By:

- Alsabaravi Ghiffari
- Indira Pratiwi
- Nadya Nataza Puteri
- Zahramutya Nadapertiwi Putri
 O RY
TH E
HR PLANNING PROCESS

Determine the Define the skills Determine Develop action

impact of and expertise to additional plans to meet
organizational meet objectives human resource the anticipated
objectives on requirements in human resource
specific light of current needs
organizational human resource
units (net human
resource
requirements)
FORECASTING HR

Judgemental Mathematical
Methods Methods
• Managerial • Statistic
estimates • Modelling
• Delphi technique
• Scenario analysis
RECRUITMENT & SELECTION
PROCESS
RECRUITMENT SOURCES

Internal Eksternal
RECRUITMENT MEDIA

Public Private
Advertising employment employment
agencies agencies

Internet/
Campus
Social media
Recruiting
recruiting
SELECTION PROCESS
Research Biodata

General Knowledge
Test

Psychological Test

Interview

Medical Check Up
ASSESMENT

Talent-Based Personal capabilities

Psycometric testing
Assessment & values

Knowledge –
Professional
Based qualification
Knowledge assessment
Assessment

Behavior-Based Competencies
- Assessment Center
Assessment - Multirater 360

Result – Based Job Outcomes Performance appraisal

Assessment
 Metode Asesmen r
Assessment Center 0.65
 
Behavior Based Interview 0.61
Work Sample Test 0.55
Ability Test 0.53
Personality Test 0.41
Research Bio-data 0.38
References 0.23
Traditional Interview 0.05

VALIDITY
Job Description

Internal Organization

Document Forgery

Environment

Organization Policy

RECRUITMENT AND SELECTION

PROBLEM
IMPLEMENTATION
 COMP
ANY
VISIT

Head Office
Wisma Barito Pacific Tower A, 7th Floor
Jl. Let. Jend. S. Parman Kav. 62 - 63
Jakarta 11410, Indonesia
Vision
Indonesia's Leading and Preferred Petrochemical Company  

Mission
Continue to grow and improve our leadership position through
integration, development of human capital and preferred partnership,
in a sustainable manner that will contribute to the growth of Indonesia
COMPANY’S VALUE
 EXPANSION
Local Needs Local Needs

CAP
30%

Import
30%

Import
70%
CAP
70%

ON PROCESS
ORGANIZATION STRUCTURE (TM Department)
FORECASTING HR

Judgemental Mathematical
Methods Methods
• Managerial • Statistic
estimates • Modelling
• Delphi technique
• Scenario analysis
RECRUITMENT AND SELECTION
PROCESS
VALIDITY TOOLS
• Ability test
• Research biodata Combination traditional & behavior test interview

*not using assesment center

RECRUITMENT SOURCE

Internal Eksternal

1 : 10
RECRUITMENT MEDIA
Advertising
• Website Perusahaan

Private Employment Agencies

• Headhunter XXX (Confidential)

Campus Recruiting
• Universitas & Politeknik seputar Jawa dan Sumatera

Internet/ Social Media Recruiting

• LinkedIn
• JobDB
• JobID
 SELECTION PROCESS
FRESH GRADUATE PROFFESIONAL

Research Biodata
Research Biodata
General Knowledge Test

Psychological Test Interview

Interview

Medical Check Up Medical Check Up

 PROBLEM

INTERNAL
EXTERNAL
INTERVIEW’S PROCESS
EXTERNAL SOURCE Economic Factor
BRANDING
Competency Factor
STUDY ANALYSIS
Internal Company Condition

Implementation
RECRUITMENT PROCESS
IMPLEMENTATION (+)
Media cukup variatif
1. Website perusahaan
2. Head hunter
3. Campus recruting
4. Media sosial seperti LinkedIn, jobID dan
jobDB.

Mempunyai booklet/pedoman sebagai penilaian

seleksi
1. Core Competencies
2. Leadership
3. Fungsional
Proses Wawancara di CAP Melibatkan Dua Orang
1. Pihak user
2. Pihak SDM.

Rekrutmen Dilakukan Dengan Melihat Analisis

Kebutuhan
1. Karyawan baru berjumlah 3 - 4 orang/
bulannya, setelah melakukan campus hiring
jumlah karyawan baru 15 orang/bulannya
2. Tidak akan ada tenaga kerja yang sia - sia atau
kelebihan tenaga kerja.
RECRUITMENT PROCESS IMPLEMENTATION
(-)
Brand atau nama PT Chandra Asri Petrochemical belum dikenal
luas oleh masyarakat Indonesia.

Perekrutan Karyawan Selalu dari External Source

1. Dapat menyebabkan demotivasi internal karyawan

Proses Wawancara Masih Menggunakan Traditional Interview

1. Validitas rendah
2. Hasil wawancara kurang menggali dan mendalam potensi kandidat.
CONCLUSION
RECRUITMENT AND SELECTION
PROCESS

Nama perusahaan kurang dikenal

Sumber rekrutmen menjadi konflik

Proses wawancara tidak tersturktur

SOLUTION
Nama Perbanyak Media
perusahaan campus rekrutmen
kurang dikenal recruiting diperluas

Sumber Komunikasikan
rekrutmen dengan
menjadi konflik karyawan

Proses Competencies-
Pedoman
wawancara Based
wawancara
tidak terstuktur Interview
THANK YOU