Journal articles: 'Employee recruitment'

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Breaugh, James A. "Employee Recruitment." Annual Review of Psychology 64, no. 1 (January 3, 2013): 389–416. http://dx.doi.org/10.1146/annurev-psych-113011-143757.

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Collins, Sandra K. "Employee Recruitment." Health Care Manager 26, no. 3 (July 2007): 213–17. http://dx.doi.org/10.1097/01.hcm.0000285011.80655.70.

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Sarinah, Sarinah, Rahmat Simon Gultom, and Asep Ali Thabah. "THE EFFECT OF RECRUITMENT AND EMPLOYEE SELECTION ON EMPLOYEE PLACEMENT AND ITS IMPACTS TOWARDS EMPLOYEE PERFORMANCE AT PT SRIWIJAYA AIR." JURNAL MANAJEMEN TRANSPORTASI DAN LOGISTIK 3, no. 1 (July 25, 2017): 101. http://dx.doi.org/10.25292/j.mtl.v3i1.145.

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Sriwijaya Air realizes the importance of candidates selection of process, because this process will result in employees in accordance with the prescribed qualifying so as to achieve a performance from these new employees. The purpose of this study was to determine the effect of the implementation of the recruitment and placement of employees selection and its impact on the performance of employees of PT Sriwijaya Air Jakarta. The analytical method used is the method of path analysis. The results showed that recruitment and selection variables influence significantly on the placement of employees. Likewise, employee placement variable influence significantly on the performance of employees of PT Sriwijaya Air Jakarta. However, only recruitment variable that Significantly influence on employee performance. Recruitment is one - the only variable that has direct influence on employee performance. While selection and placement of employees variable do not affect the performance of employees.

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Widyani, Anak Agung Dwi, and I. Wayan Agus Permana Putra. "Pengaruh Rekrutmen dan Promosi Jabatan Terhadap Kinerja Karyawan Pada PT. Bank Sinarmas Cabang Denpasar." WIDYA MANAJEMEN 2, no. 1 (February 1, 2020): 80–88. http://dx.doi.org/10.32795/widyamanajemen.v2i1.551.

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This research was conducted based on differences in the focus of the discussion about recruitment and promotion of employee performance. Besides, there are also research problems about the decline in employee performance at PT Bank Sinarmas Denpasar Branch. This study aims to examine and analyze the effect of recruitment and promotion of position on employee performance. This research was conducted at PT Bank Sinarmas with a population and the sample of this study amounted to 87 respondents. All data obtained from the questionnaire distribution are feasible to use, then analyzed using SPSS 24.0. The results of the study give the meaning that recruitment has a positive and significant effect on employee performance; job promotion has a positive and significant effect on employee performance; recruitment and promotion have a positive and significant effect on employee performance. This research implies that recruitment can be improved by taking into account the basic indicators of recruitment, recruitment sources, and recruitment methods so that employee performance increases. Job promotion can be increased by taking into account indicators of employees who are loyal and with integrity, creativity, and initiative, more value than other employees, can provide solutions not only complaint and professional in working so that employee performance increases. Finally, employee performance can improve by taking into account indicators of quality, quantity, timeliness, effectiveness, and independence.

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Huseynova, Aydan, Jana Matošková, and Ales Gregar. "Linking employer branding and firm-level performance: The case of Azerbaijani firms registered on Glassdoor." Problems and Perspectives in Management 20, no. 1 (January 27, 2022): 128–42. http://dx.doi.org/10.21511/ppm.20(1).2022.12.

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In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm’s strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts. Acknowledgment Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2019/008) of FaME through Tomas Bata University in Zlin, Czech Republic.

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Hery, Hery, Raphael Christopher, Andree E. Widjaja, and Suryasari Suryasari. "Pengembangan Aplikasi Manajemen Rekrutmen Karyawan Menggunakan Metode Profile Matching." INTENSIF: Jurnal Ilmiah Penelitian dan Penerapan Teknologi Sistem Informasi 3, no. 1 (February 1, 2019): 81. http://dx.doi.org/10.29407/intensif.v3i1.12588.

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Human Resources (HR) is one of the important aspects in the company, because it will manage many aspects such as technology, resources, and capital, therefore the process of hiring and allocating training is important in the company. Human Resource Departement (HRD) is responsible for recruiting new employees and developing training programs to equip employees or prospective employees. The Recruitment process consist of three steps: CV gathering, psychotest work, and interview). In PT. XYZ recruitment process is done manually,Therefore an application is required that can support the decision-making process in the employee recruitment process that can analyze the appropriate training for prospective employees. Employee recruitment applications development and allocation of employee training using the System Development Life Cycle (SDLC) system development methodology. For employee training allocation system with profile matching method. The Final result from this research is an application that could support HRD in recruitment process and training allocation.

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Eryana, Eryana, and Anugrah Indah. "Pengaruh Rekrutmen Dan Pengembangan Karyawan Terhadap Kinerja Karyawan Di Radio Republik Indonesia (RRI) Bengkalis." IQTISHADUNA: Jurnal Ilmiah Ekonomi Kita 9, no. 1 (June 26, 2020): 15–24. http://dx.doi.org/10.46367/iqtishaduna.v9i1.207.

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One important factor in sustaining the company's existence in advancing quality is by way of recruitment efforts to find prospective employees who meet certain requirements so that from them the company can choose the most appropriate people to fill existing vacancies. A clean and healthy company is certainly due to good employee performance. Employee performance will improve if employees are given the training to improve abilities and also a clear career development program. This research aims to determine the effect of recruitment and career development on employee performance in the Radio Republic of Indonesia of Bengkalis. The populations in this research were all employees of the Radio Republic of Indonesia Bengkalis, amounting to 13 people. The results showed that employee recruitment and development influenced employee performance.

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Widnyani, Ni Made. "REKRUTMEN, SELEKSI, PENEMPATAN DAN KINERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 11 (November 24, 2020): 3558. http://dx.doi.org/10.24843/ejmunud.2020.v09.i11.p07.

