Development of a Decision Support System Based on New Approach Respond to Criteria Weighting Method and Grey Relational Analysis: Case Study of Employee Recruitment Selection

Dyah Megawaty - Universitas Teknokrat Indonesia, Bandar Lampung, 35141, Indonesia
Damayanti Damayanti - Universitas Teknokrat Indonesia, Bandar Lampung, 35141, Indonesia
Sumanto Sumanto - Universitas Bina Sarana Informatika, Jakarta, 10440, Indonesia
Permata Permata - Universitas Teknokrat Indonesia, Bandar Lampung, 35141, Indonesia
Dandi Setiawan - Universitas Teknokrat Indonesia, Bandar Lampung, 35141, Indonesia
Setiawansyah Setiawansyah - Universitas Teknokrat Indonesia, Bandar Lampung, 35141, Indonesia


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DOI: http://dx.doi.org/10.62527/joiv.9.1.2744

Abstract


The purpose of this research is to propose a new approach in the criteria weighting method using the RECA method, the RECA method can help provide a systematic and structured framework for determining criteria weights in multi-criteria decision making. The determination of weights using the RECA method is to increase objectivity and accuracy in the candidate assessment and selection process by determining the appropriate weight for each criterion based on responses and assessments from experts or stakeholders. Testing the RECA Method with Multi Attribute Decision Making (MADM) techniques is an important step in measuring the effectiveness of the RECA Method in the context of multi-criteria decision making. Ranking tests using Spearman correlation between the RECA method and other methods such as SAW with a correlation value of 1, MOORA with a correlation value of 0.9636, MAUT with a correlation value of 0.9515, WP with a correlation value of 0.891, SMART with a correlation value of 0.9636, and TOPSIS with a correlation value of 0.8788 show a high level of rank consistency between the RECA method and these methods. This indicates that the RECA Method has a strong ability to generate similar candidate rankings with other methods, validating its reliability and consistency in the context of multi-criteria decision making. Implications for further research include exploring the application of the RECA method in different decision-making contexts other than recruitment, such as performance evaluation, project selection, or supplier selection. Further research could investigate the integration of the RECA method with other decision-making methods or algorithms to improve its performance and applicability in complex decision environments. Comparative studies with larger sample sizes and diverse datasets can provide deeper insights into the effectiveness and reliability of the RECA method compared to other methods.


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