Hasil Pencarian  ::  Simpan CSV :: Kembali

"PT. Presisi Cimanggis Makinur est une société a responsabilité limitée avec une spécialisation sur les domaines d?injection plastique et de moulage. Elle a debute comme une p etite affaire puiselles?est developpée en une entreprise auniveau nationale . Avec 20 employees au debut en 1983, aujourd?hui elle en emploie 320. Le Departement de Ressources Humaines aussi été developpé, avec un chef de departement et cinq subordonnées. Ce n?est pas facile de maintenir 320 employées qui travaillent 24 heures sur 24. C?est pourquoi, l?entreprise doit developper imperativement les competences de ses employées de Department de Ressources Humaines. Cette These parle des activites de la Gestion de Ressources Humaines á PT. Presisi Cimanggis Makmur qui sont:a. Le proces de recrutement.Concerne la definition, les niveaux de recrutement, les methodes, les sources des candidats jusqu? au j ob preview.b. Le process de selection.Concerne la mission et les facteurs qui l?influencent, l?interview, la methode, la mesure de la perfonnance des employees jusqu?a la gestion d?entrajnement des personnels.c. L'entrainement et le plan du developpement.Concerne l?entrainement des employées jusqu ' au developp ement du personnel. Chaque sujet sera discutée en chapitre separée.Finallement, il y á une conclusion et une recommendation sur le systeme de Ressotwces HUmaines a PT. Presisi Cimanggis Makniur. Bien que, il existe une quantite insuffisante de la théorie, mais il est clair que PT. Presisi Cimanggis Makmur á essayeé d?applique au maximum son systeme et ses activites de ressources humaines.

---

PT. Presisi Cimanggis Makmn is a national company with line business in plastic injection and mold making. It started from a small business to become a national level company. With 20 employees in initial stage in 1983, today PCM has 320 employees. Human Resources Department is being developed as well from two employees in the beginning to five employees today includes the manager himself. It is not easy to maintain day-to-day activities with limited personnel. That is the reason why HRD has to upgrade its staff capabilities. This report speaks about some activities of Human Resources Department of PCM which are: a. Recruitment process.Concern in the definition, recruitment level, methods, sources of the candidates until job preview.b. Selection process.Concern in the mission and influenced factors, method until interview.c. Performance management system.Concern in mission and planning, training and development.Each topic is discussed in separate chapter. Finally, there are conclusion and recommendation of human resources activities in PCM. Even though, the real application is not always in accordance with the based theory, we can see with its limitation PCM has tried to maximize the real application in accordance with the theory."

"Skripsi ini membahas mengenai gambaran faktor-faktor yang mempengaruhi waktu pelaksanaan rekrutmen dan seleksi karyawan di Rumah Sakit Medika Permata Hijau pada tahun 2012. Penelitian ini merupakan penelitian kualitatif deskriptif. Hasil penelitian ini menunjukan bahwa faktor-faktor yang mempengaruhi pelaksanaan rekrutmen dan seleksi karyawan di rumah sakit ini ialah faktor organisasional, faktor kebiasaan pencari tenaga kerja, kondisi eksternal, kurangnya bank data pelamar, faktor penawaran tenaga kerja dan faktor internal organisasi. Selain itu, di rumah sakit ini, kegiatan rekrutmen dan seleksi tidak dilakukan evaluasi secara formal dan terstruktur. Oleh karena itu, diperlukan berbagai perbaikan agar waktu pelaksanaan rekrutmen dan seleksi karyawan di Rumah Sakit Medika Permata Hijau dapat berlangsung sesuai dengan target yang telah ditentukan.

---

This thesis is discussing about preview of factors that affecting the implementation time of employee recruitment and selection at Rumah Sakit Medika Permata Hijau in 2012. This research conducted using qualitative descriptive methodology. The result show that the factors that affecting the time of implementation of recruitment and selection process are organizational factor, the habit of recruiters, external condition, the lack of datas bank of the aplicants, the supply of the labors factor, and the internal organizations factor. Moreover, in evaluation of recruitment and selection is no done formally. Therefore, corrective action should be done in order to make the time of implementation of recruitment and selection in Rumah Sakit Medika Permata Hijau can be done appropriate with the target."

"Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara menyatakan bahwa dalam rangka mencapai tujuan nasional, diperlukan Aparatur Sipil Negara yang memiliki integritas, profesional, netral, bebas dari intervensi politik, bersih dari praktik korupsi, kolusi, dan nepotisme, serta mampu menyelenggarakan pelayanan publik bagi masyarakat dan mampu menjalankan peran sebagai unsur perekat persatuan dan kesatuan bangsa berdasarkan Pancasila dan Undang- Undang Dasar Negara Republik Indonesia Tahun 1945. Untuk itu, diperlukan aktivitas manajemen kepegawaian yang baik. Salah satu aktivitas manajemen kepegawaian yang berkontribusi besar adalah aktivitas rekrutmen dan seleksi.Penelitian ini bertujuan mendeskripsikan pola rekrutmen dan seleksi menurut peraturan perundang-undangan yang selama ini berlaku serta menganalisa proses rekrutmen dan seleksi pegawai Aparatur Sipil Negara baik jenis kepegawaian Pegawai Negeri Sipil maupun jenis kepegawaian Aparatur Sipil Negara Pegawai Pemerintah dengan Perjanjian Kerja. Penelitian ini merupakan penelitian yuridis normatif dengan pendekatan perundang-undangan (statute approach) dan perbandingan (comparative approach). Berdasarkan hasil penelitian, dapat disimpulkan, rekrutmen dan seleksi Aparatur Sipil Negara terus mengalami perubahan baik pola maupun sistem yang digunakan dalam proses rekrutmen dan seleksi dan dengan diundangkannya Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara maka pola dan sistem rekrutmen akan bertambah untuk jenis Pegawai Pemerintah dengan Perjanjian Kerja.

---

Act No. 5 of 2014 concerning State Civil Apparatus stated that in order to achieve national objectives, as stated in paragraph 4 of the Preamble of the Constitution of the Republic of Indonesia Year 1945, required Apparatus State Civil which have integrity, professional, neutral, and free from political interference, free from corruption, collusion, and nepotism, as well as capable of organizing public services for the society and able to perform a role as an adhesive element of national unity based on Pancasila and the Constitution of the Republic of Indonesia Year 1945. Therefore, it is required good personnel management activities. One of the personnel management activity that contributes more is the activity of recruitment and selection process.This study aimed to describe the pattern of recruitment and selection according to the legislation in effect until now and analyze the process of recruitment and selection of employees of the State Civil Apparatus both types of employment of Civil Servants and type of personnel Civil Apparatus of the new Government Employees with Work Agreements. This research form is normative juridical (statute approach) with comparison (comparative approach). Based on the results, it can be concluded, recruitment and selection process of the State Civil Apparatus continues to change both on patterns and systems used in the recruitment and on selection process and with the enactment of Act No. 5 of 2014 concerning the State Civil Apparatus then recruitment system will accrue to the type of Government Employees with Work Agreements."

"Synopsis:'This groundbreaking book brings together a team of international experts to provide cutting-edge knowledge on recruitment, selection and assessment. Its focus on dynamic topics, new innovations, and current research developments provides an energizing and thought-provoking perspective on the field. An invaluable resource for academics, practitioners and students alike'. - Julie M. McCarthy, Department of Management, University of Toronto, Canada"

"Recruitment and selection is a stressful and traumatic time for both applicant and organisation, where futures are decided and destinies set. How does it feel to be involved in this process? Experiencing Recruitment and Selection offers readers a unique insight into this life-changing event and gives a voice to both applicants and recruiters. Using real-life stories, this book explores applicants' and selectors' experiences of the recruitment and selection process." "Each chapter focuses on a key topic in recruitment and selection and features at least three related stories. The stories are interwoven with analyses that demonstrate the key lessons for practitioners and students. Each chapter concludes with a series of provocative questions and a guide to further reading."."With its practical, easy-to-use format, Experiencing Recruitment and Selection is essential reading for undergraduate and postgraduate students in organisational psychology, organisational behaviour, management studies and HRM, as well as personnel or HR managers and occupational psychologists."--BOOK JACKET.Contents"