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"Program magang ini bertujuan untuk mempelajari dan memahami proses Staffing pada PT SGS Indonesia serta membandingkannya dengan teori staffing dalam berbagai literatur. Program magang dilakukan selama tiga bulan di divisi Human Resource pada bagian Recruitment PT SGS Indonesia dan banyak membantu keberlangsungan proses Staffing dalam perusahaan yang terdiri dari tahapan man power planning, requisition form, advertisement, curriculum vitae selection, interview, Predictive Index Test and medical check up, job offer hingga new hire. Perbandingannya dengan teori dalam literatur adalah langkah-langkah dalam proses staffing PT SGS Indonesia bisa diklasifikasikan menjadi tiga aktifitas utama staffing yaitu aktivitas recruitment (man power planning, requisition form dan advertisement), aktivitas selection (curriculum vitae selection, interview, Predictive Index test dan medical check up), dan aktivitas employment (job offer dan new hire). Perusahaan seharusnya bisa memaksimalkan kesempatan dalam proses wawancara untuk meningkatkan job acceptance kandidat pada job offer dengan membuat proses wawancara yang persuasif yang mempromosikan reputasi organisasi.

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The internship program aims to study and understand the process of Staffing at PT SGS Indonesia and compare it with the theory of staffing in the literature. The internship program was conducted over three months in the Human Resource division, Recruitment area, in PT SGS Indonesia and assisting the staffing process consisting of man power planning, requisition form, advertisement, selection curriculum vitae, interviews, Predictive Index Test and medical check up, the job offer and the new hire. The comparison with the theory in the literature are the steps in the process of staffing on PT SGS Indonesia can be classified into three main activities, namely recruitment activity (man power planning, requisition form and advertisement), selection activity (selection curriculum vitae, interviews, Predictive Index test and medical check-up), and employment activity (job offer and new hire). The company should be able to maximize the opportunities in the job interview process to increase candidate’s job acceptance of job offer by making a persuasive interview process that promotes the organization's reputation."

"Program magang ini bertujuan untuk mempelajari dan memahami proses staffing karyawan pada PT. Daewoo Securities Indonesia serta membandingkannya dengan teor istaffing dalam berbagai literatur. Program magang dilakukan selama tiga bulan di divis iHuman Resources and General Affair (HR & GA) pada bagian rekrutmen PT. Daewoo Securities Indonesia dan banyak membantu keberlangsungan proses staffing dalam perusahaan yang terdiri dari tahapan requisition form, advertisement, curriculum vitae selection, initial dan structured interview, job knowledge test, performance test, job offer hingganew hire. Perbandingannya dengan teori dalam literatur adalah langkah-langkah dalam proses staffing PT. Daewoo Securities Indonesia bisa diklasifikasikan menjadi 3 (tiga) aktifitas utama staffing yaitu aktifitas rekrutmen (requisition form danadvertising), aktifitas seleksi(curriculum vitae selection, initial interview & structured interview, job knowledge test & performance test),dan aktifitas employment (job offer & new hire). Perusahaan seharusnya dapat memaksimalkan metode seleksinya yaitu dengan menambah sesi seleksi seperti personality test, ability test, dan juga structured interview dan membuat job offer yang menarik untuk calon karyawan agar menerimajob offer tersebut.

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The internship program aims to study and understand the process of staffing at PT. Daewoo Securities Indonesia and compare with the theory of staffing in the literature. The internship program was conducted 3 (three) months in the Human Resources & General Affair (HR & GA) division, recruitment area, in PT. Daewoo Securities Indonesia and assisting the staffing process consisting of requisition form, advertisement, curriculum vitae selection, initial & structured interview, job knowledge test & performance test, job offer & new hire. The comparison with the theory in the literature are the steps in the process of staffing on PT. Daewoo Securities Indonesia can be classified into three main activities, namely recruitment activity (requisition form & advertisement), selection activity (curriculum vitae selection, initial & structured interview, job knowledge test, performance test), and employment activities (job offer & new hire). The company should be able to add some session in selection activity such as personality test, ability test, and structured interview. PT. Daewoo Securities Indonesia also should make the interesting of job offer so the candidates feels interesting for accept the job offer."

