rekruter dan peluang-peluang yang tersedia.

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1 rekruter dan peluang-peluang yang tersedia.
Hal : 1 MATERI KULIAH MSDM (PERTEMUAN KE- VI) HUMAN RESOURCE PLANNING & RECRUITMENT Tujuan instruksional khusus (TIK) setelah mempelajari bab ini, anda diharapkan mampu : 1. Mendiskusikan bagaimana keterkaitan arah strategik perusahaan dengan perencanaan SDM perusahaan. 2. Menentukan permintaan tenaga kerja untuk pekerja-pekerja di beragam kategori pekerjaan. 3. Mendiskusikan kelebihan dan kelemahan dari masing-masing cara untu mengurangi surplus tenaga kerja dan menghindari keterbatasan tenaga kerja. 4. Menjelaskan beragam kebijakan rekrutmen yang diterapkan organisasi-organisasi untuk membuat lebih menarik lowongan-lowongan kerja. 5. Mendata beragam sumber pelamar-pelamar kerja yang mana yang akan dipilih, kelebihan dan kekurangan dari masing-masing sumber, dan metode-metode untuk mengevaluasinya. 6. Menjelaskan peran rekruter dalam proses rekrutmen, keterbatasan yang dihadapi rekruter dan peluang-peluang yang tersedia. HUMAN RESOURCE PLANNING & RECRUITMENT INTRODUCTION Two major ways that societal trends and events affect employers are: a. consumer markets, which affect the demand for goods and services, and b. labor markets, which affect supply of people to produce goods and service Tree keys effectively utilizing labor markets : a. companies must have a clear idea of their current configuration of human resource. b. Organization must know where they are going in the future and be aware how their present configuration of HR relates to the configuration that will be needed, and c. Have a program that will address these discrepancies between current and future configuration Overview of the Human Resource Planning Process FORECASTING : the attempts to determine the supply of and demand for various types of HR to predict areas within the organizational where there will be future labor shortages or surplus.

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Goals setting and strategic planning : Options for Reducing and Expected Labor Surplus Goals setting and strategic planning : Options for Avoiding and Expected Labor Shortage OPTIONS SPEED HUMAN SUFFERING 1. Downsizing 2. Pay reductions 3. Demotions 4. Transfers 5. Work sharing 6. Retirement 7. Natural attrition 8. Retraining Fast Slow High Moderate Low OPTIONS SPEED HUMAN SUFFERING 1. 2. 3. 4. 5. 6. 7. Overtime Temporary employees Outsourcing Retained transfers Turnover reduction New external hires Technological innovation Fast Slow High Moderate Low

3 http://www.mercubuana.ac.id Recruiter Willingness to more fully
Hal : 5 Relative Impact of the Recruiter on Various Recruitment Interview Outcomes High Medium Low Impact on Recruit’s Perceptions Recruiter competence Willingness to explore vacancy Likelihood of job acceptance more fully Perceptions TERIMA KASIH