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This research was conducted to determine the influence of the recruitment, selection, placement and performance of employees at PT. Bumi Sentosa which is still trusted to be the service provider, especially in the field of technical service. This research was conducted by analyzing the relationship between variables recruitment, selection, placement and performance of employees. This research was conducted by questionnaire method and the type of research is quantitative. Statistical analysis and hypothesis testing using Structural Equation Modeling (SEM) with Amos as the application program. Respondents in this research were employees of technical service at PT. Bumi Sentosa with a sample number of 110 people. The results showed that the influence of recruitment to the placement was significant, the influence of selection to the placement is significant, the influence of the placement to the employee's performance is significant, the influence of recruitment to employee performance is significant and the influence of selection to the performance of employees is significant too, which means the entire hypothesis is verified. This research shows that more better of recruitment, selection and placement conducted by PT. Bumi Sentosa, the performance of employees will more better too. Keyword : recruitment, selection, placement, employee performance

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Clifford Tizhe Oaya, Zirra, James Ogbu, and Grace Remilekun. "Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 3, no. 3 (2017): 32–43. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2003.

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Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming. For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the “one sample T-test” to find the level of relationship between recruitment/selection strategy and employee performance. The study revealed that the use of recruitment agency and internal employee recommendation in the recruitment/selection process enables organization to recruit committed and productive employees while the recruitment through the influence of host community leads to organizational inefficiency. The study therefore, recommends that Organizations can make use of employment agencies in the act of recruitment and selection but should be open to disclose the job description and responsibility to them. Acceptance of referred candidates from committed and active employees for employment was also recommended as it enhances mentoring, monitoring, obedience and coaching among employees. It was also advised that recruitment/selection should be based on the capability of the candidates to perform the job responsibilities than consideration based on host community influences.

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Slavković, Marko, Goran Pavlović, and Marijana Simić. "Employee recruitment and its relationship with employee satisfaction: Verifying the mediating role of the employer brand." Ekonomski horizonti 20, no. 2 (2018): 127–39. http://dx.doi.org/10.5937/ekonhor1802127s.

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D'Alfonso, Jim. "The Employee Recruitment and Retention Handbook." AORN Journal 79, no. 4 (April 2004): 872–77. http://dx.doi.org/10.1016/s0001-2092(06)60832-6.

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Irmayanti, H. "Employee Recruitment with Fuzzy Tsukamoto Algorithm." IOP Conference Series: Materials Science and Engineering 407 (September 26, 2018): 012162. http://dx.doi.org/10.1088/1757-899x/407/1/012162.

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Multazam, Akhmad, Indra Wijaya, Akbar Noor Syahril Sidik, and Inge Handriani. "Application New Employee Recruitment and Placement." International Journal of Computer Trends and Technology 67, no. 1 (January 25, 2019): 11–15. http://dx.doi.org/10.14445/22312803/ijctt-v67i1p103.

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Bishop, John. "High school performance and employee recruitment." Journal of Labor Research 13, no. 1 (March 1992): 41–44. http://dx.doi.org/10.1007/bf02685448.

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Baloch, Qadar Bakhsh, Sheikh Raheel Manzoor, and Abdul Qayum. "Factors Affecting Employer-Employee Relationship in Police Sector of Pakistan: The Mediating Role of Working Condition." Peshawar Journal of Psychology and Behavioral Sciences (PJPBS) 2, no. 2 (January 5, 2017): 215–34. http://dx.doi.org/10.32879/pjpbs.2016.2.2.215-234.

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The study examines the factors i.e. (collective bargaining, recruitment, remuneration, communication) affecting employer- employee relationship with inclusion of mediator i.e. workplace condition. Primary data was collected from police departments working in four provinces of Pakistan namely, Khyber Pakhtunkhwa, Sindh, Punjab and Baluchistan. Questionnaires were administered among the three tiers of leadership i.e. top, middle and the bottom. For validation of data collection instrument the confirmatory factor analysis via structure equation model was conducted and all the models were found with significant loadings. Liseral and SPSS software were used for data analyses. For measuring direct and mediating effect study used hierarchal linear regression model. The findings of the study indicate that collective bargaining, recruitment, communication and remuneration have significant positive effect on employer-employee relationship whereas, workplace condition partially mediates the relationship amid factor affecting employee relation i.e. (collective bargaining, recruitment, communication and remuneration) and employer- employee relationship. Moreover, study reveals that inclusion of collective bargaining, recruitment, communication and remuneration inside organization will result in better performance of the police department and lead to build trust and better image of police department. Theoretical implications and future area suggestions are also incorporated in the study.

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D.A.S. Udayanga, D. A. S., P. M. K. N. Jayarathna, K. S. C. Silva, M. Z. A. Rashaad, and L. D. A. D. Dissanayake. "Impact of Employer Branding on Employee Retention: A Case of Multinational Corporation that Operates in Sri Lanka." SLIIT Business Review 01, no. 01 (June 1, 2021): 1–27. http://dx.doi.org/10.54389/opsi7755.

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Employer branding is an important recruitment practice, which correspondingly delivers an important contribution to the retention of employees. Thus, the main purpose of this study is to identify the impact of employer branding on employee retention with reference to a selected multinational organization that operates in Sri Lanka, which is a leading brand in the global beverage industry. The research utilized a deductive research approach, and data were gathered from 126. Simple random sampling technique was utilized in the research where the data was gathered from 126 employees in the selected globally operating multinational organization which has large employer brand, in Sri Lanka. Inferential statistics, Pearson’s correlation coefficient and multiple linear regression analysis was employed to derive conclusions in the study. Accordingly, it is found that employer branding has a positive and highly significant impact on employee retention. Furthermore, the study concludes that the work life balance and training and development are the variables that have a critical impact on employee retention, while corporate social responsibility has no significant impact towards employee retention. The completion of the study would lead to enhance the knowledge on employer branding as well as to provide practical implications to follow in the future. Keywords: Employer Branding, Employee Retention, Dimensions of Employer Branding, Human Resource Management

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Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (June 10, 2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.

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Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process. Originality/value The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.

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USMANI, SANIA. "Leveraging Financial Performance for Recruitment and Retention of Intellectual Capital through Financial Participation." International Review of Management and Business Research 9, no. 4 (December 7, 2020): 76–86. http://dx.doi.org/10.30543/9-4(2020)-8.

