Fuzzy Simple Additive Weighting Method in the Decision Making of Human Resource Recruitment

The Company is one of the jobs that was founded to reduce unemployment. The progress of a company is determined by the human resources that exist within the company. So, the selection of workers will join the company need to be selected first. The hardest thing in making a selection factor is the effort to eliminate the subjectivity of the personnel manager so that every choice made is objective based on the criteria expected by the company. To help determine who is accepted as an employee in the company, we need a method that can provide a valid decision. Therefore, we use Fuzzy Multiple Attribute Decision Making with Simple Additive Weighting method (SAW) to decide to make in human resource recruitment. This method was chosen because it can provide the best alternative from several alternatives. In this case, the alternative is that the applicants or candidates. This research was conducted by finding the weight values for each attribute. Then do the ranking process that determines the optimal alternative to the best applicants who qualify as employees of the company. Based on calculations by the SAW obtained the two highest ranking results are A5 (alternative 5) and A1 (alternative 1), to obtain two candidates received.


Introduction
Company as an organization that is driven by Human Resources (HR) confronted with a variety of choices to determine a quality workforce.HR management of a company affects key aspects of the company's business success.If the SDM can be organized well, it is expected that the company can carry out all the processes the business well.To obtain both the human resources, the necessary process of selection is also good.If the company needs new employees, the personnel department needs to select prospective employees by eliminating subjective factors so that every choice made is objective based on the criteria expected by the company.So, with the determination of those criteria, accepted new employees meet the reliable resources and the competitiveness improved management.
Since it was first discovered by Lotfi A. Zadeh in 1965, fuzzy logic has been widely used to help support decision making.One method of fuzzy logic is Fuzzy Multiple Attribute Decision Making (FMADM).Fuzzy Multiple Attribute Decision Making (FMADM) is a method used to find the optimal alternative of a number of alternatives to certain criteria [1].There are several methods to resolve the problem FMADM, one of which is the Simple Additive Weighting (SAW) [2].This method was chosen because it can provide the best alternative from several alternatives.Some examples of the use of fuzzy logic in the selection of personnel including Laing and Wang [3], Yaakob and Watada [4], Lovrich [5], and Wang et al. [6], Lazarevic [7].This paper will discuss the use of SAW method in the decision to HR recruitment.

Decision Support System
Decision support system is a system that helps decision-makers to supplement the information from the data that has been processed by the relevant and necessary to make a decision about a problem more quickly and accurately [8].The purpose of making a decision support system [9], namely: a. Providing ready for human for decision-making on issues that semi or unstructured.b.Provide support for decision-making to managers at all levels to help the integration between levels.c.Improve the effectiveness of managers in decision-making and not an increase inefficiency.

Fuzzy Multiple Attributes Decision Making (Fuzzy MADM)
Basically, the process MADM done through three stages: preparation of the components of the situation, the analysis and synthesis of information.

Simple Additive Weighted (SAW)
Churchman and Ackoff (1945) was first using SAW method to solve the problem of portfolio selection.SAW method widely known and used to solve the problem of multiple attribute decision making (MADM).SAW method is one popular method because of that simplicity [10].
The basic concept Simple Additive Weighted method (SAW) is looking for a weighted sum of the performance rating for each alternative on all attributes.SAW method requires a decision matrix normalization process to a scale that can be compared with all the ratings of existing alternatives [11].
Where rij is the normalized performance rating of alternative   on   attributes for each i = 1,2, ..., m and  = 1,2, … , .Preference value for each alternative (  ) provided: Where:   : ranking for each alternative   : the weights of each criterion   : the value of normalized performance rating   larger value indicates that the selected alternative A_i more.
Steps to resolve Fuzzy MADM using SAW method [2]: a. Specify the criteria used as a reference for decision making.d.The final results obtained from the ranking process is the summation of the matrix multiplication R normalized with the weight vector to obtain the greatest value is selected as the best alternative as a solution.

Conclusion
The determination of employee recruitment is done based on the criteria that have been made by the company.The weights given to each criterion affect the result of determining candidates received.Changes in the value of the weight on a criterion influencing the final calculation.The final results obtained from the ranking process with the greatest value is the best alternative as a solution.So, the two candidates received in example case is A5 and A1.
b.The rating determines the suitability of each alternative on each criterion.c.Decide based on the criteria matrix, then normalizing matrix based on the equation adjusted for the type attribute to obtain the normalized matrix R.

Table 1 )
categories for the assessment of the written exams were converted into crisp numbers.
c. Work Experience RatingsAssessment work experience is the assessment criteria based on the experience of the applicants in recognizing the work before applying.Table2shows categories for the assessment of work experience who converted to crisp numbers.

Table 2 .
Work d. Assessment of EducationEducational assessment is the assessment criteria made by the company based on the formal education of applicants.Table3shows the categories for educational assessment converted into crisp numbers.LONTAR KOMPUTER VOL.

7, NO.3, DESEMBER 2016 p-ISSN 2088-1541 DOI: 10.24843/LKJITI.2016.v07.i03.p05 e-ISSN 2541-5832Table 3 .
Education f. Assessment InterviewAppraisal interview is the assessment criteria based on the results of the test interviews that have been conducted by the prospective employee in the process of a series of tests held company.Categories for the assessment of the GPA are converted into crisp numbers are shown in Table5.

Table 5 .
Assessment a city require two new employees to be placed at the financial administration.Therefore, companies do recruitment prospective employees by category and a series of tests held company.There are 5 applicants for a job in the company with the results of the data of applicants and applicants test results are shown in Table6 and Table 7.

Table 7 .
Test result

Table 8 .
Weight for criterion

Table 12 .
Ranking result