TUGAS MEREVIEW JURNAL

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Penerbit HUMAN RESOURCE MANAGEMENT INTERNATIONAL

DIGEST
Tanggal terbit 2012
Penyusun Gozie Ezulike
No/edisi/doi VOL. 20 NO. 4/ 10.1108/09670731211233311
Penyusun Dito Priyambudi
Tanggal 10 November 2021
Ringkasan Most organizations cite staffing as their greatest expenditure, yet many
fail to invest the necessary time and effort in recruiting the right staff –
or ensuring that they are rewarded, challenged and used appropriately
once they are in post. assuming an average salary of £25,000 a year and
factoring in costs from lost productivity, recruitment and training, a
survey by Pricewaterhouse Cooper in 2010 estimated the cost of staff
turnover in the UK to be around £42 billion a year.
The IT recruitment indu stry is relatively healthy at present, with
increased movement and continually changing opportunities. The
‘‘Report on jobs’’, issued late last year by the Recruitment and
Employment Confederation and KPMG. Mobilitas in the IT job market is
also increasing as corporate hiring – offering higher pay and more
opportunity for career development – is on the rise, encouraging
workers to consider moving companies. In addition, the trend for
younger IT workers to move on after two or three years seems to be
growing.
Recruitment should be about finding the right person with the correct
aptitude and attitude as well as the right skills, knowledge and
experience. It should also be a two-way process, ensuring that the
company is a good fit for the candidate, offering the sort of challenges,
opportunities and rewards that he or she seeks. Candidates need to be
able to learn about the company, its ethos, goals and business, as well
as the role itself. If the process is thorough and mutually informative, a
company is far more likely to get the right person in post – and
someone who will stay
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Daftar Pustaka
Gozie Ezulike.2012.”how to hold on your key information technology specialists and the
true cost of replacing the”.Bristol,United Kingdom.