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1
Rupang, Ernita Rante, Nurmaini Nurmaini, and Roymond H. Simamora. "Persepsi Kepala Ruangan tentang Hasil Recruitment Perawat Berbasis Kompetensi." Jurnal Keperawatan Silampari 4, no. 1 (December 5, 2020): 142–50. http://dx.doi.org/10.31539/jks.v4i1.1279.
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This study explores the perceptions of the head of the room about the recruitment results of competency-based nurses at Santa Elisabeth Hospital Medan. The research method used is qualitative research with a phenomenological design. The results of this study obtained six main themes, namely: 1) the purpose of recruitment, 2) improvements made in recruitment, 3) obstacles to recruitment implementation, 4) benefits of recruitment, 5) supporting factors for the performance of recruitment, 6) expectations of recruitment results. In conclusion, the head of the room's perception of competency-based nurse recruitment results can help the recruitment team, who is also a part of hospital management, obtain professional and competent nurses according to service needs.
Keywords: Competence, Nurse, Recruitment
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Putra, M. Rusni Eka, Marianita Marianita, and Ahmad Gawdy Prananosa. "Rekrutmen Dosen dan Tenaga Kependidikan di STKIP PGRI Lubuklinggau." Journal of Administration and Educational Management (Alignment) 2, no. 1 (June 30, 2019): 61–69. http://dx.doi.org/10.31539/alignment.v2i1.704.
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The purpose of this study was to determine the recruitment of lecturers and education personnel at STKIP PGRI Lubuklinggau. This study uses a qualitative approach with qualitative descriptive methods. The results of the study, Recruitment of lecturers and education staff at STKIP PGRI Lubklinggau include; setting standards, implementing recruitment, evaluating, controlling and improving quality. Determination of lecturer recruitment standards involves all related units such as quality assurance institutions, majors, study programs, the head of staffing and the general administrative body, the chairman and vice chairman. The recruitment depends on the needs of lecturers and education personnel in each study program, which is to meet the needs of the ratio of lecturers and students. Conclusions, the recruitment of lecturers and education staff at STKIP PGRI Lubklinggau includes; setting standards, implementing recruitment, evaluating, controlling and improving quality.
Keywords: Recruitment, Lecturers and Education Personnel
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Wiranto, Wiranto. "ENHANCE OUTPUT OF NATIONAL POLICIES THROUGH RECRUITMEN, SELECTION, AND COMPETENCE TO CHANGE OF NATIONAL CONDITION." IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW 1, no. 1 (August 7, 2017): 23. http://dx.doi.org/10.21009/ijer:01.01.02.
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This study explores the effects of recruitment, selection, competence and national policies to the changing conditions in Indonesia. 530 respondents from 25 provinces or 50 regencies/cities across Indonesia participated in questionnaire pools in the study. Data were processed using path analysis technique. Results reveal that the recruitment process by political parties, the selection process by the Election Commission, and the competence of the leader, have positive correlations to the policies and the outcomes. The study highlights that without any improvements in the recruitment, selection, competency of leaders, and policies, no changes could be made by the leaders. It implies that a redefinition and actualization of recruitment, selection, competence, and policies should be made to ensure the changes to take place.
Keywords: change of national condition, actualization of recruitment, competencies, national policies.
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Soni, Soni, Hapsoro Renaldy N, and Yogi Sujiwo. "ANALISIS DAN PERANCANGAN APPLICANT TRACKING SYSTEM." CommIT (Communication and Information Technology) Journal 1, no. 1 (May 31, 2007): 38. http://dx.doi.org/10.21512/commit.v1i1.466.
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The aim of the research was to design a web-based applicant tracking system to support Human ResourcesManagement system. Research methods were library study and system design. It can be concluded that the applicanttracking system is able to help HRD staff to chose staff candidates, manage recruitment time, create an applicantdatabase, and it can be function as a web bursa kerja site (EE).Keywords: applicant tracking system, candidate selection, employee recruitment
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Hafeez, Muhammad, and Umar Farooq. "The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers." International Conference on Advances in Business, Management and Law (ICABML) 2017 1, no. 1 (December 24, 2017): 156–71. http://dx.doi.org/10.30585/icabml-cp.v1i1.18.
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The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site quality. It is concluded that E-Recruitment has a positive impact on organizational attraction. However, results also conclude that this positive relation between E-Recruitment and organizational attraction depends on the quality of the recruitment website. So, this study provides useful information for organizations seeking to adopt an E-Recruitment system to attract potential job seekers while concentrating on the quality of the websites.
KEYWORDS: Recruitment, E-Recruitment, Cost Effectiveness, Easy to Use, Site quality, Organizational Attraction.
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Pazqara, Emiraldo Win. "MEKANISME REKRUITMEN CALON BUPATI DALAM PEMILIHAN UMUM KEPALA DAERAH SECARA LANGSUNG TAHUN 2015 DI KABUPATEN LAMPUNG SELATAN." INTAJ : Jurnal Penelitian Ilmiah 2, no. 01 (April 2, 2018): 45–69. http://dx.doi.org/10.35897/intaj.v2i01.110.
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The purpose of this research was to know the recruitment process performed by National Mandate Party in recruiting Government Regent candidate in the general election of district head directly in South Lampung at 2015. Method used in this research was qualitative experiment method with interactive analysis. Result of the research based on interview, observed documentation files, and the rule of law as guided in recruitment process by National Mandate Party South Lampung, showed that recruitment process at National Mandate Party was open with several indicators: (1) open candidacy for public in other words there is no party cadre monopoly; (2) several candidates were socialized in order to get response and idea from public; (3) selected candidates were established through convention democratically and can be accepted by society.
Keywords: Recruitment, Government Regent, South Lampung
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Cumaedy, Achmad, and Riska Sarofah. "Rekrutmen Partai Golkar Pada Pemilu Legislatif 2019." Journal of Governance and Local Politics 1, no. 2 (November 27, 2019): 175–92. http://dx.doi.org/10.47650/jglp.v1i2.27.
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This study describes the Golkar Party recruitment process in the 2019 Legislative Election with a case study of the allocation of seats in the Tangerang Districts A and B districts. The problem of recruitment has an impact on the distribution of legislative candidates in allocating DPRD seats, in PKPU RI Number 16 Year 2017 Concerning the Arrangement of Electoral Districts and Chair Allocation Members of the Regency/City Regional People's Representative Council in the General Election, that the seat allocation is a determination of the number of seats in an electoral district. This study used qualitative methods by conducting in-depth interviews and literature studies through sources relevant to this research. The results of the study show that the Golkar Party recruitment pattern is still using the old pattern, namely by using the recruitment system during the new order and trying to retain traditional (old) voters. In the upcoming recruitment, Golkar must involve various elements in the community and the beginning of the recruitment must start from the "grassroots" which can gradually occupy the party management positions.
Keywords: Recruitment, Golkar Party, Seat Allocation, and Electoral District.
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Windasari, Ciang, Muh Nasir, Saidin Saidin, and Asriani Asriani. "Kewenangan Kepala Desa dalam Rekrutmen Perangkat Desa di Desa Longeo Utama, Kecamatan Asera, Kabupaten Konawe Utara." NeoRespublica : Jurnal Ilmu Pemerintahan 2, no. 1 (December 23, 2020): 102. http://dx.doi.org/10.52423/neores.v2i1.15277.
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This study aims to describe how the authority of the village head in the recruitment of village officials in North Konawe Regency, especially in Longeo Utama village and the factors that influence the recruitment process of village officials in Longeo Utama village. This research was conducted in Longeo Utama Village, Asera District, Konawe Utara Regency, Southeast Sulawesi using qualitative methods. Data obtained from observations, interviews, documentation. The results of this study found that the authority of the Village Head of Longeo Utama in carrying out Village Apparatus Recruitment is under ministerial regulation Number 85 of 2015 concerning the appointment and dismissal of village officials. In the recruitment process, village officials have inhibiting and supporting factors. The inhibiting factors are the lack of budget to maximize activities and the minimum number of applicants who have useful competence. While the supporting factors in the recruitment of village officials are the existence of a reliable information board as a source of community information, mobile outreach activities carried out by community leaders, and support from the people of Longeo Utama Village to participate in the recruitment activity. Keywords : Authority of the Village Head, Village Staff Recruitment, Longeo Village
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Winarso, Doni, and Edo Edo Arribe. "Seleksi Pegawai dan Dosen UMRI Berbasis E-Recruitment Menggunakan Metode K-Nearest Neighbor." Digital Zone: Jurnal Teknologi Informasi dan Komunikasi 8, no. 2 (November 16, 2017): 71–80. http://dx.doi.org/10.31849/digitalzone.v8i2.631.
