scholarly journals MENATA STRATEGI REKRUTMEN TENAGA KERJA

2018 ◽  
Vol 18 (1) ◽  
pp. 87
Author(s):  
Mohamad Muspawi
Keyword(s):  
Workforce Planning ◽  
Selection Procedure ◽  
Tool Selection ◽  
Recruitment Process ◽  
Selection Procedures ◽  
New Employees ◽  
Labor Requirements ◽  
Or Organization

Recruitment is an integral part of the management of an institution or organization. Recruitment positions are quite important, because the quality of recruitment influence the quality of the performance of institutions or organizations concerned in the future. Filippo in Justine T Sirait (2006: 56) defines recruitment as an employee or prospective withdrawal of labor and the employment search process is done carefully, so as to stimulate them to want to apply for certain positions offered by the organization. Recruitment is wise when before implementation is done plannings to meet the needs of the labor or employee in an organization, what is needed and how much is needed. Once detected all necessary further carrying out the process to get the purposes of labor or employees needed. After planning labor requirements. Subsequent process is the process of opening a job. Pramana (2005: 4) says that the process of opening a job based on their workforce planning needs really been analyzed and approved by the director. Filing review of manpower requirements can be distinguished according to their needs. Selection is the process for deciding the appropriate employee from a set of candidates obtained through the recruitment process, both internal and external recruitment. In principle, the selection regardless of whether the selection made for new employees, promotion, transfer, or others, and are associated with certain stages, such as: determination of the demands of the job and the company, the determination of the type of people required, determination of tools and steps / selection procedures, factors to be considered in the selection is a tool / selection procedure, and who is doing the implementation of selection (Hariandja 2007: 125-127). The part that is no less important than recruitment is the process regarding a contract extension subcontracted employees and probation employees. Pramana (2005: 10) says that this process must be preceded by a review / assessment of employees works to the extent that their ability to carry out the duties and responsibilities of the job.Keywords: Recruitment, Manpower Professional.

scholarly journals Popularity and performance of bioinformatics software: the case of gene set analysis

2021 ◽  
Vol 22 (1) ◽  
Author(s):  
Chengshu Xie ◽  
Shaurya Jauhari ◽  
Antonio Mora
Keyword(s):  
Comprehensive Evaluation ◽  
Gene Set Analysis ◽  
Tool Selection ◽  
Functional Interpretation ◽  
Selection Procedures ◽  
Gene Set ◽  
And Performance ◽  
Reported Data ◽  
Performance Results

Abstract Background Gene Set Analysis (GSA) is arguably the method of choice for the functional interpretation of omics results. The following paper explores the popularity and the performance of all the GSA methodologies and software published during the 20 years since its inception. "Popularity" is estimated according to each paper's citation counts, while "performance" is based on a comprehensive evaluation of the validation strategies used by papers in the field, as well as the consolidated results from the existing benchmark studies. Results Regarding popularity, data is collected into an online open database ("GSARefDB") which allows browsing bibliographic and method-descriptive information from 503 GSA paper references; regarding performance, we introduce a repository of jupyter workflows and shiny apps for automated benchmarking of GSA methods (“GSA-BenchmarKING”). After comparing popularity versus performance, results show discrepancies between the most popular and the best performing GSA methods. Conclusions The above-mentioned results call our attention towards the nature of the tool selection procedures followed by researchers and raise doubts regarding the quality of the functional interpretation of biological datasets in current biomedical studies. Suggestions for the future of the functional interpretation field are made, including strategies for education and discussion of GSA tools, better validation and benchmarking practices, reproducibility, and functional re-analysis of previously reported data.

