Determination of The Best Employee Using The Behavioral Anchor Rating Scale
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Abstract
Human resource management is essential in improving the competence of human resources in the company, especially every employee, in carrying out operational activities for the company's common goals. Increasing competence requires each individual to improve performance for the company's success further and consider the provision of bonuses and allowances. An objective employee performance appraisal can produce the best employee appraisal decisions that are carried out by selecting many employees from several assessment criteria. This study aims to determine the best employee ratings by applying the Behavioral Anchor Rating Scale (BARS) method so that each parameter of employee attitude and behaviour assessment can be made on a measurable scale with rating and anchor value scales that show performance on each dimension of the four assessment criteria. The study results of 5 alternative employee candidates have successfully completed an objective assessment to produce one best employee result.
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How to Cite
Sjahruddin, H., Hidayat, P., Moridu, I. ., Sutaguna, I. N. T. and Suratman (2022) “Determination of The Best Employee Using The Behavioral Anchor Rating Scale”, Jurnal Mantik, 6(3), pp. 2753-2758. doi: 10.35335/mantik.v6i3.2915.
References
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[11] H. Suradiraja, “Penyusunan Penilaian Kinerja Model Bars Untuk Meningkatkan Persepsi Karyawan Terhadap Objektivitas Penilaian Kinerja,” J. SosioHumaniora, vol. 6, no. 1, 2015.
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[13] L. Matosas-López, S. Leguey-Galán, and L. M. Doncel-Pedrera, “Converting Likert scales into Behavioral Anchored Rating Scales (Bars) for the evaluation of teaching effectiveness for formative purposes,” J. Univ. Teach. Learn. Pract., vol. 16, no. 3, p. 9, 2019.
[14] M. Martin-Raugh, R. J. Tannenbaum, C. M. Tocci, and C. Reese, “Behaviorally anchored rating scales: An application for evaluating teaching practice,” Teach. Teach. Educ., vol. 59, pp. 414–419, 2016.
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[19] R. S. Ilhami and D. Rimantho, “Jurnal Optimasi Sistem Industri,” Penilai. Kinerja Karyawan dengan Metod. AHP dan Rat. Scale, vol. 16,157, 2017.
[20] Anwar, “Employee Performance Appraisal Analysis with Analytic Network Process (ANP) and Rating Scale Method in Baitul Mall Lhokseumawe,” IOP Conf. Ser. Mater. Sci. Eng., vol. 505, no. 1, 2019, doi: 10.1088/1757-899X/505/1/012065.
[21] H. J. Kell, M. P. Martin-Raugh, L. M. Carney, P. A. Inglese, L. Chen, and G. Feng, “Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview Performance,” ETS Res. Rep. Ser., vol. 2017, no. 1, pp. 1–26, 2017, doi: 10.1002/ets2.12152.
[22] I. G. I. Sudipa, I. K. A. G. Wiguna, D. P. Asana, I. N. T. A. Putra, and P. Sugiartawan, “COMBINATION OF MACBETH METHOD AND RANK ORDER CENTROID TECHNIQUES IN DETERMINING THE BEST TOURISM LOCATION IN EAST BALI,” Proceeding Int. Conf. Inf. Technol. Multimedia, Archit. Des. E-bus., vol. 2, no. 0 SE-Articles, Aug. 2022, [Online]. Available: https://eprosiding.idbbali.ac.id/index.php/imade/article/view/708
[2] Hasibuan, “Manajemen Sumber Daya Manusia,” in Manajemen Sumber Daya Manusia, 2018.
[3] E. Soetrisno, Manajemen sumber daya manusia. Kencana, 2016.
[4] K. Tangkuman, B. Tewal, and I. Trang, “Penilaian kinerja, reward, dan punishment terhadap kinerja karyawan pada PT. Pertamina (persero) cabang pemasaran suluttenggo,” J. EMBA J. Ris. Ekon. Manajemen, Bisnis Dan Akunt., vol. 3, no. 2, 2015.
[5] Sugijono, “Pengembangan karyawan dalam manajemen sumber daya manusia,” Orbith Vol. 11 No. 2 Juli 2015 110 – 117 Pengemb., 2015, doi: 10.1021/cr100233r.
[6] I. G. I. Sudipa, I. M. D. P. Asana, I. K. A. G. Wiguna, and I. N. T. A. Putra, “Implementation of ELECTRE II Algorithm to Analyze Student Constraint Factors in Completing Thesis,” in 2021 6th International Conference on New Media Studies (CONMEDIA), 2021, pp. 22–27.
