Rancangan Usulan Alur Sistem Perekruta Dan Seleksi Karyawan Pada Cyberlabs Bandung Menggunakan Metode Benchmarking

Titi Melinda, Christanto Triwibisono, Atya Nur Aisha

Abstract

ABSTRAK CyberLabs sebagai perusahaan yang fokus mengembangkan software dan teknologi, berkaitan dengan bisnis online, aplikasi mobile dan system point of sale. Dalam melaksanakan kegiatannya ini, CyberLabs memerlukan peranan pegawai yang berkualitas dan ahli pada bidangnya masing-masing agar dapat membantu perusahaan dalam mencapai tujuan. Namun CyberLabs mengatakan bahwa perusahaan masih belum memiliki standar khusus terhadap alur rekrutmen dan seleksi karyawan, karena tahapan atau alur yang dilaksanakan bisa saja berubah sewaktu-waktu sesuai dengan kondisi yang dibutuhkan perusahaan. Sehingga dapat mengakibatkan kualitas karyawan yang diangkat atau di hiring tidak sesuai dengan kriteria yang diinginkan oleh perusahaan.
Untuk memperoleh proses rekrutmen dan seleksi yang lebih efisien dan standarisasi, dilakukan perbaikan alur proses menggunakan metode benchmarking. Benchmarking yang dilakukan dengan 3 tipe yaitu competitive benchmarking, worldclass benchmarking, dan activity-type benchmarking. Tujuannya untuk memproses gap perbedaan proses bisnis. Proses bisnis usulan diidentifikasi bobot kepentingan antar prosesnya dengan menggunakan metode AHP (Analitycal Hierarchy Process).
Berdasarkan hasil benchmarking, terdapat 13 gap hasil perbandingan dengan objek benchmark. Rancangan proses bisnis rekrutmen dan seleksi yang diusulkan terdiri dari 12 proses. Proses yang memperoleh bobot kepentingan terbesar adalah pemberian iklan informasi dengan alasan hal ini sangat penting dalam melakukan suatu tahapan rekrutmen dan seleksi untuk menjaring para pelamar agar tertarik bergabung dengan suatu organisasi atau perusahaan.

Kata Kunci: rekrutmen dan seleksi, benchmarking, gap, AHP

ABSTRACT CyberLabs as a company that is the focus of developing software and technology related to online business, mobile applications and point of sale system. In carrying out these activities, CyberLabs requires the role of employee qualified and experts in their fields each in order to assist companies in achieving their objectives. But CyberLabs said that the company still did not yet have specific standards against the flow of recruitment and selection of employees, because of the stage or groove that carried out could be changed at any time in accordance with the conditions that the company provided. CyberLabs only use a simple groove as a reference standard. So can result in a quality employee appointed or in hiring does not match criteria desired by the company.
To obtain the recruitment processes and a more efficient selection and standardization, performed the repair process flow using the method of benchmarking. Benchmarking conducted by 3 types namely are competitive benchmarking, world-class benchmarking, and activity-type benchmarking. The goal is to process the difference gap of the business processes. Business process proposals identified the importance weights between the process by using AHP method (Analitycal Hierarchy Process).
Based on the results of benchmarking, there are 13 gap results comparison with benchmark. The design of business processes for the recruitment and selection consists of 12 proposed. The process of obtaining the greatest interest of the weight is the awarding of advertising information with the reason this is so important in doing a stage of recruitment and selection to trawl the applicants in order to be interested in joining an organization or the company.
Keywords: recruitment and selection, benchmarking, gap, AHP

Full Text:

PDF

Refbacks

  • There are currently no refbacks.
max_upload :0