Inappropriate Position Requirements

Oct 13, 2025 by magicalceylontours.com 147 views

Analysis of Effective Recruitment and Selection Systems for Frontliner Outsource: Case Study at PT Garuda Indonesia (Persero) Tbk.

Introduction

In today's competitive business landscape, the recruitment and selection of frontliner outsource workers is a critical aspect of any organization's success. PT Garuda Indonesia (Persero) Tbk, a national airline, relies on the services of PT Perdana Perkasa Elastindo (Persaels) to provide outsourcing workers in the frontliner field. However, performance evaluation over the past three years (2015-2017) shows that around 40% of the frontliner outsourced at the Medan Branch Office did not reach the expected performance target. This indicates weaknesses in the recruitment and selection system applied.

Background of the Study

PT Garuda Indonesia (Persero) Tbk is a national airline that operates in a highly competitive market. The company relies on the services of PT Perdana Perkasa Elastindo (Persaels) to provide outsourcing workers in the frontliner field. The frontliner outsource workers are responsible for providing customer service, handling baggage, and ensuring the overall smooth operation of the airline's services. However, the performance of these workers has been a concern for the company, with around 40% of them not meeting the expected performance target.

Research Questions

The study aims to identify the inhibiting factors in the recruitment and selection system of frontliner outsource workers at PT Garuda Indonesia (Persero) Tbk. The research questions that guided this study are:

What are the inhibiting factors in the recruitment and selection system of frontliner outsource workers at PT Garuda Indonesia (Persero) Tbk?
How can the recruitment and selection system be improved to meet the competent frontliner needs of PT Garuda Indonesia (Persero) Tbk?

Methodology

The study adopted a qualitative descriptive approach to analyze the data. The data was collected through interviews with frontliner outsource workers, supervisors, and HR personnel at PT Garuda Indonesia (Persero) Tbk. The data was then analyzed using thematic analysis to identify the inhibiting factors in the recruitment and selection system.

Results

The results of the study revealed several key factors that were inhibitors in the recruitment and selection system, including:

Unclear Job Description: The job description was not clear and specific, causing obscurity regarding expectations and requirements that must be met by prospective frontliners.
Inappropriate Position Requirements: The position requirements were not in harmony with the actual needs, often hampering the selection process, so that the selected candidates did not have the expertise and competencies needed.
Limited Sources of Recruitment: The limitations of recruitment sources made it difficult for outsource companies to get frontliner candidates with appropriate qualifications.
Unstructured Interview Process: The unstructured and less systematic interview process made it difficult to assess the competencies and potential of prospective frontliners objectively.
Consistency in the Implementation of the Selection Test: The inaccuracy in the implementation of the selection test resulted in an uneven and objective assessment of frontliner candidates.

Discussion

The results of the study highlight the importance of a clear and specific job description, appropriate position requirements, and a structured interview process in the recruitment and selection system. The study also emphasizes the need for outsource companies to expand the reach of recruitment sources and to apply a standardized and consistent selection test system.

Recommendations

Based on the results of the study, several recommendations can be formulated to increase the effectiveness of the recruitment system and frontliner outsource selection:

Detailed and Specific Job Description Preparation: Job Description must be formulated in detail, by describing the tasks, responsibilities, and qualifications needed clearly and in detail.
Adjustment of Job Requirements with Company Needs: Position requirements must be adjusted to the needs and company standards, with a focus on competencies relevant to frontliner work at PT Garuda Indonesia (Persero) Tbk.
Broader Development of Recruitment Sources: Outsource companies need to expand the reach of recruitment sources, including through social media, online job seeker platforms, and collaboration with educational institutions.
Application of Structured Interview Methods: Application of structured interview methods that use standard questions and assessment criteria that will clearly assist in assessing the competencies of prospective frontliners objectively.
Increased Consistency in the Implementation of the Selection Test: The application of a standardized and consistent selection test system in all stages of selection will increase the objectivity and reliability of the selection results.

Conclusion

The study highlights the importance of a clear and specific job description, appropriate position requirements, and a structured interview process in the recruitment and selection system. The study also emphasizes the need for outsource companies to expand the reach of recruitment sources and to apply a standardized and consistent selection test system. By implementing these recommendations, outsource companies can increase the effectiveness of the recruitment system and frontliner outsource selection, ultimately leading to increased customer satisfaction and company image of PT Garuda Indonesia (Persero) Tbk.

