UKM Tenant Recruitment Universitas Sumatera Utara Cikal

Business and Technology Incubator Center

Ritha F. Dalimunthe

, Yulinda,

Faculty of Management, Universitas Sumatera Utara, Medan, Indonesia

Keywords: Recruitment of human resources (HR), Tenant Cikal.

Abstract: Recruitment of prospective Tenant SMEs Is an important part of the performance of the USU Business

Incubator Center in accordance with Law No. 20 of 2008 that the Incubator Function is a new Entrepreneurial

Development Service Institution by strengthening access to resources in advancing small and medium

businesses that have the potential to be able to face competition both in the country and internationally. and

is a process of commercialization of research products in universities that are expected to become a new

business (start-up business). Therefore the aim of the research is to find out about the rectification process

carried out and the obstacles faced related to the recruitment of human resources as candidates for the Tenant

Cikal.

1 INTRODUCTION

Human resources are expected to be able to improve

the economy of a country if efforts are made to

develop Small and Medium Enterprises (SMEs) to

become new entrepreneurs who are able to compete

in the Global market. Therefore, human resources

engaged in the field of SMEs must be considered,

developed and directed so that SMEs take a class to

become new entrepreneurs because they are

accompanied by universities such as Business

Incubator Centers such as USU Cikal. Business and

Technology Incubator that has a method or method of

solving social problems in the community, namely

the difficulty of getting a job or someone can become

a successful new entrepreneur so that the products

produced by SMEs become a profitable business

because these products can be sold according to their

wishes or tastes market.

The competitiveness of SMEs from year to year

should be increased due to joining an institution such

as a cooperative or the Business and Technology

Incubator Center (Dalimunthe 2015). according to

Mondy, human resources are Brands or Branding that

are very important for an organization (Mondy 2008)

human resources (HR) in running their business must

have various abilities to develop and implement

environmental technologies and can see opportunities

and face failure in every activity that does it. this is,

of course, difficult for SMEs who have limited

resources. Therefore, need to be accompanied by an

institution so that the SMEs can optimize their

business. In order for SMEs to succeed in their

Business Incubis Center and technology, USU needs

to recruit tenant SMEs so that the right people can be

found as new entrepreneurs.

Tenant SME Prospective Recruitment is a way for

USU Business Incubators to get the right human

resources in obtaining new Entrepreneurs. In

addition, Recruitment is a way to get rid of SMEs who

have finished being new entrepreneurs. The existence

of Recruitment of prospective Tenant SMEs is

expected to be important in the selection of

candidates for the Incubis Center's Tenant SME

Candidates and USU-style Technology that is

expected to become new entrepreneurs.

Based on the above, the author chose the title of

Central Tenant SME Recruitment USU Business and

Technology Incubator.

2 RESEARCH METHODOLOGY

The research is carried out directly to the object of

research or by going to the USU technology incubator

center. The technique used in collecting data through

the interview method is by conducting direct

interviews or not to applicants of USU Business

Incubator.

Dalimunthe, R. and Yulianda, .

UKM Tenant Recruitment Universitas Sumatera Utara Cikal Business and Technology Incubator Center.

DOI: 10.5220/0010097817451751

In Proceedings of the International Conference of Science, Technology, Engineering, Environmental and Ramiﬁcation Researches (ICOSTEERR 2018) - Research in Industry 4.0, pages

1745-1751

ISBN: 978-989-758-449-7

1745

Data in this study was obtained directly through and

reference books relating to human resources (HR),

especially those related to Recruitment.

3 LITERATURE STUDY

3.1 Human Resource Management

According to Mondy, human resources are Brands or

Branding that are very important for an organization

(Mondy 2008), human resources (HR) in running

their business must have various abilities to develop

and implement environmental technology and can see

opportunities and face failure in every activity do it.

this is, of course, difficult for SMEs who have limited

resources. Therefore, need to be accompanied by an

institution so that the SMEs can optimize their

business. In order for SMEs to succeed in their

Business Incubis Center and technology, USU needs

to recruit tenant SMEs so that the right people can be

found as new entrepreneurs. Therefore, the

competitiveness of SMEs from year to year should be

increased due to joining an institution such as a

cooperative or the Business and Technology

Incubator Center (Dalimunthe 2015).

Human resource management is the management

of a number of individuals in the organization of

Human Resources (HR) to occupy the most important

position. Therefore, in obtaining prospective Tenant

SMEs at the USU-style Technology Incubator Center.

need to select, place and recruit appropriately

prospective Tenant SMEs to obtain competitive

Tenant SMEs. Resources will be useless if not

handled by incompetent human resources (Suryana

2015). Efforts to plan and obtain candidates for the

USU-based technology Tenub UKM center. by

holding, selecting, placing and assigning members

appropriately has become an important concern for

every competitive organization. Human Resource

Management aims to formulate the needs of business

incubator centers in obtaining HR that can be used as

Tenant SMEs as successful new entrepreneurs.