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In recent years, substantial attention has been given to the impact of Financial Participation on Financial Performance. However, there is a lack of research of the impact of Financial Performance on Financial Participation and the mediating role of Fnancial Participation between Financial Performance, Employee Recruitment and Employee Retention. In this paper, Financial Performance, Financial Participation, Employee Recruitment and Employee Retention is examined, including two types of financial participation; Employee Stock Options and Profit Sharing. The purpose of this research was to understand the role of financial participation in attracting individuals and retaining them. Non-probability-based convenience sampling technique was used in this study. The technique was used mainly due to ease of access of respondents, geographical proximity and cost-effectiveness (Etikan et al. 2016). Structural Equation Modelling was applied on the data analysis using Partial Least Squares method on SMART-PLS Software. Drawing on the data collected from 211 respondents from various national and multinational companies in the FMCG Sector of Karachi, Pakistan. The results indicated that Financial Participation has important interaction effects with Financial Performance, Employee Recruitment and Employee Retention. It is also found that indirect effect of Financial Participation has a strong mediating relationship with Employee Retention as compared to Employee Recruitment. The findings suggest that by incorporating financial participation by employees, HR can effectively recruit and retain better individuals. Also, ESOPs are a better form of attracting and retaining better employees. Keywords: Employee Stock Ownership, Financial Participation, Profit Sharing, Financial Performance, Employee Recruitment, Employee Retention.

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Gupta, Bindiya, Shweta Mittal, and Vivek Mittal. "Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature." Marketing Review 19, no. 1 (November 29, 2019): 85–105. http://dx.doi.org/10.1362/146934719x15633618140792.

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The current recruitment scenario, which is highly dynamic and challenging, calls for the attention of academics and practitioners alike. Recently, several studies were conducted to understand the possible relationship between employer branding and employee retention (Gilani & Cunningham, 2017; Wilden, Gudergan, & Lings, 2010). In the present study, an attempt has been made to explore the impact of employer branding on employee recruitment and retention. A comprehensive literature review of previous studies on this topic was conducted, in an attempt to understand the influence of employer branding on each aspect of recruitment. For this purpose, concepts from signalling theory, person-organisation fit and social identity were considered. Careful analysis of previous studies reveals that employer branding has an impact on an organisation's ability, not only to recruit, but also to retain, desired employees. Further, the organisations which are able to successfully project their images as potential employers of choice are bound to reap benefits in the long run.

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Fiernaningsih, Nilawati, Pudji Herijanto, and Musthofa Hadi. "PENGARUH ANALISIS JABATAN, REKRUTMEN DAN SELEKSI KARYAWAN TERHADAP KINERJA KARYAWAN TETAP NON PNS." Adbis: Jurnal Administrasi dan Bisnis 12, no. 1 (October 3, 2018): 75. http://dx.doi.org/10.33795/j-adbis.v12i1.43.

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Every educational organization, HR has a very important role because HR is the determinant of the success or failure of the organization in achieving organizational goals. In order for organizational goals to be achieved, it is necessary to have job analysis, employee recruitment and employee selection so that the organization can get employees who perform optimally. This study aims to determine the effect of job analysis, employee recruitment and selection on employee performance. This research was conducted at the State Polytechnic of Malang with a population of 565 non-civil servant permanent employees and a sample of 135 people taken randomly. The analysis technique used is SEM by using the AMOS 16 application. The results of the study concluded that job analysis, recruitment and selection of employees affect performance.

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Pringgabayu, Dematria, and Hendriady De Keizer. "Penerapan Sistem Rekrutmen untuk Meningkatkan Keterikatan Karyawan." Jurnal Manajemen Maranatha 16, no. 2 (May 15, 2017): 167. http://dx.doi.org/10.28932/jmm.v16i2.387.

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High employee engagement can have a positive effect on the progress of a company's business, including one of them is an insurance company. One of the factors that can shape employee attachment, whether it increases employee engagement, even lowers it, is the existing recruitment system in the company concerned. When an employee is recruited, starting from the first call-up session, until the employee enters the first day of work, the employee must pass through a series of recruitment systems. This research is conducted with the intention to test and know the factors that can increase employee's attachment one of which consists of recruitment system, and also by using work environment as moderation variable. The results show that employee selection and job design have a direct influence in establishing employee engagement, while the new employee orientation will increase employee engagement if moderated or reinforced by the environmental factors in which they work, and has no direct effect on increasing employee engagement. Keywords: employee engagement; health insurance company ; recruitment system; work environment

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Susena, Edy, Edy Susanto, Dwi Iskandar, and Muhamad Handi Stiawan. "Employee Admissions Information System Web-based at CV Galerindo Nusantara." International Journal of Computer and Information System (IJCIS) 2, no. 2 (May 25, 2021): 28–32. http://dx.doi.org/10.29040/ijcis.v2i2.28.

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CV Galerindo Nusantara company still uses manual methods in the recruitment process, namely prospective employees must come to the company to apply for work and still use paper so that companies need a computerized system that can facilitate employee recruitment activities. Based on these problems the authors seek solutions to make it easier for companies to overcome these problems. In developing this system, the author uses the waterfall method, namely the work of a system that is carried out sequentially or linearly. The results of the web-based employee recruitment information system at CV Galerindo Nusantara which was created by the author are to produce a system that can make it easier for prospective employees and companies to carry out computerized employee recruitment activities as well as time efficiency and make it easier for prospective employees to access information systems.

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Анисимова, Galina Anisimova, Дроздова, Ekaterina Drozdova, Палагутина, N. Palagutina, Мельникова, and Marina Melnikova. "Personnel Recruitment and Selection for an Organization." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (April 17, 2014): 59–62. http://dx.doi.org/10.12737/3536.

