Development of a Software System for Predicting Employee Ratings

Asian Journal of Pharmaceutical and Clinical Research, 2017

Objective: In many organizations, employee data have to be maintained and utilized for many purposes. Here, in this paper, we are going to use such data to calculate an employee's performance. Methods: This employee data may be converted into useful information using data mining techniques such as K-means and decisions tree. K-means is used to find the rank of the employee means that the employee may come under in his criteria. Decision tree is used to find the review of an employee means that the employee needs improvement or he/she meets expectation. Results: This algorithm when utilized can identify the top employee who can be considered for appraisal or the eligible candidates for promotion. Hence, these algorithms such as K-mean and decision tree that help to find best employees for any association and help us to take a good decision in less time. Conclusion: There are various factors which should be considered and are limited to this algorithm, so human intervention is required to consider those factors. However, ranking and appraisal are seen in many companies, and this algorithm will definitely identify the potential candidates.

2017

The analysis of personnel management methods, including rating management, is provided. It is need to improve the efficiency of labor, stabilize and improve the socio-psychological climate in the team while optimizing organizational structures and reducing the number of employees, today is relevant for many modern enterprises. Analysis of current trends HR educational institutions in movement education reforms in Ukraine is done. The expediency of using methods of rating management and human capital theory to improve personnel management is analyzed. The algorithm of introduction of personnel assessment at the enterprise is outlined, providing a gradual and deliberate use of a variety of approaches, forms, methods, elements taking into specifics of company. One of the priorities of the reform of the education system is the transition from traditional methods of human resources development to education – personnel management to a modern, proven practice in developed countries and the best domestic human resource management organizations – fundamentally different technologies for personnel management. Thus, this study has revealed that rating can be applied in various fields and sectors of activity. Widely if is used rating in the formation, marketing, advertising, economics, from the recent time – in management. Application of the rating is becoming relevant today, because, based on its main function, every head of the optimization of the workplace must have an objective assessment of the potential and personal contribution of employees to business development.

Journal of Physics: Conference Series, 2019

Employees are one of the resources used as a means of movement in promoting a company. Employee performance is highly influential on the profits obtained by the company. Therefore, to stimulate employee performance in selecting outstanding employees each period by providing additional bonuses or salaries for selected employees. However, because the process of evaluating and selecting outstanding employees carried out by managers of Human Resource Development (HRD) still uses a conventional system and takes a lot of time, so a decision support system is needed to evaluate the performance of HRD managers to be more effective and efficient while saving time and energy compared to the current system. For this reason, the author proposes a decision support system and was used to determine outstanding employee by using the simple multi-attribute rating technique (SMART) method. The Decision Support System Application applies the SMART method to help decision maker to determinate the outstanding employee and based on the table above, it was concluded that the employee recommended as an outstanding employee is employee C with the highest final score of 66.20.

International Journal of Advance Research and Innovative Ideas in Education, 2018

In the existing system the information about employees is not handled in the most efficient manner which can fuel the achievement of maximum throughput of human resource. Appraisals are not only a way of rewarding employees for their good performance but also it can act as a mirror indicating areas of improvement. It is possible that lack of a good appraisal system limits the output of the organization Hence we are developing an automated system for the ease of use of the organization which saves time and increases the output of the system. The system also makes sure that the evaluation process is free of bias or partiality, which in turn improves the overall quality of the organization. We aim at creating such a system that can be modified and hanged according to the needs of the customer.

2021

Employee assessment is needed in evaluating performance and granting rewards to employees. PT. Kupu-Kupu Taman Lestari conducts an employee performance appraisal using Microsoft Excel. The growth of employee data and assessment variables resulted in the calculation method that was carried out could not provide employee ranking information quickly. The application of Microsoft Excel in processing employee valuation data has weaknesses in data documentation. The purpose of this study is the company has a website-based decision support system that makes it easy for companies to get employee performance appraisal information. The employee performance data ranking method used is the Analytical Network Process (ANP) and the performance evaluation criteria are prepared based on the Behaviorally Anchor Rating Scale (BARS) approach. BARS is used in determining criteria along with a scale of behavior that represents the performance of each criterion. ANP is used to process data of importance ...

