REKRUTMEN, SELEKSI dan PENEMPATAN

PROCEDURES OF SEARCHING & SELECTING HUMAN RESOURCES 1. Job vacancy analysis Each procedure of searching and selecting human resources starts with a thorough analysis of work requirements followed by determination of a competent worker profile in co-operation with the employer. 2. Searching suitable candidates We use different channels for searching suitable candidates. Appropriate candidates are usually selected from our own base and also by means of advertising. 3. Selection The selection procedure is focused on discovering knowledge, experience, skills, abilities and personal characteristics of the candidates. During the selection procedures the candidates are interviewed, tested and submitted to standard psychological instruments. 4. Placement Arrange all the necessary documents required for the employment of the selected candidate.

RECRUITMENT Recruitment is the process of attracting prospective employees and stimulating them for applying job in an organization.

RECRUITMENT Recruitment is the process of attracting qualified applicants for a specific job. The process begins when applications are brought in and ends when the same is finished. The result is a pool of applicants, from where the appropriate candidate can be selected.

REKRUTMEN adalah proses mencari, menemukan dan menarik para pelamar yang kapabel, untuk dipekerjakan dalam dan oleh suatu organisasi

Sources of Recruitment The main sources of recruitment are: Internal promotion and internal introductions (at times desirable for morale purposes) Careers officers (and careers masters at schools) University appointment boards Agencies for the unemployed Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)

PROSES REKRUTMEN A B C IDENTIFIKASI LOWONGAN PEKERJAAN TUNTUTAN PEKERJAAN JOB REQUIREMENTS IDENTIFIKASI LOWONGAN PEKERJAAN METODE REKRUTMEN PELAMAR YANG KAPABEL Sumber-sumber Rekrutmen INTERNAL REKRUTMEN Job Tender  Departing employee EXTERNAL REKRUTMEN  Walk-in & Write-in  Depnaker Lamaran berdasarkan  Perusahaan Penempatan informasi orang dalam Tenaga Kerja  Iklan  Perusahaan Pencari Tenaga Kerja INSTITUTI LAINNYA  Lembaga Pendidikan  Temporary help firms  Organisasi Profesi  Leased employees  Serikat Pekerja  Open house  Organisasi Militer  International recruiting  Program Pemerintah

TANTANGAN PROSES REKRUTMEN Dalam Organisasi : Kebijaksanaan pemberian kompensasi Status dari pegawai Perencanaan SDM Tuntutan tugas yang kelak akan dilaksanakan Kebiasaan para pencari kerja Kondisi eksternal Tingkat pengangguran Kompetitor Kelangkaan skill & pengetahuan Peraturan perundangan tenaga kerja Praktek rekrutmen organisasi lain

SELECTION Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection.

SELEKSI Proses memilih pelamar sampai dengan memutuskan pelamar mana yang diterima atau ditolak untuk menjadi pegawai

FAKTOR-FAKTOR YANG HARUS DIPERHATIKAN DALAM PROSES SELEKSI Penawaran tenaga kerja/Jumlah Pelamar Tantangan etis Tantangan organisasi Kesamaan kesempatan (EEO)

The Selection Process JOB Reference Checking Testing Interview Application Interview Testing Reference Checking Copyright © 2006 by The McGraw-Hill Companies, Inc. All rights reserved

LANGKAH-LANGKAH DALAM PROSES SELEKSI Penerimaan surat lamaran Penyelenggaraan ujian Wawancara seleksi Pengecekan latar belakang & surat referensi Evaluasi kesehatan Wawancara oleh manager yang akan menjadi atasan langsung Pengenalan pekerjaan Keputusan atas lamaran

LANGKAH-LANGKAH DALAM PROSES SELEKSI PENYELENGGARAAN UJIAN : Psycho-test Tes Pengetahuan Tes Keterampilan

LANGKAH-LANGKAH DALAM PROSES SELEKSI TIPE-TIPE WAWANCARA : Tidak terstruktur Terstruktur Gabungan antara terstruktur dan tidak terstruktur Pemecahan masalah Wawancara dalam situasi stress

LANGKAH-LANGKAH DALAM PROSES SELEKSI PROSES WAWANCARA : Persiapan wawancara Penciptaan keserasian hubungan Tukar menukar informasi Mengakhiri wawancara Penilaian : menggambarkan komentar pewawancara tentang penampilan pelamar, minat yang terungkap, latar belakang, harapan, perkiraan kemampuan, pengalaman pelamar, sikap pelamar.

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ORIENTASI Aspek Organisasi Kepentingan Pegawai Ruang Lingkup Tugas Perkenalan

Aspek Organisasi Sejarah Struktur dan Tipe organisasi Pengenalan para pejabat Tata ruang dan tata letak fasilitas kerja Ketentuan normatif Produk Organisasi Budaya organisasi

Kepentingan Pegawai Baru Penghasilan Jam Kerja Hak cuti Fasilitas yang disediakan Pendidikan dan pelatihan Pensiun

Ruang Lingkup Tugas Tugas pokok yang harus dikerjaan Team work

REKRUTMEN DAN SELEKSI Rekrutment Seleksi o_______________o______________o__________o Lowongan Lamaran Orientasi Diterima/ ditolak Diterima/ ditolak

PENEMPATAN PEGAWAI (PLACEMENT) Penempatan adalah penetapan tugas (assignment) bagi pegawai baru, atau penugasan baru (reassignment) bagi pegawai lama. Penempatan, biasanya merupakan kewenangan dari atasan langsung (Kepala unit kerja) pegawai ybs, setelah dikonsultasikan dengan manajemen. Peran dari HR Dept (unit kerja pengelola SDM) adalah memberikan saran kepada manajemen dan konseling untuk pegawai ybs.

PENEMPATAN PEGAWAI Assignment Reassignment (PLACEMENT) PROMOSI (Promotion) TRANSFER DEMOSI (Demotion)

PROMOSI (Promotion) A promotion occurs when an employee is moved from a job to another position that is higher in pay, responsibility, and/ or organizational level. Promotions usually are based on merit (superior performance in the current job) and/ or seniority (length of service).

TRANSFER Transfers occurs when an employee is moved from a job to another position that is relatively equal in pay, responsibility, and/ or organizational level. Transfer has beneficial to jobholders, since the experience may provide a person with new skills and a different perspective.

DEMOSI (Demotion) Demotions occurs when an employee is moved from a job to another position that is lower in pay, responsibility, and/ or organizational level. Demotions seldom hold positive outcomes for the individual. Usually associated with discipline; poor job performance; inappropriate behavior.