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As the shortage of competent well-trained employees is becoming more and more acute, so is the problem of recruiting and selecting appropriate personnel for organizations. Meanwhile the healthy performance of HRM service, and particularly, well-considered personnel recruitment and selection procedure, helps to slow down employee turnover, which in turn, positively influences on financial well-being and performance of an organization. Employee turnover can have several effects on the organizational performance. Dependant on the sphere of activity and jobs of permanently changing employees, this effect can be favorable or virtually imperceptible, but in certain cases can lead to loss of competitiveness and setback in production. Despite the urgency of the high employee turnover problem, employee retention programs are still can be found in only few organizations. The major guidelines for shaping recruitment and selection process are presented in the paper, accompanied by the list of the most popular and efficient methods of hiring, based on internal and external sources. Especially emphasized are the conditions and stage-after-stage recommendations for proper personnel selection, making it possible to hire employees, whose personal character traits qualify for the job and/or the set of activities to be implemented. The above said proves high theoretic and practical importance of the study, carried out by the authors.

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Manuaba, Ida Ayu Pradnyani Utami, and Gede Sri Darma. "Examining recruitment strategies and millennial employee selection." International research journal of management, IT and social sciences 8, no. 1 (January 19, 2021): 110–22. http://dx.doi.org/10.21744/irjmis.v8n1.1140.

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The purpose of this study is to look for concrete forms of millennial recruitment and selection strategies. Besides, the purpose of this study is to invite the readers of this study to see what obstacles occur in the strategy of recruitment and selection of Millennial employees. This research was conducted at PT. BPR Lestari Bali. Design This study uses a qualitative approach with descriptive analysis methods. The sample used in this study is based on a purposive sampling technique, namely the determination of samples based on the suitability of certain characteristics and criteria. Data collection techniques used are through observation, interviews, and documentation. The results of this study are to look for concrete forms of recruitment and selection strategies for millennial employees. The actual form of recruitment strategy consists of recruitment preparation, dissemination of job vacancies online, acceptance of applications, and through the Internship program. The results of research on the process of implementing the recruitment and selection strategy at PT. BPR Lestari Bali has been implemented well by the company. Several theories have been applied so that there are not many obstacles or obstacles in the implementation of millennial recruitment and selection strategies.

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Yani, Ari Soeti, and Rinaldo Rinaldo. "PENGARUH REKRUTMEN DAN KOMPENSASI TERHADAP KINERJA KARYAWAN DENGAN PENGAWASAN KERJA SEBAGAI VARIABEL MODERATING PADA PT. TITIAN ABADI LESTARI." Majalah Ilmiah Bijak 14, no. 2 (September 12, 2017): 127–33. http://dx.doi.org/10.31334/bijak.v14i2.11.

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This research about "Effect of Recruitment and Compensation against Employee Performance with Monitoring of Work as Moderating Variables at PT. Titian Abadi Lestari ". The dependent variable in this research is the employee's performance. Independent variable is the recruitment and compensation. As well moderating variables in this research is monitoring of work. Population and sample in this research is all employees or as many as 70 people. The analysis method used in this research is to test the feasibility of the data, test hypotheses and test moderating variable. Test result of Feasibility data proves the questionnaire is valid and reliable. While testing the hypothesis partially and simultaneously prove that the recruitment and compensation jointly and significant positive effect on employee performance. The test results proved that the moderating variable the monitoring of work is pure moderating because of the effect results Z to Y on the first output and the effect of the interaction Z * X1 on the second output, one of them is significant. So monitoring of work affect recruitment and compensation moderating on employee performance.

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Frączek, Adriana. "Social Media in the Employee Recruitment Process." Studia Gdańskie. Wizje i rzeczywistość XVII (June 1, 2021): 61–71. http://dx.doi.org/10.5604/01.3001.0014.9091.

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Satisfying the need for human resources in the organization, results from the employment plan. When it turns out that there is a vacancy in a particular position, either newly created or already existing, the recruitment procedure begins. A very important element in the recruitment of employees is the selection, which is understood as a series of actions taken to fill the vacant positions with suitable employees. The company can carry out the entire recruitment process on its own, by its Social Media in the Employee Recruitment Process own specialists, as well as may use the help of employment offices or personnel consulting. The current reality of the global economy gives many opportunities for both employees and employers. One of these opportunities is the recruitment through social media. Communication medium in the form of the Internet, defines new standards of information transfer. Candidates have the opportunity to exchange views about the company and the proposed position, while employers can learn through social networking sites something about potential candidates.

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Hendro, Omar, Trisniarty Trisniarty, and AM RZ Rahman. "PENGARUH KEPEMIMPINAN, MOTIVASI KERJA DAN REKRUTMEN TERHADAP KINERJA KARYAWAN PADA PT. TUNAS AUTO GRAHA PALEMBANG (SUMATERA SELATAN)." Integritas Jurnal Manajemen Profesional (IJMPRO) 1, no. 2 (July 2, 2020): 193–210. http://dx.doi.org/10.35908/ijmpro.v1i2.24.

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This study aims first, analyzing the effect of leadership, motivation and recruitment simultaneously on employee performance at PT. Tuning Auto Graha Palembang. Second, analyzing the effect of leadership, motivation and recruitment simultaneously on employee performance at PT. Tunas Auto Graha Palembang. The population is 140 people and the sample in this study is based on Sugiyono's opinion with an error rate of 5%, totaling 100 respondents / employees. Testing the validity of the instrument through Corrected Item-Total Correlation, Performance Variables (Y), leadership (X1), and motivation (X2) the results of the test are valid. The reliability test results are all reliable variables on the questionnaire. The results of the statistical calculation of the regression equation Y = 15.149 + 0.327.X1 + 0.624.X2 + 0.438.X3 + e. This study concludes first, leadership, motivation, and recruitment together have a positive and significant effect on the performance of the employees of PT Tunas Auto Graha Palembang City. Second, leadership has a positive and significant effect on employee performance. Third, motivation has a positive and significant effect on employee performance. Fourth, recruitment has a positive and significant effect on the performance of the employees of PT Tunas Auto Graha Palembang City

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Pate, Richard L. "Invisible discrimination." International Journal of Discrimination and the Law 12, no. 3 (September 2012): 133–46. http://dx.doi.org/10.1177/1358229112470300.

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With the advent and popularity of social networking sites, the boundaries of the relationship between the employer and employee/prospective employee have stretched well beyond the workplace and working hours. Predictably, this relationship expansion has led to uncharted adversarial scenarios between the respective parties. Unfortunately, in this new, vibrant cyber world, employment law is struggling for deference and attention. Notwithstanding this ostensible indifference, each phase of the relationship is heavily impacted by social network media. Applicant recruitment, information gathering and applicant selection stand to be impacted by the social network communications made by employees or prospective employees. This article examines whether present and proposed law protects job applicants from potential, unlawful discrimination resulting from the employer’s use of social media in its applicant recruitment, information-gathering and applicant selection processes.

