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ABSTRACT
The good recruitment program can provide a positive influence to increasing employee commitment, productivity and the quality of work including performance. The relationship of employee retention on performance is exceedingly complex. There is evidence that performance can decrease if the employee retention is bad and there is a possibility of stagnation if employee turnover is too dejected. Besides recruitment and employee retention, the labor relations can also affect the employee performance, where the problems usually arise from the difference of work, age and demographics. Research will be conducted to examine, whether there is a significant impact on recruitment, employee retention, and labor relations to employee performance on batik industry in Solo. The results of this analysis indicate that the recruitment, retention, and labor relations found a significant effect on employee performance. On the other hand, the recruitment and employee retention found a significant effect on employee performance. As well as recruitment and employee retention, labor relations found significant effects to the employee retention. The results also found the recruiting and employee retention have a significant impact on employee performance through the labor relations. As well as the recruitment significantly influence on labor relations through the employee retention.
Keywords: Recruitment; Employee Retention; Labor Relations; Employee Performance.
1. INTRODUCTION
On previously research by Rafii and Andri (2015) concerning the recruitment that there is a relationship between the recruitment with employee performance. Research uncovers the existence of a positive and significant relationship between recruitment and employee performance. Other studies have stated that a good recruitment program can provide a positive influence towards increasing employee commitment, productivity, the work quality and performance (Patimah, 2015). Based on the results of previous studies, retention was also positive directly influenced on employee performance, indicated that the retention of good employee will result in improved employee performance (Susilo, 2013). According to Glebbek and Back, the relationship between employee retention on performance is exceedingly complex. There is evidence that performance can fall if the bad employee retention and there is a possibility of employee stagnation if the turnover is too depressed (Sumarni, 2011). A bad employee retention program will improve the employee's intention to move or turnover intention, if an employee gets what they want, then it will improve performance (Sumarni, 2011).