ADELLA, SALMA (2026) ..(TAMBAHKAN MATERAI PADA LEMBAR PERSETUJUAN PUBLIKASI ETHESIS, UPLOAD ULANG).. MODEL REKRUTMEN DAN FAKTOR PENDORONG KINERJA KARYAWAN PT POS INDONESIA. Masters thesis, UIN PONOROGO.
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Abstract
Salma Nauval Adella. 2026. Recruitment Model and Factors Driving Employee Performance at PT Pos Indonesia. Master’s
Thesis. Master’s Program in Islamic Economics, Graduate School, State Islamic University (UIN) Kiai Ageng Muhammad Besari Ponorogo. Supervisors: Prof. Iza Hanifuddin, Ph.D. and Dr. Luhur Prasetiyo, S.Ag., M.E.I.
Keywords: Recruitment Model, Work Motivation, Employee Performance
The recruitment model is a mechanism used by organizations to search for, attract, select, and place prospective employees in order to obtain a workforce with competencies that match organizational needs. In the study of Islamic Human Resource Management, the recruitment process generally includes stages such as workforce planning, candidate sourcing, selection processes, and job placement based on Islamic sharia principles.
This study aims to analyze the implementation of the recruitment model, the underlying factors influencing its application, and its impact on employee performance at PT Pos Indonesia, particularly those recruited through the Universitas Logistik dan Bisnis Internasional (ULBI) pathway and the non-ULBI
pathway.
This research employs a qualitative approach to obtain an in-depth understanding of social dynamics within the organization. Data were collected through interviews, observations, and documentation involving managers, supervisors, and operational employees at the PT Pos Indonesia Ngawi Branch Office.
The results indicate that the company implements a mixed recruitment model, referred to as the Hybrid Recruitment Model, which combines graduates from ULBI and non-ULBI backgrounds. The findings show that employees recruited through the non-ULBI pathway tend to demonstrate higher responsiveness, better communication skills, and stronger service performance due to their intensive field experience. Meanwhile, ULBI graduates possess stronger theoretical knowledge but require further operational adaptation. Overall, recruitment policies and motivational factors influence the dynamics of employee performance. This study concludes that improving transparency, fairness in human resource management, and balanced competency development are necessary to enhance work motivation and organizational performance.
| Item Type: | Thesis (Masters) |
|---|---|
| Thesis Supervisor: | Iza Hanifuddin Luhur Prasetiyo |
| Subjects: | 14 ECONOMICS > 1499 Other Economics > 149999 Economics not elsewhere classified |
| Divisions: | Program Pascasarjana > Program Studi Magister Ekonomi Syariah |
| Depositing User: | Perpustakaan Pusat |
| Date Deposited: | 18 May 2026 07:12 |
| Last Modified: | 18 May 2026 07:12 |
| URI: | http://etheses.uinponorogo.ac.id/id/eprint/37826 |
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