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Daniel Lie
Fakultas Psikologi, Universitas Tarumanagara Jakarta
Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Industrial & Manufacturing Engineering Materials Science & Nanotechnology

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PERANCANGAN STANDARD OPERATING PROCEDURE (SOP) REKRUTMEN DAN SELEKSI KARYAWAN DI PT X Jane Margaretha; Tamara Cung Karisma; Daniel Lie
PROSIDING SERINA Vol. 1 No. 1 (2021): PROSIDING SERINA III 2021
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (724.928 KB) | DOI: 10.24912/pserina.v1i1.17618

Abstract

Organisations need to hire the most reliable employees in their fields for the sustainability of an organisation. However, some organisations face some human resources problems. For instance, most employees of PT X do not possess the appropriate competencies that are required for the completion of the tasks. This problem is caused by the current recruitment and selection process that is based entirely on interview in which prospective employees are asked only their personal life matters. This means that the interview method fails to assess the competencies for future employees. Furthermore, there is no other methods in determining their potentials too. The recommended intervention is to suggest a proper recruitment and selection system. In order for this process run consistently and not to miss any stage during the implementation, this recruitment and selection process is outlined in the form of a standard operating procedure (SOP). The information that needed for making the SOP was obtained by conducting interviews with the management and carrying out a scientific literature review. The completed SOP was then evaluated using the interview technique. According to the management, the SOP can aid the company to (a) select the most suitable employee to be placed in the designated position, (b) implement a more systematic and appropriate recruitment and selection system, and (c) improve its performance because the company could hire the most qualified employees. Moreover, PT X is advised to review the SOP periodically in order to have the most updated information and this SOP is recommended to be placed in the company’s master file so that they are well documented.
PENYUSUNAN JOB DESCRIPTION MELALUI PROSES ANALISIS JABATAN UNTUK MENGATASI ROLE AMBIGUITY DI PT X Devin Devin; Ivana Nethanya Lazuardi; Theofilus Ronald Laorence; Daniel Lie
PROSIDING SERINA Vol. 1 No. 1 (2021): PROSIDING SERINA III 2021
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (615.797 KB) | DOI: 10.24912/pserina.v1i1.17626

Abstract

The success of an organisation is closely linked with the employees’ performance. However, there are many obstacles which hinder them, thus affecting their organisational effectiveness. One organisation that faces problems is PT X, where employees often work overtime to complete their tasks. Some even continue working once they reach home after work, resulting in them feeling stressed out. This problem is due to the existence of role ambiguity in which there is inclarity about the completion of the tasks by each employee. Role ambiguity can be curbed by creating a job description (a list that explains what each employee actually does, how the employee does it, and what the working conditions of the job look like) for each position by carrying out a job analysis. Practitioners conducted job analysis using interview and questionnaire methods for two months and created 16 job descriptions in total. Evaluation is performed by obtaining feedback from the management and employees who are currently holding those designated positions. All employees are satisfied because with the job description they understand their job responsibilities clearly, do not complete the tasks that are not their responsibility, and only focus on completing tasks according to their respective positions. Additionally, the management strongly believes that this job description reduces the stress level of their employees who are experiencing the role ambiguity. Furthermore, the management is also advised to always monitor closely the implementation and update of the job description (if necessary) to prevent the recurrence of role ambiguity in PT X.
Co-Authors Devin Devin Ivana Nethanya Lazuardi Jane Margaretha Tamara Cung Karisma Theofilus Ronald Laorence