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"Penelitian ini membahas tentang pelaksanaan rekrutmen dan seleksi pegawai di Rumah Sakit Umum Pusat Nasional Dr.Cipto Mangunkusumo, untuk mendapatkan calon pegawai yang memenuhi syarat dan juga dalam rangka memenuhi jumlah rencana kebutuhan tenaga kerja. Dalam proses mendapatkan calon pegawai yang baik tidaklah mudah, calon pegawai harus melewati proses seleksi yang diantaranya adalah : seleksi administrasi, tes tertulis, tes wawancara, tes psikologi dan juga tes kesehatan. Barulah setelah semua tahapan seleksi tersebut dilakukan maka akan didapatkan keputusan seleksi yang dibuat oleh tim rekrutmen dan seleksi pegawai. Penelitian ini menggunakan metode penelitian kualitatif dengan wawancara mendalam, observasi dan telaah data sekunder.Penelitian menunjukkan bahwa pelaksanaan rekrutmen dan seleksi pegawai sudah berjalan dengan cukup baik, tetapi masih terdapat beberapa pelaksanaannya yang belum optimal. Kendala seperti ruangan untuk rekrutmen dan seleksi pegawai, biaya dalam tes kesehatan, terdapat pelamar yang tiba-tiba mengundurkan diri. Dalam rangka memenuhi kebutuhan rencana tenaga kerja, Bagian Sumber Daya Manusia belum dapat memenuhi semua kebutuhan dikarenakan jumlah kebutuhan yang banyak. Akan tetapi sampai saat ini Bagian Sumber Daya Manusia masih secara bertahap melakukan rekrutmen dan seleksi pegawai.

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This study discusses the implementation of the recruitment and selection of employees in a General Hospital National Center Dr.Cipto Mangunkusumo, to get the qualified candidates and the number of plans in order to meet workforce needs. In the process of getting good candidates is not easy, the prospective employees must go throught a selection process which are: selection test administration, written test, interview, psychological tests and medical tests. Only after all of the selection process is done it will get the selection decisions is made by a team of recruitment and selection of employees. This study used qualitative research methods with in-depth interviews, observations and review of secondary data.Research shows that the implementation of the recruitment and selection of employees has been running pretty well, but there are still some implementation that has not been optimal. Constraints such as room for recruitment and selection of employees, the cost of medical tests, there are applicants who suddenly resigned. In order to meet the needs of the labour`s plan, the Human Resources Department can not meet all the requirements due to the amount of need that much. However, until now Human Resources Department is gradually employee recruitment and selection of employees."

"ABSTRAK

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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ABSTRACT

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

"

"Abstract. The purpose of this research is to explain whether any impact of recruitment to the selection, the recruitmentimpact to the performance and selection impact to the performance of employee of the General Secretariat ofDepartment of Energy and Mineral Resources. The approach which has been used in this research is descriptiveand data processing by using Structural Equation Modeling (SEM) Technique. The sample of this research is 120employees. The result of this research shows that selection significantly is affected by recruitment and so that theperformance is significantly affected by selection, however, recruitment is indirectly affected the performance byselection process."

"Indonesia termasuk negara yang menyumbang personil TNI sebagai pasukan pemeliharaan perdamaian PBB yang dikenal dengan sebutan the blue helmet. Penelitian ini bertujuan untuk untuk menganalisis kualitas tahapan rekrutmen dan seleksi personil Tentara Nasional Indonesia yang bertugas untuk Multidimensional Integrated Stabilization Mission in the Central African Republic (MINUSCA). Menggunakan pendekatan post positivism dengan metode penelitian mixed method, hasil analisis menunjukkan perlunya upaya peningkatan kualitas tahapan rekrutmen dan seleksi personil TNI yang terdiri dari identifikasi kebutuhan, pencarian kandidat, penyaringan kandidat potensial, dan wawancara seleksi. Untuk meningkatkan kualitas dari proses tahapan rekrutmen dan seleksi, perlunya perhatian khusus pada sejumlah faktor kunci keberhasilan baik dilihat dari perspektif pemberi kerja maupun perspektif kandidat.

