economics and Digital Business Review Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) eMBeJi : Manajemen dan Bisnis Jurnal Jurnal Multidisiplin Sahombu
Sitanggang, Lestari Pratiwi
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Arts Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Health Professions Law, Crime, Criminology & Criminal Justice Social Sciences

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Implementasi Sistem Pendukung Keputusan Berbasis Topsis untuk Optimalisasi Rotasi dan Promosi Karyawan di Bidang Marketing dan Penjualan Sitanggang, Lestari Pratiwi; Trisanti, Ayu; Sirait, Ritawati; Simbolon, Oslan Juliana; Tarigan, Miska Irani Br; Haloho, Elizabeth
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 5 No. 02 (2025): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) : Desember-Febuari
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v5i02.1137

Abstract

Human resource management (HRM) in the field of marketing and sales is an essential aspect of achieving organizational goals. The process of employee rotation and promotion is often carried out based on managerial intuition, which can lead to subjectivity and unfair decision-making. This study aims to implement a Decision Support System (DSS) based on the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method to assist in the employee rotation and promotion process in an objective and systematic manner. The research methodology uses a quantitative approach with a case study in a company operating in the marketing sector. Data were collected through surveys, interviews with HR managers, and historical employee data analysis based on five key criteria: sales performance, creativity, communication skills, work experience, and loyalty. The findings indicate that the TOPSIS method provides accurate recommendations in determining the best candidates based on their relative proximity to the ideal solution. The analysis also identifies that sales performance is the most dominant factor in decision-making, with the highest weight of 35%. The implementation of a TOPSIS-based DSS enhances decision-making efficiency and accuracy while reducing subjectivity in the employee rotation and promotion process. The study concludes that this system can be an effective solution in supporting HR decision-making based on data-driven analysis and objective evaluation
Implementasi Metode Multi-Attribute Utility Theory (MAUT) untuk Mengukur Kelayakan Pegawai Bidang Produksi pada PT. Inagrin Sitanggang, Lestari Pratiwi; Daely, Hele Dina; Sitompul, Pandapotan
Manajemen & Bisnis Jurnal Vol 11 No 1 (2025): Vol 11 No 1 (2025)
Publisher : Magister Manajemen Universitas Wisnuwardhana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37303/embeji.v11i1.222

Abstract

Decision Support System (DSS) is a tool that helps organizations make objective and structured data-driven decisions. One of the commonly used methods in DSS is the Multi-Attribute Utility Theory (MAUT), which enables the evaluation and comparison of alternatives based on multiple criteria with predetermined weights. This study aims to implement the MAUT method to assess employee eligibility in the production sector by considering factors such as technical knowledge, operational skills, time management, workplace safety, and work quality. By applying MAUT, companies can rank employees based on utility scores calculated through normalization and weighting. Data were collected from 30 production employees using observations and interviews to assess performance based on 12 key indicators. The results indicate that the MAUT method provides structured and accurate outcomes in determining the most eligible employees according to the specified criteria. Furthermore, this method supports more transparent and efficient decision-making, particularly in employee evaluation, promotion, and human resource management. This study concludes that implementing MAUT significantly contributes to assisting manufacturing and industrial companies in objectively managing employees and provides a foundation for developing AI-based employee evaluation models and machine learning applications in the future
The Impact of Implementing Human Resource Analytics on Human Resource Management Decision Making Trisanti, Ayu; Sitanggang, Lestari Pratiwi; Manjorang, Nesa Repinalia Br; Simbolon, Oslan Juliana; Sitompul, Pandapotan
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 5 No. 02 (2025): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) : Desember-Febuari
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v5i02.1221