Improvement of olfactometric measurement accuracy and repeatability by optimization of panel selection procedures

2010 ◽  
Vol 61 (5) ◽  
pp. 1267-1278 ◽  
Author(s):  
L. Capelli ◽  
S. Sironi ◽  
R. Del Rosso ◽  
P. Céntola ◽  
S. Bonati
Keyword(s):  
Degrees Of Freedom ◽  
Selection Procedure ◽  
Selection Procedures ◽  
Accuracy And Precision ◽  
Repeated Analysis ◽  
The Right ◽  
Accuracy And Repeatability ◽  
Selection Of ◽  
Dynamic Olfactometry

The EN 13725:2003, which standardizes the determination of odour concentration by dynamic olfactometry, fixes the limits for panel selection in terms of individual threshold towards a reference gas (n-butanol in nitrogen) and of standard deviation of the responses. Nonetheless, laboratories have some degrees of freedom in developing their own procedures for panel selection and evaluation. Most Italian olfactometric laboratories use a similar procedure for panel selection, based on the repeated analysis of samples of n-butanol at a concentration of 60 ppm. The first part of this study demonstrates that this procedure may originate a sort of “smartening” of the assessors, which means that they become able to guess the right answers in order to maintain their qualification as panel members, independently from their real olfactory perception. For this reason, the panel selection procedure has been revised with the aim of making it less repetitive, therefore preventing the possibility for panel members to be able to guess the best answers in order to comply with the selection criteria. The selection of new panel members and the screening of the active ones according to this revised procedure proved this new procedure to be more selective than the “standard” one. Finally, the results of the tests with n-butanol conducted after the introduction of the revised procedure for panel selection and regular verification showed an effective improvement of the laboratory measurement performances in terms of accuracy and precision.

scholarly journals Rekrutmen Tenaga Pendidik di SMA

2019 ◽  
Vol 4 (7) ◽  
pp. 850
Author(s):  
Qurratu A’yun ◽  
Ali Imron ◽  
Imron Arifin
Keyword(s):  
High School ◽  
Qualitative Research ◽  
Data Collection ◽  
Research Method ◽  
Recruitment Process ◽  
Selection Procedures ◽  
Professional Educators ◽  
It Impacts ◽  
Recruitment And Selection

<p class="Abstrak"><strong>Abstract:</strong> This study aims to determine the’ recruitment process of teacher in Darul Ulum 2 Jombang High School because the quality of the teacher depends on the recruitment and selection procedures carried out by the committee. This research method was qualitative research, while data collection used interviews, and document studies. The results‘show that the implementation of recruitment aims to get professional educators. Before carrying out recruitment, it is necessary to prepare the recruitment process. Preparation and recruitment process must be completely well-planned so that the recruitment obtain good teachers since it impacts on student output.</p><strong>Abstrak:</strong> Penelitian ini bertujuan untuk mengetahui proses rekrutmen guru di SMA 2 Darul Ulum Jombang dikarenakan kualitas tenaga pendidik di sekolah sangat bergantung pada prosedur rekrutmen dan seleksi yang dilaksanakan oleh panitia. Metode penelitian ini menggunakan penelitian kualitatif. Adapun pengumpulan data menggunakan wawancara mendalam, observasi, dan studi dokumentasi. Hasil dari penelitian ini merupakan implementasi rekrutmen tenaga pendidik bertujuan untuk mendapatkan tenaga pendidik yang profesional dan memiliki kualifikasi yang terbaik. Sebelum melakukan kegiatan perekrutan diperlukan persiapan dan proses yang matang. Persiapan dan perekrutan tenaga pendidik ini harus benar-benar ”matang” sehingga melalui rekrutmen tersebut sekolah dapat memperoleh tenaga pendidik yang profesional sesuai dengan kriteria sekolah kerena akan berdampak pada <em>output</em> siswa.”

scholarly journals ANALISIS REKRUTMEN & SELEKSI KARYAWAN BARU DI PT BARUNA DIRGA DHARMA, JAKARTA

Epigram ◽  
2019 ◽  
Vol 15 (2) ◽  
Author(s):  
Nurfarizki Nurfarizki ◽  
Narulita Syarweni ◽  
Dewi Winarni Susyanti
Keyword(s):  
Qualitative Research ◽  
Selection Process ◽  
Sampling Technique ◽  
Recruitment Process ◽  
New Employees ◽  
Purposive Sampling ◽  
Employee Recruitment ◽  
New Employee ◽  
Recruitment And Selection