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Abstrak- Rekrutmen merupakan langkah awal yang dilakukan oleh Universitas Muhammadiyah Riau (UMRI), guna menjaring calon tenaga kerja yang professional. Profesionalitas dibutuhkan sebagai salah satu input bagi lembaga pendidikan Muhammadiyah untuk menghasilkan output yang sesuai dengan visi dan misi lembaga pendidikan Muhammadiyah. UMRI sebagai Amal Usaha Muhammadiyah (AUM) dibidang pendidikan perlu melakukan beberapa upaya untuk bisa mendapatkan calon pegawai dan dosen yang professional. Seiring perkembangan ilmu pengetahuan dan teknologi, UMRI perlu mengimplementasikan Erecruitment sebagai salah satu teknologi yang bisa digunakan untuk menjaring pegawai dan dosen yang profesional. Penelitian ini bertujuan bagaimana penerapan metode klasifikasi KNearest Neighbor (K-NN) dalam system e-recruitment untuk seleksi awal pegawai dan dosen UMRI. Metode K-NN akan menghitung tingkat kemiripan dengan cara mengukur jarak antara persyaratan yang ditetapkan oleh bagian kepegawaian UMRI dengan data yang dimiliki oleh calon pegawai dan dosen. Selanjutnya diambil nilai K dari pelamar yang nilai kemiripannya ≥80%. Pelamar yang mimiliki nilai kemiripan ≥80% inilah nantinya yang akan diikutsertakan pada tes berikutnya. Penelitian ini menghasilkan sebuah system informasi e-recruitment yang dikembangkan menggunakan metode pengembangan perangkat lunak waterfall. Kata kunci: Seleksi Pegawai, Seleksi Dosen, E-Recruitmen. Abstract- Recruitment is the first step taken by Muhammadiyah University of Riau (UMRI), in order to capture prospective professional workforce. Professionalism is needed as an input for the Muhammadiyah educational institution to produce output in accordance with the vision and mission of the Muhammadiyah educational institution. UMRI as a Amal Usaha Muhammadiyah (AUM) in the field of education needs to make some efforts to get prospective employees and professional lecturers. Along with the development of science and technology, UMRI needs to implement E-recruitment as one of technology that can be used to gather professional officers and lecturers. This study aims how the application of the K-Nearest Neighbor (K-NN) classification method in e-recruitment system for early selection of employees and lecturers of UMRI. The K-NN method will calculate the level of similarity by measuring the distance between the requirements set by the employment department of UMRI with data held by prospective employees and lecturers. Furthermore, K value was taken from applicants whose value is similar to ≥80%. Applicants who have a similarity value of ≥80% later this will be included in the next test. This research produces an e-recruitment information system developed using waterfall software development method. Keywords: Employee Recruitment, Lecturer Recruitment, E-recruitment.
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Agus, Nurul Safika, Darwin Lie, Efendi Efendi, and Julyanthry Julyanthry. "PENGARUH REKRUTMEN DAN PENEMPATAN TERHADAP KINERJA PEGAWAI PADA KANTOR PELAYANAN PERBENDAHARAAN NEGARA (KPPN) PEMATANGSIANTAR." Maker: Jurnal Manajemen 5, no. 1 (September 13, 2019): 77–88. http://dx.doi.org/10.37403/maker.v5i1.109.
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The objective of this research was to test the influence of recruitment and placement to employee performance in a simultaneous and partial. The population used in this research are 23 employee. Research data were primary data and secondary data. Data were throught questionnaires, interviews, and documentaries. Analyzing method used was Qualitative Analysis and Analysis Quantitative. Quantitative Analysis proceed with application of SPSS version 21. The finding of this research and hypotesis test showed that recruitment and placement had significant influence to the employee performance partially and simultaneously. Keywords: Rekruitmen, Placement, and Employee Performance
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Eriksson, Ove, and Heléne Fröborg. ""Windows of opportunity" for recruitment in long-lived clonal plants: experimental studies of seedling establishment in Vaccinium shrubs." Canadian Journal of Botany 74, no. 9 (September 1, 1996): 1369–74. http://dx.doi.org/10.1139/b96-166.
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Two experiments were performed to analyse seedling recruitment in Vaccinium myrtillus, Vaccinium vitis-idaea, Vaccinium uliginosum, and Vaccinium oxycoccos. The purpose was to examine the probability of recruitment at "windows of opportunity," i.e., spatially or temporally unpredictable conditions in which seedling recruitment is possible within stands of established conspecific adults. Seedling emergence in all four investigated species depended on a combination of seed and microsite (disturbance) availability. In V. myrtillus, which was studied in more detail than the other species, emergence and survivorship were similar on non wood substrate and on decaying wood, but seedling growth was favored on the latter substrate. An experiment along an environmental gradient with all four species showed that recruitment required approximately similar conditions even though the adults of the species exhibited a clear zonation along the gradient. For all species except V. oxycoccos, recruitment was confined to only a part of the adults' range. Vaccinium species are generally good seed dispersers and have a high fecundity but usually lack developed seed banks. This behavior is interpreted as a response to occurring windows of opportunity for recruitment, i.e., small disturbances with high moisture and organic soil content. Recruitment at windows of opportunity is suggested as one distinct pattern of recruitment among clonal plants, along with previously suggested repeated and initial seedling recruitment patterns, and some implications of this distinction are briefly discussed. Keywords: clonal plants, genets, life histories, population dynamics, seedling establishment, Vaccinium.
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Steyvers, Kristof, Herwig Reynaert, Thomas Block, and Tom Verhelst. "Partying and Cocooning? No Paradox for Mayoral Recruitment in Belgium." Lex localis - Journal of Local Self-Government 8, no. 3 (July 31, 2010): 203–26. http://dx.doi.org/10.4335/8.3.203-226(2010).
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This paper studies the role of partisanship in the road to the Belgian mayoralty. It confirms the expectation that most mayors have quite extensive party records prior to coming to office. Although different degrees of partisanship are thus relative, they tend to sort both internal and external effects. Mayors with a highly partisan background give a more active interpretation of their initial recruitment and get a head start in their political career. They also more frequently come from families that are deeply engaged in politics. In addition, they combine their own partisan experience with additional recruitment apprenticeships. Having
held a function in a party and having experienced extensive party support make mayoral orientations more partisan in terms of task importance and exchange of views with party leaders.
KEYWORDS: • local government • mayor • mayoral recruitment • local party system • Belgium
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Baron, Ihil S., Musthafa Musthafa, and Hellya Agustina. "The Challenges of Recruitment and Selection Systems in Indonesia." GATR Journal of Management and Marketing Review 3, no. 4 (December 12, 2018): 185–92. http://dx.doi.org/10.35609/jmmr.2018.3.4(2).
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Objective - The present study aims to describe the challenges of recruitment and selection systems encountered in Indonesia, to ultimately identify the factors influencing the rationale for recruitment and selection processes. Methodology/Technique - A case study approach is used with in-depth interview method for explaining the challenges of recruitment and selection systems applied in Indonesia. The procedure of data analysis consists of three actions that take place instantaneously: data reduction, data presentation, and drawing conclusions. Findings - The findings of this study show that an organisation can obtain qualified personnel who meet their requirements through the application of effective principles in the process of recruitment and selection, in addition to adopting the principles of clarity, planning, legal aspects, accuracy, fairness, honesty, and trust from HR. Novelty - The empirical implications of this study provide a deeper understanding of the resource-based theory. Which explains that humans, as assets of an organization, must be recruited and selected with the right procedures and processes to ensure they provide value to the organization and increase its credibility. In addition, the findings of this study can be adopted by organizations within their recruitment systems, to capture competent candidates for recruitment. Hence, the results of this study further the development of the current principle of human capital for organizations. Type of Paper: Empirical Keywords: Challenges; Recruitment and Selection System; In-depth Interview; Qualified Personnel; Approach Ideal Qualification. JEL Classification: M10, M12, M19.
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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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Sari, Wisdalia Maya. "Pengaruh Rekrutmen dan Penempatan Kerja terhadap Produktivitas Kerja Karyawan pada PT. Sindang Brothers Kota Lubuklinggau." Journal of Economic, Bussines and Accounting (COSTING) 1, no. 2 (May 29, 2018): 241–53. http://dx.doi.org/10.31539/costing.v1i2.213.
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Success or failure of the organization in achieving the goals set previously depends on the ability of human resources (employees) in carrying out the task or work given. This study aims to determine the effect of recruitment and job placement on employee productivity at PT.Sindang Brothers Lubuklinggau City. The method of data processing was saturated sampling approach that is the sampling method that the entire population amount is used as research sample which amounted to 47 employees. Data analysis conducted by validity and reliability test, normality test, classical assumption test, simple linear regression test, determination test, F test and T test. Based on the result of research, it is concluded that Recruitment and Work Placement partially have significant effect on Work Productivity at PT. Sindang Brothers Town of Lubuklinggau. The effect of recruitment on work productivity is 83.6% and the remaining 16.4 is influenced by other variable variables outside the research. While the effect of placement on work productivity is 87.6 percent and the rest 12.4 is influenced by other variable variables.
Keywords: Recruitment, Job Placement, and Work Productivity
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Prima, Edesico, Rhian Indradewa, and Tantri Yanuar Rahmat Syah. "The Application of Human Capital for Business Development in PT.Zaps Teknologi." International Journal of Research and Review 8, no. 8 (August 26, 2021): 597–601. http://dx.doi.org/10.52403/ijrr.20210879.
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Background - PT. Zaps Technology is a company engaged in technology and information by producing application products under the name Dokter Tunggu ( Doku ). As there are many hospital that needs to reduce their queue line. At present, PT. Zaps Teknologi has strategies in meeting human resource needs. To capture market needs, companies must have added value to their resources, especially for the expert resources. A strong HR recruitment strategy who is always able to keep up with the times is needed. Thus, this study aims to analyse the human capital strategies at PT. Zaps Teknlogi. In the implements fertility specialist selection strategies to enhance the performance of the application yet also to improve the fitures that needs by the society and environment. This is inseparable from the selection and recruitment to meet competency needs. Method – Through the recruitment, training and development, compensation, work evaluation. Result - This analysis help IT companies in making the right decisions to manage the human resources management Keywords: Human Resources Management, IT Companies, Selection, Recruitment Program, Compensation, and Work Evaluation.