Therefore, to develop and empower the SMEs so that

the optimization of individuals concerned,

organizations, communities served.

The goal of human resource management is

related to all activities that can ensure that human

resources can be used effectively and equitably for

the benefit of individual organizations and society.

Human resource management is also a development

and human empowerment so that it can improve the

commitment competence of the Tenant UKM. As

USU, human resource management has a role to

improve the competence of human resources that

become Tenant. Human resource management at the

business incubator center aims to be used as a

beginner in the development and empowerment, so as

to obtain a level of optimization for individuals who

want to become start-ups or new business people.

with appropriate qualifications so that prospective

Tenant SMEs can grow to become successful and

successful new entrepreneurs. So as to make a

productive contribution to economic growth,

especially in North Sumatra, as well as being a human

resource that can contribute to the economy in the

North Sumatra region as a successful entrepreneur

and has the competitiveness and is responsible for

social conditions and has ethics and strategic

objectives in developing his business. Meanwhile,

according to Hasibuan (2012: 244) and Sulistiyani

(2012: 10 "Human Resource Management is the

human potential inherent in a person that includes

physical and non-physical potential, as well as an

integrated ability of physical power possessed by an

individual, namely behavior and nature determined.

by heredity and environment, while her work

performance is motivated by the desire to fulfill her

satisfaction.

3.2 Definition of Recruitment and

Selection

Recruitment is a process or activity in attracting

people at the right time with sufficient amounts and

having the right conditions to apply to an organization

(Moundy 2008). Therefore the organization in

seeking and attracting job applicants should be able

to motivate, to demonstrate the skills, expertise, and

knowledge needed for applicants.

In the recruitment process consists of two phases,

namely:

.In disseminating information to potential

applicants that there are job openings, thus attracting

the applicant concerned and can directly exclude

applicants who do not meet the qualified

qualifications. Key wishes that are part of the

recruitment are as follows.

1. Determine the HR requirements in the term

determined by the organization about the type of

work (job title) and its level in the organization. As

well as trying to get information about the

development of market conditions related to human

resources. then make a systematic and integrated

recruitment program.

3.3 Objectives of Recruitment and

Selection

In an organization to determine someone who is a

qualified candidate. It is necessary to think about the

recruitment process so as to produce good individuals

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and will remain together with the organization within

the stipulated period or in accordance with the

agreement.

Recruitment goals:

An organization recruits for several reasons,

namely:

1.Providing a set of prospective workers who

meet the requirements and appropriate for a particular

job to be consistent with the strategy, insight, and

value of the company.

2.To help reduce the likelihood of an employee

who has not worked long.

3.To coordinate recruitment efforts with selection

and training programs,

4.To fulfill corporate responsibility in an effort to

create employment opportunities.

3.4 Stages of the Recruitment and

Selection Process

The process of finding prospective employees to be

placed in a particular position in a company or

organization generally includes the recruitment

process (search for prospective employees) and

selection (selection of prospective employees), which

in detail includes the activities below.

3.5 Recruitment Sources

The source of this recruitment was carried out in order

to obtain human resources that would be made as

prospective workers in accordance with the needs of

the company. Basically, the source of labor can be

classified into two sources: internal and external

sources.

3.6 Recruitment Process

The recruitment process is carried out in various ways

including: Installing advertisements in various print

media, such as newspapers, magazines, tabloids,

radio and television or through a direct approach to

schools, universities, vocational education

institutions that will propose job seekers to apply on

their own organizations that need labor according to

their expertise.

3.7 Selection of Prospective

1. Selection of application letters

In selecting a cover letter, it means choosing

application letters and classifying the cover letter that

meets the requirements and the cover letter that does

not meet the requirements. The applications that do

not meet the requirements mean to fail, while

applications that have fulfilled the requirements are

then called to follow the next selection. On the

summons, letter must be included the time, place and

tools that need to be brought to participate in the

selection.

2. Initial interview

The leadership or selection team in the preliminary

interview of a leader holds a formal and in-depth

interview with applicants. Thus more complete and

detailed data is obtained. Direct conversations

conducted by the interviewer who has experience will

be able to explore the acceptability of an applicant.

With interviews, information from all applicants will

be obtained and make comparisons one by one of who

has the highest ability to do their work.

