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"ABSTRAKPenelitian ini mengkaji masalah kompetensi. Bertitik tolak dari penelitian terdahuludan beragam journal, maka ditengarai, job specification menjadi landasan bagikompetensi. Dalam konteks ini, kompetensi selaras dengan job specification. Namundalam kenyataannya tidaklah demikian.Paradigma dan Pendekatan penelitian ini adalah positivistic quantitative. Jenis dansifat penelitian ini adalah explanative correlational dan associative. Populasi sasaransebanyak 94 pegawai, dan teknik penarikan sampel yang digunakan adalah nonprobability-purposive sampling dengan menggunakan total sampling, maka sampelsasarannya juga sebanyak 94 responden. Sumber data penelitian ini meliputi primarysecondary data. Sedangkan metode pengumpulan data meliputi: metode observasi,metode dokumentasi, metode kuesioner dan metode survey.Dilakukan pre test untuk keperluan uji kualitas data yang hanya meliputi ujiinstrument penelitian. Mengingat penelitian tidak menggunakan regression analysismodel. Pada uji instrument penelitian, khususnya uji validitas digunakan uji KMOsedangkan uji reliabilitas digunakan cronbach’s alpha dan untuk metode analisis datadigunakan univariate analysis dan importance performance analysis.Dari hasil penelitian menunjukkan bahwa tingkat kesesuaian antara aktualitas ataukenyataan dengan harapan atau kepentingan kompetensi adalah tinggi. Kendati demikian,ada beberapa dimensi kompetensi yang harus diupayakan peningkatannya yaitu skill danattitude. Karena, dari hasil temuan di lapangan menunjukkan bahwa a. informationseeking; b. team work and cooperation; dan c. technical / profesional / managerialexpertise tergolong rendah tingkat kompentensinya. Jadi kurang selaras dengan jobspecification.

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ABSTRACTThis study examines the issue of competence. Pointed start from previous researchand a variety of journals, it is suspected, job specification as the basis for competence. Inthis context, competencies aligned with the job specification. But in reality it is not.Paradigm and positivistic research approach is quantitative. The type and nature ofthe study was correlational and associative explanative. Target population as much as 94employees, and the techniques sample collecting is non-probability purposive samplingusing total sampling, the target sample as well as 94 respondents. Data sources includeprimary secondary research data. While the methods of data collection include :observation, documentation methods, methods of question naires and survey methods.Pre-test conducted for the purpose of testing the quality of the test data that onlyincludes the research instrument. Given, the study did not user egression analysis models.In the test the research instrument, particularly the validity test is used while the KMOtest reliability test used Cronbach's alpha. As for the method of data analysis, usedunivariate analysis and the importance performance analysis.The results showed that the level of concord ance between factual or reality withexpectations or interests of competence is high. Nevertheless, there are severaldimensions that should be pursued competency increase the skiil and attitude. Because ofthe findings in the field showed that : a. information seeking, b. team workandcooperation, and c. technical/professional/managerial expertise. Thirdly it is lowcompetence level. Lesssoin tune with the job specification."

"Penelitian ini membahas tentang kegiatan rekrutmen dan seleksi pegawai di Rumah Sakit Islam Jakarta Pondok Kopi yang bertujuan untuk memenuhi kebutuhan tenaga di Rumah Sakit tersebut. Desain penelitian dimulai dengan kuantitatif berupa kuesioner kepada pegawai SDI dan dilanjutkan dengan wawancara mendalam kepada pimpinan. Temuannya adalah: pelaksanaan rekrutmen dan seleksi sudah sesuai dengan kebijakan RS Nomor: 037/KEP/1.6.AU/D/2014 mengenai penerimaan dan pengangkatan pegawai. Sumber rekrutmen adalah internal dan eksternal. Pengumuman rekrutmen dilakukan secara terbuka dengan menginformasikan lowongan pekerjaan melalui web, koran dan memasang di papan pengumuman Rumah Sakit. Proses seleksi yang dilakukan yaitu seleksi administrasi, tes Al Islam, tes profesi, psikotes dan tes kesehatan. Sumber Daya Insani RS Jakarta Pondok Kopi sejauh ini belum dapat mencukupi semua kebutuhan tenaga melalui rekrutmen dan seleksi disebabkan karena kendala data pelamar yang tidak lengkap, sedikitnya pelamar, tidak adanya tempat yang cukup besar dan waktu yang terlalu pendek dari pengumuman tes ke tes berikutnya. Sarannya adalah pelamar mempelajari persyaratan, memberikan pengumuman lowongan melalui media social dan memperpanjang waktu pengumuman.

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This study analyzed the implementation of the recruitment and selection of employees in Jakarta Islamic Hospital Pondok Kopi to fulfill the employees needs at the hospital. The quantitative design study began with a questionnaire to employees in Human Resources unit and followed by in-depth interviews to the management. The findings were: The implementation of the recruitment and selection has been based on policy No. 037/KEP/1.6.AU/D/2014 on the acceptance and appointment of employees. The sources used for recruitment are internal and external sources. Announcement of recruitment is carried out openly by informing jobs via the web, newspapers and on the hospital bulletin board. The process of selection is by administration selection, Al Islam test, proper test, psycho test and health test. Human Resources unit in Jakarta Islamic Pondok Kopi Hospital so far not been able to meet all the workers needs through recruitment and selection due to incomplete data of the applicants, less applicants than expected, the place is not enough and time too short from the announcement of the test to the next test. Applicants should study the requirements thoroughly and vacancy announcement through social media and lastly to extend the time of announcemen."