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Sutrisno, Sutrisno, Sutikno Wahyu Hidayat, Avando Bastari, and Okol Sri Suharyo. "APPLICATION OF FUZZY MULTIPLE CRITERIA DECISION MAKING (MCDM) IN SELECTION OF PROSPECTIVE EMPLOYEES." JOURNAL ASRO 10, no. 1 (May 7, 2019): 10. http://dx.doi.org/10.37875/asro.v10i1.86.
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The recruitment process is the initial process that determines the sustainability and success of a company. In the process, effective and efficient selection tests are the key. The level of professionalism and academic ability of prospective employees are two things that are very much needed as a reference and criteria that are used as selection factors in the recruitment process. This study uses the Fuzzy Multiple Criteria Decision Making (MCDM) method by solving problems using the Simple Addictive Weighting Method (SAW). The use of this method is expected to produce an electronic selection test application that can help the recruitment team in carrying out the selection process at PT. X. The results of the research are in the form of prospective employee selection test applications to simplify the process of selecting prospective employees according to their needs.
Keywords: Selection Test, Application, FMCDM, SAW
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Najar, Aziza, Volvo Sihombing, and Musthafa Haris Munandar. "SISTEM PENDUKUNG KEPUTUSAN PEREKRUTAN ANGGOTA BEM MENGGUNAKAN METODE SAW DAN TOPSIS." Jurnal Teknik Informasi dan Komputer (Tekinkom) 4, no. 1 (2021): 18–24. http://dx.doi.org/10.37600/tekinkom.v4i1.233.
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This study aims to solve problems in the recruitment of prospective BEM members at Labuhan Batu University. To select a competent member of the Labuhan Batu University Student Executive Board (BEM) organization, several stages of selection were carried out. However, decision making in recruitment isprone to collusion and nepotism at the student level on campus. To overcome this, a decision support system (DSS) for the recruitment of BEM members was designed using the SAW and TOPSIS methods. The DSS is designed using criteria, namely: GPA, Interview Score, Support Certificate, Organizational Experience and Commitment with weights for each criterion are 10, 20, 20, 30, 30.The result of this study is a decision support system using the TOPSIS method and SAW. The two best alternatives obtained from the ranking results using these two methods are alternatives with numbers A7 and A8. Keywords: Decision Support System, Selection, SAW, TOPSIS, Method
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Österberg, JOHAN, EMMA Jonsson, and Anna Karin Berglund. "OFFICER RECRUITMENT – IMPROVING THE PROCESS." CONTEMPORARY MILITARY CHALLENGES, VOLUME 2018, ISSUE 20/2 (May 15, 2018): 23–35. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.1.
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Povzetek Edini način, da na Švedskem postaneš častnik, je, da končaš triletni program šolanja častnikov. V postopku selekcije za program šolanja častnikov je velika razlika med številom kandidatov in številom posameznikov, ki se v resnici začnejo šolati. Ena izmed posledic tega je, da program šolanja častnikov ni bil v celoti zapolnjen že od leta 2008, zaradi česar v švedski vojski primanjkuje častnikov. Prednostna naloga je torej popolnitev švedske vojske z zadostnim številom usposobljenih častnikov, zato se mora od zdaj naprej število kandidatov za častnike povečevati. Leta 2014 se je začel projekt, katerega namen je preučiti pridobivanje kandidatov in selekcijo za program šolanja častnikov ter prepoznavati dejavnike uspešnosti in področja, na katerih so potrebne izboljšave. Dodatna ambicija tega projekta je tudi uvedba ukrepov, potrebnih za povečanje učinkovitosti pridobivanja kandidatov na podlagi rezultatov in razmerja kandidatov, ki se vključijo v program šolanja častnikov. Projekt je privedel do izvajanja drugačne strategije zaposlovanja v letih 2016 in 2017. V začetku postopka selekcije so s prijavljenimi stopili v stik kandidati, ki so že vključeni v program šolanja častnikov, povabljeni pa so bili tudi na informativni sestanek na švedski obrambni univerzi. S tistimi, ki so bili izbrani za šolanje v programu, so nato stopili v stik njihovi prihodnji poveljniki vodov in jim dali koristne informacije. Rezultati kažejo, da se je število kandidatov, ki so se vključili v program šolanja častnikov, povečalo, osip v izbirnem postopku pa je bil manjši kot kadar koli prej. Ključne besede: pridobivanje kadra, častniki, program šolanja častnikov, švedska vojska. Abstract The only way to become an officer in Sweden is to complete the three-year Officers’ Programme (OP). In the selection process for the OP, there is a large gap between the number of applicants and the number of individuals who start the programme. One consequence of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in 2014, a project was launched with the aim of examining recruitment to and selection for the OP, as well as identifying success factors and areas of improvement. An additional ambition was to introduce measures intended to increase recruiting efficiency based on the results, and the proportion of individuals who enter the OP. The project led to the implementation of a different recruitment strategy in 2016 and 2017. Early in the selection process applicants were contacted by cadets already studying on the OP, and were invited to an information meeting at the Swedish Defence University. Those who were selected to start the OP were also contacted by their future platoon commanders, who provided useful information. The outcomes show that the numbers of cadets starting the OP increased, and the dropout rate during the selection process was lower than before. Keywords: Recruitment, Officers, Officers’ Programme, Swedish Armed Forces
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Mulyadi, Dedi. "CONCURRENT REGIONAL ELECTIONS PHENOMENON AS A POLITICAL RECRUITMENT IN INDONESIA." Jurnal Dinamika Hukum 18, no. 1 (January 31, 2018): 87. http://dx.doi.org/10.20884/1.jdh.2018.18.1.843.
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Concurrent regional election is a phenomenon in local democracy development in Indonesia. Many Efforts are performed to political recruitment. Yet, the implementation among expectations, aspirations and reality are frequently impaired proven by many problems in the implementation of the local democracy itself. The research applied normative juridical approach by identifying the problem in for complete background of the implementation of concurrent regional elections in Indonesia, its problems and solution. This research is expected to generate specific alternative insight through formulation of policy. It is expected to be a solution of any concurrent regional elections problems, a permanent rather than ad-hoc concept for the regional election, and a formulation of general regulation (lex generalis) on election which summarizes the present election regulation (lex specialist). These changes are internalized in continuing learning concept that can create academics, practitioners and technocrats on election. Keywords: democracy, local democracy, political positions, regional election and political recruitment.
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Granata, Kevin, Patrick Lee, and Tim Franklin. "Co-Contraction Recruitment and Spinal Load during Isometric Pushing Tasks." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 49, no. 14 (September 2005): 1330–33. http://dx.doi.org/10.1177/154193120504901414.
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Pushing and pulling tasks account for 20% of occupational low-back injury claims but few studies have investigated the neuromuscular control of the spine during these tasks. Primary torso muscle groups recruited during pushing tasks include the rectus abdominis and external obliques. However, theoretical analyses suggest that co-contraction of the paraspinal muscles is necessary to stabilize the spine during flexion exertions. A biomechanical model was implemented to estimate co-contraction and spinal load from measured surface EMG and trunk moment data recorded during trunk flexion and extension exertions. Results demonstrate that co-contraction during flexion exertions was approximately twice the value of co-contraction during extension. Co-contraction accounted for up to 47% of the total spinal load during flexion exertions and spinal load attributed to co-contraction was nearly 50% greater during flexion than during extension exertions despite similar levels of trunk moment. Results underscore the need to consider neuromuscular recruitment when evaluating biomechanical risks. Keywords: Spine; Co-contraction; Push; Manual Materials Handling; Biomechanics
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Sceulovs, Deniss, Vladimir Shatrevich, and Elina Gaile-Sarkane. "Evaluation of E-recruitment as a Business Model through Internet of Things Approach." GATR Journal of Business and Economics Review 2, no. 1 (March 20, 2017): 12–27. http://dx.doi.org/10.35609/jber.2017.2.1(2).
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Objective - Modern e-businesses are developing rapidly as new modern enterprises; e-business management is an important topic across contemporary management and modern information technology. The purpose of the paper is to investigate e-recruitment based on Business Model Ontology framework, to provide useful implication of e-recruitment as a business model. The aim is to create a usable model for building company's value added through e-business, helping companies to evaluate contribution of each element added to the model. Methodology/Technique - The research done by reviewing previous studies in related areas. Findings - E-recruitment`s effect on initial job-seeker interest is limited, decreasing the potential possibility to attract a job-seeker and receive positive feedback. Information interaction plays a certain role in job seeker's attitude and job acceptance decisions, but the motivation-enhancing possibilities are likely to be less effective than traditional ones Novelty - The proposed model of study will provide a practical framework for business users. Type of Paper: Review Keywords: E-Recruitment; Internet of Things; E-Business; Business Model Ontology; Value Creation; Information and Communication Technology. JEL Classification: M15,M51, D83.
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Saragih, Bobby Pratama, Harmein Nasution, and Iskandarini . "Analysis of Recruitment System and Effective Selection for Front-Line Staff Outsource at Pt Garuda Indonesia (Persero) TBK." International Journal of Research and Review 8, no. 5 (May 21, 2021): 187–92. http://dx.doi.org/10.52403/ijrr.20210526.
