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All Journal Didaktik : Jurnal Ilmiah PGSD STKIP Subang Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan Jurnal Organisasi dan Manajemen Indonesia
Hannes Inmanuel Sinaga
Universitas Negeri Medan
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences Other

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Strategi Rekrutmen Transparan Sebagai Solusi Mengurangi Bias dan Nepotisme dalam Manajemen Sumber Daya Manusia: Kajian Literatur Sistematis Berkat Obed Sion Gultom; Hannes Inmanuel Sinaga; Ripqi Fauji; Triannanda Siahaan; Lokot Muda Harahap
JOMI: Jurnal Organisasi dan Manajemen Indonesia Vol 3 No 3 (2025)
Publisher : CV. MEDIA PENA MANDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.67352/jomi.v3i3.123

Abstract

Rekrutmen merupakan tahapan strategis dalam manajemen sumber daya manusia yang bertujuan memperoleh tenaga kerja kompeten sesuai kebutuhan organisasi. Namun dalam praktiknya, proses rekrutmen di Indonesia masih menghadapi berbagai permasalahan, khususnya terkait bias seleksi dan nepotisme yang mengurangi objektivitas dan merusak sistem meritokrasi. Penelitian ini bertujuan untuk mengkaji strategi rekrutmen transparan sebagai solusi mengurangi bias dan nepotisme dalam manajemen SDM melalui pendekatan kajian literatur sistematis. Metode penelitian menggunakan pendekatan kualitatif deskriptif berbasis studi pustaka dengan menganalisis berbagai sumber ilmiah relevan, termasuk jurnal nasional dan internasional, buku teori manajemen SDM, artikel akademik, penelitian terdahulu, dan publikasi resmi. Data sekunder dikumpulkan dari basis data seperti Google Scholar, DOAJ, dan portal jurnal Indonesia, kemudian dianalisis menggunakan teknik analisis isi untuk mengidentifikasi pola, tema, dan temuan empiris terkait transparansi rekrutmen. Hasil penelitian menunjukkan bahwa tingkat transparansi rekrutmen di Indonesia masih belum merata, terutama pada organisasi yang belum menerapkan sistem SDM berbasis merit. Faktor-faktor yang mempengaruhi rendahnya transparansi meliputi: budaya organisasi tertutup, dominasi subjektivitas pengambil keputusan, minimnya dokumen standar dan instrumen penilaian, pengaruh relasi dan nepotisme, keterbatasan teknologi rekrutmen, serta tidak adanya mekanisme evaluasi dan pengawasan. Strategi rekrutmen transparan yang efektif mencakup: publikasi lowongan secara terbuka, penetapan kriteria seleksi yang jelas dan terukur, penggunaan alat ukur berbasis kompetensi, penerapan panel pewawancara, dokumentasi setiap tahapan seleksi, penggunaan sistem berbasis teknologi, penerapan kode etik rekrutmen dan anti-nepotisme, serta pembangunan mekanisme pelaporan dan pengawasan. Implementasi strategi ini terbukti meningkatkan kualitas SDM, memperkuat sistem meritokrasi, dan membangun kepercayaan publik terhadap proses seleksi. Penelitian ini mengonfirmasi bahwa strategi rekrutmen transparan bukan hanya solusi untuk meminimalkan praktik nepotisme dan bias, tetapi juga fondasi penting untuk membangun tata kelola SDM yang profesional, akuntabel, dan berorientasi pada prinsip keadilan serta kompetensi.
ANALISIS PENGENDALIAN KUALITAS DALAM MENINGKATKAN PRODUKTIVITAS PADA UMKM RAJA NAGA LAUNDRY DI KOTA MEDAN Veri Sangap Tua Pasaribu; Hannes Inmanuel Sinaga; Luna Maya Sitepu; Ega Grace Nichol Sitindaon; Tasya Novi Ardana; Putri Kemala Dewi Lubis
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 No. 02, Juni 2026 Produce
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i02.14276

