PROPOSED STRATEGY OF INTERNAL RECRUITMENT WITHIN THE COAL MINING INDUSTRY (CASE STUDY AT PT BERAU COAL)

• Main Author: Setiowati, Merita
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/53074
• Institution: Institut Teknologi Bandung

PT Berau Coal is one of the three largest mining companies in Indonesia, which is engaged in coal mining. Berau Coal founded in 1983 as a company that produces coal in the East Kalimantan area. In the Covid-19 pandemic situation, the management of the company issued a policy not to recruit new employees from external company candidates, which means that the existing vacant positions can only be filled by recruitment from internal employees of the company. The difficulty of the HR Department in filling vacant positions is crucial where this will have an impact on the achievement of coal production. The existence of the vacant position problem will have a significant business impact on the company's operations, both in terms of company operating costs and the target of achieving coal production. The purpose of this study is to provide recommendations regarding the recruitment strategy for the company in accordance with existing conditions in the company. The research methodology used is quantitative data, by distributing questionnaires to PT Berau Coal employees with a total population of 644 people. Of the total population 152 people became sample respondents who filled out and completed all the questions posed in the questionnaire. The questionnaire contains thirty-two questions, which are divided into six questions for the Employer Value Proposition, eight questions for Employer Branding, eight questions for Employer Attractiveness and ten questions for Intention to Apply. Based on the results of the study, all independent variables, namely Employer Branding, Employer Attractiveness, and Employer Value Proposition, showed a significant influence on the dependent variable, namely the Intention to Apply. The results of the analysis also show that there are five value propositions that companies can use to do internally branding for their employees, namely regarding the company's reputation, a challenging work environment, good social responsibility, providing professional experience and a family friendly environment. From the research results, companies can carry out a recruitment strategy through career development, career path, employee events, employee development programs, employee internship programs.