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PT Garuda Indonesia (Persero) TBK is a state-owned company whose business focus is transportation services pax and cargo. In carrying out its business processes, the Garuda Indonesia Company has a cooperation with PT Perdana Perkasa Elastindo (Persaels) in providing outsourced labor for front-line staff. The performance evaluation data of the front-line outsource staff stationed at Garuda Indonesia Medan Branch for the last 3 years (2015, 2016 and 2017), it was found that around 40% of the total front-line staff did not show good performance according to the company's needs. The purpose of this research is to identify the factors exist in the dimensions of the recruitment and selection system that are constraints, and formulate an effective recruitment process design and selection for outsourced front-line staff by outsourced service providers. The requirements of front-line staff met with the company needs as outsourced service users. The data analysis used descriptive qualitative technique. The results of the research on several factors from the existing recruitment and selection dimensions indicate that the factors of Job description, Job Requirements, Sources of recruitment, interview process and consistency in the implementation of the selection test are factors that become obstacles in producing competent outsourced front-line staff according to the needs of the company PT Garuda Indonesia ( Persero) TBK. Keywords: Recruitment system, front-line staff outsource, PT Garuda Indonesia (Persero) TBK.
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Gracia, Anggita, Arianis Chan, and Rivani Adinegara. "ANALISIS PENERAPAN E-RECRUITMENT PADA PT. X." AdBispreneur 3, no. 1 (August 11, 2018): 13. http://dx.doi.org/10.24198/adbispreneur.v3i1.16515.
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ABSTRACTThis study aims to analyze e-recruitment or electronic recruitment applied by X, Ltd. In addition, this study also aims to determine the benefits and impacts that companies felt after using e-recruitment method. The research method used in this research is qualitative-descriptive method to describe a state of e-recruitment. The data obtained in this study using the instrument of observation, interview and documentation study. The results of this study indicate that the presence of e-recruitment has contributed to provide positive benefits for X, Ltd. especially in terms of administrative efficiency and cost. Although the utilization is not too often, but the use of e-recruitment has provided many facilities, especially for the recruiters. This is an example of real implementation of effective and efficient technology utilization to support HR function in company. The conclusion that can be taken in this research is that the automation of human resource management function into internet based system requires strategic integration of human resource management with company strategy, structure and corporate culture. To support it X, Ltd. prioritize the implementation of knowledge management in the form of training and coaching to prepare a quality organization and ready to change management. Keywords: E-recruitment, Recruitment, Human Resources. ABSTRAKPenelitian ini bertujuan untuk menganalisis e-recruitment atau rekrutmen elektronik yang diterapkan oleh PT. X. Selain itu, penelitian ini juga bertujuan untuk mengetahui manfaat serta dampak yang dirasakan perusahaan setelah menggunakan metode e-recruitment. Metode penelitian yang digunakan dalam penelitian ini adalah metode kualitatif-deskriptif untuk menggambarkan sebuah keadaan e-recruitment. Data yang didapatkan pada penelitian ini menggunakan instrumen observasi, wawancara dan studi dokumentasi.Hasil dari penelitian ini menunjukkan bahwa hadirnya e-recruitment telah berkontribusi dalam memberikan manfaat positif bagi PT X terutama dari sisi efisiensi administratif dan biaya. Meskipun penggunaannya belum terlalu tinggi, namun penggunaan e-recruitment telah memberikan banyak kemudahan khususnya bagi para rekruter. Hal ini merupakan sebuah contoh implementasi nyata pemanfaatan teknologi yang efektif dan efisien untuk mendukung fungsi SDM pada perusahaan.Kesimpulan yang dapat diambil pada penelitian ini bahwa, otomatisasi manajemen fungsi sumber daya manusia menjadi sistem berbasis internet membutuhkan integrasi strategis manajemen sumber daya manusia dengan strategi perusahaan, struktur dan budaya perusahaan. Untuk mendukung hal tersebut PT. X mengedepankan implementasi knowledge management dalam bentuk training dan coaching guna menyiapkan organisasi yang berkualitas serta siap akan perubahan manajemen (change management).Kata Kunci: E-recruitment, Rekrutmen, Sumber Daya Manusia
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MAROM, AHMAD ANFASUL. "STRATEGI REKRUTMEN PARTAI KEADILAN SEJAHTERA YOGYAKARTA." ALQALAM 28, no. 3 (December 30, 2011): 469. http://dx.doi.org/10.32678/alqalam.v28i3.887.
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Nowadays, recruitment becomes a serious problem for political party reform in Indonesia. We have witnessed many instant cadres who lacked competence but easily obtained a position. Apparently, this issue has become a trend among parties causing the party function to change into broker such as Out Sourching Company. Before the cadres were engaged in political activities, they were already known in the public space such as celebrities, rich men, and elite families. By this context, we need to pay attention toward this phenomenon because from this point the policy makers are made. This paper will highlight the recruitment process of Prosperous and Justice Patry (PKS) in Yogyakarta. The time setting is after 2009 Election. There are two research questions that will be discussed here: First, what kind of strategies do PKS use in recruiting their cadres? Second, how do they select their cadre to be placed in strategic positions (party, executive, legislative)? Furthermore, this paper will adopt some theories of recruitment to examine the PKS's political party typology.
Keywords: Islamic party, Prosperous and Justice Party (PKS), Yogyakarta
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Listiani, Listiani, and Friska Natalia. "Rancang Bangun Aplikasi Manpower Request Bagian Recruitment pada PT Dynapack Asia." Ultima InfoSys : Jurnal Ilmu Sistem Informasi 10, no. 1 (August 30, 2019): 55–60. http://dx.doi.org/10.31937/si.v10i1.866.
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PT Dynapack Indonesia is a packaging and plastics company and part of Dynapack Asia. PT Dynapack Indonesia consists of several divisions, one of them is IT division which has Application Development sub division that is in charge of designing and developing application which is needed for the company. PT Dynapack Indonesia is a multinational company, that it is necessary to maintain the quality of human resources, considering the Human Resources (HR) division is a strategic factor for both profit organizations and non-profit organizations (Yuniarsih & Sugiharto, 2016). Therefore, the IT division of PT Dynapack Indonesia developed a web-based Manpower Request application system with the purpose of assisting HR division in recruiting process to data archiving. Development of Manpower Request application system uses CodeIgniter framework, jQuery, Metronic, Bootstrap, SAP and MySQL database. Testing, fixing bugs, and updates has done while the application is being developed. Manpower Request application is ready to use and has been made in accordance with requirements.
Keywords: CodeIgniter, human resources, recruitment, website
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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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Faturahman, Burhanudin Mukhamad. "Aktualisasi Nilai Demokrasi dalam Perekrutan dan Penjaringan Perangkat Desa." JURNAL SOSIAL POLITIK 4, no. 1 (April 19, 2018): 132. http://dx.doi.org/10.22219/sospol.v4i1.5557.
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AbstrakPerekrutan perangkat desa secara selektif dan transparan dinilai penting dalam kehidupan demokrasi untuk menunjang pelayanan yang lebih baik kepada masyarakat . Oleh karena itu, penelitian ini bertujuan mengetahui proses penjaringan dan penyaringan perangkat desa Tiremenggal, Kabupaten Gresik secara langsung. Penelitian dilakukan dengan metode partisipatif yaitu pelibatan secara langsung dalam proses perekrutan perangkat desa kemudian data dianalisis secara deskriptif kualitatif. Hasil penelitian memberikan bukti bahwa proses perekrutan perangkat desa secara terbuka dan melibatkan pengawasan masyarakat secara langsung mengurangi rasa curiga antar masyarakat di Desa Tiremenggal. Kepuasan oleh masyarakat Desa Tiremenggal ini disebabkan karena selama ini proses perekrutan perangkat desa cenderung tidak terbuka. Sehingga perekrutan perangkat desa secara terbuka dan melibatkan pengawasan masyarakat secara langsung merupakan unsur penting dalam menjaga kehidupan demokrasi. Kata Kunci: Demokrasi, Desa, Nilai, Perangkat, Perekrutan AbstractRecruitment of Councilor selectively and transparently assessed importance in the life of a democracy to support better service to the community. Therefore, this research aims to know the process of Councilor recruitment Tiremenggal village Gresik Regency directly. Research done by the participatory method, namely the involvement of directly in the recruitment process of the Councilor then a data is analyzed the descriptive qualitative. Research results provide evidence that the recruitment process Councilor openly and involves surveillance of communities directly reducing suspicion between society in the village of Tiremenggal. Satisfaction by the villagers Tiremenggal this is because during the process of recruitment of Councilor tend not to open. So recruiting Councilor openly and engage the community in direct supervision is an important element in maintaining the life of democracy.. Keywords: Administration, Democracy, Village, Value, Recruitment
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Lestari, Nunik, Santy Setiawan, Yuliana Gunawan, Tan Kwang En, Se Tin, Geraldine, and Elvina. "Proses dan Hasil Rekrutmen Sumber Daya Manusia pada BumDes Rancabango Garut." SULUH: Jurnal Abdimas 2, no. 2 (February 13, 2021): 117–27. http://dx.doi.org/10.35814/suluh.v2i2.1572.
