MG04 Rekrutmen
MG04 Rekrutmen
MG04 Rekrutmen
MG04-REKUTMEN
RUDI SANTOSO, S.Sos.,M.M
DEFINISI
REKRUTMEN (WERTHER & DAVIS 1996)
GOAL ORGANIZATION
STRATEGIC RECRUITING
Processes
Th
1. Application
2. Invitation to analytical test
3. Online analytical test
4. Invitation to interview
5. Interviews
6. Reference check
7. Feedback
8. Offer form
9. Welcome
SUMBER DAN METODE REKRUTMEN
➤
Sumber-sumber rekrutmen adalah
tempat di mana para kandidat yang
memenuhi syarat berada, seperti
perguruan-perguruan tinggi dan
perusahaan-perusahaan pesaing.
➤
Metode-metode rekrutmen adalah cara-
cara spesifik yang digunakan untuk
menarik para karyawan potensial ke dalam
perusahaan, seperti rekrutmen online.
SOURCE
RECRUITMENT METHODS
SUMBER DAN METODE REKRUTMEN INTERNAL (SCHULER & JACKSON 2006)
➤
Sumber Internal INTERNAL SOURCES
➤
Promosi PROMOTION
➤
Transfer TRANSFER REHIRE
➤
Penarikan Kembali (Rehire)
➤
Metode Internal
➤
Pengumuman INTERNAL METHOD
Lowongan Jabatan (Job JOB POSTING
Posting) TALENT INVENTORY
➤
Persediaan Bakat (Talent
Inventory)
SOURCE
METODE REKRUTMEN INTERNAL
(WERTHER & DAVIS 1996, SCHULER & JACKSON 2006)
TRANSFER
Pengumuman lowongan pekerjaan (job- posting
EMPLOYEES
Persediaan bakat (talent inventory)
PROMOSI
Aktifitas Pengembangan
METODE REKRUTMEN INTERNAL
(MONDY 2008)
EMPLOYEES
Pengajuan lamaran jabatan (job bidding)
INTERNAL Prosedur yang memungkinkan para karyawan yang memenuhi
RECRUITMENT
Referensi Karyawan
Para karyawan secara aktif mengajak teman-teman dan kolega
TUJUAN REKRUTMEN EKSTERNAL (MONDY 2008)
External
Competitors in
the Labor Recruitin Unemployed
Sources
Ongoing
Interview
Pre-Screening Stage & Pre-Employment
Worker Sign- Introduction Compliance, Monitorin
Assessment Check off and Admint
➤
Rencana Stratejik dan Sumber Daya
Manusia
➤
Kebiasaan Perekrut
➤
Kondisi Lingkungan
➤
Persyaratan Kerja
➤
Biaya
➤
Insentif
➤
Kebijakan Organisasi
5 RECRUITMENT CHALLENGES
Need to Hire Quickly
Not enough resources
EDUCATION MOTIVATION SUCCESS Unable to find the prefect can
Understanding and using analy
RECRUITMENT Finding Workers to Fit Compan
CHECK LIST
CHALLENGES CA
REER LAD
DER
DEFINE
QUALIFICATION STRENGTHS
WEAKNESSES GOAL
CHALLENGE
1: NEED TO
HIRE
5 RECRUITMENT
QUICKLY
Problem: The need to fill multiple positions faster, data
entry and
competition Solution: Examine cloud-based tools to
help automate and manage the volume at a quicker
pace
CHALLENGE
2:
NOT
5 RECRUITMENT
ENOUGH
RESOURCES
Problem: Not enough resources to work with
Solution: Connect to various platforms
directly
CHALLENGE 3:
UNABLE TO
FIND THE
5 RECRUITMENT
PERFECT
CANDIDATE FOR
A
POSITION
Problem: Not receiving candidates with strong
backgrounds or skill sets
Solution: Open to train and educate, not just hire to fill
CHALLENGE
4:
UNDERSTANDING
5 RECRUITMENT
AND USING
ANALYTICS
EFFECTIVELY
Problem: Not receiving candidates with strong
backgrounds or skill sets
Solution: Collect various data points in one system
CHALLENGE 5:
FINDING
WORKERS TO
5 RECRUITMENT
FIT
COMPANY
CULTURE
Problem: Find candidate who can work as a
team Solution: Properly educate and position the
company culture to attract candidates who embody
those same
core values
REFERENSI
➤
Mondy, R.W., 2008, Manajemen Sumber Daya Manusia,
Edisi Kesepuluh (terjemahan), Jakarta: Penerbit Erlangga.
➤
Schuler, R.S. & Jackson, S.E., 2006, Human Resource
Management, International Perspective, Mason: Thomson
South-Western.
➤
Werther, W.B. & Davis, K., 1996, Human Resources and
Personnel Management, 5th Ed., Boston: McGraw-Hill.