Hanafi, Alvin Ilham and Ir. L. Tri Wijaya Nata Kusuma, ST., MT., Ph.D. (2023) Analisis Job Mapping pada Proses Evaluasi Kinerja Karyawan dengan Pendekatan Analytical Hierarchy Process (AHP) (Studi Kasus: Perusahaan Bijih Plastik). Sarjana thesis, Universitas Brawijaya.
Abstract
Job grade merupakan salah satu faktor yang penting dalam sebuah perusahaan. Hal tersebut dikarenakan Job Grade berhubungan langsung dengan sistem penggajian karyawan sesuai dengan posisi yang telah ditentukan dan bermanfaat untuk menyusun rencana latihan, kenaikan pangkat, memilih dan memperkerjakan pegawai. Perusahaan ini belum memiliki kriteria untuk penentuan job grade pada grade level C. Untuk mendapatkan job grade yang sesuai, perlu adanya job evaluation. Job evaluation merupakan sebuah proses sistematis untuk menentukan nilai relatif dalam organisasi sebagai dasar untuk penilaian dan struktur gaji yang adil. Job evaluation juga memerlukan kriteria-kriteria agar sesuai dengan keadaan di lapangan. Pada penelitian ini dilakukan penentuan kriteria job evaluation, yang dilakukan dengan brainstorming dengan pihak departemen human resources. Kemudian dilakukan pembobotan untuk kriteria-kriteria yang sudah ditentukan. Didapat 6 faktor kriteria job evaluation yang dibagi menjadi 33 subfaktor job evaluation. Selanjutnya, faktor dan subfaktor yang telah ditentukan diberi pembobotan dengan melakukan perbandingan antar faktor dan antar subfaktor yang diisi oleh dua orang ahli pada departemen produksi Perusahaan Bijih Plastik. selanjutnya dilakukan penilaian terhadap setiap subfaktor untuk setiap job position serta penilaian subfaktor terhadap seluruh karyawan departemen produksi. Setelah melakukan perbandingan antarfaktor dan antar subfaktor, kemudian melakukan penentuan bobot untuk setiap faktor dan subfaktor menggunakan analytical hierarchy process (AHP). Setelah bobot sudah ditentukan, dilakukan perkalian bobot masing-masing subfaktor dengan skor hasil penilaian setiap job position. Kemudian hasil tersebut dikalikan dengan bobot masing-masing faktor dan dijumlahkan untuk mendapatkan job value untuk setiap job position. Setelah seluruh job position sudah dilakukan evaluasi, selanjutnya dilakukan job mapping yang berisikan general profile serta skor dan bobot setiap faktor yang dibutuhkan untuk setiap job position. Dilakukan pula mencari job value untuk setiap karyawan dengan langkah-langkah yang sama dan dilakukan evaluasi jika terdapat job value karyawan yang tidak seusai dengan job value job position-nya. Hasil job evalution yaitu berupa job value, dimana untuk job position supervisor memiliki job value 86, job position multiskill operator memiliki job value 83, job position fullskill operator memiliki job value 74, job position junior operator memiliki job value 65, job position fresh graduate operator memiliki job value 56. Untuk job evaluation karyawan terdapat job value yang tidak sesuai dengan job position sehingga diperlukan adanya tindak lanjut bagi perusahaan.
English Abstract
Job grade is an important factor in a company. This is because job grade directly relates to the employee's salary system based on their predetermined position and is useful for developing training plans, promotions, selecting, and hiring employees. The company currently does not have criteria for determining job grades at grade level C. To obtain an appropriate job grade, job evaluation is necessary. Job evaluation is a systematic process to determine the relative value within an organization as a basis for fair performance appraisal and salary structure. Job evaluation also requires criteria to be in line with the actual conditions in the field. In this study, job evaluation criteria were determined by brainstorming with the human resources department. Then, weighting was carried out for the predetermined criteria. Six job evaluation factor criteria were obtained, which were divided into 33 sub-factor job evaluations. Furthermore, the factors and sub-factors that had been determined were weighted by conducting comparisons between factors and sub-factors filled in by two experts in the production department of Plastic Bead Company. Then, an assessment was made of each sub-factor for each job position and an assessment of sub-factors for all production department employees. After conducting comparisons between factors and sub-factors, the weighting for each factor and sub-factor was determined using the Analytical Hierarchy Process (AHP). After the weights had been determined, the weight for each sub-factor was multiplied by the score of the assessment results for each job position. Then, these results were multiplied by the weight for each factor and added up to obtain the job value for each job position. After all job positions were evaluated, job mapping was carried out, which contained the general profile and scores and weights for each factor required for each job position. Job values were also sought for each employee using the same steps, and evaluations were carried out if there were employee job values that were not in line with their job position. The result of the job evaluation is in the form of job value, where the supervisor job position has a job value of 86, the multiskill operator job position has a job value of 83, the full skill operator job position has a job value of 74, the junior operator job position has a job value of 65, and the fresh graduate operator job position has a job value of 56. For employee job evaluation, there were job values that were not in line with their job position, so Mengikuti-up actions are needed for the company.
| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | 052307 |
| Uncontrolled Keywords: | job grade, job mapping, job evaluation, AHP, hay method, STRATA, IPE |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) > 658.31 Elements of personnel management > 658.312 Conditions of employment, performance rating, utilization of personnel > 658.312 5 Performance rating (evaluation) |
| Divisions: | Fakultas Teknik > Teknik Industri |
| Depositing User: | Unnamed user with username tunjungsari |
| Date Deposited: | 10 Jan 2024 07:39 |
| Last Modified: | 10 Jan 2024 07:39 |
| URI: | http://repository.ub.ac.id/id/eprint/207541 |
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