Abstract

ABSTRACT This study aims to analyze the implementation of quality control in improving productivity at Raja Naga Laundry. The research used a descriptive qualitative approach. Data collection techniques were conducted through observation, interviews, and documentation. The results of the study indicate that the laundry business has implemented quality control through employee training, work supervision, customer clothing inspection, and routine machine maintenance. These efforts were carried out to maintain service quality and support operational productivity. However, several obstacles were still found, such as machine damage, power outages, mistakes in recording customer clothes, and customer complaints regarding fragrance and drying results. The implementation of quality control was able to help reduce work errors and improve employee productivity in operational activities. Therefore, improving supervision systems and service quality is necessary to support better productivity and customer satisfaction in laundry businesses.
Strategi Perkembangan UMKM Cirasa dan Dimsum 66 di Daerah Universitas Sumatera Utara dalam Mendorong Perekonomian Veri Sangap Tua Pasaribu; Hannes Inmanuel Sinaga; Pebiola Silalahi; Emi Angelina Sinambela; Rotua Sahat Pardamean Simanullang
Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan Vol. 6 No. 2 (2026): Juni, Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jurimbik.v6i2.1900

Abstract

This study aims to analyze the development strategies of Cirasa and Dimsum 66 MSMEs in the vicinity of Universitas Sumatera Utara, focusing on business growth and competition in the local economy. The research employed a case study approach, collecting data through semi-structured interviews with employees, direct field observations of business operations, and documentation of products and production processes. Data were analyzed qualitatively and descriptively to identify strategies related to product innovation, raw material management, utilization of digital platforms, financial management, and customer loyalty maintenance. The findings indicate that both MSMEs rely on consistent product quality, excellent service, efficient raw material management, and the development of new product variations as primary growth strategies. The use of digital platforms has helped expand market reach, while financial management and access to capital remain challenges that require further attention. These findings are expected to serve as a reference for other culinary MSMEs in formulating sustainable business development strategies.
Analisis Praktik Percaloan dalam Rekrutmen Anggota Kepolisian NKRI dan dampaknya Terhadap Kualitas Sumber Daya Manusia Hilma Harmen; Hannes Inmanuel Sinaga; Jones Wahyu Simamora; Nesmada Putri Manullang; Novita Yanti Sari Aritonang; Veri Sangap Tua Pasaribu
Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan Vol. 6 No. 2 (2026): Juni, Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jurimbik.v6i2.2206

Abstract

The practice of brokerage in the recruitment of members of the Indonesian National Police still occurs frequently and poses a serious problem, as it can undermine the selection process, which should be fair and merit-based. This typically occurs due to the high public interest in joining the police force, a situation exploited by certain individuals to seek personal gain through improper means. This study aims to understand how recruitment brokerage occurs and its impact on the quality of human resources within the police force. The method used is a qualitative approach, analyzing several cases that have occurred in the community. The findings indicate that recruitment brokerage can lower the competency of officers, weaken integrity and work ethics, and reduce professionalism in the performance of duties. Furthermore, this practice prevents genuinely more competent candidates from receiving equal opportunities, thereby hindering the development of high-quality human resources. Another consequence is a decline in public trust in the police institution. Therefore, more serious efforts are needed to enhance transparency and oversight so that the recruitment process can proceed effectively and produce high-quality officers.
Co-Authors Berkat Obed Sion Gultom Ega Grace Nichol Sitindaon Emi Angelina Sinambela Hilma Harmen Jones Wahyu Simamora Lokot Muda Harahap Luna Maya Sitepu Nesmada Putri Manullang Novita Yanti Sari Aritonang Pebiola Silalahi Putri Kemala Dewi Lubis Ripqi Fauji Rotua Sahat Pardamean Simanullang Tasya Novi Ardana Triannanda Siahaan Veri Sangap Tua Pasaribu