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ITS » Master Theses » Manajemen Proyek & Konstruksi S2
Posted by aguss at 07/12/2006 11:07:02  •  18440 Views


Created by :
Shindy Nurtanio 

SubjectLapangan pekerjaan


Proses rekrutmen dan seleksi mempunyai peran penting dalam kesuksesan tiap perusahaan kontraktor karena proses rekrutmen dan seleksi dapat menunjukkan kemampuan perusahaan untuk terus bertahan, beradaptasi dan berkembang khususnya di tengah persaingan yang ketat. Oleh karena itu, para kontraktor dituntut untuk lebih profesional dalam mengelola perusahaannya khususnya dalam hal sumber daya manusia (tenaga kerja). Adapun tujuan dari penelitian ini adalah untuk mengetahui proses rekrutmen dan seleksi tenaga kerja yang meliputi frekuensi dan efektifitas sumber rekrutmen dan metode seleksi, untuk mengetahui apakah setiap perusahaan kontraktor mempunyai bagian personalia yang mengatur masalah rekrutmen dan seleksi, apakah sertifikat keahlian merupakan metode seleksi yang paling efektif dan apakah terdapat perbedaan antara kontraktor besar dan menengah dalam proses rekrutmen dan seleksi. Dalam mengumpulkan data, penelitian ini menggunakan metode kuisioner. Penelitian dilakukan di Surabaya dengan populasi 100 perusahaan kontraktor gedung dan pabrik kualifikasi besar dan menengah yang tergabung dalam GAPENSI. Sedangkan responden sebagai sampel penelitian adalah manajer personalia atau orang-orang yang bertanggungjawab secara langsung dalam proses rekrutmen dan seleksi sebanyak 80 responden. Data hasil kuisioner yang dapat dikumpulkan, dianalisa dengan menggunakan metode deskriptif, t-test dan metode diskriminan. Dari analisa secara deskriptif pada 60 data hasil kuisioner yang telah kembali, diketahui bahwa 81.67 % perusahaan kontraktor di Surabaya tidak mempunyai bagian personalia. Sumber rekrutmen yang cukup sering digunakan baik untuk tenaga kerja ahli maupun tenaga kerja terampil adalah surat lamaran dari tenaga kerja yang mencari pekerjaan. Selain itu, dapat diketahui pula bahwa sertifikat keahlian bukan metode seleksi yang paling efektif dibandingkan interview yang dinilai efektif dan digunakan oleh sebagian besar perusahaan kontraktor. Dari hasil uji t-test, dari 80 sub variabel yang ada terdapat perbedaan rata-rata antara kontraktor besar dan kontraktor menengah pada 9 sub variabel. Dari 9 sub variabel tersebut hanya terdapat satu sub variabel yang membedakan secara signifikan menurut model diskriminan yaitu frekuensi surat lamaran dari tenaga kerja yang mencari pekerjaan sebagai sumber rekrutmen untuk tenaga kerja ahli.

Alt. Description

Process of recruiting and selecting employees plays an important role in the success of Construction Company since this process will determine the company sustainability to adapt and to develop, especially in this severe competition. Therefore, Construction Company should be more professional in managing the company especially concerning its human resources (workforce). The objectives of this research are firstly, to find out the process of recruiting and selecting employees which cover frequency and effectiveness of recruitment source and selection method; secondly, to find out whether every construction company has personnel department which manages recruitment and selection of employees and whether certificates comprise the most effective selection method; and finally to find out whether recruitment and selection process in big construction company is different from that in the middle ones. The data was obtained through questionnaire with 100 samples of big and middle factory and building contractors joined in GAPENSI (Indonesian Construction Company Association), while 80 respondents in this research were personnel managers or persons in change of recruitment and selection. The collected questionnaires were then analyzed using descriptive method, t-test and discriminant method. The result of descriptive analysis indicates that of the 60 returned questionnaires, 81,67% of construction companies in Surabaya do not have personnel department, while recruitment source frequently used for selecting both skilled and technical workers is through application letters. Meanwhile, the applicant certificates are not the most effective method of selection compared with interviews which are mostly used by contractors. While the result of t-test shows that out of 80 sub-variables used, there are 9 sub-variables which indicate difference between big and middle construction companies. And from discriminant analysis of the 9 sub-variables, there is 1 significant difference between big and middle contractors that is the frequency of application letter of skilled workers as a recruitment source.

  1. Ir. R. Sutjipto Tantyonimpuno,M.Sc
    Supani, ST.,MT
Date Create:07/12/2006
Collection ID:RTS 658.311 Nur a
Call Number:658.311 Nur a

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