Studi Tentang Seleksi Karyawan CV Sumber Jaya Lestari Medan

Weny
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Abstract

The purpose of this research is to find out about the employee selection process applied in CV. Sumber Jaya Lestari, Medan. The theory states that the selection process is sorted into several stages, namely: Acceptance of Application Letters, Employee Selection Tests, Interviews, Reference Checks, Health Tests, Supervisor Interviews, Job Demos, Test Decisions. The method used in this research is descriptive qualitative method. The data collection technique used by the author is a structured interview technique. Findings from the manager's and supervisor's research stated that they felt that the selection process was good enough, however, the medical tests only looked at the physical appearance of prospective employees and were not assessed by skilled medical personnel. The results obtained from this research are (1) The company has screened applicants by filtering them according to the company's needs for vacant positions and areas of the company applied for by prospective employees, (2) The company provides tests to prospective employees as a form of selection, namely only only an academic test. (3) The company always conducts initial interviews quickly, because the application letter has been attached quite completely regarding the person of the job applicant. So there are not many things that need to be interviewed again (4) The company always evaluates the background of job applicants as a form of selection, evaluation of the background of job applicants is carried out through interviews when first called for an interview. (5) The company never conducts medical tests because usually the health of job applicants is assessed during interviews by looking at the physical employees (6) The company has never conducted in-depth interviews which are usually done by company managers because this is considered to only repeat activities that have been carried out which are considered a waste of time course. (7) The company has never carried out a Demo Job since the company started because it was too risky in terms of finances. (8) The company always provides information on whether or not prospective applicants who apply for work in the company are accepted.
Medan员工选择简历资源的研究
本研究的目的是了解在简历中应用的员工选择过程。Sumber Jaya Lestari,棉兰。该理论指出,选拔过程分为几个阶段,即:接受申请信、员工选拔测试、面试、背景调查、健康测试、主管面试、工作演示、测试决定。本研究采用描述定性方法。作者使用的数据收集技术是结构化访谈技术。经理和主管的研究结果表明,他们认为选拔过程足够好,但是,体检只考察了未来雇员的外表,而没有由熟练的医务人员进行评估。本研究得出的结果是:(1)公司根据公司对空缺职位和潜在员工申请的公司领域的需求对申请人进行筛选,(2)公司对潜在员工提供测试作为选择的一种形式,即只有一个学术测试。(3)公司的初次面试总是很快,因为求职信的附件已经很完整地介绍了求职者的个人情况。(4)公司总是把对求职者背景的评估作为一种选择的形式,对求职者背景的评估是在第一次被要求面试时通过面试进行的。(5)公司从未进行过体检,因为通常在面试时通过观察员工的身体来评估求职者的健康状况。(6)公司从未进行过深度面试,通常由公司经理进行,因为这被认为只是重复已经进行过的活动,被认为是浪费时间。(7)公司自成立以来从未进行过Demo Job,因为在资金方面风险太大。(8)公司总是会提供申请公司工作的潜在申请人是否被接受的信息。
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