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Indonesia is a country that contributes TNI personnel as a UN peacekeeping force known as the blue helmet. This study aims to analyze the quality of the stages of recruitment and selection of Indonesian National Army personnel assigned to the Multidimensional Integrated Stabilization Mission in the Central African Republic (MINUSCA). Using a post positivism approach with a mixed method research method, the results of the analysis show the need to improve the quality of the recruitment and selection stages of TNI personnel, which consists of identifying needs, searching for candidates, screening potential candidates, and selecting interviews. To improve the quality of the recruitment and selection process, it is necessary to pay special attention to a number of key success factors, both from the perspective of the employer and the perspective of the candidate."

"[ABSTRACTSkripsi ini membahas mengenai pelaksanaan dan evaluasi rekrutmen dan seleksi penerimaan CPNS Jalur Khusus di Kementerian Luar Negeri tahun 2014 Rekrutmen dan seleksi ini ditujukan untuk memperoleh para Diplomat yang berasal dari Universitas Negeri di luar Pulau Jawa sebagai salah satu upaya untuk mewujudkan kebhinekaan dalam diplomasi Indonesia Penelitian ini dilakukan secara Post Positivis dengan desain deskriptif Evaluasi dilakukan menggunakan model evaluasi CIPP context input process dan output Hasil penelitian ini menunjukkan bahwa program ini sudah sesuai dengan konteks Kemudian dari aspek input sudah sesuai dengan aturan dan kompetensi hanya saja pada prosesnya terdapat beberapa kendala seperti pemunduran jadwal pelaksanaan sehingga berakibat pada jumlah CPNS yang diterima tidak sesuai dengan target Program ini sudah mengarah pada pencapaian tujuan jangka panjang Kementerian Luar Negeri Sehingga perlu untuk dilanjutkan dengan berbagai perbaikan dan modifikasi dari berbagai aspek yang dibutuhkan

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ABSTRACTThis thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed , This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ]"

"ABSTRAKTesis ini membahas pelaksanaan seleksi dan rekrutmen pegawai jabatan fungsional Analis Kepegawaian. Penelitian ini menggunakan pendekatan kualitatif deskriptif. Tujuan penelitian ini adalah untuk menganalisis pelaksanaan rekrutmen dan seleksi pegawai Jabatan Fungsional Analis Kepegawaian di Kantor Pusat Badan Kepegawaian Negara. Hasil penelitian pada pelaksanaan rekrutmen jabatan fungsional Analis Kepegawaian Rekrutmen internal Analis Kepegawaian sumbernya melalui dua cara yaitu melalui Inpassing perpindahan dari Jabatan Fungsional Umum, penyesuaian dari pejabat struktural eselon 5dan Kelulusan Pendidikan Ilmu Kepegawaian. Hasil penelitian pada pelaksanaan seleksi jabatan fungsional Analis Kepegawaian menunjukkan bahwa belum adanya standar kelulusan ujian seleksi CAT Analis Kepegawaian; Hasil rangking CAT belum digunakan dengan baik; Badan Kepegawaian Negara tidak melakukan wawancara kepada peserta ujian; Jumlah yang ada batasan-batasan usia terkait dengan persyaratan.

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ABSTRACTThis thesis focuses on the implementation of the selection and recruitment of functional positions Personnel Analyst. This study used descriptive qualitative approach. The purpose of this study was to analyze the implementation of the recruitment and selection of employees Functional Analyst Personnel at National Civil Service Agency. The results of the study on the implementation of the recruitment functional analyst internal Recruitment Employment Staffing Analyst source through two ways, namely through Inpassing displacement of Functional Works, an adjustment of officials from echelon 5 and Graduate Education Personnel Science. Results of research on the implementation of the selection of functional positions Personnel Analysts indicate that the absence of selection test passing standard CAT Analyst Personnel The results of the ranking CAT has not been used properly State Personnel Board did not conduct interviews to examinees The existing number of limitations related to the age requirements."