International journal for research in applied science and engineering technology ijraset, 2020

Employee Performance and Recognition Portal is online Performance Appraisal and Recognition system used by all the employees in different sections of the company. Salary hike and promotion depends upon the employee performance. This portal is a one stop shop for all the employees to provide details like tasks performed and performance measures improved etc to their superiors. It allows superiors to evaluate and analyze the employee's performance and work done by him and target achieved in a given period of time and to rate him. It provides a very good interface between superiors and subordinates. Based on these ratings and overall performance shown by employees ranks will be allotted to them among the group of employees with same designation. This rank is called consolidated rank.

Jurnal Sistim Informasi dan Teknologi, 2024

This research aims to find out how to design and build an employee performance assessment information system using the rating scale method. The data collection methods used in this research were observation, interviews, library research, and a literature study. The research utilized the rating scale as the method for assessing employee performance. The author used the Rapid Application Development (RAD) method in system development. The review and analysis confirmed this research's success in developing an employee performance assessment information system using the rating scale method. The successful implementation of this system has had a positive impact by providing a solution to the challenge of performance assessment that is less than objective. With the existence of an employee performance appraisal information system, companies now have tools that can reduce the level of subjectivity in performance appraisals. Using the rating scale method in this system provides consistent evaluation standards, increases assessment accuracy, and presents a higher element of objectivity. In conclusion, implementing the employee performance assessment information system opens up opportunities for continuous improvement in human resource management. With a focus on objectivity and measurability, this system has the potential to become an invaluable tool in achieving company goals and vision.

Akanu Ibiam Federal Polytechnic, Unwana,School Of Science Conference Proceedings, 2024

Over the years, manual method of appraisal exercise has been used and it have proven to be tedious, inefficient, time consuming, introduces partiality, and causes delay in the yearly staff performance appraisal exercise in many organizations. This brought about the emergence of this paper “Online Staff Appraisal System Based on Behavioral Anchored Rating Scale (BARS)”. This involves conducting the appraisal exercise online appraisal system and designed to help organizations to identify the strengths and weaknesses of employees and letting employees know the level of their job performance as well as any expectations the organizations may require from them. The design approach adopted was Structured System Analysis and Design Methodology (SSADM). PHP programming language was used for the Server-Side Scripting; MySQL was used for the database back-end development while HTML, CSS and Bootstrap were used for the front-end development. A BARS based online appraisal system handles all the appraisal process making it more efficient, accessible and transparent compared to manual method. The Online Staff Appraisal System Based on BARS was used to rate staff performance in an appraisal year, create database structure to store their performance details in the database and finally create a reporting platform for all appraised staff for each to access their appraisal status at the end of the appraisal exercise.

Mathematics

An organization’s success depends on its employees, and an employee’s performance decides whether the organization is successful. Employee performance enhances the productivity and output of organizations, i.e., the performance of an employee paves the way for the organization’s success. Hence, analyzing employee performance and giving performance ratings to employees is essential for companies nowadays. It is evident that different people have different skill sets and behavior, so data should be gathered from all parts of an employee’s life. This paper aims to provide the performance rating of an employee based on various factors. First, we compare various AI-based algorithms, such as random forest, artificial neural network, decision tree, and XGBoost. Then, we propose an ensemble approach, RanKer, combining all the above approaches. The empirical results illustrate that the efficacy of the proposed model compared to traditional models such as random forest, artificial neural netw...

Proceeding of the Electrical Engineering Computer Science and Informatics

Human resources are significant assets in an organization. To increase work motivation for employees, various strategies are needed, such as giving rewards to employees who excel, giving sanctions to employees who break the rules and training employees. Rewarding for employees at Universitas Budi Luhur (UBL) is still based on the subjective assessment of the leadership. Determination of employees who perform well also has not been based on standard criteria or assessment. Therefore, in this study, a decision support system was developed to conduct the best employee assessment and selection. This study uses the Simple Additive Weighting (SAW) method. The SAW method was chosen because it was able to select the best alternative from several alternatives. Determination of the best employees using nine criteria, namely discipline, appearance, achievement, interpersonal skills, the ability to provide input, does not cause problems, ability to cooperate, coordination skills, and motivating abilities. The test results using the ISO-9126 model for web-based DSS applications developed in this study indicate that the quality of applications is 81%, which means that the criteria are excellent.