Rancang Bangun e-Recruitment untuk Sekolah Kejuruan dengan Model Knowledge Centered Services (KCS)

  • Edi Ismanto
  • Eka Pandu Cynthia Universitas Islam Negeri Sultan Syarif Khasim Riau
Keywords: e-recruitment, knowledge centered services (KCS)

Abstract

Abstrak

Sekolah menegah kejuruan (SMK) merupakan sekolah yang menyiapkan peserta didiknya agar trampil dan siap untuk bekerja,salah satu indikator keberhasilan dari sekolah kejuruan bahwa peserta didiknya harus banyak diserap atau dipakai dalam dunia industry ataupun perusahaan, untuk mencapai tujuan tersebut sekolah kejuruan harus membangun relasi dengan dunia industry ataupun perusahaan agar memudahkan lulusan dari peserta didiknya dalam mencari pekerjaan sesuai kompetensinya.Dengan pengembangan model e-recruitment ini merupakan salah satu upaya untuk mempermudah hubungan antara sekolah,perusahaan, dan lulusan peserta didiknya, dalam mendapatkan dan menyampaikan informasi lowongan pekerjaan yang dibutuhkan.Model e-recruitment ini dikembangkan dengan pendekatan Knowledge Centered Services (KCS) yang menekankan pengetahuan sebagai asset terpenting dengan sistemdua loop kontinyu, Loop Solve dan Loop Evolve sehingga meningkatkan sistem kerja dari pelayanan e-recruitment.

 

Kata kunci:e-recruitment,knowledge centered services (KCS),

 

Abstract

 Vocational high school (SMK) is a school that prepares students to be skilled and ready to work, one indicator of the success of vocational schools is that students must be absorbed or used in the world of industry or companies, to achieve this goal vocational schools must build relationships with the world of industry or companies to make it easier for graduates of their students to find work according to their competencies. By developing this e-recruitment model, it is one effort to facilitate the relationship between schools, companies, and graduates of students, in obtaining and delivering the required job information. This e-recruitment model was developed with the Knowledge Centered Services (KCS) approach which emphasizes knowledge as the most important asset with a continuous two-loop system, Loop Solve and Loop Evolve so as to improve the work system of e-recruitment services.
 
Keywords:e-recruitment, knowledge centered services (KCS),

Downloads

Download data is not yet available.

References

[1] Don Casson. Creating a knowledge factory with Knowledge Centered Service (KCS) double loop thinking. Evergreen System. 05 September 2018.
[2] Novi Safriadi, Urai Salam, Rini Hazriani. Wikipeat Sebagai ImplementasiKnowledgeManagement System (KMS) Untuk Pengelolaan Hasil Penelitian di Universitas Tanjungpura. Jurnal Edukasi dan Penelitian Informatika (JEPIN), Vol. 1, No. 1, (Juni 2015) ISSN 2460-7041 : 37-40.
[3] Tanti Kristanti, Niko Pamela. Penerapan Knowledge Management System Berbasis Website CMS pada Divisi Produksi CV. Indotai Pratama Jaya. Jurnal Sistem Informasi, Vol. 6, No. 1, Maret 2011: 89 – 99.
[4] Tommy Septian Purnomo. Rekrutmen Online (e-recruitment) Sebagai Suatu Inovasi Dalam Perekrutan Perusahaan. Jurnal. JIBEKA Volume 7 No 3 Agustus 2013 : 54-59
[5] Bartram, D, 2000, Internet Recruitment and Selection, Kissing Frogs to Find Princes, International Journal of Selection and Assessment, 8, 4, 261 - 274.
[6] Boxall, P. & Purcell, J. 2003, Strategy and Human Resource Management, Palgrave MacMillan, Hampshire.
[7] Cappelli, P. 2001, Making the Most of On-line Recruiting, Harvard Business Review, 79. 139 - 146.
[8] Chapman, D. S. & Webster J. 2003,The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates, International Journal of Selection and Assessment. 11, 2/3, 113 - 120.
[9] Chartered Institute of Personnel Development (CIPD) 2007, Recruitment and Retention 2007, London: CIPD.
[10] Dysart, J. 1999, HR Recruiters Build Interactivity into Web Sites, HR Magazine. 44, 3, 106 - 111.
[11] Galanaki, E. 2002, The Decision to Recruit Online: A Descriptive Study,Career Development International. 7, 4, 243 – 251.
[12] Hayes, R., Pisano, G., Upton, D. & Wheelwright, S. 2005, Operations, Strategy, and Technology. Pursing the Competitive Edge,John Wiley and Sons.
[13] Lee, I. 2005, Evaluation of Fortune 100 Companies’ Career Websites, Human Systems Management. 24. 175 - 182.
[14] Lievens, F., Van Dam, K. & Anderson, N. 2002, Recent Trends and Challenges in Personnel Selection,Personnel Review, 31, 5, 590 - 601.
[15] Malinowski, J., Keim, T. & Wietzel, T, 2005, Analyzing the Impact of IS Support on Recruitment Processes: An E-recruitment Phase Model, The Ninth Pacific Asia Conference on Information Systems. 977 - 988.
[16] Panayotopoulou, L., Vakola, M. & Galanaki, E. 2005, E-HR Adoption and the Role of HRM: Evidence from Greece, Personnel Review, 36, 2, 277 - 294.
[17] Parry, E. & Tyson, S. 2008,an Analysis of the Use and Success of Online Recruitment Methods in the UK,Human Resource Management Journal, 18, 3, 257 - 174.
[18] Parry, E. 2006, Drivers of the Adoption of Online Recruitment: An Analysis Using Diffusion of Innovation Theory, Cranfield School of Management, 1 - 13.
[19] Pin, J. R., Laorden, M. & Sáenz-Diez, I, 2001,Internet Recruiting Power: Opportunities and Effectiveness, Research Paper, International Research Centre on Organisations (IRCO). 4 - 65.
[20] Singh, P. & Finn, D. 2003, The Effects of Information Technology on Recruitment, Journal of Labour Research. 14, 3, 395 – 408.
[21] Taylor, C. 2001, Windows of Opportunity, People Management. 7, 5, 32 - 36.
Published
2019-03-05
Abstract views: 247 , PDF downloads: 208