IMPLEMENTATION OF THE SAW METHOD IN THE EMPLOYEE ASSESSMENT SYSTEM FOR PKH IN BATU BARA REGENCY
Abstract
Abstract: The assessment of PKH employees in Batu Bara Regency still requires an objective and measurable evaluation process to support performance decisions. Manual assessment can cause subjectivity and take more time, especially when several criteria must be considered. This study aims to apply the Simple Additive Weighting (SAW) method to the PKH employee assessment system in Batu Bara Regency. The criteria used in this assessment are attendance, teamwork, responsibility, communication, and length of service. The SAW method is applied by determining criteria weights, converting employee values, normalizing the decision matrix, and calculating preference values to obtain the final ranking. The results show that alternative A1, Rahmi Rizkya, obtained the highest score of 0.9504 and ranked first, while alternative A5, Toni Syahpradanadaely, obtained the lowest score of 0.4831. Based on these results, the SAW method can help the employee assessment process become more objective, structured, and useful as a reference for evaluating PKH employee performance.
Keywords: decision support system; PKH employee; simple additive weighting
Abstrak: Penilaian pegawai PKH Kabupaten Batu Bara membutuhkan proses evaluasi yang objektif dan terukur untuk mendukung pengambilan keputusan terhadap kinerja pegawai. Penilaian yang masih dilakukan secara manual dapat menimbulkan subjektivitas dan membutuhkan waktu lebih lama, terutama jika penilaian melibatkan beberapa kriteria. Penelitian ini bertujuan untuk menerapkan metode Simple Additive Weighting (SAW) pada sistem penilaian pegawai PKH Kabupaten Batu Bara. Kriteria yang digunakan dalam penilaian meliputi kehadiran, kerja sama tim, tanggung jawab, komunikasi, dan masa kerja. Metode SAW diterapkan melalui penentuan bobot kriteria, konversi nilai pegawai, normalisasi matriks keputusan, serta perhitungan nilai preferensi untuk memperoleh hasil perankingan. Hasil penelitian menunjukkan bahwa alternatif A1 atas nama Rahmi Rizkya memperoleh nilai tertinggi sebesar 0,9504 dan menempati peringkat pertama, sedangkan alternatif A5 atas nama Toni Syahpradanadaely memperoleh nilai terendah sebesar 0,4831. Berdasarkan hasil tersebut, metode SAW dapat membantu proses penilaian pegawai menjadi lebih objektif, terstruktur, dan dapat dijadikan acuan dalam evaluasi kinerja pegawai PKH.
Kata kunci: pegawai PKH; simple additive weighting; sistem pendukung keputusan
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