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Abstrak
Krisis sumber daya manusia menjadi salah satu penyebab utama pembangunan desa kurang berkembang terutama dalam pengelolaan dan pengembangan BUMDes. Banyak usaha yang dikelola BUMDes tidak berjalan atau bahkan terhenti dikarenakan permasalahan pengurus BUMDes. Oleh karena itu, diperlukan proses rekrumen dan seleksi sumber daya manusia secara profesional agar memperoleh SDM yang berkualitas untuk mengelola BUMDes. Proses rekrutmen dilakukan secara internal sehingga menghasilkan dua belas calon pengurus BUMDes untuk diseleksi lebih lanjut melalui tes dan wawancara. Hasil rekrumen menetapkan tiga orang pelamar sebagai ketua, sekretaris dan bendahara BUMDes, serta tujuh orang pelamar menjadi anggota BUMDEs, sedangkan dua pelamar tidak masuk kedalam kepengurusan BUMDes.
Kata Kunci: proses, hasil, rekrutmen, SDM, dan BUMDes, Rancabango.
Abstract
Human resources crisis is one of the main cause of underdeveloped villages in Indonesia, especially in BUMDes' management and development. Many businesses managed by BUMDes are not running well or even go bankrupt due to BUMDes' management staff problems. Therefore, it needs a professional human resources recruitment and selection process in order to obtain quality human resources to manage BUMDes. The recruitment process is carried out internally to bring forth twelve BUMDes management candidates for further selection process through tests and interviews. The result of the recruitment assigned three applicants as a chairman, secretary and treasurer of BUMDes, seven applicants appointed as BUMDEs' members, while two other applicants were not accepted into BUMDes’ structure.
Keywords: process, result, recruitment, human resources, BUMDes Rancabango.
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Lovell, Sarah, Richard Egan, Lindsay Robertson, and Karen Hicks. "Health promotion funding, workforce recruitment and turnover in New Zealand." Journal of Primary Health Care 7, no. 2 (2015): 153. http://dx.doi.org/10.1071/hc15153.
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INTRODUCTION: Almost a decade on from the New Zealand Primary Health Care Strategy and amidst concerns about funding of health promotion, we undertook a nationwide survey of health promotion providers. AIM: To identify trends in recruitment and turnover in New Zealand's health promotion workforce. METHODS: Surveys were sent to 160 organisations identified as having a health focus and employing one or more health promoter. Respondents, primarily health promotion managers, were asked to report budget, retention and hiring data for 1 July 2009 through 1 July 2010. RESULTS: Responses were received from 53% of organisations. Among respondents, government funding for health promotion declined by 6.3% in the year ended July 2010 and health promoter positions decreased by 7.5% (equalling 36.6 full-time equivalent positions). Among staff who left their roles, 79% also left the field of health promotion. Forty-two organisations (52%) reported employing health promoters on time-limited contracts of three years or less; this employment arrangement was particularly common in public health units (80%) and primary health organisations (57%). Among new hires, 46% (n=55) were identified as Maori. DISCUSSION: Low retention of health promoters may reflect the common use of limited-term employment contracts, which allow employers to alter staffing levels as funding changes. More than half the surveyed primary health organisations reported using fixed-term employment contracts. This may compromise health promotion understanding, culture and institutional memory in these organisations. New Zealand's commitment to addressing ethnic inequalities in health outcomes was evident in the high proportion of Maori who made up new hires. KEYWORDS: Employment; health policy; health promotion; public health; workforce
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Jafari, Zahra, and Mohamad Hamed Khanmohamadi. "Relationship between talent management strategy efficiency with attracting, recruiting and developing human resources (case study: Iranian offshore oil company)." Problems and Perspectives in Management 14, no. 3 (September 15, 2016): 388–95. http://dx.doi.org/10.21511/ppm.14(3-si).2016.12.
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Nowadays, competition between organizations has turned from developing tangible assets into developing intangible assets. Abilities and talents of its human resources and staffing is the most important element of intangible assets of any organization. Contribution to the actual potential of the current forces and special talent recruitment to fill gaps identified in can help organizations to achieve higher productivity in the area of talent management. The investigation aims to find the relationship between performance of talent management strategy with attracting, recruiting and human resources development in Iranian offshore oil company. The study population included 420 HR headquarters in Tehran and the sample based on Cochrane Formula is 200 people. Three questionnaires were used to test hypotheses. Buckingham M. & Vosburgh R. (2001) questionnaire was used to measure talent management; Beardwell I., L. Holden, T. Claydon. (2004) questionnaire was used to measure recruitment (2004) and finally Reuther, Robert (1996) was used to assess the individual development. The results revealed that there is a significant positive relationship between the ability and opportunity to hire human resources in Iranian offshore oil company. In addition, there is a significant positive relationship between the ability, opportunity and skills with the development of human resources. Keywords: talent management, human resource development, human resource recruitment. JEL Classification: M12, O13
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Cintra, Israel Hidenburgo Aniceto, José Augusto Negreiros Aragão, Kátia Cristina De Araújo Silva, and Miguel Petrere Júnior. "REPRODUCTION AND RECRUITMENT OF THE BROWN SHRIMP Penaeus subtilis IN THE AMAZON RIVER CONTINENTAL SHELF." Arquivos de Ciências do Mar 54, no. 1 (May 19, 2021): 163–83. http://dx.doi.org/10.32360/acmar.v54i1.41690.
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This paper analyzes the pattern of the reproduction and recruitment of the pink shrimp Penaeus subtilis in the Amazon River continental shelf. Biostatistics samples obtained on board of industrial fishing vessels and in the estuaries of the northeastern state of Para were use in the analysis as well as monthly data on landings processed by commercial category. The sex ratio, for female and male respectively, was 61% to 39%, in the samples of commercial fishery, and 54% to 46%, in the samples of the estuary. The size at first maturity of females was estimated at 142.6 mm. The period of highest intensity of reproductive activity ranges from May to September. The settlement of post-larvae and residence period of juveniles in the estuary occurs with more intensity between June and September and the period of highest intensity of recruitment to the fishing areas begins in September extending until January of the following year. The main period of developing and maturing of the individuals ranges from November to July. It was observed a strong relationship between the hydrological cycle in the region, mainly the flow of Amazon River, and the life cycle of the species.
Keywords: brown shrimp, sexual maturity, reproduction period, juvenile recruitment, Amazon.
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Frampton, Geoff, Jonathan Shepherd, Karen Pickett, Gareth Griffiths, and Jeremy Wyatt. "OP88 Digital Approaches For Randomized Controlled Trial Recruitment Or Retention: A Systematic Map." International Journal of Technology Assessment in Health Care 35, S1 (2019): 22–23. http://dx.doi.org/10.1017/s0266462319001429.
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IntroductionRecruitment and retention of participants in randomized controlled trials (RCTs) is challenging, and is why many RCTs fail or are not completed on time. Digital approaches such as social media, data mining, email or text messaging could improve recruitment and/or retention, but how well they match these purposes is unclear. We used systematic methods to map the digital approaches that have been investigated during the past 10 years.MethodsWe searched Medline, Embase, other databases and relevant web sites in July 2018 to identify comparative studies of digital approaches for recruiting and/or retaining participants in clinical or health RCTs. Two reviewers screened references against protocol-specified eligibility criteria. Studies included were coded by one reviewer (with 20 percent checked by a second reviewer) using pre-defined keywords to describe characteristics of the studies, populations and digital approaches evaluated.ResultsWe identified 9,133 potentially relevant references, of which 100, reporting 101 unique studies, met the criteria for inclusion in the map. Among these, 95 percent of studies investigated recruitment but only 11 percent investigated retention. Study areas included health promotion and public health (36 percent), cancer (17 percent), circulatory system disorders (13 percent) and mental health (10 percent). Most study designs were observational (89 percent). The most frequent digital approaches for recruitment were internet sites (53 percent of recruitment studies), social media (42 percent), television or radio (31 percent) and/or email (31 percent). For retention these were email (63 percent of retention studies) or text messaging (38 percent). Time and costs of recruitment were reported in 17 percent and 30 percent of recruitment studies respectively, whilst costs were reported in 19 percent of retention studies.ConclusionsA wide range of digital approaches has been studied, in many combinations. Evidence gaps include lack of experimental studies; studies on retention; and studies for specific populations (e.g. children or older people) and outcomes (e.g. user satisfaction). More robust experimental studies, perhaps conducted as studies-within-a-trial (SWAT), are needed to address knowledge gaps and ensure that estimates of digital tool effectiveness and efficiency are reliable.
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Granata, Kevin, and Patrick Lee. "Neuromuscular Control and Active Trunk Stiffness during Isometric Flexion and Extension." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 49, no. 14 (September 2005): 1334–38. http://dx.doi.org/10.1177/154193120504901415.
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Pushing and pulling tasks account for 20% of low-back injury claims. Torso flexion necessary for pushing exertions requires different muscle recruitment than for extension exertions typical of lifting tasks. These differences in recruitment and control may influence spinal stability and associated risk of injury. Active muscle stiffness is considered the primary stabilizing mechanism for spinal stability. Therefore, active trunk stiffness was recorded while subjects generated upright isometric trunk flexion and extension exertions against an isotonic preload. Small pseudo-random force disturbances were superimposed on the preloads causing small amplitude trunk movements. Trunk stiffness was computed from systems identification of the measured force and trunk motion data. Results demonstrated significantly greater stiffness during flexion exertions as compared to extension exertions. EMG data suggest this difference was due to increased co-contraction during the flexion exertions. These behaviours were attributed to the need to augment neuromuscular control of spinal stability during pushing tasks. Keywords: Spine; Co-contraction; Push; Manual Materials Handling; Biomechanics
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Yen Chang, Shih, Simon Horsburgh, Pauline Norris, and Rhiannon Braund. "Recruitment and retention of primary care patients into a research study investigating medication adherence." Journal of Primary Health Care 3, no. 3 (2011): 204. http://dx.doi.org/10.1071/hc11204.
