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All Journal Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Jurnal Multidisiplin Sahombu
Sirait, Ritawati
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Arts Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice

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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 Sistem Pendukung Keputusan Berbasis Metode Simple Additive Weighting untuk Rekrutmen Sumber Daya Manusia Oslan Juliana Simbolon; Sitompul, Pandapotan; Tarigan, Miska Irani Br; Sitanggang, Lestari; Sirait, Ritawati
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 5 No. 04 (2025): Vol. 5 No. 04 (2025): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien)
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v5i04.1232

Abstract

Human Resource Management (HRM) in a company is a strategic approach in managing the workforce so that it can contribute optimally to achieving the company's goals. HRM covers various aspects, such as recruitment, selection, training, development, performance appraisal, compensation, to employment relations and employee welfare. The main objective of HRM is to ensure that the company has a competent, motivated, and productive workforce, and to create a work environment that is conducive to individual and organizational growth. With good management, companies can improve operational efficiency, employee satisfaction, and competitiveness in the market. The recruitment process can lead to subjectivity and unfair decision making. This study aims to implement a Decision Support System (DSS) based on the Simple Additive Weighting (SAW) method to assist the Human Resource Recruitment process needed by a company objectively and systematically. The research methodology uses a quantitative approach with case studies on companies in the recruitment process. Data collection was carried out through surveys, interviews with HR managers, and analysis of historical employee data based on five main criteria: sales performance, creativity, communication skills, work experience, and loyalty. The results showed that the SAW method provides accurate recommendations in determining the best candidates based on their relative proximity to the ideal solution. The analysis also identified that sales performance is the most dominant factor in decision making, with the highest weight. The implementation of a SAW-based Decision Support System can improve the efficiency and accuracy of decision making while reducing subjectivity in the employee recruitment process. The DSS process concluded that this system can be an effective solution in supporting HR decision making based on data-based analysis and objective evaluation.
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 (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.
Literature Review on the Effect of Reward System and Work-Life Balance on Teacher Retention with Job Satisfaction as an Intervening Variable Sirait, Ritawati; Silalahi, Donalson
Jurnal Multidisiplin Sahombu Vol. 6 No. 03 (2026): Jurnal Multidisiplin Sahombu, 2026
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/jms.v6i03.8140

Abstract

Teacher retention is a strategic issue in human resource management in the education sector, especially in private schools that face the challenge of high levels of educator transfer. Teacher stability has a great influence on the sustainability and quality of the learning process. Therefore, this study aims to systematically examine the influence of the reward system and work-life balance on teacher retention with job satisfaction as an intervening variable based on relevant literature reviews. The method used in this study is a literature review, by analyzing various national and international journals that discuss the reward system, work-life balance, job satisfaction, and teacher retention. The articles reviewed were selected based on the relevance of the topic, the credibility of the source, and the suitability of the research context in the field of human resource management, especially in educational organizations. The results of the literature review show that the reward system and work-life balance have a positive influence on teacher job satisfaction. Job satisfaction further plays an important role in increasing teacher retention. In addition, job satisfaction has been shown to mediate the relationship between the reward system and work-life balance on teacher retention. These findings indicate that human resource management policies that are oriented towards teacher welfare and satisfaction can strengthen teachers' decisions to stay in educational organizations. Theoretically, this study enriches the study of human resource management by placing job satisfaction as an intervening mechanism in the teacher retention model. Practically, the results of the research are expected to be the basis for school managers to design a reward system and work policies that support work-life balance to increase teacher satisfaction and retention in a sustainable manner.
Co-Authors Br. Tarigan, Miska Irani Oslan Juliana Simbolon Silalahi, Donalson Simbolon, Oslan Juliana Sitanggang, Lestari Sitanggang, Lestari Pratiwi Sitompul, Pandapotan Tarigan, Miska Irani Trisanti, Ayu