Penilaian Kinerja Tenaga Kerja Produksi Menggunakan Metode Analytic Hierarchy Process dan Multi-Objective Optimization on The Basic of Ratio Analysis (Studi Kasus Di PT Candi Jaya Amerta, Sidoarjo)

Shafira, Ghea and Dr. Siti Asmaul M,, STP. MP and Wike A. P. Dania,, STP. M Eng, Ph.D (2022) Penilaian Kinerja Tenaga Kerja Produksi Menggunakan Metode Analytic Hierarchy Process dan Multi-Objective Optimization on The Basic of Ratio Analysis (Studi Kasus Di PT Candi Jaya Amerta, Sidoarjo). Sarjana thesis, Universitas Brawijaya.

Abstract

PT Candi Jaya Amerta adalah produsen dan eksportir kerupuk di Sidoarjo, Jawa Timur dengan variasi produk seperti kerupuk udang, kerupuk sayur, kerupuk singkong, dan kerupuk buah. Selama ini dalam melakukan penilaian kinerja tenaga kerja langsung bagian produksi, PT. Candi Jaya Amerta menggunakan sistem berdasarkan perilaku (behavior appraisal system) dengan cara checklist attitude dengan perilaku yang jadi fokus penilaian yaitu presensi kehadiran dan ketepatan waktu kehadiran dalam bekerja. Namun yang dilakukan PT Candi Jaya Amerta ini belum memenuhi sistem penilaian perilaku (behavior appraisal system) yang semestinya, karena kelengkapan objektifitas belum tercakup lengkap (tidak komprehensif) seperti karakter, perilaku, inisiatif, tanggung jawab, kualitas pekerjaan, kuantitas hasil dan kerjasama tim, menyebabkan penurunan profesionalitas terhadap individu. Tujuan penelitian untuk memberikan usulan kepada PT Candi Jaya Amerta terkait penilaian kinerja menggunakan metode AHP dan MOORA. Metode yang digunakan dalam penelitian ini adalah Analytic Hierarchy Process (AHP) dan Multi-Objective Optimization on The Basic of Ratio Analysis (MOORA). Metode AHP untuk menghasilkan nilai bobot kriteria penilaian kinerja tenaga kerja. Metode MOORA menentukan perangkingan penilaian kinerja. Pengambilan sampel menggunakan teknik purposive sampling sebanyak 15% yaitu 15 tenaga kerja langsung bagian produksi dengan jumlah populasi diatas 100. Berdasarkan metode AHP, krieria yang memiliki bobot tertinggi adalah tanggung jawab yaitu 0.32. dan sub kriteria tertinggi adalah orientasi kepada keberhasilan dengan nilai bobot 0.1568. Hasil perangkingan MOORA, nilai tertinggi yaitu tenaga kerja DC dan nilai terendah yaitu tenaga kerja SA dan SP. Tenaga kerja DC karyawan yang menempati rangking tertinggi dengan nilai melebihi harapan (baik) pada 8 sub kriteria dari 15 sub kriteria, diusulkan untuk mendapatkan reward dari perusahaan. Tenaga kerja SA dan SP merupakan karyawan yang menempati rangking terakhir dengan nilai melebihi harapan (baik) pada 3 sub kriteria dari 15 sub kriteria, diusulkan untuk mendapatkan masukan dan nasihat dari perusahaan agar dapat memperbaiki kinerjanya. Usulan perusahaan melakukan penilaian kinerja menggunakan metode AHP dan MOORA karena memiliki kelengkapan objektifitas dalam menilai kinerja. Sebelum merealisasikan penilaian, perusahaan perlu memberikan sosialisasi untuk memberi pemahaman atas semua kriteria yang akan dinilai dalam penilaian kinerja. Harapannya agar tenaga kerja dapat mempersiapkan diri dalam menjalankan proses penilaian kinerja dan penilaian yang dilakukan perusahaan lebih transparan. Tenaga kerja yang memiliki nilai tertinggi dalam penilaian kinerja diusulkan untuk mendapatkan reward dari perusahaan atas apa yang dikerjakan untuk perusahaan.

English Abstract

PT Candi Jaya Amerta is a manufacturer and exporter of crackers in Sidoarjo, East Java with a variety of products such as prawn crackers, vegetable crackers, cassava crackers, and fruit crackers. So far, in assessing the performance of the direct labor of the production division, PT. Candi Jaya Amerta uses a system based on behavior (behavior appraisal system) by means of an attitude checklist with behavior that is the focus of the assessment, namely attendance and punctuality at work. However, what PT Candi Jaya Amerta has done has not fulfilled the proper behavior appraisal system, because the completeness of objectivity has not been fully covered (not comprehensively) such as character, behavior, initiative, responsibility, quality of work, quantity of results and teamwork, lead to a decrease in the professionalism of the individual. The purpose of this research is to provide suggestions to PT Candi Jaya Amerta regarding performance appraisal using the AHP and MOORA methods. The research are using two methods, the Analytic Hierarchy Process (AHP) and Multi-Objective Optimization on The Basic of Ratio Analysis (MOORA). The AHP method is used to produce the weighted value of the labor performance assessment criteria. The MOORA method determines the ranking of performance appraisals. Sampling using purposive sampling technique was taken as much as 15%, namely 15 direct workers in the production section, because the population is above 100, 15% of the population can be used. Based on the AHP method, the criterion that has the highest weight is responsibility, which is 0.32. and the highest sub-criteria is success-oriented with a weighted value of 0.1568. The results of the MOORA ranking show that the highest score is DC workforce and the lowest score is SA and SP workers. The DC workforce, employees who rank highest with scores exceeding expectations (good) on 8 sub-criteria out of 15 sub-criteria, are proposed to get a reward from the company. The SA SP workforce is an employee who ranks last with a value exceeding expectations (good) on 3 sub-criteria out of 15 criteria, it is proposed to get input and advice from the company in order to improve its performance. The proposal for the company needs to conduct a performance assessment using the AHP and MOORA methods because it has complete objectivity in assessing performance. Before realizing the assessment, the company needs to provide socialization to provide an understanding of all the criteria that will be assessed in the performance appraisal. The hope is that the workforce can prepare themselves to carry out the performance appraisal process and the assessment carried out by the company is more transparent. The employee who has the highest score in the performance appraisal is proposed to get a reward from the company for what he does for the company.

Item Type:	Thesis (Sarjana)
Identification Number:	0522100238
Uncontrolled Keywords:	Kerupuk, Penilaian Kinerja, Tenaga Kerja, dan Produksi,Crackers, Performance Assesment, Labor, dan Production.
Subjects:	300 Social sciences > 338 Production > 338.1 Agriculture > 338.16 Production efficiency
Divisions:	Fakultas Teknologi Pertanian > Teknologi Industri Pertanian
Depositing User:	soegeng sugeng
Date Deposited:	04 Nov 2022 06:14
Last Modified:	04 Nov 2022 06:14
URI:	http://repository.ub.ac.id/id/eprint/196121

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