Abstract

HR Analytics has become a strategic tool in Human Resource Management (HRM), enabling organizations to make data-driven decisions that enhance operational effectiveness and efficiency. This study aims to analyze the impact of HR Analytics implementation on decision-making in HRM, considering both supporting and inhibiting factors of its implementation. The research uses a quantitative approach, surveying HR professionals across various industries. The findings show that the application of HR Analytics significantly contributes to improving decision-making accuracy, particularly in recruitment, performance management, and employee retention. However, challenges such as limited data literacy, technological infrastructure, and resistance to change remain key barriers to the optimal use of HR Analytics. The study provides implications for organizations to invest more in developing HR analytical competencies and fostering a data-driven decision-making culture. These findings align with the hypothesis that HR Analytics has a positive impact on decision-making and that HR analytical competence strengthens this relationship, while resistance to change weakens its effectiveness. Ultimately, organizations can maximize the benefits of HR Analytics by enhancing analytical skills and minimizing resistance to change.
Tinjauan Literatur: Peran Pelatihan dan Pengembangan Sumber Daya Manusia dalam Meningkatkan Kinerja UKM di Era Revolusi Industri 4.0 Sihombing, Thomas H; Sitanggang, Lestari Pratiwi; Silalahi, Donalson; Sitompul, Pandapotan
Economics and Digital Business Review Vol. 6 No. 1 (2025): Agustus - January
Publisher : STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/ecotal.v6i1.2249

Abstract

Pelatihan dan pengembangan Sumber Daya Manusia (SDM) memainkan peran penting dalam meningkatkan kinerja organisasi, terutama di Era Revolusi Industri 4.0. Teknologi yang berkembang pesat menuntut organisasi, termasuk UKM, untuk beradaptasi dengan cepat. UKM sering menghadapi tantangan keterbatasan anggaran dan akses teknologi untuk pelatihan yang efektif. Literatur ini mengeksplorasi peran pelatihan dalam meningkatkan produktivitas dan kinerja UKM serta tantangan yang dihadapi dalam mengimplementasikan pelatihan berbasis teknologi. Temuan penelitian menunjukkan bahwa meskipun pelatihan dapat meningkatkan kinerja, banyak UKM kesulitan mengakses teknologi terbaru. Oleh karena itu, penerapan metode pelatihan berbasis teknologi dan analisis kebutuhan pelatihan yang tepat menjadi solusi penting. Penelitian ini juga mengidentifikasi kesenjangan dalam literatur terkait UKM, yang memerlukan penelitian lebih lanjut mengenai pelatihan yang efisien dan terjangkau. Temuan ini diharapkan dapat memberikan kontribusi praktis bagi kebijakan pelatihan di UKM dan memberi wawasan untuk penelitian lebih lanjut
Perancangan Perangkat Lunak Kelayakan Pemberian Kredit Mobil dengan Menggunakan Metode Analytic Hierarcy Process (AHP) Sitanggang, Lestari Pratiwi
MEANS (Media Informasi Analisa dan Sistem) Volume 4 Nomor 2
Publisher : LPPM UNIKA Santo Thomas Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (507.848 KB) | DOI: 10.54367/means.v4i2.565

Abstract

Research with the title "Designing software for providing car credit worthiness using the Analytic Hiercy Process (AHP) method" was made with the main goal of building a software that is expected to help determine whether a person is worthy of credit, where this software is formed from a system decision support and to evaluate the feasibility of someone in receiving credit that will help decision makers in determining credit lending decisions by analyzing credit terms that have met the Five C requirements, namely customer character (Character), capacity to pay off credit (Capacity), the ability of capital to be customer owned (Capital), collateral owned by the customer to bear credit risk (Collateral), and the customer's financial condition (Condition).
Analisis Tingkat Kematangan (Maturity Level) Implementasi Knowledge Management di Lembaga Pendidikan Tinggi Sitanggang, Lestari Pratiwi; Miska Irani Br.Tarigan, Oslan Juliana Simbolon, Ayu Trisanti, Petra Aprianti Gultom,
YUME : Journal of Management Vol 9, No 1
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v9i1.10402

