A NOVEL APPROACH FOR RECRUITMENT PROCESS IN HUMAN RESOURCES MANAGEMENT

Discovering and using valuable and meaningful data which is hidden in large databases can have strategic importance in the managerial decision making process for organizations to gain competitive advantage. With the increasing data flow, it has become more difficult for organizations to store this data and gain useful knowledge to manage their business operations and functions. Knowledge discovery process that is based on data mining methods has widely been used in business operations and management functions.This paper investigates formal concept analysis which is a powerful tool in knowledge representation and discovery and explains association rule mining based-on formal concept analysis. An experimental study is given for employee selection function ofHRM by using formal concept analysis method to model the qualifications of candidates which are needed for the job position. The qualifications of the candidates are modelled with concept lattices and the qualifications of the candidates are matched with the ones determined in the job specification.

ANALISIS JABATAN PADA KOPERASI KONSUMEN YAYASAN PUSAKA RAUDHATUL IRFAN DESA KUTAWARGI KEC. RAWAMERTA KAB.KARAWANG

Pelaksanaan perkoperasian ini terntu harus memiliki struktur organisasi yang jelas dan jabatan apa saja yang harus ada didalam koperasi tersebut. Serperti pengurus dan pengawas serta pegawainya. Oleh sebab itu diperlukan analisis jabatan untuk merancang setiap jabatan pada koperasi tersebut.Metode penulisan ini mengunakan pendekatan kualitatif deskriftif, Metode pengumpulan data menggunakan wawancara dan obsevasi. Analisis data menggunakan penggabungan studi literasi dengan wawancara sehingga menghasilakan job description dan job specification. Data sekunder dikumpulkan dari buku, jurnal, internet serta dokumen-dokumen yang lain yang relevan. Hasil penulisan artikel ini mengenai hasil dan pembahasan mengenai produk dari suatu analisis jabatan yaitu deskripsi jabatan dan spesifikasi jabatan pengurus sebagai contohnya pada organisasi koperasi yang diperoleh dari beberapa tahap analisis jabatan. Namun penulisan artikel ini tidak membahas korelasi analisis jabatan dengan praktik MSDM lainnya seperti remunerasi,beban kerja dan penilaian kinerja pada setiap jabatan.Kata kunci: Analisis Jabatan, Koperasi

Penentuan Standar Spesifikasi Kerja di Café Berdasarkan Big Data dengan Metode LDA dan AHP

A good human resources management practice will produce quality and quantity output for sustainable business. The employee recruitment process is a crucial initial stage to fulfil the needs of a quality employee. In this process, a company usually opens an advertisement for a job vacancy and selects based on job qualification requirements. This research contributes to determining job specification standards in a café or coffee shop based on Big Data analysis. Analysis has been done by Latent Dirichlet Allocation (LDA), and Analytical Hierarchy Process (AHP) method is implemented to select the type of works and work qualifications available in the food and beverages sector. Questionnaires and interviews have been conducted to collect primary data, and three leading websites of job seeker online platforms (Jobstreet.com, Gawean.id, and Lokerindonesia.com) are used as references in data collection. Finding gives information regarding four types of works in a cafe: manager, barista, chef, and waiter; eleven points for manager specifications, twelve points for barista specifications, eleven points for chef specifications, and fifteenth points for barista waiter specifications.

