William Dhaniel Tampubolon

Sistem Pendukung Keputusan Pemilihan Security Officer Pada PT Kharisma Esa Unggul Menggunakan Metode VIKOR

Introduction

Sistem pendukung keputusan pemilihan security officer pada pt kharisma esa unggul menggunakan metode vikor. Temukan Sistem Pendukung Keputusan (SPK) untuk pemilihan security officer di PT Kharisma Esa Unggul menggunakan metode VIKOR. Hasilnya? Seleksi karyawan lebih akurat, efisien, dan tepat.

Abstract

A security officer is a security unit or security group established by a business entity to ensure physical security in the environment where they are assigned. The duties of a security officer include maintaining safety and order in their work area and surroundings, covering physical security. Security officers also act as sources of information, protect, and serve the public and surrounding environment. A security officer is a unit or group of personnel formed by an institution or business entity to carry out physical security as part of organized self-managed security within the work environment. The issue that arises in selecting security officers at PT Kharisma Esa Unggul is that the company conducts basic evaluations, primarily assessing skills and applying subjective judgment, meaning the company relies on relative impressions, assumptions, feelings, or preferences. A Decision Support System (DSS) is a system that plays a role in supporting the decision-making process in an organization or company. Therefore, for selecting security officers, each alternative must have criteria, and each criterion should have a predetermined weight, followed by a resolution process using the Vise Kriterijumska Optimizacija I Kompromisno Resenje (VIKOR) method for ranking. In this study, the result of the VIKOR method calculation showed that Aziz Marbun (A2) achieved the highest score of 0. The calculated ranking score for selecting a security officer ranges from 0 to 1. This approach helps the company make security officer selections in an accurate, efficient, and precise manner.

Review

This paper addresses a pertinent issue in human resource management: the subjective selection of security officers, specifically at PT Kharisma Esa Unggul. The authors effectively highlight the limitations of current practices, which rely heavily on basic evaluations, skills assessment, and subjective judgment, leading to potential inaccuracies and biases. To mitigate this, the study proposes a Decision Support System (DSS) utilizing the Vise Kriterijumska Optimizacija I Kompromisno Resenje (VIKOR) method. This approach aims to introduce objectivity, precision, and efficiency into the selection process by defining clear criteria, assigning weights, and systematically ranking candidates. The problem statement is well-articulated, establishing a clear need for a more structured decision-making tool in this critical organizational function. The methodology adopted, centered on the VIKOR method within a DSS framework, is a suitable choice for multi-criteria decision-making problems like personnel selection. VIKOR is well-regarded for its ability to determine a compromise solution that is closest to the ideal, which is particularly useful when multiple conflicting criteria are involved. The abstract outlines a standard application of the method, involving the establishment of criteria and their respective weights, followed by the ranking process. The application of a DSS further strengthens the proposed solution by providing a systematic platform for data input, processing, and result generation, thereby enhancing the decision-making capabilities of the company. This structured approach promises to deliver more accurate and justifiable selections compared to the previous subjective methods. While the abstract clearly presents the problem and proposed solution, some aspects could benefit from further elaboration in the full paper. The finding that "Aziz Marbun (A2) achieved the highest score of 0" within a ranking score range of 0 to 1 warrants clarification, as in many VIKOR applications, a score closer to 0 indicates a better compromise solution. However, stating it as the "highest score" might be misleading or requires specific context on how the VIKOR index is interpreted in this particular study. Future research might also consider incorporating sensitivity analysis to evaluate the robustness of the rankings against changes in criteria weights, or explore the integration of qualitative feedback post-implementation to refine the criteria further. Overall, the paper presents a valuable contribution to improving human resource selection processes through a data-driven approach.

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