Abstract

Penelitian ini bertujuan menganalisis tingkat kematangan (maturity level) implementasi Knowledge Management (KM) di Universitas Katolik Santo Thomas Medan dalam konteks transformasi digital pendidikan tinggi. Dengan menggunakan pendekatan kuantitatif deskriptif berbasis Knowledge Management Maturity Model (KMMM), penelitian ini mengukur enam dimensi utama KM, yaitu People, Process, Technology, Culture, Leadership, dan Outcome. Data diperoleh melalui kuesioner terhadap 283 responden dari seluruh fakultas dan unit kerja, kemudian dianalisis secara deskriptif untuk menentukan tingkat kematangan dan kesenjangan antar dimensi. Hasil penelitian menunjukkan bahwa tingkat kematangan KM berada pada kategori “Cukup Matang” (Level 3–4) dengan skor rata-rata 3,50. Dimensi Leadership memperoleh nilai tertinggi (3,67), menandakan komitmen pimpinan universitas yang kuat, sedangkan dimensi Technology memiliki skor terendah (3,27), menunjukkan perlunya integrasi sistem digital dan penguatan infrastruktur informasi. Secara keseluruhan, implementasi KM telah berjalan sistematis namun masih membutuhkan peningkatan pada aspek budaya berbagi pengetahuan dan optimalisasi teknologi. Penelitian ini berkontribusi secara empiris melalui pemetaan kematangan berbasis enam dimensi dan menawarkan model rekomendasi strategis yang mengintegrasikan faktor People; Process; Technology; Culture; Leadership; Outcome guna memperkuat pengelolaan pengetahuan berkelanjutan di era digital.Kata Kunci:  Knowledge Management, Kematangan Organisasi, KMMM, Pendidikan Tinggi, Transformasi Digital
Implementation of Knowledge Management in Improving Organizational Innovation and Performance in the Digital Era Sirait, Ritawati; Sitanggang, Lestari Pratiwi; Simbolon, Oslan Juliana; Trisanti, Ayu; Br. Tarigan, Miska Irani
Jurnal Multidisiplin Sahombu Vol. 5 No. 07 (2025): Jurnal Multidisiplin Sahombu, November - December (2025)
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Digital transformation has encouraged organizations to optimize knowledge management (KM) as a strategy to improve innovation and performance. This study aims to analyze the role of knowledge management implementation in supporting innovation and organizational performance in the digital era through a literature review approach of fifteen national and international journals published between 2011 and 2025. The analysis was conducted by identifying research methods, variables, and key findings from each study, then synthesizing them to find patterns of relationships between KM, digitalization, innovation, and organizational performance. The results of the study indicate that KM processes including the creation, storage, sharing, and application of knowledge have a significant influence on increasing innovation, operational effectiveness, and the ability of organizations to adapt to changes in the digital environment. Digitalization acts as an enabler that strengthens KM implementation through information technology, digital collaboration systems, and data-based knowledge sharing mechanisms. Knowledge sharing culture and transformational leadership are also proven to be key determinants of KM success, while obstacles such as employee resistance and limited digital infrastructure are still frequently encountered. Overall, this study confirms that the integration of KM, digitalization, and an adaptive organizational culture is a strategic foundation for improving organizational innovation and performance in the digital era.
The Role of Innovation in Improving the Competitiveness of UMKM in the Digital Era Gultom, Petra Aprianti; Sitanggang, Lestari Pratiwi; Sinurat, Indriyani; Trisanti, Ayu; Br. Tarigan, Miska Irani
Jurnal Multidisiplin Sahombu Vol. 5 No. 07 (2025): Jurnal Multidisiplin Sahombu, November - December (2025)
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The purpose of this literature review is to comprehensively examine how innovation plays a role in increasing the competitiveness of Micro, Small, and Medium Enterprises (UMKM) in the current digital era. This study uses a qualitative research method with a literature review approach to various relevant previous research results for the 2020–2025 period. The literature sources used include scientific journals discussing product innovation, service innovation, digitalization, and digital marketing strategies applied to UMKM. The results show that innovation is a key component that helps UMKM become more competitive by creating innovative products, improving the quality of technology-based services, and implementing effective digital marketing strategies. These three aspects of innovation have been proven to strengthen the position of UMKM in facing changes and increasingly competitive global business.
Co-Authors Br. Tarigan, Miska Irani Daely, Hele Dina Gultom, Petra Aprianti Manjorang, Nesa Repinalia Br Miska Irani Br.Tarigan, Oslan Juliana Simbolon, Ayu Trisanti, Petra Aprianti Gultom, Sihombing, Thomas H Silalahi, Donalson Simbolon, Oslan Juliana Sinurat, Indriyani Sirait, Ritawati Sitompul, Pandapotan Tarigan, Miska Irani Trisanti, Ayu