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Dani, Rahmi Azaria. "PENGARUH PROSES REKRUTMEN TERHADAP KINERJA KARYAWAN PADA PT FEDERAL INTERNATIONAL FINANCE (FIF) DI KOTA SAMARINDA." Jurnal Administrasi Bisnis Fisipol Unmul 7, no. 4 (November 30, 2019): 395. http://dx.doi.org/10.54144/jadbis.v7i4.2789.

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The purpose of this study was to examine and determine the effect of the recruitment process simultaneously and partially on employee performance at PT. Federal International Finance (FIF), and to test and find out which variable has the most significant effect on employee performance. Data analysis tools used are validity test, reliability test, classic assumption test, multiple linear regression test, correlation coefficient test, determination coefficient test, F test, T test, and dominant test. The results showed that the method and source of recruitment simultaneously had a significant effect on employee performance. This is evidenced by the value of sig. Fcount = 0.018 <Alpha 0.05. In the t test results (partial) the recruitment source partially has a significant effect on employee performance. This is evidenced by the value of sig. tcount X2 X2 0.005> 0.05, where the most influential is the source of recruitment with the results of standardized coefficients beta of 0.465. From the results of the study it was shown that the method and source of recruitment had a significant effect on performance by 15.2%, while the remaining 84.8% was determined by other variables not included in the study. The suggestion from researchers for PT Federal International Finance (FIF) in Samarinda City is expected to further improve employee recruitment standards and processes in the recruitment of company employees to provide quality human resources.

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Kitonga, Felistus Veronica, Susan Were, and Pamela M. Getuno. "Influence of Legal Framework on Recruitment and Selection in Service State Corporations in Kenya." Journal of Human Resource &Leadership 5, no. 3 (December 24, 2021): 114–29. http://dx.doi.org/10.53819/81018102t4028.

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Retaining quality workers is challenging as a result of recent phenomena such as skills shortages, employee mobility and the expected retirement of baby boomers in the near future. These phenomena negatively affect organizations’ ability to create and maintain their competitive advantage in the labour market. Hiring the right persons requires legislation like employment equity which must be fulfilled and the survival of an organization usually depends on the caliber of its employees. The purpose of this study was therefore to determine the influence legal framework has on recruitment and selection in service oriented State Corporation in Kenya. The study employed a descriptive cross sectional type of research design that enabled investigation of the various factors that influence recruitment and selection. The target sample was 154 executives of Service State Corporation in Kenya. A stratified random sampling technique was used to achieve desired representation. Data was collected using structured questionnaires. To analyze the collected data, descriptive and inferential statistics were used. Statistical software used was SPSS version 20. Regression analysis between legal framework and recruitment and selection revealed a coefficient of determination (R squared) of 0.733, implying that legal framework accounts for 73.3% of the variation in recruitment and selection of employees in Service State Corporation in Kenya. The findings also revealed a positive and significant relationship between legal framework and recruitment and selection in Service State Corporations in Kenya (β=.872, p=.000<.05). The study concludes that legal framework has significant positive influence on recruitment and selection, then proper measured should be put in place on improving legal framework for proper recruitment and selection process to take place. The study recommends that the Kenyan government should enact policies that promote recruitment and selection which would in turn promote employee retention. The policy makers should enact polices that promote talent management aspects in state corporations in Kenya in order to ensure sustainable employee retention a good leadership and competitive advantage. Keywords: Legal Framework, Government policy and practice, Rules and regulations, Acts of parliaments, Recruitment and selection

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Fachrizal, M. R., N. R. Radliya, and A. Manik. "Development of E-Recruitment as a Decision Support System for Employee Recruitment." IOP Conference Series: Materials Science and Engineering 662 (November 20, 2019): 022018. http://dx.doi.org/10.1088/1757-899x/662/2/022018.

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Santoso, Teguh. "ANALISIS HUBUNGAN GAYA KEPEMIMPINAN, PEREKRUTAN KARYAWAN DAN KETERLIBATAN KARYAWAN TERHADAP KINERJA KARYAWAN PT. PLN (PERSERO) DISTRIBUSI JAWA BARAT." JURNAL LENTERA BISNIS 8, no. 2 (November 22, 2019): 88. http://dx.doi.org/10.34127/jrlab.v8i2.291.

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This research was conducted to analyze the influences of leadership style , Employee Recruitment and employee involvement on employee employee performance of PT PLN (Persero) Distribusi Jawa Barat. The research methodology used is quantitative research by using a survey method that is intended to provide an explanation. The survey research is a study that takes a sample from a population and a questionnaire as a means of principal collecting. Two variables used are the independent variables and the dependent variable. Leadership style, Employee Recruitment and employee involvement as the independent variable and employee performance as the dependent variable. The research involves 72 employees as respondents, the data were analyzed with multiple linear regression model using SPSS. The results showed that leadership style, Employee Recruitment and employee involvement reac positively and significant to the job employees satisfaction of PT PLN (Persero) Distribusi Jawa Barat. Keywords: Leadership Style, Employee Recruitment, Employee Involvement, Employee Performance

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Rosmawati, Dwi, Dedi Martono, and Afrida Nurhayati. "Implementasi Registrasi Online Seleksi Penerimaan Karyawan Baru Pada PT Lion Parcel." CICES 6, no. 2 (August 24, 2020): 192–202. http://dx.doi.org/10.33050/cices.v6i2.1152.