Implementasi Web Programming Pada Sistem Seleksi Peserta Pelatihan Kerja

Intisari—Dalam proses seleksi peserta pelatihan, sebagian besar perusahaan masih menggunakan metode konvensional, yaitu metode seleksi manual, dimana dari mulai pendaftaran hingga pengumuman kelulusan masih dilakukan dengan cara datang langsung ke kantor. Tentunya hal tersebut dinilai kurang efektif di era ini, dikarenakan proses yang berbelit dan butuh waktu yang lama. Dengan adanya e-recruitmen atau proses seleksi secara online, perusahaan dapat melakukan penghematan biaya, brand organisasi dapat lebih dikenal dan memperbesar peluang mendapat calon karyawan yang sesuai kriteria (job specification) yang telah ditetapkan organisasi. Penelitian ini membahas tentang sistem seleksi calon peserta pelatihan kerja, dimana dalam kegiatan seleksi yang masih manual. Sistem ini dirancang untuk dapat mengolah data seleksi calon peserta pelatihan kerja seperti proses registrasi, mengisi data diri calon peserta seleksi, mengelola data test, data hasil seleksi dan mencetak laporan. Dengan menerapkan sistem informasi seleksi calon peserta maka dapat meminimalisir waktu dan biaya dalam proses seleksi peserta pelatihan kerjabaru, Pemrosesan informasi lowongan seleksi lebih cepat dan efisien dan Membantu mendapatkan calon peserta terbaik yang sesuai dengan posisi pelatihan yang dibutuhkan. Kata Kunci : Sistem, Pengolahan Data, Seleksi Kerja Referensi : [1] T. A. Siswanto, “Pengaruh Penerapan Teknologi Informasi Terhadap Kebutuhan Diklat Guru Smk Bidang Bisnis Dan Pariwisata,” Sekretari, vol. 1, no. 2, p. 36, 2017. [2] A. Nisa, “Pengaruh Kualitas Informasi Dan Kualitas Sistem Informasi Terhadap Kepuasan Serta Kinerja Pengguna Sistem Informasi,” Ef. J. Bisnis dan Ekon., vol. 6, no. 1, pp. 57–59, 2015. [3] Marlina., “Rancang Bangun Sistem Informasi Penjualan Barang Secara Tunai,” J. Komput. Dan Inform., vol. XX, no.2, pp. 129–135, 2018. [4] R. I. Desanti and A. E. Widjaja, “Aplikasi Perekrutan dan Penilaian Karyawan Berbasis Web pada PT. XYZ,” J. Ultim. InfoSys, vol. 8, no. 2, pp. 74–80, 2018. [5] K. Dwi Nanda and A. Prasetya, “Efektifitas Penerapan Metode Rekrutmen Online (E- Recruitment) (Studi Pada PT Industri Kereta Api (INKA) – Jawa Timur),” J. Adm. Bisnis, vol. 53, no. 1, pp. 96–104, 2017. [6] Sugiyono, Metode Penelitian Kuantitatif dan Kualitatif. Bandung: Penerbit Alfabet, 2009. [7] R. A. Sukamto and M. Shalahuddin, Perangkat Lunak dan Berorientasi Objek. Bandung: Bandung:Infomatika, 2016. [8] Indrajani., Database Desaign. PT. Elex Media Komputindo., 2015. [9] O. Pahlevi, A. Mulyani, and M. Khoir, “Sistem Informasi Inventori Barang Menggunakan Metode Object Oriented Di Pt. Livaza Teknologi Indonesia Jakarta,” J. PROSISKO, vol. 5, no. 1, 2018. [10] A. Herliana and P. M. Rasyid, “Sistem Informasi Monitoring Pengembangan Software pada Tahap Development Berbasis Web,” J. Inform., vol. 3, no. 1, pp. 41–50, 2016. [11] A. Puspita, M. Fahmi, and Y. Yuningsih, “Perancangan Dan Pembuatan Aplikasi E-Learning Menggunakan Model Waterfall Pada Sekolah Menengah Atas,” J. Ris. Inform., vol. 1, no. 4, pp. 173–180, 2019.

Human Resource Procurement in Pesantren? Insight from Pesantren Sirojuth Tholibin

Human resource procurement is one of the essential stages of organizational decision-making. The scope of procurement consists of planning, recruitment, selection, placement, and orientation of new personnel. Human resources studied in this research are situated in Pesantren comprising of the committee or board; teachers of kitab kuning (classical Arabic Islamic textbook) either with sorogan or bandongan methods; teachers of reciting and memorizing Al-Qur’an; persons in charge of media such as website, Facebook, Twitter, Instagram, YouTube, magazines, and newsletters of Sirojuth Tholibin both. Sirojuth Tholibin commonly used a bottom-up approach in human resources planning. As a part of the planning process, The institution usually combines unstructured interview and observation methods in job analysis. In recruitment and selection, Sirojuth Tholibin pays more attention to behavioral competencies over technical competencies. Recruitment of committee and teachers usually carried out through the employee referral method. Those recruited and selected are recommendations from previous administrators who understand the background of potential candidates. The placement of new human resources is made based on their respective competencies. Orientation is the responsibility of each department, and the duration is according to the speed of each new individual in capturing new knowledge related to their jobs. The weakness of human resources procurement in Sirojuth Tholibin has no formal written job description and job specification. There is also a lack of management information systems of human resource procurement.

