[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-227841-113":3,"detail-sidebar-cat-0-id-113":80,"doc-detail-227841-id":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":73,"head_meta":75,"extra_data":77,"updated_unix":79},113,"id","design-of-a-psychological-test-expert-system-for-recruiting-new-employees-with-a-profile-matching-method","Perancangan Sistem Keahlian Tes Psikologi untuk Merekrut Pegawai Baru - dengan Metode Kesesuaian Profil","","Penelitian ini merancang aplikasi tes psikologi untuk seleksi pegawai baru guna mengidentifikasi minat, bakat, kepribadian, dan kecakapan calon secara efisien dan akurat, sekaligus mengolah hasil tes sebagai dasar rekomendasi rekrutmen. Sistem pakar dibangun dengan basis data serta modul expert system menggunakan metode profile matching, termasuk modul koreksi jawaban dan antarmuka pengguna. Pengujian FGD menunjukkan tingkat penerimaan 97,27% pada antarmuka yang diuji, sehingga penentuan kandidat menjadi lebih adil karena mengurangi unsur subjektif.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/id/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/id/document/penelitian-laporan/","Penelitian & Laporan",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/id/document/design-of-a-psychological-test-expert-system-for-recruiting-new-employees-with-a-profile-matching-method/227841/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/design-of-a-psychological-test-expert-system-for-recruiting-new-employees-with-a-profile-matching-method/227841.png","ImageObject",300,407,{"name":42,"@type":43},"Ethan Miller","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-09-20","2026-09-10",true,{"@type":52,"interactionType":53,"userInteractionCount":33},"InteractionCounter",{"@type":54},"ViewAction",{"@type":56,"mainEntity":57},"FAQPage",[58,64,68],{"name":59,"@type":60,"acceptedAnswer":61},"Apa tujuan penelitian dalam rancangan aplikasi tes psikologi ini?","Question",{"text":62,"@type":63},"Tujuannya membangun rancangan aplikasi tes psikologi untuk mengetahui minat, bakat, kepribadian, dan kecakapan calon karyawan secara cepat, tepat, dan akurat, serta mengolah hasil tes untuk rekomendasi ke bagian HR.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"Bagaimana sistem pakar bekerja menggunakan metode profile matching?",{"text":67,"@type":63},"Penilaian kompetensi dilakukan dengan membandingkan nilai profil calon dengan profil nilai kompetensi lainnya sehingga diperoleh gap; nilai gap yang lebih kecil menghasilkan nilai yang lebih tinggi.",{"name":69,"@type":60,"acceptedAnswer":70},"Bagaimana hasil pengujian tingkat penerimaan pengguna?",{"text":71,"@type":63},"Pengujian melalui FGD menghasilkan tingkat penerimaan sebesar 97,27% dari total antarmuka yang diuji, dan hasil dinilai lebih adil karena tidak ada unsur subjektif dalam penentuan karyawan yang diterima.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},227841,1789015717,{"code":4,"msg":81,"data":82},"success",[83,88,92,96,100,104,107,111,115,119,123],{"id":84,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},55,"Agama & Spiritualitas",60,"religion-spirituality",{"id":89,"doc_module":4,"doc_module_name":25,"category_name":90,"show_sort_weight":86,"slug":91},48,"Cerita & Novel","story-novel",{"id":93,"doc_module":4,"doc_module_name":25,"category_name":94,"show_sort_weight":86,"slug":95},56,"Gaya Hidup","lifestyle",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":86,"slug":99},51,"Komik","comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":86,"slug":103},53,"Layanan Kesehatan","healthcare",{"id":105,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":86,"slug":106},54,"research-report",{"id":108,"doc_module":4,"doc_module_name":25,"category_name":109,"show_sort_weight":86,"slug":110},49,"Sastra","literature",{"id":112,"doc_module":4,"doc_module_name":25,"category_name":113,"show_sort_weight":86,"slug":114},52,"Teknologi","technology",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":86,"slug":118},50,"Ujian","exam",{"id":120,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":86,"slug":122},57,"Umum","general",{"id":124,"doc_module":4,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},181,"Formulir","formulir",{"code":4,"msg":81,"data":128},{"doc_id":78,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":4,"category_id":105,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":33,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":79,"read_time":141},687207017582,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","Design of Psychological Test Expert System for New Employees Recruitment with Profile Matching Method  \nNia Rahma Kurnianda 1, Intan Mutia2, Irman Hermadi3  \n{[nia.kurnianda@apps.ipb.ac.id](nia.kurnianda@apps.ipb.ac.id1)[1](nia.kurnianda@apps.ipb.ac.id1), [ipb.intanmutia@apps.ipb.ac.id](ipb.intanmutia@apps.ipb.ac.id2)[2](ipb.intanmutia@apps.ipb.ac.id2),  \n[irmanhermadi@apps.ipb.ac.id](irmanhermadi@apps.ipb.ac.id3 })[3](irmanhermadi@apps.ipb.ac.id3 })[ }](irmanhermadi@apps.ipb.ac.id3 })  \nDepartemen Ilmu Komputer, FMIPA, Institut Pertanian Bogor, Bogor, Indonesia 123  \nAbstract. Employees are the most valuable assets for the company. So, the selection of prospective employees needs to be done to get quality resources. This study aims to develop a psychological test application design that can be used to determine the interests, talents, personality, and skills of prospective employees efficiently and accurately; also processes the results of the selection test for prospective employees. This application can save time and money and provide recommendations to the human resources department during the Covid 19 pandemic. The research method used was a descriptive method with qualitative descriptions. The results indicated that the psychological test expert system can run smoothly with a database; ES module with profile matching method; answer correction module and user interface; as well as providing recommendations regarding prospective employees for a job position. The test of the acceptance level of the focus group discussion (FGD) participants was 97.27% of the total user interface tested. The results obtained were fairer because there was no subjective element in determining the accepted employees.  \nKeywords: expert systems, recruitment, new employees, psychological tests, profile matching  \nPerancangan Sistem Keahlian Tes Psikologi untuk Merekrut Pegawai Baru  \ndengan Metode Kesesuaian Profil  \nAbstrak. Aset yang paling berharga bagi perusahaan ialah karyawan. Maka, seleksicalon karyawan perlu dilakukan untuk mendapatkan sumber daya yang berkualitas.  \nPenelitian ini bertujuan membangun rancangan aplikasi tes psikologi yang dapat digunakan untuk mengetahui minat, bakat, kepribadian, dan kecakapan calon karyawansecara efisien dan akurat; juga mengolah hasil tes seleksi calon karyawan. Aplikasi inidapat menghemat waktu dan biaya serta memberikan rekomendasi kepada bagian personalia dalam masa pandemi Covid 19 ini. Metode penelitian yang digunakan adalahmetode dеskriptif dеngаn pеndеkаtаn kuаlitаtif. Hasil yang didapatkan menunjukkan bahwa sistem pakar tes psikologi dapat berjalan dengan lancar dengan basis data; modul ES dengan metode profile matching; modul koreksi jawaban dan user interface; sertapemberian rekomendasi terkait calon karyawan untuk suatu posisi pekerjaan. Pengujian tingkat penerimaan dari peserta diskusi kelompok terfokus (FGD) adalah sebesar 97,27% dari keseluruhan user interface yang diujikan. Hasil yang diperoleh lebih adil karenatidak ada unsur subjektif dalam penentuan karyawan yang diterima.  \nKata kunci: sistem pakar, penerimaan, karyawan baru, tes psikologi, profile matching.  \nKIBAR 2020, October 28, Jakarta, Indonesia Copyright © 2022 EAI  \nDOI 10.4108/eai.28-10-2020.2315349  \n1 Pendahuluan  \nFaktor penentu keberhasilan dan kemajuan perusahaan sangat bergantung pada kualitassumber daya karyawannya, selain dari sumber daya lainnya. [1] Karyawan merupakan asetsumber daya yang sangat berharga bagi perusahaan. Untuk mendapat karyawan yang berkualitas, proses seleksi harus dilakukan dengan menggunakan serangkaian langkah kegiatan yang digunakan untuk memutuskan kandidat (calon karyawan) yang dapatditempatkan secara tepat. [2]  \nPenempatan karyawan yang memiliki kualitas baik dalam setiap jabatan harus selalumenjadi pertimbangan perusahaan dalam proses rekrutmen. Rekrutmen merupakan proses menarik calon karyawan dan merangsang mereka melamar pekerjaan di suatu perusahaan. [3] Proses rekrutmen yang efektif ","cbCainXRdduecHub","https://ap.wps.com/l/cbCainXRdduecHub","pdf",452727,8,"Indonesian","# Pendahuluan\n# Metode\n## Metode Penelitian","[{\"question\":\"Apa tujuan penelitian dalam rancangan aplikasi tes psikologi ini?\",\"answer\":\"Tujuannya membangun rancangan aplikasi tes psikologi untuk mengetahui minat, bakat, kepribadian, dan kecakapan calon karyawan secara cepat, tepat, dan akurat, serta mengolah hasil tes untuk rekomendasi ke bagian HR.\"},{\"question\":\"Bagaimana sistem pakar bekerja menggunakan metode profile matching?\",\"answer\":\"Penilaian kompetensi dilakukan dengan membandingkan nilai profil calon dengan profil nilai kompetensi lainnya sehingga diperoleh gap; nilai gap yang lebih kecil menghasilkan nilai yang lebih tinggi.\"},{\"question\":\"Bagaimana hasil pengujian tingkat penerimaan pengguna?\",\"answer\":\"Pengujian melalui FGD menghasilkan tingkat penerimaan sebesar 97,27% dari total antarmuka yang diuji, dan hasil dinilai lebih adil karena tidak ada unsur subjektif dalam penentuan karyawan yang diterima.\"}]","Perancangan Sistem Keahlian Tes Psikologi untuk Merekrut Pegawai Baru - dengan Metode Kesesuaian Profil | PDF",12]