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The use of technology in a current system can speed up the work process, including in the new employee recruitment system. This research is intended to describe the new employee recruitment system and evaluate the new employee recruitment process implemented by PT Lion Express (Lion Parcel). The method applied in data collection is by interviewing and seeing firsthand the process of recruiting new employees at PT Lion Express (Lion Parcel). In accordance with the results of research that has been done by the author, it can be concluded that the employee recruitment process carried out by the personnel department already has a systematic stage. In the recruitment process there are still several problems that hamper as long as the process can be an evaluation of the company for the future. Obstacles encountered include the process of registering prospective employees for the implementation of psychological tests which are considered ineffective because they are still based on emails received and announcements of applicant data completeness are still done one-by-one by e-mail to applicants, thus consuming the work of HR department personnel. Therefore, a web-based Smart system is needed that can facilitate registration and announcement of lack of data completeness online. So that companies can maximize the process of hiring new employees, it is recommended that the selection of new employees use a system that can accommodate the obstacles that often occur in the process of hiring new employees. The system design uses UML diagrams and PHP programming languages.

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Iskarim, Mochamad. "Rekrutmen Pegawai: Starting-Point menuju Kinerja Organisasi yang Berkualitas dalam Perspektif Manajemen Sumber Daya Manusia dan Islam." MANAGERIA: Jurnal Manajemen Pendidikan Islam 2, no. 2 (November 14, 2017): 307–27. http://dx.doi.org/10.14421/manageria.2017.22-06.

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Success in employee recruitment system is a starting point toward a well performing organization. To gain employees who are match with the task requirements of an organization, requires some procedures, such as: job identification, job analysis, recruitment sources, recruitment method, and candidate interview and selection, as well as job offer. Referring to Islamic conception on employee recruitment, this research found numbers of principles in recruitment, they are: (a). merit system, that means reward system is given based on quality of services performed, (b). Belief in God and having high moral commitment to reach organizational objective, (c). avoid nepotism practices or like and dislike, and all kinds of bribery in the administration and management.

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Adeola, Mukarramah Modupe, and Sulaimon Olanrewaju Adebiyi. "Employee Motivation, Recruitment Practices and Banks Performance in Nigeria." International Journal of Entrepreneurial Knowledge 4, no. 2 (December 1, 2016): 70–94. http://dx.doi.org/10.1515/ijek-2016-0015.

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Abstract Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable applicants and make room for effective employees who will improve the efficiency of the bank and be motivated. At the same time, this research also suggests that the bank should provide more accessible motivational incentives for its employees in order to boost their performance because unmotivated employees are of no use to any organisation.

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Stenbacka, Susanne. "Responsibilities, Caring Practices and Agriculture: Farmers’ Perspectives on Recruitment and Employer–Employee Relationships." Sociologia Ruralis 59, no. 2 (November 14, 2018): 255–74. http://dx.doi.org/10.1111/soru.12223.

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Nasution, Muhammad Darwis Meyandie. "Pengaruh Proses Rekrutmen dan Seleksi terhadap Kinerja Karyawan : Studi pada PT. Dian Bahari Sejati." Jurnal Riset Inspirasi Manajemen dan Kewirausahaan 3, no. 2 (September 1, 2019): 85–93. http://dx.doi.org/10.35130/jrimk.v3i2.66.

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Based on the data processing hasi it is known that the selection in which the company has an influence on employee performance partially . The most dominant variable affecting the performance of employees, especially in PT. Dian Bahari Sejati is the selection , the reason for the selection of variables having the largest value of the regression coefficient when compared with variable recruitment , so that the second hypothesis can be said to be proven . Simultaneously, it is known that the process of recruitment and selection simultaneously have an influence on the performance of employees at PT. Dian Bahari Sejati.The influence of variables X1 ( recruitment ) to variable Y ( company performance ) indicated by the value of the correlation coefficient ( r xy ) of 0.727 . While the R -square is 0.528 or 52.80 % , showing approximately 52.80 % variable Y ( the performance of the company's employees ) can be explained by the recruitment process variable ( X1 ) , or in practice it can be said that the contribution of the recruitment process ( X1 ) to variable Y ( performance of employees ) is 52.80 % . The rest is influenced by other variables not examined . The influence of X2 ( selection) to variable Y ( the performance of employees ) indicated by the value of the correlation coefficient ( r xy ) of 0.655 . While the R -square is 0.429 or 42.90 % , showing approximately 42.90 % variable Y ( the performance of the employee ) can be explained by the selection of variables ( X2 ) , or in practice it can be said that the contribution of selection (X2 ) to variable Y ( employee performance ) is 42.90 % . The rest is influenced by other variables not examined .The influence of variables X1 ( recruitment ) and X2 ( selection) to variable Y ( the performance of employees ) indicated by the multiple correlation coefficient of 0.565 , while the R -square value is 0.319 or 31.90 % , showing approximately 31.90 % variable Y can be explained by the recruitment process variable ( X1 ) and selection (X2 ) to variable Y ( the performance of the employee ) is 31.90 % . The rest is influenced by other variables not examined . Or proposed hypothesis can be accepted or recruitment process and se ; of selection has a positive and significant effect on the performance of employees at PT. Dian Bahari Sejati.

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R Sudiarditha, I. Ketut, Agus Supriyanto, and Mardi Mardi. "EFFECT OF RECRUITMENT, SELECTION AND MOTIVATION TO PERFORMANCE OF EMPLOYEES AT DATACOMM DIANGRAHA COMPANY." JRMSI - Jurnal Riset Manajemen Sains Indonesia 8, no. 1 (April 10, 2017): 84. http://dx.doi.org/10.21009/jrmsi.008.1.05.

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In this study, the goal is to test empirically the effect of recruitment, selection and motivation of the employee performance at Datacomm Diangraha Company. The samples used were employees of Datacomm Diangraha especially the engineers with the total number of respondents was 126. The analysis used a linear regression, this research examines four variables: Recruitment (X1), Selection (X2) and Motivation (X3) as independent variables, and Performance employees (Y) as the dependent variable. Partial test shows that the recruitment effect of 0175 (positive and significant) on the performance. While the selection is also influenced significantly by 0347 on employee performance. And further motivation for 0295 was a significant influence on employee performance.Measurement model analysis in this study showed that all variables have met the criteria of validity and reliability, while at the structural model analysis shows that testing of hypotheses H1, H2, and H3 supports the hypothesis proposed. The resulting model of the independent variables and the effect on the dependent variable is Y = 16,408 + 0175 0347 X1 + X2 + X3 0295. The study concluded that the recruitment, selection and motivation affect the performance of employees with the results affect the performance of 95%, while 5% is determined by other variables. Keyword : recruitment, selection, motivation, linear regression

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Yusuf, Muhammad Yusuf. "Influence Of Recruitment System And Job Design On Competence And Employee Performance." Asia Pacific Management and Business Application 009, no. 02 (December 31, 2020): 167–78. http://dx.doi.org/10.21776/ub.apmba.2020.009.02.7.