"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. "

"Pengelolaan SDM di Polri bertujuan untuk memaksimalkan peran dan fungsi sumber daya manusia (SDM) di masing-masing unit kerja. Salah satu bentuk pengelolaan SDM yang dilakukan Polri untuk membangun postur SDM Polri yang unggul adalah dengan menyelenggarakan rekrutmen proaktif dalam seleksi Bintara Polri 2021. Penelitian ini dilakukan di Polda Kep. Babel. Pendekatan penelitian dalam tesis ini adalah post positivisme dengan menggunakan metode deskriptif. Teknik pengumpulan data yang digunakan adalah wawancara, observasi, dan dokumentasi. Penelitian ini bertujuan untuk menganalisis pelaksanaan rekrutmen proaktif dalam seleksi penerimaan Bintara Polri di Polda Kep. Babel tahun 2021 dan faktor-faktor yang mempengaruhi pelaksanaan rekrutmen proaktif dalam seleksi penerimaan Bintara Polri di Polda Kep. Babel tahun 2021. Hasil analisis menunjukan bahwa pelaksanaan rekrutmen proaktif di Polda Kep. Babel tahun 2021 yang di analisis menggunakan dimensi input, proses, output dan outcome masih terdapat aspek yang harus ditingkatkan. Pada dimensi input, aspek yang harus ditingkatkan adalah tahap perencanaannya, pada dimensi proses, aspek yang harus ditingkatkan adalah proses perencanaan penggunaan strategi rekrutmen proaktif yang akan digunakan, selanjutnya sejalan dengan input dan outputnya maka dimensi output dan outcome juga harus ditingkatkan. Faktor yang mempengaruhi keberhasilan proses rekrutmen proaktif dalam seleksi penerimaan Bintara Polri Polda Kep. Babel tahun 2021 yang penerapannya harus ditingkatkan yaitu perencanaan dan pelaksanaan metode atau strategi rekrutmen dan seleksi yang akan digunakan dalam aktivitas rekrutmen proaktif di Polda Kep. Babel, tahapan evaluasi setelah penerimaan dan sistem penilaian dan perangkingan akhir yang tidak valid dan transparan. Terdapat satu faktor yang telah memenuhi standarisasi yaitu tahapan proses seleksi dalam rekrutmen proaktif penerimaan bintara Polri Polda Kep. Babel.

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Human resource management in the Indonesian National Police (Polri) aims to maximize the role and function of human resources (HR) in each work unit. One form of HR management carried out by the Polri to build a superior Polri HR posture is to perform proactive recruitment in Polri Non Commisioned Officer (NCO) selection. This research was conducted in Regional Police of Bangka Belitung Island (Polda Kep. Babel). The research approach in this thesis is post positivism using a descriptive method. Data collection techniques consist of in-depth interview, observation and documentation. The objectives of this research are to analyze proactive recruitment implementation in NCO’s 2021 enrollment and selection at Polda Kep. Babel then analyzed factors that influence proactive recruitment implementation in NCO’s 2021 enrollment and selection at Polda Kep. Babel as well. The results of the analysis show that proactive recruitment implementation in Polda Kep. Babel year of 2021 which is analyzed using input, process, output and outcome dimension still has aspects that need to be improved. There are several rooms of improvement, at input dimension is planning stage, at process dimension is to identify proactive recruitment strategies planning, furthermore inline with input and process dimension, output and outcome dimensions need to be improved as well. Key factors that affect successful of proactive recruitment implementation in NCO’s 2021 enrollment and selection at Polda Kep. Babel year of 2021 i.e: planning, recruitment method and strategy identification used in proactive recruitment activity, evaluation post recruitment and selection activity, then validity & transparency final assessment and rank system. On the other hand there is one factor that adequate and fulfills the standardization Mabes Polri policy, that is selection process stage at proactive recruitment implementation in NCO’s 2021 enrollment and selection at Polda Kep. Babel year of 2021."

"Analysis on Recruitment and Selection Process of Nursing Staff at Duren Sawit Hospital JakartaThis study is based on the fact that Duren Sawit Hospital is lacking of nursing staff. Duren Sawit Hospital as Unit Pelaksana Teknis (UPT) DKI Jakarta Health Unit with the facility of 112 beds and BOR of 20 - 70 requires 107 nursing staffs. However, currently only 85 nursing staffs are available which consist of 27 government nursing staffs and 58 non-government nursing staffs. Duren Sawit Hospital is having difficulty to recruit government nursing staff as it is a new hospital. Therefore, in order to meet the need to have an adequate number of nursing staff; Duren Sawit Hospital needs to conduct recruitment and selection for non-government nursing staff. As the role of the nursing staff is very critical to support good service quality, recruitment and selection of non-government nursing staff has to be conducted very carefully and professionally.