AbstractNurfarizki. The Analysis of the new employee recruitment & Selection Process at PT Baruna Dirga Dharma, Jakarta. 2018. The purpose of this research is to find out how the recruitment process is, to find out what factors influence the selection recruitment process, and the obstacles and solutions of the new employee barriers of PT Baruna Dirga Dharma. This research is a qualitative research. With a total of three informants, consisting of the Director, staff and HRD supervisors. Determination of informants is done by using purposive sampling technique. Data collection was carried out through observation, interviews, and documentation which were then analyzed qualitatively qualitative. The results show that the process is the factor in recruitment and selection, which begins with the planning of new employees, FPPK approved by the executive, and determining the source of recruitment. The selection process is selecting job applications, interview, psychotest, medical chech ups, offering letters, work agreements, filing & document records.Keywords: Recruitment, Selection, Human Resources.AbstrakNurfarizki. Analisis Proses Rekrutmen & Seleksi Karyawan Baru di PT Baruna Dirga Dharma, Jakarta. 2018. Tujuan penelitian ini adalah untuk mengetahui bagaimana proses rekrutmen, untuk mengetahui faktor-faktor apa saja yang mempengaruhi proses rekrutmen seleksi, dan hambatan serta solusi dari hambatan karyawan baru PT Baruna Dirga Dharma. Penelitian ini merupakan penelitian kualitatif. Dengan jumlah informan sebanyak tiga orang, terdiri dari Direktur, staf dan supervisor HRD. Penentuan informan dilakukan dengan menggunakan teknik Purposive Sampling. Pengumpulan data dilakukan melalui observasi, wawancara, dan dokumentasi yang kemudian dianalisis secara deskriptif kualitatif. Hasil penelitian menunjukan bahwa proses yaitu faktor dalam rekrutmen dan seleksi yaitu diawali dengan perencanaan karyawan baru, FPPK yang disetujui executive, dan menentukan sumber rekrutmen. Adapun proses seleksi yaitu menyeleksi lamaran kerja, interview, psikotest, medical chech up, offering letter, perjanjian kerja, filing & record dokumen.Kata Kunci: Rekrutmen, Seleksi, Sumber Daya Manusia.

scholarly journals IMPLEMENTASI REKRUTMEN GURU DISD TA’MIRUL ISLAM SURAKARTA (KAJIAN MANAJEMEN SUMBER DAYA MANUSIA DI SD ISLAM)

2015 ◽  
Vol 12 (1) ◽  
pp. 109-120
Author(s):  
Rohmatun Lukluk Isnaini
Keyword(s):  
Human Resources ◽  
New Teachers ◽  
Teacher Recruitment ◽  
New Teacher ◽  
Recruitment Process ◽  
Selection Procedures ◽  
School Based ◽  
Long Time ◽  
Recruitment And Selection

The main objective in the recruitment process in schools is getting human resources or educators (teacher) is appropriate for a particular position so that the person is able to work optimally and can survive in school for a long time. Implementation of recruitment is a very important task, crucial and requires a great responsibility. This is because the quality of human resources that will be used schools rely heavily on recruitment and selection procedures were carried out. Based on interviews and observations made, it can be analyzed that the implementation of teacher recruitment aims to get teachers who are professional and have the best qualifications. Recruitment of new teachers is not held every year since in accordance with the needs of the school if there are vacant positions then held recruiting new teachers to fill positions corresponding field. Before conducting the necessary preparation for the recruitment of new teachers, new teacher recruitment preparation should be done so through the recruitment of school can obtain a good teacher management in order to improve the quality of school-based education.

Tingkat Pemahaman Kompetensi Guru Pada Mahasiswa Pendidikan Geografi Sebagai Calon Guru Geografi

2020 ◽  
Vol 21 (1) ◽  
pp. 102-117
Author(s):  
Novia Zalmita ◽  
Muhajirah Muhajirah ◽  
Abdul Wahab Abdi
Keyword(s):  
Prospective Teachers ◽  
Prospective Teacher ◽  
Quantitative Description ◽  
Population Data ◽  
Geography Education ◽  
Teacher Competence ◽  
Education Department ◽  
Long Time