MANAJEMEN REKRUTMEN TENAGA PENDIDIK DI MTs DARUSSALAM MUARA TEMBESI

This research aims to describe the management of recruitment of educators in MTs Darussalam Muara Tembesi. This study uses qualitative methods. Data collection techniques using observations, interviews, and documentation. The results showed that the procurement of well-managed education personnel includes several activities, first, establishing the number of teachers needed. Second, the determination of quality and placement of teachers according to the needs based on job description and job specification. Third, determine the number of teachers received according to the needs of madrasah based on the right man in the right place and the right man in the right job. Fourth, establish teacher welfare and career development so that teachers are always motivated to improve their skills in academic and non-academic fields. A well-managed recruitment process can produce qualified human resources in MTs Darussalam Muara Tembesi.

On the Modern Teacher’s Job Specification: Results of a Representative Survey of School Directors

The article reveals the importance of non-cognitive personality characteristics (NPC) for the successful professional activities of teachers. In the modern teacher training system, the role of the NPC is not estimated enough, the modern models of school and university socialization do not contribute to the successful formation of the NPC. The theoretical discussion of this research paper is based on the results of the mass survey (N = 929) of school principals’ attitudes on NPC. The findings show that school leaders recognize the importance of the NPC for professional success.

Conducting Job Analysis for University Student Ambassador and Peer Mentor

Student Ambassador and Peer Mentor are two positions, which play important role for university. Student Ambassador play role in providing information for prospective student and help new arrivals student settle in, also make the most out of their time while at University, while Peer Mentor help the student to develop student’s academic track record. Both of this position must clearly know and understanding their job, tasks and responsibilities. In fact, an overload and overlapping job was experience by these two positions. Unclear and miss understanding about job and role became a root-problem. The purpose of this research is to design and analyse the job of Student Ambassador and Peer Mentor. Qualitatives used as a research method with questioner, interview, and documentation study were adopted as a collecting data method. The participants of this research are the jobholder and the supervisor of Student Ambassador and Peer Mentor. Research result is job analysis document for Student Ambassador and Peer Mentor provided and it consists of job description and job specification. Document of Student Ambassador and Peer Mentor Job Analysis has been approved the university. For future direction, effectiveness of job analysis and it relation with Student Ambassador and Peer Mentor performance must be research. Job analysis based on competences could be a suggestion for further work. Keywords— Job Analysis; Job Description; Job Specification; Human Resources Management Student Ambassador; Peer-Mentor Program

Pengaruh Spesifikasi Tugas, Pola Koordinasi, dan Motivasi Terhadap Kinerja Pegawai di Lingkungan Kantor Kecamatan Kartasura (Studi Kasus: Kantor Kecamatan Kartasura, Kabupaten Sukoharjo)

This study a medito analyze the impactoof job spesification, coordination pattern and motivation on employee performance. The sample was the employee of the Kantor Kecamatan Kartasura totaling 35 respondents. Regression analysis technique were use to analyze the impact of job spesification, coordination pattern, and motivation of the employee performance is by using SPSS. The analysis showed that the job spesification have significantppositivepeffectpon employeepperformance. The analysis also showed that coordination pattern significant influence onpemployeepperformance. Andpmotivation significant positive influence onpemployeepperformance.Thepcontribution ofpthe three independent variables on employee performance is 76,2 %. Keywords: job specification, coordination pattern, motivation

ANALISIS SUMBER DAYA MANUSIA (SDM) PT. WEHA TRANSPORTASI INDONESIA Tbk.

Penelitian berdasarkan data-data ini bertujuan untuk menganalisis sumber daya manusia PT.WEHA Tranportasi Indonesia Tbk, selama periode 2017-2018 untuk melihat kemampuan perusahaan dalam menjalankan dan mengatur sumber daya manusia. Penelitian ini menggunakan data sekunder dengan melihat laporan annual perusahaan tahun 2017- 2018 yang meliputi aspek-aspek sumber daya manusia yaitu Job description & Job specification, recruitment and selection process, placement of staff, compentatin implementation, training and development, performance, appraissial, organization cultural and integration ( motivasi) . Dalam penelitian ini menggunakan metode kualitatif sebagai metode penelitian positivme yang dapat diartikan metode penelitian kualitatif adalah dengan menggunakan logika induktif. Berdasarkan hasil penelitian ini PT.WEHA Transportasi Indonesia Tbk, menunjukan bahwa perusahaan memiliki empat pilar sumber daya manusia yang terdiri dari Rekrutmen, Renumerasi, Punishment & Rewards , Pengembangan Dan Tahapan Karir .