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"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"

""Competition for skilled employees is fierce! This book provides comprehensive, practical advice to employers to get and keep the people they need. It covers such vital topics as what workers want--including a sense of making a real impact in their jobs and getting learning opportunities; why workers leave--sometimes just because they can (it's so easy to find a new job), often because they feel undervalued or bored where they are; and what best-practice companies are doing to attract and retain the talent necessary to remain competitive. Expert Diane Arthur discusses: * Both traditional and new strategies, including a huge array of special incentives and perks * Online recruiting via sites like Monster.com or a company's own Web site * Successful programs from Cisco Systems, Bank of Boston, Eli Lilly, McDonald's, and dozens of other companies, including many small firms * Competency-based recruiting and interviewing, contingent workers, telecommuting and other alternative work arrangements, future trends, and more.""

"Ancaman teror yang kini semakin beragam dan semakin banyak di Indonesia mendorong aparat penegak hukum untuk bertindak lebih efektif dan juga melatih serta memilih personel dengan tepat sehingga ancaman teror di Indonesia dapat teratasi. Dengan ancaman teror yang semakin meningkat, dibutuhkan personel yang lebih banyak untuk mengatasi hal ini. Unit dari Kepolisian Negara Republik Indonesia yang bertanggung jawab atas ancaman teror dan bom adalah Sat I Gegana dari Korps Brigade Mobile (Brimob). Penelitian ini bertujuan untuk melihat sistem rekrutmen dan seleksi personel Brimob menjadi Sat I Gegana (Detasemen B). Penelitian ini menguraikan sistem rekrutmen dan seleksi yang diterapkan oleh Brimob untuk menarik dan menyaring personel untuk ditempatkan di Detasemen B Sat I Gegana yaitu unit Penjinak Bom atau sering disebut Jibom. Penelitian ini juga melihat kendala yang ada dengan sistem yang diterapkan oleh Brimob dalam hal ini. Penelitian ini menggunakan teori Model Manajemen Sumber Daya Manusia untuk menguraikan sistem yang diterapkan oleh Brimob secara rinci. Metode penelitian yang digunakan adalah metode penelitian kualitatif sehingga data diperoleh melalui wawancara dan studi pustaka. Penelitian ini menemukan bahwa rekrutmen dan seleksi personel Sat I Gegana (Detasemen B) memiliki banyak tahapan dan proses penyaringan dengan penilaian yang cukup ketat, serta Sat I Gegana (Detasemen B) masih menghadapai banyak kendala seperti kekurangan personel jika ditimbang dengan beban kerja dan tugas di lapangan.

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The threat of terror is now more diversed and more frequent nowadays in Indonesia. This encourages law enforcement agencies to act more effectively and also train and select personnel appropriately so that terror threats in Indonesia can be resolved. With the increasing number of terror threats, comes the need for increased number of personnel fighting these threats. Part of the Indonesian National Police that is responsible for terror and bombs threats is Sat I Gegana of the Mobile Brigade (Brimob).

This study aims to look at the recruitment and selection process of personnel within Sat I Gegana (Detachment B). This study outlines the recruitment and selection system applied to Brimob personnel to recruit and select personel to be placed in Detachment B bomb squad. This research also outlines the problems that exist within the system implemented by Brimob.

This study uses the Human Resource Management Model to describe the system implemented by Brimob in detail. The method used in this study is qualitative research methods and the data is obtained through interviews and literature.

This study concludes and finds that the recruitment and selection of personnel Sat I Gegana bomb squad (Detachment B) has many stages as well as a handful of screening process, and Sat I Gegana (Detachment B) is still experiencing a shortage of personnel when weighed with the workload and tasks in the field."

"Skripsi ini membahas Analisis Sistem Rekrutmen dan Seleksi Perawat di RS Qadr tahun 2011. Penelitian ini adalah penelitian kualitatif dan menggunakan pendekatan sistem. Hasil dari penelitian ini menunjukkan bahwa kegiatan rekrutmen dan seleksi perawat di RS Qadr sudah cukup baik, namun masih diperlukan beberapa perbaikan untuk meningkatkan kualitas perawat baru. Terdapat beberapa komponen input yang memerlukan perbaikan yaitu, komponen Standar Opersional Prosedur (SOP) serta sarana dan prasarana. Sedangkan, pada komponen proses, ditemukan masalah serta dibutuhkan perbaikan pada komponen sumber rekrutmen, metode penarikan, hambatan pada proses rekrutmen dan seleksi serta evaluasi kegiatan rekrutmen. Masalah-masalah pada komponen tersebut menyebabkan kesempatan rumah sakit untuk mendapatkan perawat yang berkualitasdari segi pengetahuan, kemampuan dan keterampilan menjadi terbatas dan cenderung sulit. Oleh karena itu, diperlukan suatu perbaikan hingga perubahan pada setiap komponen dari masing-masing level.

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This thesis is discussing about system recruitment analysis and nurse selection in Qadr hospital in 2011. This research conducted using qualitative methodology. The result showed that recruitment activity has been good enough. Although, still need to some improvement to better standardizations of nurse. There are several components that need to improve, rae component operational standard procedure called as (SOP) and infrastucture. Meanwhile, in component process, observer discovered problems in recruitment sources are need to be improved, the method of withdrawal, and obstacles in recruitment process and selection and evaluation process in recruitment activity. Problems in each component affect this caused the hospital opportunity to get qualified nurses in terms of knowledge, skills and abilities are limited and hard to achieve. Therefore, we need a repair to change on each component of each level."