[7] C. Yeh and R. J. Willis, “A validation procedure for multicriteria analysis?: application to the selection of scholarship students,” vol. 6, pp. 39–52, 2001.
[8] E. Rouza and B. Yanto, “Penerapan BARS (Behaviorally Anchor Rating Scale) Berbasis Web Dalam Penilaian Kinerja Karyawan,” Zo. J. Sist. Inf., vol. 1, no. 2, pp. 115–129, 2019.
[9] A. O. Hutasoit, C. Triwibisono, and F. N. Nugraha, “Perancangan Penilaian Kinerja Karyawan Menggunakan Metode Behaviorally Anchored Rating Scales (bars) Di Pt Widya Trans Cargo,” eProceedings Eng., vol. 8, no. 2, 2021.
[10] I. M. D. P. Asana, I. G. I. Sudipa, and I. M. A. Wijaya, “Decision Support System For Employee Assessment At PT. Kupu-Kupu Taman Lestari Using AHP And BARS Methods: Decision Support System For Employee Assessment At PT. Kupu-Kupu Taman Lestari Using AHP And BARS Methods,” J. Mantik, vol. 4, no. 1, pp. 97–106, 2020.
[11] H. Suradiraja, “Penyusunan Penilaian Kinerja Model Bars Untuk Meningkatkan Persepsi Karyawan Terhadap Objektivitas Penilaian Kinerja,” J. SosioHumaniora, vol. 6, no. 1, 2015.
[12] S. N. Evita, W. O. Z. Muizu, and R. T. W. Atmojo, “Penilaian kinerja karyawan dengan menggunakan metode Behaviorally Anchor Rating Scale dan Management by Objectives (studi kasus pada PT Qwords Company International),” PEKBIS (Jurnal Pendidik. Ekon. Dan Bisnis), vol. 9, no. 1, pp. 18–32, 2017.
[13] L. Matosas-López, S. Leguey-Galán, and L. M. Doncel-Pedrera, “Converting Likert scales into Behavioral Anchored Rating Scales (Bars) for the evaluation of teaching effectiveness for formative purposes,” J. Univ. Teach. Learn. Pract., vol. 16, no. 3, p. 9, 2019.
[14] M. Martin-Raugh, R. J. Tannenbaum, C. M. Tocci, and C. Reese, “Behaviorally anchored rating scales: An application for evaluating teaching practice,” Teach. Teach. Educ., vol. 59, pp. 414–419, 2016.
[15] F. Syarief et al., “Manajemen sumber daya manusia,” 2022.
[16] T. Limbong et al., Sistem Pendukung Keputusan: Metode & Implementasi. Yayasan Kita Menulis, 2020.
[17] S. Eom and E. Kim, “A survey of decision support system applications (1995–2001),” J. Oper. Res. Soc., vol. 57, no. 11, pp. 1264–1278, 2006.
[18] B. D. Wright and G. N. Masters, Rating scale analysis. MESA press, 1982.
[19] R. S. Ilhami and D. Rimantho, “Jurnal Optimasi Sistem Industri,” Penilai. Kinerja Karyawan dengan Metod. AHP dan Rat. Scale, vol. 16,157, 2017.
[20] Anwar, “Employee Performance Appraisal Analysis with Analytic Network Process (ANP) and Rating Scale Method in Baitul Mall Lhokseumawe,” IOP Conf. Ser. Mater. Sci. Eng., vol. 505, no. 1, 2019, doi: 10.1088/1757-899X/505/1/012065.
[21] H. J. Kell, M. P. Martin-Raugh, L. M. Carney, P. A. Inglese, L. Chen, and G. Feng, “Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview Performance,” ETS Res. Rep. Ser., vol. 2017, no. 1, pp. 1–26, 2017, doi: 10.1002/ets2.12152.
[22] I. G. I. Sudipa, I. K. A. G. Wiguna, D. P. Asana, I. N. T. A. Putra, and P. Sugiartawan, “COMBINATION OF MACBETH METHOD AND RANK ORDER CENTROID TECHNIQUES IN DETERMINING THE BEST TOURISM LOCATION IN EAST BALI,” Proceeding Int. Conf. Inf. Technol. Multimedia, Archit. Des. E-bus., vol. 2, no. 0 SE-Articles, Aug. 2022, [Online]. Available: https://eprosiding.idbbali.ac.id/index.php/imade/article/view/708
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