3. Interview

a.Conducted an interview to see the applicant's

mental ability to measure his mentality as desired.

b.Interest test that tests the type of work that is most

liked by the applicant and measures whether the

applicant is suitable or enthusiastic about becoming a

new entrepreneur.

c.Test of achievement (Achievement test) which

measures the ability of applicants to be able to

perform in the work they provide. This achievement

test should be done carefully and in depth to find out

about applicants to mentality and the willingness to

achieve optimal work achievement.

d. The boss directly interviewed so that more in-depth

data was obtained about the applicant's ability to carry

out the tasks that would be given to him. This

interview aims to find out the applicants' desires and

practical abilities and readiness to do the work. And

getting information about applicants can be invited to

work together or not. The final interview determines

whether or not the applicant is accepted as a

prospective employee in the company

3.8 Recruitment Method

Recruitment methods carried out by a business such

as an incubator can

Performed through advertisements, send letters to

relevant agencies or call prospective applicants or

participants who have finished receiving training then

ask them to fill in the application form again to

become prospective applicants who then filter or

select prospective applicants in the following ways:

a.Prepare applicants for selection

b.Do an interview

c.Conduct research on applicants' backgrounds

d.Conducting research on applicants' knowledge and

abilities for their work

e.Evaluate whether prospective applicants can be

accepted or rejected as prospective applicants

UKM Tenant Recruitment Universitas Sumatera Utara Cikal Business and Technology Incubator Center

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Recruitment Procedure Framework

REQUEST FOR USE

ADVERTISING

SELECTION OF APPLICATION LETTER 33

CONTACT THE VIA TELEPHONE CANDIDATE

INTERVIEW

ACCEPTANCE TEST 66 KANDIDAT 6

EMPLOYMENT AGREEMENT

RESULTS OF RECEIPT OR DISCLAIMER

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3.9 Constraints Faced in the

Recruitment Process

a.Obstacle originating from the organization itself

b.Constraints originating from prospective human

resources to be received

c.Constraints that come from external in the

environment of organization

d.Obstacle in making the standard as an indicator of

the measurement carried out in selecting objectively.

e. Obstacles in conducting an honest and objective

assessment to determine tenant SME candidates.

3.10 Acceptance and Rejection of

Prospective Applicants

The company in deciding whether or not an applicant

is accepted based on the election results will not pass

into a prospective participant.

3.11 Basic Reason for Recruitment

There are basic reasons for the recruitment of

organizations in receiving human resources to

become members of the organization because:

a.The existence of organizational activities

b.The creation of new jobs for the organization

c.The acceptance of human resources

3.12 Recruitment System

Recruitment is done because of the acceptance of

human resources who will become prospective

Tenant SMEs at the Business Incubator Center.

The recruitment and selection system is divided into

two:

1. Direct system

This recruitment system is directly applied to tenant

SME candidates because they already have a business

that has the potential to become a new entrepreneur.

a. Applications that have been entered the first

b. Tenant work that already exists but still wants

to be extended the time of the companion

2. System indirectly

This system is carried out to accept new tenant

candidates by:

a.Selective orientation

In this activity where prospective Tenant

SMEs Participate in the Exhibition or Cikal

Activities, the following year they can register or be

accepted as candidates for USU-style Weaving

SMEs.

4 RESULTS AND DISCUSSION

In recruiting tenan SME candidates for Universitas

Sumatera Utara steps in tenant measure recruitment

Universitas Sumatera Utara business incubator and

technology center.

4.1 Purpose

As a guideline used by the Incubator in carrying out

beginner Entrepreneurial Tenant Recruitment

activities at USU CIKAL Business & Technology

Incubator.

4.2 Scope

The procedure applies to the process of implementing

the incubator candidate tenant recruitment which

includes the preparation of the selection team, the

preparation of selection documents, preparation of

schedules and dissemination of selection activities,

the implementation of tenant selection activities

consisting of administrative selection, interview

selection, site visits and tenant announcements that

pass the selection and report on activities.

4.3 Activities Responsible

In the implementation of the Incubation Program

Monev procedure, the responsible is the Head of the

Incubator.

4.4 Terms and Definitions

a.Incubation is a process of coaching, mentoring and

development provided by the incubator to Tenant.

b. Tenant is an entrepreneur or start-up who

underwent an incubation procedure.

c. The form is a database object that is used in

entering, checking or updating data.

d. The Team Decree is a Decree containing the

provisions of the agency leader regarding the

Executing Team in charge of the selection of Tenant

candidates.

e. Need Assessment is a formal approach to data

collection in identifying the needs of a group or

individual.

f. The site visit is a term used for the investigation or

performance appraisal of groups or individuals, in

order to meet the standard set.