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Siyah, Siyah, Mansur Mansur, and Ridan Muhtadi. "ANALISIS SISTEM REKRUTMEN DAN PELATIHAN DALAM MENINGKATKAN KINERJA KARYAWAN." Ar-Ribhu : Jurnal Manajemen dan Keuangan Syariah 1, no. 2 (December 31, 2020): 188–203. http://dx.doi.org/10.55210/arribhu.v1i2.488.

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Introduction: Sharia financial institutions, especially SPM Pamekasan Sharia Banks, in carrying out each of their operational activietis must depend on human resources (HR) as managers in every company activity. Therefore, SPM Pamekasan Sharia Bank must place human resources (employees) according to their field capabilities. The research here aims to be able to find out how the recruitment and training system is carried out in the SPM Pamekasan Sharia Bank and how the performance of employees using both systems. Methods: The research method used by researchers, namely using descriptive qualitative methods, using data collection techniques in the form of observation, interviews, and documentation. Results: The results of this study the recruitment system implemented by the SPM Pamekasan Sharia Bank uses two systems, namely internal and external recruitment and both recruitment systems are said to be quite good. For the training system implemented by the SPM Pamekasan Sharia Bank, namely an external and internal training system. Of the two recruitment and training systems carried out by Bank Syariah SPM Pamekasan have a positive effect on employee performance. This can be seen from the increase in employee performance appraisal of the SPM Pamekasan Syariah Bank which increased in 2019 compared to 2018. Keywords: Recruitment System, Training, Employee Performance.

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Setiawan, Nashrudin, Emi Wakhyuni, and Nur Afrina Siregar. "Recruitment Analysis on Employee Performance With Variable Control As Moderating On Manufacturing Company." Ilomata International Journal of Management 1, no. 3 (July 31, 2020): 102–11. http://dx.doi.org/10.52728/ijjm.v1i3.69.

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The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company

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Yusuf, Muhammad. "Analysis of Employee Recruitment in Improving Performance in the Accommodation Service Business." Jurnal Ad'ministrare 8, no. 1 (February 20, 2021): 59. http://dx.doi.org/10.26858/ja.v8i1.18178.

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The economic development of a region, especially in the development of the tourism sector, cannot be separated from the development of its human resources. This study aims to see the employee recruitment system, employee performance, and employee education qualifications at hotels in the city of Parepare. 7 informants are leaders and/or employees who are taken from hotels who are deemed to be able to represent the whole hotel in Parepare City. This research is applied research with a qualitative approach. Data were analyzed descriptively. Observations were made at seven hotels as the object of research, one of which recruited employees openly, while the other six hotels did not. Of all employees in the seven hotels, only a small proportion have educational qualifications with a tourism background. There is one hotel that has employees with a tourism education background, but only at the level of vocational high school education, besides that employee performance is generally still low in almost all hotels, only one hotel which according to our observations is quite good in terms of hotel service standards. The results showed that the recruitment system has not been implemented openly, employee performance is still low and educational qualifications are not following the needs of the workforce in the hotel industry

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Mardi, Dedi Liyus. "Penerapan Metode Profile Matching Pada Perekrutan Karyawan untuk PT. Dinasti Motekar Group." Ultima InfoSys : Jurnal Ilmu Sistem Informasi 12, no. 1 (June 28, 2021): 8–20. http://dx.doi.org/10.31937/si.v12i1.1547.

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Human resources are particularly important factor in any corporation to support the successful corporation. Employee recruitment is a thing that is not separated from a human resources management activity. To have employee fit expectation of corporation, the right employee recruitment system is necessary to have employee in accordance with his or her expertise. In the process of employee recruitment, a supporting decision system is required. Method used to make the employee recruitment system is using Profile Matching. In this study is raised a cases; i.e. seeking for the best alternative for the recruitment of employee in PT. Dinasti Motekar Group. The Profile Matching was chosen as it can establish weight grade for each attribute, then it is continued by the ranking process to be able to select the best alternative from other alternatives. The best alternative, therefore, might be acquired based on specific criteria as they were established by the corporation. Index Terms—Employee Recruitment; Decision Support System; Profile Matching.

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Azizah, Siti, and Hanivan Sabtaji. "Pengaruh Staffing Sebagai Salah Satu Fungsi Manajemen di Mitra Jaya Company Terhadap Kinerja Karyawan." MAMEN: Jurnal Manajemen 1, no. 1 (January 7, 2022): 99–110. http://dx.doi.org/10.55123/mamen.v1i1.39.

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Mitra Jaya Company is a company located in Malang City and is engaged in animal husbandry by producing egg incubators. The descriptive statistical analysis and multiple linear regression analysis methods were used in this study. Based on these result, the recruitmen, selection, training, reward and punishment, as well as development simultaneously have huge impact on Mitra Jaya Company employee performance. The t-test results show a t-Cal 2,936 as well as a significance value 0,007 between the recruitment variable and the employee performance variable. Based on these results, the recruitmen have huge impact on Mitra Jaya Company employee performance. The t-test between the selection variable and the employee performance variable yielded a t-Cal 2,228 and a significance value 0.036 . Same as recruitment, the selection variables have huge impact on Mitra Jaya Company employee performance. The training variable's t-test generated t-Cal -0,149, with a significant value 0,883, indicating that the training variable has no impact on employee performance. Then t-test results on the reward and punishment variable including development obtained a t-Cal 1.699, with such a significant value 0,102 and a t-Cal 0.531 with significant value 0,601. Based on these results, the reward, punishment and development variables have no huge impact on Mitra Jaya Company employee performance.

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Husain, Husain, Heroe Santoso, Helna Wardhana, Muhammad Irwan Ardiasyah, and Nurul Fitriani. "Implementation Of The Simple Additive Weighting Method At Universitas Terbuka Mataram For New Employee Recruitment." International Journal of Engineering and Computer Science Applications (IJECSA) 1, no. 1 (March 2, 2022): 51–55. http://dx.doi.org/10.30812/ijecsa.v1i1.1814.

