RECRUITMENT
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RECRUITMENT. Recruitment. - Process of searching for job candidates: - adequate number - qualified from which to select staff needed to meet job requirements. Recruitment.

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RECRUITMENT

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Recruitment

RECRUITMENT


Recruitment

Recruitment

- Process of searching for job candidates:

- adequate number

- qualified

from which to select staff needed to meet

job requirements.


Recruitment1

Recruitment

Menurut Ivancevich (2007) rekrutmen adalah sekumpulan kegiatan organisasi yang digunakan untuk menarik calon karyawan yang memiliki kemampuan dan sikap yang diperlukan untuk membantu organisasi mencapai tujuannya.

Menurut Noe & Wright (2007), rekrutmen adalah kegiatan apapun dijalankan oleh organisasi dengan tujuan utama untuk mengidentifikasi dan menarik karyawan potensial.


Recruitment2

Recruitment

Purposes of Recruitment

  • Generate adequate pool of candidates at

  • minimum cost.

  • Increase success rate of selection process.

  • Achieve employment equity goals.

  • Attract qualified candidates suited to

  • organizational culture.


Isu stratejik dalam rekrutmen schuler jackson 2006

Isu Stratejik dalam Rekrutmen (Schuler & Jackson 2006)

  • Proses rekrutmen harus konsisten dengan strategi, visi, dan nilai-nilai organisasi.

  • Proses rekrutmen harus bisa dilaksanakan secara efisien dan efektif.

  • Proses rekrutmen harus dibarengi dengan kemampuan organisasi dalam mempertahankan para karyawan terbaik.


Alternatif tindakan selain rekrutmen

Alternatif Tindakan selain Rekrutmen

  • Alih Daya (outsourcing): Menggunakan jasa eksternal untuk menjalankan pekerjaan yang sebelumnya dikerjakan secara internal.

  • Karyawan tidak tetap (contingent workers): Karyawan paruh-waktu, karyawan sementara, atau kontraktor independen.

  • Organisasi Pemberi Kerja Profesional: Perusahaan yang menyewakan karyawan kepada perusahaan-perusahaan lainnya.

  • Kerja Lembur (overtime): Alternatif untuk mengatasi fluktuasi jangka pendek dalam beban kerja. Perusahaan bisa menghindari biaya-biaya rekrutmen, seleksi, dan pelatihan, sedangkan para karyawan memperoleh peningkatan pendapatan selama periode kerja lembur.


Recruitment

Strategic business objectives

What is to be achieved and how.

  • Human resource planning

  • Determine number and type

  • of jobs to be filled

  • Match HR supply with job

  • openings

Job analysis

Collect job information

  • Job description

  • Job title

  • Duties and responsibilities

  • Relationships

  • Know-how

  • Accountability

  • Authority

  • Special circumstances

  • Job specification

  • Experience

  • Qualifications

  • Skills, abilities, knowledge

  • Personal qualities

  • Special requirements

FEEDBACK

Recruitment

Identify and attract a pool of

qualified candidates.


Recruitment

PROSES REKRUTMEN (Mondy 2008)


Recruiting within the organization

Recruiting Within the Organization

Advantages

- Enhanced morale if competence is rewarded.

- More commitment to company goals.

- More accurate assessment of candidate’s skills.

- Less orientation required.


Recruiting within the organization1

Recruiting Within the Organization

Disadvantages

- Discontent of unsuccessful candidates.

- Time consuming to post and interview all

candidates if one is already preferred.

- Employee dissatisfaction with insider as new

boss.


Recruiting within the organization2

Recruiting Within the Organization

Requirements

Job

Posting

Human

Resources

Records

Skills

Inventories


Finding internal candidates

Finding Internal Candidates

  • Job posting

    • Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes.

  • Rehiring former employees

    • Advantages:

      • They are known quantities.

      • They know the firm and its culture.

    • Disadvantages:

      • They may have less-than positive attitudes.

      • Rehiring may sent the wrong message to current employees about how to get ahead.


Recruiting within the organization3

Recruiting Within the Organization

Employee Referrals

Advantages:

- Low cost.

- Skilled employees may know others in their field.

- Recruits have realistic impression of the firm.

- Candidates generally of high quality.