Limitations of the Study

The study has several limitations, including:

The study was conducted at a single location, the Medan Branch Office of PT Garuda Indonesia (Persero) Tbk.
The study only focused on the recruitment and selection system of frontliner outsource workers.
The study did not consider the impact of other factors, such as training and development programs, on the performance of frontliner outsource workers.

Future Research Directions

Future research can build on the findings of this study by:

Conducting a similar study at other locations of PT Garuda Indonesia (Persero) Tbk.
Examining the impact of other factors, such as training and development programs, on the performance of frontliner outsource workers.
Developing and testing a model of effective recruitment and selection system for frontliner outsource workers.

References

PT Garuda Indonesia (Persero) Tbk. (2015). Annual Report.
PT Perdana Perkasa Elastindo (Persaels). (2017). Company Profile.
[Insert other relevant references]

Appendices

Appendix A: Interview Schedule
Appendix B: Data Analysis Procedure
Appendix C: Results of the Study

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Q&A: Effective Recruitment and Selection Systems for Frontliner Outsource

Introduction

In our previous article, we discussed the importance of effective recruitment and selection systems for frontliner outsource workers. We highlighted the key factors that inhibit the recruitment and selection process and provided recommendations for improvement. In this article, we will answer some of the most frequently asked questions (FAQs) related to effective recruitment and selection systems for frontliner outsource.

Q1: What is the most critical factor in the recruitment and selection process?

A1: The most critical factor in the recruitment and selection process is the job description. A clear and specific job description is essential to ensure that the selected candidates have the necessary skills, knowledge, and competencies to perform the job requirements.

Q2: How can we ensure that the job description is clear and specific?

A2: To ensure that the job description is clear and specific, it should include the following:

A detailed description of the job tasks and responsibilities
The necessary skills, knowledge, and competencies required for the job
The performance standards and expectations
The required qualifications and experience

Q3: What is the importance of a structured interview process?

A3: A structured interview process is essential to ensure that the selected candidates have the necessary skills, knowledge, and competencies to perform the job requirements. A structured interview process involves using standard questions and assessment criteria to evaluate the candidates' competencies and potential.

Q4: How can we ensure that the interview process is fair and unbiased?

A4: To ensure that the interview process is fair and unbiased, it should be:

Structured and standardized
Based on the job requirements and performance standards
Conducted by a panel of interviewers who are familiar with the job requirements and performance standards
Recorded and reviewed to ensure consistency and fairness

Q5: What is the role of training and development programs in the recruitment and selection process?

A5: Training and development programs play a critical role in the recruitment and selection process. They help to ensure that the selected candidates have the necessary skills, knowledge, and competencies to perform the job requirements. Training and development programs can also help to improve the performance of existing employees and reduce turnover rates.

Q6: How can we measure the effectiveness of the recruitment and selection process?

A6: To measure the effectiveness of the recruitment and selection process, we can use the following metrics:

Time-to-hire: The time it takes to fill a vacant position
Cost-per-hire: The cost of filling a vacant position
Quality-of-hire: The quality of the selected candidates
Turnover rate: The rate at which employees leave the organization

Q7: What is the importance of continuous improvement in the recruitment and selection process?

A7: Continuous improvement is essential to ensure that the recruitment and selection process is effective and efficient. It involves regularly reviewing and evaluating the process to identify areas for improvement and implementing changes to improve the process.

Q8: How can we ensure that the recruitment and selection process is compliant with relevant laws and regulations?

A8: To ensure that the recruitment and selection process is compliant with relevant laws and regulations, we should:

Familiarize ourselves with the relevant laws and regulations
Develop policies and procedures that comply with the laws and regulations
Train our employees on the policies and procedures
Regularly review and update the policies and procedures to ensure compliance

Conclusion

Effective recruitment and selection systems are critical to the success of any organization. By understanding the key factors that inhibit the recruitment and selection process and implementing recommendations for improvement, organizations can ensure that they select the best candidates for the job. We hope that this Q&A article has provided valuable insights and information to help organizations improve their recruitment and selection systems.

References

PT Garuda Indonesia (Persero) Tbk. (2015). Annual Report.
PT Perdana Perkasa Elastindo (Persaels). (2017). Company Profile.
[Insert other relevant references]

Appendices

Appendix A: Interview Schedule
Appendix B: Data Analysis Procedure
Appendix C: Results of the Study