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INTRODUCTION: General practitioners (GPs) and patients are key sources of information for investigating primary health care. However, recruiting these into health care studies has been reported to be difficult. AIM: This study aimed to determine the recruitment and retention rates of GP practices and patients into a research project in the primary health care setting. METHODS: All general practices in Dunedin, New Zealand, with three or more practitioners were invited to participate in a study investigating medication adherence. In practices that agreed to participate, 100 patients were recruited from waiting rooms and followed up by telephone over six months. The main outcome measures included recruitment rates of GPs and patients, the level of retention and loss to follow-up of patients over a six-month period, the drop out and reasons for this drop out. RESULTS: Only two of the 15 practices agreed to participate. To recruit 100 patients, 203 people were approached. Reasons for not wanting to participate were recorded where possible. Of those that agreed to participate, 86% of doctor consultations resulted in a prescription and, of these prescriptions, 87% were reported to be collected as prescribed. At the end of six months, 68 patients still remained in the study. DISCUSSION: Patients were interested in being involved in this type of study and were recruited at a rate of 82% and 56% depending on the practice. After the initial drop out, most patients remained in the study until the conclusion. Recruitment of general practices remains challenging. KEYWORDS: Patient compliance; patient recruitment; primary health care
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Horsburgh, Margaret, Janine Bycroft, Faith Mahony, Dianne Roy, Denise Miller, Felicity Goodyear-Smith, and Erin Donnell. "The feasibility of assessing the Flinders Programme of Patient Self-Management in New Zealand primary care settings." Journal of Primary Health Care 2, no. 4 (2010): 294. http://dx.doi.org/10.1071/hc10294.
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INTRODUCTION: The Flinders ProgramTM has been adopted in New Zealand as a useful and appropriate approach for self-management with primary care clients who have chronic conditions. The Flinders ProgramTM has not been evaluated in New Zealand settings. AIM: To assess the feasibility of undertaking a substantive long-term trial to gauge the effectiveness of primary care nurses using the Flinders ProgramTM to improve health outcomes for New Zealand populations. METHODS: A pilot study was undertaken considering four components of feasibility of conducting a long-term trial: practice recruitment, participant recruitment, delivery of the intervention and outcome measures. This included comparing 27 intervention and 30 control patients with long-term health conditions with respect to change in self-management capacityPartners in Health (PIH) scalequality of care using the Patient Assessment of Chronic Illness Care (PACIC) scale and self-efficacy across six months. Intervention participants received care planning with practice nurses using the Flinders ProgramTM in general practices, while control participants received usual care in comparable practices. RESULTS: General practice and participant recruitment was challenging, together with a lack of organisational capacity and resources in general practice for the Flinders ProgramTM. The measures of self-management capacity (PIH), quality of care (PACIC) and self-efficacy were useful and valuable primary outcome measures. DISCUSSION: The overall findings do not support a substantive trial of the Flinders ProgramTM in primary care. Difficulties associated with participant recruitment and ability of practice nurses to undertake the Flinders ProgramTM within general practice need to be resolved. KEYWORDS: Self-management; long-term conditions; chronic conditions; chronic illness; primary care; nurses
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Bjørnå, Hilde. "Gender Balance and Institutions in Local Government – Examples from Rural Norway." Lex localis - Journal of Local Self-Government 10, no. 2 (April 26, 2012): 129–52. http://dx.doi.org/10.4335/10.2.129-152.
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While steps are taken to increase women’s representation in politics, it can often prove difficult to change patterns of recruitment and nomination to political positions. This article argues that not only formal regulation, but also informal institutions, like local norms, beliefs and values, history and traditional codes of conduct matter and should be taken into account in plans to achieve balanced gender representation. The article compares recruitment policies in rural municipalities in Norway. Case studies were conducted to identify factors affecting women’s willingness to stand as candidates, the factors local political parties take into account when nominating candidates, and voting behaviour. The study suggests that local issues, such as religious traditions, distributional conflicts and desire for community representation, affect women representation. Representation policies in local governments are, in other words, not only affected by rules and values “from above”, they must also be understood in a “bottom up” perspective, as the aggregated consequences of the rational behaviour of voters.
Keywords: women representation • representation policies • informal and formal institutions • local democracy
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Nunes Silva, Carlos. "Local Political Leadership in Portugal: Excepcionalism or Convergence Towards a 'Mayoral Model'?" Lex localis - Journal of Local Self-Government 7, no. 3 (October 14, 2009): 243–56. http://dx.doi.org/10.4335/85.
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The purpose of this paper is to examine the reform of institutional forms that frame local government in Portugal, and to put them into a comparative European perspective. The paper addresses the following research question: To what extent have Portuguese local government reforms shown convergence or divergence with the local political leadership models in Europe over the last three decades of democracy? We hypothesized that reforms affected the local government system in different ways, using some of its components and following more explicitly international trends than others. This hypothesis was tested against the model of local political leadership, including the rules governing the recruitment of mayors and local councillors. This study is based on both archival research for the Portuguese case and the literature review for the survey of international trends. The findings indicate the existence of similarities between reforms in Portugal and reforms in other European countries. But they also indicate divergence in some important dimensions of the local government system.
KEYWORDS: • local government reform • institutional forms • recruitment • models of local political leadership • Portugal
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Endah Tri Wisudaningsih. "Konsep Actuating dalam Alquran dan Hadits." HUMANISTIKA : Jurnal Keislaman 4, no. 1 (January 15, 2018): 1–16. http://dx.doi.org/10.36835/humanistika.v4i1.27.
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Actuating as one of the functions and also the stages of management, many mean a business move or run. In an educational institution, actuating can be interpreted to mobilize or give direction to the existing resources in the institution, whether human resources or other resources.Mobilizing human resources is a process that goes from human resource planning, recruitment, education and human resources training, and the motivation given to that resource. While mobilizing other resources is the effort to maximize the use of existing resources or move elements -element organization to perform all activities that have been planned.
Keywords: Actuating,Leading, educational institution
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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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<p><em>This research was conducted to analyze the influences of leadership style </em><em>, </em><em>Employee Recruitment</em><em> </em><em>and employee involvement </em><em>on employee employee performance</em><em> 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</em><em>, </em><em>Employee Recruitment</em><em> and employee involvement</em><em> as the independent variable and employee performance as the dependent variable. The research involves </em><em>72</em><em> employees</em><em> as respondents, the data were analyzed with multiple linear regression model using SPSS. The results showed that leadership style</em><em>, </em><em>Employee Recruitment</em><em> and employee involvement</em><em> reac</em><em> positively and significant to the job employees satisfaction of PT PLN (Persero) Distribusi Jawa Barat.</em></p><p> </p><p><strong><em>Keywords</em></strong><em>: Leadership Style, Employee Recruitment, Employee Involvement, Employee Performance</em></p>
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Budiman, Tommy, and Nurina Putri Handayani. "Pengaruh Recruitment Source dan Job Seeker's Perception terhadap JOb Seeker's Intention to Pursue the Job di Kompas Gramedia Group." ULTIMA Management 8, no. 2 (December 2, 2016): 65–78. http://dx.doi.org/10.31937/manajemen.v8i2.593.
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Job seeker's intention to pursue the job is to be considered by a company in order to attract a job applicant. The existence of an employee wishes to pursue a job (job seeker's intention to pursue the job) thought to be affected by a job applicant easily obtain employment information from a variety of existing media (recruitment sources). In addition, the perception of a job applicant (job seeker's perception) against a company is also thought to influence the decision to pursue such work. The purpose of this study was to determine the influence of recruitment sources and job seeker's perception of job seeker's intention to pursue the job in Kompas Gramedia Group. In this study, questionnaires done by using non-probability sampling of 100 respondents who are a job applicant that have or are applying for a job at one of the subsidiaries of Kompas Gramedia Group, domiciled in Tangerang. Data collection methods used in this research by distributing questionnaires. Meanwhile, the research method used is quantitative and descriptive research methods. The results showed that the newspaper has no effect and no significant effect on job seeker's intention to pursue the job in Kompas Gramedia Group. Internet and friends / relatives have positive and significant effect on job seeker's intention to pursue the job in Kompas Gramedia Group. In addition, person - organization fit and organizational culture have positive and significant impact on the job seeker's intention to pursue the job. And based on the results of this research, it is known that the recruitment sources (newspaper, internet, and friends / relatives) as well as the job seeker's perception (person - organization fit and organizational culture) can explain and affect job seekers intention to pursue the job in Kompas Gramedia Group amounted to 46.8 %.
Keywords: recruitment source, job seeker’s
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Munasik, Munasik, Suharsono Suharsono, J. Situmorang, and Kamiso H. N. "Kerapatan dan Kelulushidupan pada Rekrutmen Karang Pocillopora damicornis (Density and Survivorship on the Recruitment of the brooding coral Pocillopora damicornis)." ILMU KELAUTAN: Indonesian Journal of Marine Sciences 19, no. 3 (September 2, 2014): 171. http://dx.doi.org/10.14710/ik.ijms.19.3.171-180.
