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Abstrak :
Penentuan alokasi personel yang optimal serta efektif dalam sistem perawatan suatu perusahaan mempunyai peran yang sangat penting dalam penghematan biaya personel. Dalam menciptakan sistem manajemen perawatan yang baik dalam upaya mengoptimalkan jumlah personel dan meminimalkan biaya personel, maka diperlukan perencanaan yang baik berdasarkan data yang akurat. Penelitian ini bertujuan untuk mengembangkan model untuk menyelesaikan permasalahan model perencanaan personel untuk menentukan alokasi personel yang optimal dan efektif dengan fungsi tujuan meminimalkan biaya personel perawatan dengan menggunakan metode mixed integer linear programming. Hasil penelitian berupa pengembangan model yang efektif dan dapat diterapkan pada kondisi aktual di industri manufaktur secara luas. Diharapkan hasil penelitian ini dapat memberikan kontribusi keilmuan dalam menyelesaikan permasalahan model perencanaan personel khususnya di bidang perawatan industri. ......Determination of the optimal and effective allocation of personnel in the maintenance system of a company has a very important role in labor cost savings. In creating a good maintenance management system in an effort to optimize the number of personnel and minimize the labor cost, it requires good planning based on accurate data. This study aims to develop a model to solve the problems of manpower planning models to determine the optimal and effective allocation of personnel with the objective function to minimizing the labor cost by using mixed integer linear programming method. Results of the research is the development of an effective model and can be applied to actual conditions in the manufacturing industry widely. We hope this research can give knowledge contribution to solve the problems of manpower planning model, especially in the field of industrial maintenance.

Abstrak :
Is your HR department prepared to flip the big data switch? At every stage of the employee life cycle, a data-driven approach to HR can help companies make smarter decisions about their most important asset: their people. In the wake of the greatest shock to the labor market since the Great Depression, companies are faced with looming skill shortages, retention concerns, and questions regarding the most effective composition of their workforce. The Talent Equation shows you how to navigate today's hiring climate and drive your business forward. Matt Ferguson, CEO of Career builder, offers hiring professionals and business leaders a roadmap to attract and retain top talent. Ferguson and coauthors Lorin Hitt (Wharton School) and Prasanna Tambe (NYU's Stern School) commissioned a landmark big data study of more than 2,700 employers and 33 million resumes to find the relationship between market performance, education attainment, and employee tenure. The findings are enlightening - and quite surprising. The Talent Equation explores: The ROI of increased education levels and retention rates; the benefits of continuous recruitment and talent pipelines technology market, and how workforce analytics tools are changing talent acquisition; and the importance of reducing longterm unemployment through training and reskilling. Smart and timely, The Talent Equation also incorporates case studies from leading brands - both global and domestic - that further illustrate staffing issues facing executives today. The insights and research in the book are invaluable tools for anyone who wants to build and retain a dynamic, competitive, and productive workforce

Abstrak :
Many organizations understand the benefits of a longer-term approach to staffing: reduced turnover and hiring costs, improved efficiency and morale, and ultimately greater profits. Unfortunately, traditional approaches to strategic staffing are often more effective on paper than in the workplace.

Abstrak :
From the C-suite to the sales force to the ground floor, downtime is deadly. When a job opens or turns over, organizations must adjust seamlessly. In "Positioned", some of the world's best people strategists examine how best to address the constant challenge of having the right people available when needed. Thought leaders including Dave Ulrich, John Boudreau, James Walker, Jac Fitz-enz, Peter Howes, Dan Hilbert, and Naomi Stanford weigh in on the future of strategic staffing, virtual workplaces, disruptive technologies, globalization, and what practices will-and will not-help organizations thrive. "Positioned" captures the best workforce planning practices from leading organizations such as Boeing, HP, the U.S. Intelligence Community, and others in the private and public sectors. The book's Analytics section examines the evolution of workforce analytics and the roles of HR professionals and consultants. In an era of globally increasing complexity and competition for talent, shortages and misalignment can derail an organization's effectiveness. This book helps them get back on track.

Abstrak :
Many books have been written about talent management and succession planning but few have focused on how busy managers can incorporate the important task of finding, developing, and keeping the best people into their daily routine. Aimed at managers at all levels and featuring real-world examples this indispensable guide explains why managers, not the HR department, must take the lead in attracting, cultivating, and retaining the most productive, promotable people...and arms them with the practical skills they need to do it!every day.