The objective of this study is to have a general description on the recruitment and selection process of nursing staff at the Duren Sawit Hospital. It is expected that this could generate useful inputs to the human resource department for the recruitment and selection process of nursing staff in the future. The study is based on the qualitative method with descriptive approach Data collection was through in-depth interview and data research. Variables that are measured are hospital policy, recruitment and selection method that is currently used, responsibility and role of team member as well as recruitment and selection process.

From in-depth interview and data research, it was identified that there was only one written policy from the director, which was the policy to establish a recruitment team to recruit temporary honoree staff in year 2003. The current recruitment and selection process is referring to that policy. There is no document describing the role and responsibility of each member of the staff. Furthermore, there is no document on the policy to plan for the implementation of recruitment and selection as well as the policy on the process itself.

No job has been evaluated for nursing staff front liner as a basis for planning and process of recruitment and selection. Planning is not equipped yet with the right competencies. Recruitment method currently used is waiting for job application entering human resource department. Selection method is via written exam, selection interview, practical exam on nursing, psycho test and medical check-up.

Bibliographical References 22 ( 1996 - 2004 )

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Penelitian ini dilatarbelakangi oleh fakta bahwa RS Duren Sawit sangat membutuhkan tenaga keperawatan. RS Duren Sawit sebagai Unit Pelaksana Tennis (UPT) Dinas Kesehatan DKI Jakarta dengan fasilitas 112 Tempat Tidur dan Bed Occupancy Rate (BOR) 20-70%, membutuhkan 107 tenaga keperawatan. Padahal hanya tersedia 85 tenaga keperawatan, yang terdiri dari 27 tenaga keperawatan PNS dan sisanya 58 tenaga keperawatan non PNS. RS Duren Sawit sulit memperoleh tenaga keperawatan PNS karena keberadaannya yang masih baru dan statusnya adalah RS Jiwa. Guna mencukupi kebutuhan tenaga keperawatan ini, RS Duren Sawit perlu melakukan rekrutmen dan seleksi tenaga keperawatan non PNS. Mengingat pentingnya peran tenaga keperawatan dalam menunjang mutu pelayanan, maka harus dilakukan rekrutmen dan seleksi tenaga keperawatan non PNS dengan sebaik-baiknya.Penelitian ini bertujuan untuk mendapatkan gambaran tentang proses rekrutmen dan seleksi tenaga keperawatan di RS Duren Sawit, untuk dapat memberikan umpan balik kepada Seksi SDM dalam melakukan rekrutmen dan seleksi tenaga keperawatan yang akan datang. Penelitian menggunakan metode kualitatif dengan pendekatan deskriptif. Pengumpulan data melalui wawancara mendalam dan telaah dokumen. Variabel yang diukur adalah kebijakan rumah sakit, metode rekrutmen dan seleksi yang digunakan, tanggung jawab dan tugas anggota tim serta proses rekrutmen dan seleksi.Dari hasil wawancara mendalam dan telaah dokumen teridentifikasi hanya ada satu kebijakan tertulis dari Direktur yaitu untuk membentuk Tim Rekrutman Tenaga Honor Tidak Tetap pada tahun 2003, yang mendasari pelaksanaan rekrutmen dan seleksi tenaga keperawatan hingga sekarang. Tidak ada dokumen yang berisi uraian tugas dan tanggung jawab dari anggotaanggota tim dan tidak ada dokumen yang berisi kebijakan perencanaan untuk melaksanakan rekrutmen dan seleksi maupun kebijakan untuk proses itu sendiri. Belum ada analisa jabatan yang dibuat untuk tenaga keperawatan pelaksana yang mendasari perencanaan dan proses rekrutmen dan seleksi. Perencanaan tidak dilengkapi dengan kompetensi yang dibutuhkan. Metode rekrutmen yang dipakai adalah menunggu lamaran yang masuk ke Seksi SDM. Metode seleksi adalah melalui ujian tertulis, wawancara seleksi, ujian praktek asuhan keperawatan, psikotes dan pemeriksaan kesehatan."