Febri Eko Hafiez Lutfi Malby Syahrizal

as the main elements of acceptance and deployment implementing universal human resource industry, particularly in Indonesia, a lot of practice recruitment and selection process which is usually done by a psychological test , so that recruiter position is dominated by people with background in psychology. and contributions appear in attitude adjusted with talent / skill. so the correlation is very influential to the field of hospitality

In our team, we are agree about this book is very relevant to be used as a basic study of the recruitment and selection process in general and it can be conditioned with the science of hospitality

Understanding recruitment and selection fundamental and profound. providing application method of recruitment, selection and placement in terms of human resource development. the great manpower opportunity.

Human resource management can be defined as the process of acquiring, training, evaluating, compensation to employees, attention to relationships, health and safety, as well as issues of justice (Dessler, 2004). human resource management activities include the analysis of office, planning, selection, training, performance appraisal, motivation and organizational development.

top management first-line management Human Resources practitioners

Recruitment and selection into the image of the people outside the company to see and understand the windows of an organization, so that the image of the company is very concerned here, therefore there are 3 recruitment process is done: sourcing process Selection process user Process

Knowledge of the company's organizational culture Knowledge organizational competency system Knowledge the psychology component

Inteligence Motivation Interest Skill Persomality

the chapter very asserts that the existence of anti-discrimination guarantees foundation relies on legislation. - UUD 1945. 27; 1 & 2 - UU no. 21 th 1999 - UU no. 4 th 1997 - UU no. 40 th 2008 - UU no. 13 th 2003 - UU no. 7 th 1984

Workforce planning purposes The implementation of workforce planning. Measuring labor requirements Analysis of working time Inventory labor Seeking Advantages and labor shortages

Job analysis is a process of preparing a detailed description of the tasks included in a particular job, to designate another job and ensure the knowledge, skills, and abilities to perform the job successfully.

Description of work Identity of office Description of position Authority Indicators of job success Terms of office

Labor market conditions Demands and business development in industries similar to the company's Availability of time, cost and resources The results of the evaluation of the success of recruitment in the past Evaluation of the company's current employee data

Traditional employee recruitmen & selection Clarifying the position need to be fulfilled Review and updates the description and specification of office for these positions Identify boast labor Choosing the most effective way Competency-based employee recruitment & selection

Applicant data administration Psychological tests Psychometric Interview Simulation Asessment center Validity of the method

Report of psychology is a form of representation in writing of the results of the psychological examination was done. form of a written psychological reports typically include: Psychogram Dynamics of psychology

Orientation is often referred to as the induction program. Orentasi is a program designed to help new employees (who passed the selection process) to know the job and the company work. ie introduce employees to their role or position, with the organization and with other employees. in particular to speed up the adaptation of new employees.

The evaluation is conducted to prove the maturity assessment and planning of the recruitment and selection program that has been done. Evaluation resourcing Evaluation konerja recruitment Analysis of the development of recruitment system Evaluation of recruitment by roi (return of investment)

One way to fill the existing vacancies is to use the services of the vendor or outsourcing firm. because it does not always do its own selection process, in addition to savings in essence, time, cost and responsibility. cost control Move the fixed costs Efficiency through technology global capacity Resources on demand

Discussion of recruitment and selection completely depends on the company in terms of authority and competence policy actors and participant recruitment where participants psychological conditions greatly affect the future results of psychology for the selection and placement. companies as organizations recruiting actors can not do anything but random, but all of them are regulated by law, the only difference with regulatory compliance company workers

we assessed in this discussion the authors should indicate adverse impact on the company steps in the implementation of the recruitment process, especially in the conventional manner and outsourcing.