PERANCANGAN MODEL PENDUKUNG KEPUTUSAN PEREKRUTAN PEGAWAI BERDASARKAN PERSON-JOB, PERSON-ORGANIZATION, DAN PERSON-ENVIRONMENT FIT MENGGUNAKAN ANALYTIC NETWORK PROCESS UNTUK MEMINIMASI NEW HIRE TURNOVER RATE

• Main Author: Haris Ananta, Wigar
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/76348
• Institution: Institut Teknologi Bandung

PT X is a fast-moving consumer goods (FMCG) company that specializes in nicotine delivery products. In this era, PT X has innovated to create alternative products alongside cigarettes. Additionally, PT X has developed a digital ecosystem to integrate product distribution chains. To achieve its goals of reaching a majority of retail industry players and inviting them to join the digital ecosystem, PT X requires a large quantity of human resources with excellent qualifications. However, over the past 3 years, PT X has experienced a high new hire turnover rate that exceeds the company's tolerance limit, specifically within the sales function, particularly in the field force position. This has had a negative impact on the organization's growth, both financially and in terms of revenue generation. Preliminary studies indicate a mismatch between the recruited field force candidates and the actual needs of the company's sales function, suggesting issues in the recruitment, selection, and placement processes for the field force. This research aims to design a decision support model for the recruitment, selection, and placement of the field force based on the Employee Placement Model (Siswanto, 2022), which synthesizes the person-job (PJ), person-organization (PO), and person-environment (PE) fit theories which will be adjusted to the company's needs and will be designed using the Analytical Network Process (ANP) method. The model consists of two layers: the top- level network and subnetwork. The model is simulated using data from 2 field forces which categorized as new hire turnover and 2 field forces that have remained with the company for over two years. The simulation provides congruent ranking recommendations for the PJ and PO subnetworks and incongruent rankings for the PE subnetwork and top-level network. The implementation of the model can be manifested by utilizing the model in the recruitment, selection, and placement processes of field force at PT X. Further research can be conducted by considering external factors such as inter-company competition and the use of other multi-criteria decision analysis methods.