"Magang laporan dan studi kasus ini didasarkan pada teori sebelumnya dan penelitian tentang manajemen sumber daya manusia strategis untuk mengidentifikasi hubungan penting dari strategi perusahaan dan manajemen sumber daya manusia Dalam laporan magang ini penulis mengevaluasi pelaksanaan HRM strategis di PT Tugu Reasuransi Indonesia Metode yang digunakan dalam apakah perusahaan memperoleh keuntungan kompetitif adalah dengan pengujian adalah proses yang dilaksanakan oleh manajemen konsisten dengan pandangan berbasis sumber daya strategi RBV Hal ini dilakukan dengan melakukan desain penelitian kualitatif wawancara dengan rekan rekan dan manajemen perusahaan dan menggunakan data sekunder Kata Kunci Manajemen sumber daya manusia strategis keunggulan kompetitif pandangan berbasis sumber daya.

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This Internship report and case study builds on previous theory and research on strategic human resource management to identify the important linkage of firm's strategy and its human resources management. In this internship report, the author evaluates the implementation of strategic HRM in PT. Tugu Reasuransi Indonesia. The method that is used in whether the company gained any competitive advantage is by testing is the process implemented by management consistent with resource-based view of strategy (RBV). This is done by conducting qualitative research design, interview with peers and management of the company, and using secondary data."

""Few business functions are more important than putting people where they can do the most good. Get it right, and the business soars. Get it wrong, and the business pays dearly in reduced sales, profits, and productivity. Staffing the Contemporary Organization provides a comprehensive treatment of staffing procedures, policies, techniques, and problems. It includes a number of human resources topics not usually covered in one volume - HR planning, legal aspects of staffing, recruiting, selecting, performance appraisal, career development, and many others - in an integrated system. The method presented is a proven, useful tool that managers and HR people can employ to build stronger, more resilient organizations."."

"Penelitian ini dilakukan untuk mengetahui faktor-faktor yang mempengaruhi retensi karyawan di Nielsen Indonesia dengan menganalisis beberapa faktor, yaitu praktek manajemen sumber daya manusia (kompensasi, pelatihan, keseimbangan kehidupan kerja, dan pengembangan karir), person-organization fit dan organizational citizenship behavior (OCB). Analisis model persamaan struktural (N=120) mengungkapkan bahwa hubungan antara praktek manajemen sumber daya manusia dan retensi karyawan dimediasi sebagian oleh person-organization fit dan organizational citizenship behavior (OCB).

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This study was conducted to investigate the factors that influenced employee retention in Nielsen Indonesia by analyzing several factors, namely human resource management (HRM) practices (compensation, training, work-life balance, and career development), person-organization fit and organizational citizenship behavior (OCB). Structural equation modelling analysis (N = 120) revealed that relations between employees' evaluations of HRM practices and the employee retention were partially mediated by perceptions on person-organization fit and OCB."

"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."

"ABSTRAKProgram magang ini bertujuan untuk mempelajari dan memahami proses Staffing pada PT AAL Indonesia serta membandingkannya dengan teori staffing dalam berbagai literatur. Program magang dilakukan selama tiga bulan di divisi Human Resource pada bagian Recruitment PT AAL Indonesia dan banyak membantu keberlangsungan proses Staffing dalam perusahaan yang terdiri dari tahapan man power planning, requisition form, advertisement, curriculum vitae selection, interview, Predictive Index Test and medical check up, job offer hingga new hire. Perbandingannya dengan teori dalam literatur adalah langkah-langkah dalam proses staffing PT AAL Indonesia bisa diklasifikasikan menjadi tiga aktifitas utama staffing yaitu aktivitas recruitment man power planning, requisition form dan advertisement , aktivitas selection curriculum vitae selection, interview, Predictive Index test dan medical check up , dan aktivitas employment job offer dan new hire . Perusahaan seharusnya bisa memaksimalkan kesempatan dalam proses wawancara untuk meningkatkan job acceptance kandidat pada job offer dengan membuat proses wawancara yang persuasif yang mempromosikan reputasi organisasi.

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ABSTRACTThe internship program aims to study and understand the process of Staffing at PT AAL Indonesia and compare it with the theory of staffing in the literature. The internship program was conducted over three months in the Human Resource division, Recruitment area, in PT AAL Indonesia and assisting the staffing process consisting of man power planning, requisition form, advertisement, selection curriculum vitae, interviews, Predictive Index Test and medical check up, the job offer and the new hire. The comparison with the theory in the literature are the steps in the process of staffing on PT AAL Indonesia can be classified into three main activities, namely recruitment activity man power planning, requisition form and advertisement , selection activity selection curriculum vitae, interviews, Predictive Index test and medical check-up , and employment activity job offer and new hire . The company should be able to maximize the opportunities in the job interview process to increase candidate rsquo;s job acceptance of job offer by making a persuasive interview process that promotes the organization 39;s reputation. "