Full textAbstract:
Studi rekrutmen karang Pocillopora damicornis telah dilakukan dengan mengamati kerapatan juvenil pada substrat penempelan di dataran terumbu Pulau Panjang, Jepara, Jawa Tengah. Hasil menunjukkan bahwa rekrutmen terjadi sepanjang tahun dan tertinggi pada periode Agustus-Oktober. Laju rekrutmen karang di belakang terumbu (back reef) pada sisi bawah angin (selatan) lebih tinggi daripada di sisi atas angin (utara) Pulau Panjang, tampaknya hal ini berkorelasi dengan kerapatan populasi karang dewasanya. Kerapatan juvenil karang tertinggi pada substrat batu alam terjadi pada sisi bawah permukaan substrat, akan tetapi pertumbuhan juvenil karang tertinggi ditemukan di sisi atas permukaan substrat. Hal ini mengindikasikan bahwa kerapatan juvenil karang berhubungan dengan kelulusan hidup juvenil karang. Semakin tinggi kerapatan juvenil karang P. damicornis maka semakin rendah kelulusan hidup juvenil karang karena terjadinya peningkatan persaingan sesama juvenil karang dan akibat kekurangan cahaya. Kata kunci: rekrutmen, kerapatan, kelulushidupan, karang Pocillopora damicornis Recruitment of the brooding coral Pocillopora damicornis was studied by observing the juvenile density on the settlement plate substrate in reef flat of Panjang Island, Jepara, Central Java. The results show that recruitment occurs throughout the year and the highest in the period from August to October. The rate of recruitment of coral reefs in back reef on the leeward (south) is higher than on the windward (north) of the island, it seems to be correlated with population density of adult corals. The highest density of juvenile corals on natural substrata occurs on the lower side surface of the substrate, but the highest growth of juvenile are found on the upper side surface of the substrate. This indicates that the density of juvenile corals associated with the survival of juvenile corals. The higher density of juvenile corals P. damicornis, the lower the survival of juvenile corals due to an increase in competition among juvenile corals and due to lack of light. Keywords: recruitment, density, survivorship, coral Pocillopora damicornis
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Kasztelnik, Karina, and Victor W. Gaines. "Correlational Study: Internal Auditing and Management Control Environment Innovation within Public Sector in the United States." Financial Markets, Institutions and Risks 3, no. 4 (2019): 5–15. http://dx.doi.org/10.21272/fmir.3(4).5-15.2019.
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This article is about exploring the relationship between internal human resources auditing and environmental control in the US public sector. The main purpose of this study was to examine the extent to which the determinants of internal audit staff have the potential to influence the predictive value of the public sector control environment. The tools of the work are presented by a quantitative correlation analysis to determine the interdependence of variables (aspects of recruitment, accountability) and resultant indicator (public sector environment). By systematizing literary sources and approaches to solving the problem, as well as using the COSO 2013 Internal Control Framework as a theoretical framework, the authors focus on the question of how much internal audit recruitment, and accountability experience can influence in the foreseeable future and each of the two major COSO components. The empirical analysis was presented in the research, which made it possible to substantiate the following conclusions: the results of two multiple linear regression models did not show statistically significant except for recruitment, nonparametric correlation of Kendall’s Tau-b correlation is allowed to identify significant interrelationships development. The findings of the study may be useful for implementing further transformational changes in the functioning of the global economy in the context of the growing role and importance of international audit and its positive impact on the public sector in the United States. Keywords: Internal Auditing, Personnel Factors, Control Environment, Management, Innovation.
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Wohleber, Ashley M., Daniel S. McKitrick, and Shawn E. Davis. "Designing Research With Hospice and Palliative Care Populations." American Journal of Hospice and Palliative Medicine® 29, no. 5 (November 21, 2011): 335–45. http://dx.doi.org/10.1177/1049909111427139.
Full textAbstract:
Research in palliative care and hospice populations is important for improving quality of care, quality of life, and provider understanding of individuals at the end of life. However, this research involves many potential challenges. This review seeks to inform and assist researchers targeting to design studies targeting hospice and palliative care patients by presenting a thorough review of the published literature. This review covers English-language articles published from 1990 through 2009 listed in the PsycInfo, Medline, or CINAHL research databases under relevant keywords. Articles on pediatric hospice were not included. Issues discussed include study design, informed consent, and recruitment for participants. Synthesized recommendations for researchers in these populations are presented.
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Ajagbe, Stephen O., and Folashade F. Ojo-fakuade. "Population dynamics of Mormyrus rume (Valenciennes, 1847; Osteoglossiformes; Mormyridae) Of Ikere-Gorge, Iseyin, Oyo State, Nigeria." Global Journal of Agricultural Sciences 19, no. 1 (July 1, 2020): 51–57. http://dx.doi.org/10.4314/gjass.v19i1.7.
Full textAbstract:
The structure of a fish population is determined by the equilibrium between growth, recruitment and total mortality. But, there is paucity of information on the growth and mortality of Mormyrus rume in Nigeria. Therefore this study is needful to determine its population parameters, with a view of evolving management strategies for its sustainable exploitation. Estimates of population parameters of Mormyrus rume were obtained from length-frequency data of 836 individuals collected monthly for a period of 24 months from January 2017 to December 2018. The estimated growth parameters were: asymptotic length (L∞) was 100.8cm; growth coefficient (K) was 0.62/year; growth performance (Ɵ) was 3.8; length at maturity (Lm) was 52.57cm; reproductive load (Lm/L∞) was 0.52 and optimum length (Lopt) was 65.10cm. Likewise, natural, fishing and total mortalities were 0.93, 1.46 and 2.39 respectively. The values of exploitation rate (0.61) and ratio of total mortality and growth coefficient (3.85) showed that Mormyrus rume is most exploited in Ikere-gorge. Therefore, appropriate fishing regulations should be enforced to regulate fishing gears and mesh size that will fish Mormyrus rume at sustainable level.
Keywords: Recruitment, mortality, growth, exploitation, length
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Ishak, Nurfaika, Rahmad Ramadhan Hasibuan, and Tri Suhendra Arbani. "Bureaucratic and Political Collaboration Towards a Good Governance System." BESTUUR 8, no. 1 (July 24, 2020): 19. http://dx.doi.org/10.20961/bestuur.v8i1.42922.
Full textAbstract:
<p>This research aims to know how is the synergy of bureaucracy and politics in realizing good governance. More specifically, what are the factors that influence the relationship between bureaucracy and politics in realizing good governance system. This study used a qualitative approach which is give description about the issues. The data collection technique used is literature study by examining and analyzing relevant literature such as books, journal articles, laws and regulations focusing bureaucracy, politics, and good governance systems. The results of the research showed that the synergy between bureaucracy and politics is absolutely necessary to realize good governance system. In addition, factors that affects relationships between them are aspect of authority/ power, human resources, and recruitment system. Bureaucracy and politics must be placed in the same stage to prevent superiority between bureaucracy and politics. A balanced relationship can be transformed into juridical restrictions. The empowerment of professionals in filling bureaucracy and politics must be prioritized in order to reduce corruption and nepotism that occurs in irrational recruitment systems.</p><p> </p><p><strong>Keywords:</strong> Bureaucracy; Good Governance; Politics.</p>
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Muchtar, Masrudi, Utomo, Latifa Suhada Nisa, Dewi Siska, and Maliani. "Evaluasi Penerimaan CPNS bagi Penyandang Disabilitas di Pemerintah Provinsi Kalimantan Selatan." Jurnal Kebijakan Pembangunan 15, no. 2 (December 15, 2020): 203–17. http://dx.doi.org/10.47441/jkp.v15i2.136.
Full textAbstract:
The recruitment of civil servant for persons with disabilities by the Provincial Government of South Kalimantan is one of the manifestations of Law No. 8 of 2016 concerning Persons with Disabilities. The law changes the paradigm that makes persons with disabilities as dignified humans who have the same rights as other citizens, including the right to decent work. Affirmation policies have been given to persons with disabilities, but in practice, there are still people with disabilities who feel discriminated against. This condition needs to be evaluated. The purpose of this study is to describe the implementation of civil servant recruitment for persons with disabilities and its compliance with existing policies and also to formulate a policy strategy for the next recruitment. The implementation of civil servant recruitment in 2018 is generally carried out well, except that there are problems with the recruitment of CPNS for persons with disabilities that are not fully in accordance with the policy of respecting, protecting, and fulfilling the rights of persons with disabilities. There are several strategies for implementing civil servant recruitment for persons with disabilities, there are: 1) Conducting equal perceptions between central government, regional government, and other related parties, 2) Building positive concepts for persons with disabilities, 3) Providing greater opportunities for persons with disabilities to become civil servant, 4) Arrange the formation of persons with disabilities based on regional needs and persons with disabilities, 5) Conduct planning of implementation of civil servant recruitment for persons with disabilities by involving the community of persons with disabilities and related parties, 6) Optimizing services for persons with disabilities.
