PROCUREMENT OF HUMAN RESOURCES
The main activity in human resource management is the provision of human resources. This is the form of activities to formulate a program drawing, selection, and placement of manpower. The core provision of human resources is to provide the manpower needed an organization quantitatively and qualitatively. In quantitative terms, are determined through analysis of the workload (work load analysis) and analysis of the labor force (work force anlysis). Workforce is qualitatively determined through job analysis (job description) and position specification (job specification).
Withdrawal from the workforce, are intended to call applicants to fill the vacant positions in an organization through a variety of labor sources, such as advertising, employment offices, educational institutions, union employees, family and acquaintances or employees.
Selection labor is a process to give the applicant the right position. With the right applicants, means that there is conformity (best fit) between the needs of the position (job requirements) on the one hand with the qualifications of candidates on the other. The selection process generally consists of the stages of preliminary interviews, filling out an application, reference checks, psychological tests, filling out an application, reference checks, psychological tests, interviews, medical examinations, and approval of immediate supervisor.
Job placement means, the applicant decided to hold a position in the organization through a process orientation (induction), which introduce employees to the company about the job, company history, production issued by the company, the rights and obligations of employees, conditions of employment, and wage and salary employees. The purpose of orientation is to foster a sense of pride and a sense of belonging to the company on the employees concerned.
The selection and placement of proper manpower will bring positive impact for an organization. The selection and placement of false labor will bring negative impact, including incidence of labor unrest, the decline in enthusiasm and excitement of work, reduced productivity, errors in execution of duties, and responsibilities are less.
The main activity in human resource management is the provision of human resources. This is the form of activities to formulate a program drawing, selection, and placement of manpower. The core provision of human resources is to provide the manpower needed an organization quantitatively and qualitatively. In quantitative terms, are determined through analysis of the workload (work load analysis) and analysis of the labor force (work force anlysis). Workforce is qualitatively determined through job analysis (job description) and position specification (job specification).
Withdrawal from the workforce, are intended to call applicants to fill the vacant positions in an organization through a variety of labor sources, such as advertising, employment offices, educational institutions, union employees, family and acquaintances or employees.
Selection labor is a process to give the applicant the right position. With the right applicants, means that there is conformity (best fit) between the needs of the position (job requirements) on the one hand with the qualifications of candidates on the other. The selection process generally consists of the stages of preliminary interviews, filling out an application, reference checks, psychological tests, filling out an application, reference checks, psychological tests, interviews, medical examinations, and approval of immediate supervisor.
Job placement means, the applicant decided to hold a position in the organization through a process orientation (induction), which introduce employees to the company about the job, company history, production issued by the company, the rights and obligations of employees, conditions of employment, and wage and salary employees. The purpose of orientation is to foster a sense of pride and a sense of belonging to the company on the employees concerned.
The selection and placement of proper manpower will bring positive impact for an organization. The selection and placement of false labor will bring negative impact, including incidence of labor unrest, the decline in enthusiasm and excitement of work, reduced productivity, errors in execution of duties, and responsibilities are less.