Recruiting within the organization4

Recruiting Within the Organization

Employee Referrals

  • Disadvantages:

  • Nepotism.

  • - Employee dissatisfaction when referral not hired.

  • - Systemic discrimination in non-diverse workplace.


Recruiting outside the organization

Recruiting Outside the Organization

Advantages

- Larger, more diverse pool of qualified candidates.

- Acquisition of new skills and knowledge for

creative problem solving.

- Cost savings from hiring skilled individuals with

no need for training.


Recruiting outside the organization1

Recruiting Outside the Organization

Planning External Recruitment

Yield Pyramid

50

New hires

Offers made (2:1)

Candidates interviewed (3:2)

Candidates invited (4:3)

Leads generated (6:1)

100

150

200

1200


Recruiting outside the organization2

Recruiting Outside the Organization

Prominent Methods

  • Employee referrals.

  • Private employment agencies.

  • Executive search firms.

  • Advertising.

  • Online recruiting.


Recruiting outside the organization3

Recruiting Outside the Organization

Methods

  • Walk-ins and write-ins.

  • Human Resource Centers (HRDC).

  • Professional and trade associations.

  • Labor organizations

  • Educational institutions.

  • Open houses and job fairs.


Recruiting outside the organization4

Recruiting Outside the Organization

Use of Private Employment Agency

- No HR department.

- Past difficulty in generating pool of qualified

candidates.

- Position must be filled quickly.

- Desire to recruit designated group members.

- Desire to recruit individuals currently employed.


Recruiting outside the organization5

Recruiting Outside the Organization

Executive Search Firms

Advantages:

- Often specialize in particular type of talent.

- Adept at approaching employed candidates

not currently looking for a job.

- Confidentiality.

- Saves time.


Recruiting outside the organization6

Recruiting Outside the Organization

Executive Search Firms

Disadvantages:

- Must provide detailed candidate requirements.

- Non-professional sales approach eg. may present

poor candidate to make other prospects more

appealing.


Recruiting outside the organization7

Recruiting Outside the Organization

Print Advertising

- Media to be used depends on:

- type of position

- type of candidate

- Construction of the ad:

- AIDA (attention; interest; desire; action)


Recruiting outside the organization8

Recruiting Outside the Organization

Online Recruiting

Internet job boards

- Post a job opening online.

Corporate career websites

- Create a pool of candidates with interest in

the organization.


Recruiting outside the organization9

Recruiting Outside the Organization

Online Recruiting

Advantages:

- Corporate branding.

- Standard application process.

- Online screening.

- Data can be kept for future search and tracking.


Recruiting outside the organization10

Recruiting Outside the Organization

Recruiting Non-Permanent Staff

Temporary

Help

Agencies

Contract

Workers

Employee

Leasing


Recruiting a more diverse workforce

Recruiting a More Diverse Workforce

  • older workers

  • younger workers

  • designated group members:

    • women

    • visible minorities


Recruiting a more diverse workforce1

Recruiting a More Diverse Workforce

  • Single parents

    • Providing work schedule flexibility.

  • Older workers

    • Revising polices that make it difficult or unattractive for older workers to remain employed.

  • Recruiting minorities and women

    • Understanding recruitment barriers.

    • Formulating recruitment plans.

    • Instituting specific day-to-day programs.


Recruitment

  • Welfare-to-work

    • Developing pre-training programs to overcome difficulties in hiring and assimilating persons previously on welfare.

  • The disabled

    • Developing resources and policies to recruit and integrate disable persons into the workforce.


Hambatan dan tantangan rekrutmen

Hambatan dan Tantangan Rekrutmen

  • Rencana Stratejik dan Sumber Daya Manusia

  • Kebiasaan Perekrut

  • Kondisi Pasar Tenaga Kerja

  • Persyaratan Kerja

  • Biaya

  • Insentif

  • Kebijakan Organisasi

  • Citra Organisasi


Recruitment

DISKUSI


Apakah rekrutmen berdasarkan ipk masih efektif

Apakah Rekrutmen Berdasarkan IPK Masih Efektif?

  • Mengapa IPK dijadikan tolak ukur menyeleksi calon karyawan?

  • Jelaskan solusi yang dapat diberikan untuk pelamar yang tidak mencukupi dalam IPK?


Referensi

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.


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