"Reformasi Birokrasi yang dilaksanakan di Kementerian Keuangan sejak tahun 2006 terdiri dari 3 aspek yaitu perbaikan di bidang Kelembagaan, Proses Bisnis, dan Sumber Daya Manusia. Setelah berjalannya Reformasi Birokrasi, berdasarkan data yang ditemukan pada Direktorat Jenderal Anggaran (DJA) Kementerian Keuangan RI terjadi peningkatan tren pegawai Generasi X dan Y yang mengundurkan diri dari organisasi DJA dengan berbagai alasan. Penelitian ini bertujuan untuk mengetahui faktor-faktor yang mempengaruhi keinginan pegawai untuk keluar dari organisasi. Kepuasan kerja yang diukur berpedoman pada Two Factor Theory yang dikembangkan oleh Herzberg, Mausner, dan Snyderman (1959). Penelitian dilakukan dengan metode kombinasi kualitatif dan kuantitatif dengan cara melakukan wawancara, kuesioner, dan Focus Group Discussion (FGD) terhadap narasumber, responden, dan peserta diskusi yang telah ditentukan berdasarkan kriteria penelitian. Hasil triangulasi data dengan cara membandingkan indikator yang muncul dari ketiga metode pengumpulan data memberikan kesimpulan bahwa financial reward, gaya kepemimpinan, kebijakan organisasi, dan kesempatan promosi menjadi faktor yang mempengaruhi keinginan (intention) pegawai yang menjadi subyek penelitian untuk keluar dari DJA. Penelitian juga menghasilkan kesimpulan bahwa karakter generasi yang berbeda memberikan alasan yang berbeda terhadap munculnya indikator keinginan untuk keluar yang sama.

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Bureaucratic Reform held at the Ministry of Finance since 2006 consists of three aspects, namely improvements in Institutional, Business Processes, and Human Resources. Based on data found in the Directorate General of Budget, the trend shows increasing numbers of Generation X and Y employees who resigned from the organization.

This study aims to determine the factors that influence the intention to quit from the organization. Job satisfaction is measured based on the Two Factor Theory developed by Herzberg, Mausner, and Snyderman (1959). The research was conducted with a combination of qualitative and quantitative methods by conducting interviews, questionnaires, and focus group discussion (FGD).

Results of data triangulation by comparing indicators that appear on the methods of data collection gave conclusion that financial rewards, leadership styles, organizational policies, and promotional opportunities to be the factors that affect the intention to quit of employees who becomes the subject of research. The research also concluded that different generations give different reasons of the intention to quit."

"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.

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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."

"ABSTRAK Tesis ini membahas tentang implementasi prosedur proses Rekrutmen dan SeleksiPegawai eksternal kualifikasi prohire (berpengalaman) di PT. XYZ Indonesiauntuk melihat konsistensi pelaksanaannya sesuai dengan kebijakan yangditetapkan organisasi. Penelitian yang dilakukan adalah penelitian kualitatifdeskriptif dimana dari hasil penelitian menunjukkan bahwa secara umum pihakpihakyang terkait dengan pelaksanaan proses Rekrutmen dan Seleksi ini sudahmenjalankan fungsi dan tugasnya masing-masing dengan baik, baik pada prosesyang berkaitan dengan sumber-sumber perekrutan maupun tipe-tipe metodeseleksi yang digunakan. Dalam penelitian ini juga diperoleh kesimpulan bahwatindakan perbaikan untuk penyempurnaan proses Rekrutmen dan Seleksi yaitupada sumber-sumber perekrutan, metode seleksi yang digunakan dan kemampuanperekrut dipandang masih dapat dilakukan sehingga dapat mendukung pencapaianpemenuhan kebutuhan sumber daya manusia sesuai dengan kebutuhan organisasi

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ABSTRAK This thesis explore the implementation of Recruitment and selection processprocedure for prohired external employee at PT. XYZ Indonesia to see theconsistency of its implementation in accordance with organization policies.Research used is descriptive qualitative research where the results of the studyshowed that in general the parties relating to the implementation of theRecruitment and selection process has been running the functions and duties well,both in processes related to sources of recruitment and types of selection methods.In this study we concluded that corrective action for improvement of Recruitmentand Selection process could be implemented on the sources of recruitment, thetype of selection methods used and regarded recruiter ability to support theachievement of human resources needs in accordance to the need of organization."

"ABSTRAKTurnover karyawan merupakan fenomena yang sering terjadi di industri jasa keuangan, khususnya sektor perbankan. Salah satu faktor yang dapat mempengaruhi tingkat turnover karyawan adalah praktik manajemen SDM. Berdasarkan hal tersebut, penelitian ini dilakukan untuk mengetahui pengaruh dari praktik-praktik manajemen SDM terhadap retensi karyawan perbankan generasi milenial di Jabodetabek. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode Structural Equation Modelling SEM. Hasil penelitian ini menunjukkan bahwa praktik-praktik manajemen SDM remunerasi, pelatihan dan pengembangan, peluang pengembangan karir, dan work-life balance memiliki pengaruh positif yang signifikan terhadap retensi karyawan dan kesesuaian nilai antara karyawan dengan organisasi. Kesesuaian nilai antara karyawan dengan organisasi juga memiliki pengaruh yang signifikan terhadap retensi karyawan sehingga peran mediasi yang terbentuk adalah partial mediation.

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ABSTRACTEmployee turnover is a frequent phenomenon in the financial services industry, particularly in the banking sector. One of the factors that can affect employee turnover is HRM practices. Based on this background, this study was conducted to analyze the effect of HRM Practices remuneration, training and development, career development opportunities, and work life balance towards employee retention mediated by employee organization value fit on millennial generation banking employees in Jabodetabek. This research is quantitative research using structural equation modelling SEM method. The results of this study indicate that HRM practices remuneration, training and development, career development opportunities, and work life balance have a significant positive effect on employee retention and employee organization value fit. Employee organization value fit also has a significant positive effect on employee retention. Thus, the mediation role formed is partial mediation."