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An agency will thrive if it is supported by qualified employees. So that employees are certainly one of the most important assets in an institution, both private and public institutions, so that agencies are required to recruit prospective contract employees who have competence and talent to support the implementation of work at the Open University of Mataram City. Skilled workers who can bring institutions forward and compete with other agencies so that they can keep up with the times, and the recruitment aspect is starting to get a special view, because the recruitment process is not in accordance with the needs at the Mataram Open University so that it can hinder the rate of development of the agency itself. Therefore, a decision support system is needed for the contract employee recruitment process at the Universitas Terbuka Mataram. Therefore, a decision support system is needed for the contract employee recruitment process at universitas Terbuka Mataram campus. This decision support system uses the Simple Additive Weighting SAW method. In this case, prospective employees are compared with one another so as to provide an output value of priority intensity which results in a system that provides an assessment of each employee. This decision support system helps evaluate each employee, make changes to the criteria, and changes the weight values. This is useful to facilitate decision making related to employee selection issues, so that the most appropriate employees will be received in the company. The purpose of this study was to select the best candidate for employees at the Universitas Terbuka Mataram. The results of this study indicate that the SAW method is appropriate for selecting the best prospective employees because it can obtain qualified employees in accordance with the expectations of the company and the leadership.

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Febryantahanuji, Febryantahanuji. "Pengambilan Keputusan Pegawai Tidak tetap menjadi Pegawai Tetap Dengan Decission Tree." Joined Journal (Journal of Informatics Education) 1, no. 2 (December 28, 2018): 99. http://dx.doi.org/10.31331/joined.v1i2.736.

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Employee recruitment is something sensitive in a company. Therefore, the company which hiring an employee have to notice the factor which affect eligibility that employee to be used as a permanent employee. So, to ignore an error, a company should have a system to help them to minimalize recruitment from outsourcing employee to be a permanent employee in a company. The application decission tree C4.5 method in a employee recruitment selection can help a company for determining an employee which is eligibility with predicted as well as portend data with make tree structure which have code from result of that attribute test, using algoritma C4.5 it can get a main indicator in a employee recruitment.

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Ariyanto, Rizqi, and Kustini Kustini. "Employer branding and employee value proposition: The key success of startup companies in attracting potential employee candidates." Annals of Human Resource Management Research 1, no. 2 (September 25, 2021): 113–25. http://dx.doi.org/10.35912/ahrmr.v1i2.728.

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Abstract Purpose: This study aims to analyze employer branding and employee value proposition on employer attractiveness in potential employee candidates of Startup Campuspedia Indonesia. Research methodology: This study uses quantitative research methods that are processed using Smart PLS software. The sampling technique used is proportional random sampling with a total of 51 samples. Results: The results show that employer branding and employee value proposition have a positive and significant impact on employer attractiveness at Startup Campuspedia Indonesia. Limitations: The limitation of this study is that it only uses one startup company in the field of education as the object of research and has not used several companies with different backgrounds. Contribution: The results of this study can be useful for Human Capital in the company's recruitment process in the next period as an effort to increase the interest of prospective employees to work in the company.

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Efendi, Suryono, and Ogy Winenriandhika. "PENGARUH REKRUTMEN, PELATIHAN DAN PENGALAMAN KERJA TERHADAP KEPUASAN KERJA DAN DAMPAKNYA PADA KINERJA KARYAWAN DI PT. MARKETAMA INDAH." AKSELERASI: Jurnal Ilmiah Nasional 3, no. 1 (May 8, 2021): 99–110. http://dx.doi.org/10.54783/jin.v3i1.383.

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The purpose of this study is to see whether recruitment, training, work experience affects job satisfaction and its impact on employee performance. The approach used in this research is descriptive analysis and data processing using Structural Equation Modeling (SEM) Techniques. The sample of this study was 115 employees. The results show that recruitment, training, and work experience have a significant effect on employee performance through job satisfaction. Job satisfaction has a full mediating effect (full mediation) between training and employee performance. This company can increase the variables that need to be used in the future.

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Arribathi, Abdul Hamid, Lisda Anggraeni, and Riska Putri Gestiarie. "Rancang Bangun Sistem Informasi Recruitment Berbasis Web Bagi Karyawan Baru." Journal CERITA 7, no. 2 (August 25, 2021): 201–8. http://dx.doi.org/10.33050/cerita.v7i2.1777.

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n processing employee recruitment data, it still uses a manual system so that the company experiences several problems in searching for applicant files. So we need a system that can handle the recruitment of new employees that can support the performance of a company. In this study, researchers used SWOT analysis, PHP (Hypertext Preprocessor) was used for the programming language, while the software used for the database server system was MySQL, and XAMPP. With this employee recruitment system, it can make it easier for applicants to be able to directly access the application files on the website, as well as make it easier for HRD in the process of selecting new employees.

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Daprano, Corinne M., Megan L. Coyle, and Peter J. Titlebaum. "Student Employee Recruitment and Retention through Campus Partnerships." Recreational Sports Journal 29, no. 2 (November 2005): 108–16. http://dx.doi.org/10.1123/rsj.29.2.108.

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Student employees play a critical role in the operation of student recreation centers. One of the challenges faced by many recreational sports departments is the ongoing need to recruit and retain these student employees. Recruitment can be done through word of mouth, current employee referrals, and on-campus advertising. Retention can be accomplished through competitive pay rates, flexible work hours, a challenging and exciting work environment, and opportunities to advance, among other strategies (Chelladurai, 1999). Recruitment and retention are important considerations for any recreational sports department, large or small, because student employees have an enormous impact on both the quantity and quality of programs and services offered by the department. This article proposes a strategy for establishing partnerships with academic departments to aid in the recruitment and retention of student employees. These collaborative partnerships have the ability to benefit students, the recreational sports department, academic departments, and university student retention efforts. This article outlines how to establish and implement these relationships and proposes several possible partnerships between recreational sports and various academic departments. Following a description of this strategy is an example of a partnership that has been successfully established at one Midwestern university.

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Journal articles on the topic 'Employee recruitment'

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