One that influences human resource indicators is education. The teacher is a profession as a job of academic specialization in a relatively long time in college. Understanding related to teacher competence is very important to have by a prospective teacher because it can affect the quality of performance as a professional teacher. The teacher's competence is known as pedagogic, professional, social and personality competencies. The issue in this study is how the competency of the teacher of the Department of Geography Education FKIP Unsyiah as a prospective teacher of geography? The purpose of this study was to determine the competence of teachers in the Department of Geography Education FKIP Unsyiah as prospective geography teachers. Quantitative description approach is used in this study to find answers to the issue. The population in this study were students of the Department of Geography Education FKIP Unsyiah class of 2015 and 2016 who had been declared to have passed the Micro Teaching and Magang Kependidikan 3 course totaling 50 people. Because the population is small and can be reached, the determination of the sample using total sampling techniques so that the sample in this study is the whole population. Data collection is done by distributing test questions to respondents. The data was analyzed using the descriptive statistics percentage formula. The results of the study indicate that the level of teacher competence of Geography Education Department students as prospective teachers is in the moderate category, namely as many as 22 respondents (44%). A total of 12 respondents (24%) were in the high category, 15 respondents (30%) were in the low category and 1 respondent (2%) were in the very low category.

Experience of using time-lapse microscopy in IVF and ICSI programs

2020 ◽  
pp. 47-50
Author(s):  
N. V. Saraeva ◽  
N. V. Spiridonova ◽  
M. T. Tugushev ◽  
O. V. Shurygina ◽  
A. I. Sinitsyna
Keyword(s):  
Pregnancy Rate ◽  
Embryo Transfer ◽  
Selection Procedure ◽  
Time Lapse ◽  
Single Embryo Transfer ◽  
Main Group ◽  
Clinical Pregnancy ◽  
Control Group ◽  
Time Lapse Microscopy

In order to increase the pregnancy rate in the assisted reproductive technology, the selection of one embryo with the highest implantation potential it is very important. Time-lapse microscopy (TLM) is a tool for selecting quality embryos for transfer. This study aimed to assess the benefits of single-embryo transfer of autologous oocytes performed on day 5 of embryo incubation in a TLM-equipped system in IVF and ICSI programs. Single-embryo transfer following incubation in a TLM-equipped incubator was performed in 282 patients, who formed the main group; the control group consisted of 461 patients undergoing single-embryo transfer following a traditional culture and embryo selection procedure. We assessed the quality of transferred embryos, the rates of clinical pregnancy and delivery. The groups did not differ in the ratio of IVF and ICSI cycles, average age, and infertility factor. The proportion of excellent quality embryos for transfer was 77.0% in the main group and 65.1% in the control group (p = 0.001). In the subgroup with receiving eight and less oocytes we noted the tendency of receiving more quality embryos in the main group (р = 0.052). In the subgroup of nine and more oocytes the quality of the transferred embryos did not differ between two groups. The clinical pregnancy rate was 60.2% in the main group and 52.9% in the control group (p = 0.057). The delivery rate was 45.0% in the main group and 39.9% in the control group (p > 0.050).

Fluctuations of Annual Precipitation and Water Resources Quality in Ukraine

2016 ◽  
Vol 10 (4s) ◽  
pp. 621-629
Author(s):  
Valentina Pidlisnyuk ◽  
◽  
John Harrington JR ◽  
Yulia Melnyk ◽  
Yuliya Vystavna ◽  
...  
Keyword(s):  
Water Resources ◽  
Surface Waters ◽  
Precipitation Amount ◽  
Ion Concentration ◽  
Annual Precipitation ◽  
Resource Quality ◽  
Phosphate Ion ◽  
Regional Trends

The article focuses on examining the influence of fluctuations in annual precipitation amount on the quality of surface waters. Water quality was estimated with data on BOD, COD and phosphate–ion concentration within five selected regions of Ukraine. Analysis of the precipitation data (1991 – 2010) showed different regional trends. Using the statistics, determination of the interconnection between precipitation amount and water resources quality were done. The obtained regularities and associated uncertainties can be used for prediction of changes in water resource quality and as a guide for future adaptation to possible climate change.

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