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4.5 SOP Chart Activity

a. Compile a prospective tenant selection team (max

2 days)

b. Formulation of criteria for prospective tenants to be

selected (max 3 days)

c. Delivery of assignment letters to the selection team

d. Preparation of schedules and implementation of

tenant selection socialization

e. The announcement of tenant registration files

f. Implementation of administrative selection

g. Implementation of interview selection for

prospective tenants who pass the selection

h. Implementation of a site visite against prospective

candidates

i. Coordination meetings and providing

recommendations

j. Preparation of the results of the selection of tenant

candidates

4.6 Operational Procedures

o. Description of

activities

Implementation Completeness outpu

1 Preparation

1.1 Formulate a selection

team for prospective

tenants, consisting of

management of

incubators,

practitioners and

stakeholders

Incubation manage

List of CV candidates for

the selection team

Decree of the selection

team for the selection

of tenant candidates

1.2 Determine and develop

criteria for prospective

tenants and selection

rocedures

selection tea

Bisnis plan MSE an

Action plan MSE

Crite

ia for prospective

tenants

1.3 Issue a letter of

assignment for the head

of the selection tea

Manager incubato

Sk selection tea

Selection team

assignment letter

1.4 Prepare a schedule and

material for socializing

the selection of

rospective tenants

Selection team Criteria for prospective

tenants and selection

schedule

Selection and

socialization plans

Implementation of

selection

1.5 Announcement of

prospective tenant

istration files

selection tea

Criteria for prospective

tenants

Registration for

Needs assessment

2 The selection of tenant

candidates

2.1 Socialization of the

implementation of

tenant selection

Incubation manage

Rencana sosialisasi

seleksi calon tenant

- Brochures / leaflets /

banners

- Website / social

media

- Cover letter of

socialization schedule

2.2 Acceptance of

registration documents

for prospective tenants

Incubator

Secretariat

Tenant application lette

Receipt of registration

file

2.3 Administrative

selection

Selection tea

Criteria for prospective

tenants

Check file

completeness

2.4 Interview with

prospective tenants

regarding the business

scope and product

development plan

Selection team - Tenant application lette

- Form needs assessment

- Interview assessment

form

Assessment results

from the selection team

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2.5 Preparation of

assignments for field

visits

Manager incubato

- List of prospective

tenants

- Information on selection

team members

Site visite assignment

letter

2.6 Business location for

prospective tenants

The selection team

assigned

- letter of asigment

- Results of interview

assessment

- Form of site visite

assessment

- Letter of assi

nme

Report site visite

2.7 Meeting of

determination of

selection results

Selection team - Results of interview

assessment

- Results of site visite

assessment

Selection

recommendations

2.8 Establish, make sk and

announce selection

results

Manager incubato

Recommended

selection results

- Decree of the

selection result

- Announcement of

selection results

4.7 Criteria for Tenant Candidates

a. The business fields owned by prospective tenants

must be relevant to the incubator's focus area

b. The resulting product must have an innovative,

creative and technology-based product criteria

c. The business has been running for at least 1-year

d. The business area is in the area around Medan,

Binjai and Deli Serdang

e. Have a product that is produced by itself

f. Have motivation and enthusiasm to develop

g. Fill in the application letter

5 CONCLUSION

Based on research on the recruitment process of

prospective SMEs of Business Incubator and

Technical Design of USU, it was concluded:

1. The implementation of Tenant SME candidates

includes announcements about the opening of

vacancies, then filling out the preliminary interview

form and then interviewing the direct supervisor,

which is carried out systematically and works well.

2. Constraints faced in recruitment processes in

prospective SMEs Tenant Business and Technology

Incubators USU's style is a mismatch in the answers

of prospective applicants for the accumulation of

cover letters and the still occurrence of nepotism or

entrusting employees to known applicants.

3. the absence of a health test in recruiting

prospective applicants so that they are expected to

obtain healthy and quality candidates for Tenant

SMEs

REFERENCES

Ritha F Dalimunthe, 2014, Model Pengembangan dan

Peningkatan Daya Saing Produk Rotan (Studi Kasus

Pada Koperasi Rotan) Medan.

Ambar Teguh Sulistiyani, 2012, Optimalisasi Modal Sosial

dalam Pengolahan Sampah Organik dan An-organik

Terpadu dan Mandiri

Yuyus Suryana, Iwan Mulyawan, Rita Komaladewi, 2016,

Improving Business Performance Through

Entrepreneur Motivation and Value Creation on Small

and Medium Enterprises

Mondy, R.W., 2008, Manajemen Sumber Daya Manusia,

Edisi Kesepuluh

Hasibuan, Malayu. 2012. “Manajemen Sumber Daya

Manusia”. Jakarta: PTBumi Aksara.

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