Keywords: Evaluation, Civil Servant Recruitment, People with Disabilities
ABSTRAK
Pelaksanaan penerimaan CPNS bagi penyandang disabilitas oleh Pemerintah Provinsi Kalimantan Selatan merupakan salah satu perwujudan dari Undang-Undang Nomor 8 Tahun 2016 tentang Penyandang Disabilitas. Undang-Undang tersebut merubah paradigma yang menjadikan penyandang disabilitas sebagai manusia yang bermartabat yang memiliki hak yang sama dengan warga negara lainnya, salah satunya hak mendapatkan pekerjaan yang layak. Kebijakan afirmasi telah diberikan kepada penyandang disabilitas, tetapi dalam pelaksanaannya masih ada penyandang disabilitas yang merasakan diskriminasi. Kondisi tersebut melatarbelakangi perlunya evaluasi pelaksanaan penerimaan CPNS bagi penyandang disabilitas. Tujuan dari penelitian ini adalah untuk menggambarkan pelaksanaan penerimaan CPNS bagi penyandang disabilitas dan kesesuaiannya dengan kebijakan yang telah ada, serta merumuskan strategi kebijakan pelaksanaan penerimaan CPNS bagi penyandang disabilitas pada kesempatan berikutnya. Pelaksanaan penerimaan CPNS tahun 2018 pada umumnya terlaksana dengan baik, hanya saja terdapat permasalahan penerimaan CPNS bagi penyandang disabilitas yang belum sepenuhnya sesuai dengan kebijakan penghormatan, perlindungan, dan pemenuhan hak penyandang disabilitas, diantaranya penyandang disabilitas tidak dapat melamar pada formasi umum dan formasi khusus yang disediakan tidak sesuai dengan latar belakang pendidikan yang disediakan untuk penyandang disabilitas. Terdapat beberapa strategi pelaksanaan penerimaan CPNS bagi penyandang disabilitas, diantaranya: 1) Melakukan penyamaan persepsi antar pemerintah pusat, pemerintah daerah dan pihak terkait lainnya, 2) Menyusun formasi penyandang disabilitas berdasarkan kebutuhan daerah dan penyandang disabilitas, 3) Mengoptimalkan pelayanan bagi penyandang disabilitas.
Kata Kunci : Evaluasi, Penerimaan CPNS, Penyandang Disabilitas
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Chusyairi, Ahmad, and Samhana Suryati Subari. "Perancangan E-Recruitment Dosen Baru Berbasis Web Dengan Metode Design Sprint." INFORMATICS FOR EDUCATORS AND PROFESSIONAL : Journal of Informatics 5, no. 1 (December 28, 2020): 11. http://dx.doi.org/10.51211/itbi.v5i1.1408.
Full textAbstract:
Abstrak: Perekrutan dosen baru pada Universitas Bina Insani adalah upaya dari bidang sumber daya manusia untuk memenuhi kebutuhan dalam pendidikan, penelitian dan pengabdian kepada masyarakat, sehingga Tri Dharma Perguruan Tinggi dapat berjalan baik. Calon dosen baru dapat melihat informasi berupa pengumuman, periode lowongan dan memasukkan biodata diri, upload dokumen, pendidikan baik formal (sarjana, magister dan doktor) maupun non formal (kursus bahasa, kursus keahlian, tes potensi akademis, TOEIC/TOEFL/IELTS), pengalaman dalam mengajar institusi dalam negeri dan luar negeri, penelitian, publikasi jurnal, pertemuan ilmiah, pengabdian masyarakat, penghargaan, pengalaman kerja, pengalaman organisasi, lamaran dan register. Untuk dapat mempermudah proses perekrutan dosen baru, maka diperlukan Perancangan E-Recruitment Dosen Baru Berbasis Web. Metode yang digunakan dalam penelitian ini adalah design sprint yang terdiri dari tahapan understanding, diverage, decide, prototype dan validate. Kesimpulan yang didapatkan dalam penelitian ini adalah kemudahan dalam perekrutan dosen baru untuk ditempatkan pada program studi: S1-Teknik Informatika, S1-Sistem Informasi, S1-Rekayasa Perangkat Lunak, S1-Akuntansi, S1-Manajemen, D3-Manajemen Informatika, D3-Akuntansi, D3-Manajemen Administrasi, dan D3-Sekretari yang ada di Universitas Bina Insani.
Kata Kunci: Dosen Baru, Design Sprint, E-Recruitment, Tri Dharma Perguruan Tinggi, Web
Abstract: The recruitment of new lecturers at Bina Insani University is an effort from the field of human resources to meet the needs in education, research, and community service so that the Tri Dharma of Higher Education can run well. Prospective new lecturers can view the information in the form of announcements, vacancy periods and enter personal data, upload documents, formal (bachelor, master and doctoral) and non-formal education (language courses, skills courses, academic potential tests, TOEIC/TOEFL/IELTS), experience in teaching domestic and foreign institutions, research, journal publications, scientific meetings, community service, awards, work experience, organizational experience, applications, and registers. In order to simplify the process of recruiting new lecturers, a Web-based E-Recruitment Design is needed. The method used in this study is a design sprint consisting of stages of understanding, leverage, decide, prototype, and validate. The conclusion obtained in this study is the ease inrecruiting new lecturers to be placed in study programs: S1-Informatics Engineering, S1-Information Systems, S1-Software Engineering, S1-Accounting, S1-Management, D3-Management Informatics, D3-Accounting, D3-Administrative Management, and D3-Secretarial at Bina Insani University.
Keywords: New Lecturer, Design Sprint, E-Recruitment, The Threefold Missions of Higher Education, Web
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Al-Fatih, Syafrizal, Pinondang Nainggolan, and Resna Napitu. "PENGARUH REKRUTMEN DAN SELEKSI TERHADAP KINERJA KARYAWAN PADA PD. SINARMAS PEMATANGSIANTAR." Manajemen : Jurnal Ekonomi 2, no. 1 (September 9, 2020): 65–84. http://dx.doi.org/10.36985/manajemen.v2i1.338.
Full textAbstract:
ABSTRAK PENGARUH REKRUTMEN DAN SELEKSI TERHADAP KINERJA KARYAWAN PADA PD. SINARMAS PEMATANGSIANTAR Tujuan dari penelitian ini adalah untuk mengetahui seberapa besar pengaruh proses rekrutmen dan seleksi terhadap kinerja pegawai pada PD. Sinarmas Pematangsiantar. Data yang digunakan dalam penelitian ini adalah data primer dan data sekunder. Data primer adalah data yang diolah dari hasil pengisian kuesioner yang telah diedarkan ke seluruh karyawan, dalam hal ini pimpinan cabang pada PD. Sinarmas Pematangsiantar dan staf perusahaan yang berjumlah 32 orang mulai dari administrasi, marketing dan kolektor yang sesuai dengan kebutuhan dalam penelitian ini. Sedangkan data sekunder diperoleh dari sumber data yang diperoleh dengan cara membaca, mempelajari dan memahami melalui media lain yang bersumber dari literatur dan buku-buku. Hasil penelitian ini menunjukkan bahwa rekrutmen dan seleksi dalam uji hipotesis secara parsial (uji t) bahwa variabel rekrutmen (X1) berpengaruh signifikan terhadap kinerja karyawan (Y) dimana thitung > ttabel dan signifikan 0,001 < 0,05, begitu juga dengan variabel seleksi (X2) berpengaruh signifikan terhadap kinerja karyawan (Y) dimana thitung > ttabel dan signifikan 0,025 < 0,05. Selanjutnya dengan uji bersama (uji F) bahwa secara bersama variabel rekrutmen (X1) dan seleksi (X2) berpengaruh signifikan terhadap kinerja karyawan (Y) dengan Fhitung > Ftabel atau signifikan 0,000 < 0,05. Dalam uji determinasi (R2) menyatakan bahwa variabel rekrutmen dan seleksi mempengaruhi variabel kinerja karyawan sebesar 71,4%. Kata Kunci: Rekrutmen, Seleksi, Kinerja Karyawan. ABSTRACT EFFECT OF RECRUITMENT AND SELECTION ON EMPLOYEE PERFORMANCE IN PD. SINARMAS PEMATANGSIANTAR The purpose of this study was to determine how much influence the recruitment and selection process on employee performance in PD. Sinarmas Pematangsiantar. The data used in this study are primary data and secondary data. Primary data is data that is processed from the results of filling out a questionnaire that has been circulated to all employees, in this case the branch leadership at PD. Sinarmas Pematangsiantar and company staff totaling 32 people ranging from administration, marketing and collectors according to the needs in this study. While secondary data obtained from data sources obtained by reading, studying and understanding through other media sourced from literature and books. The results of this study indicate that recruitment and selection in the partial hypothesis test (t test) that the recruitment variable (X1) has a significant effect on employee performance (Y) where tcount > ttable and significant 0.001 < 0.05, as well as the selection variable (X2 ) significantly influence employee performance (Y) where tcount > ttable and significant 0.025 < 0.05. Furthermore, with the joint test (F test) that the recruitment variable (X1) and selection (X2) together had a significant effect on employee performance (Y) with Fcount> Ftable or significant 0,000 < 0.05. In the determination test (R2) states that the recruitment and selection variables affect employee performance variables by 71.4%. Keywords: Recruitment, Selection, Employee Performance.
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Noor, Wahyudin. "MENGINTEGRASIKAN MANAJEMEN SUMBER DAYA MANUSIA DI MADRASAH." Tarbawi: Jurnal Keilmuan Manajemen Pendidikan 3, no. 02 (December 31, 2017): 153. http://dx.doi.org/10.32678/tarbawi.v3i02.1786.
Full textAbstract:
Human resource management is part of organizational management that is supposed to focus on human resources. Observing the importance of the role of human resources in the organization of this madrasah, at least is to reconciling the development of the work environment that occurs-especially in the world of Islamic education today, so that madrasah should be able to pay attention to the importance of human resource management programs through the practice of integrating human resources management including human resource planning, recruitment, selection, orientation and placement, training and development, job assessment and compensation into planning, management and control of madrasah organizations related to allocation and human resource development in madrasah
Keywords. Management, Human Resource Development, Madrasah.