"ANALISIS KOMPARATIF METODE REKRUTMEN INTERNAL DAN EKSTERNAL TERHADAP TINGKAT RETENSI CREW KAPAL DI PT BISCO MANAJEMEN INDONESIA"

Abstract

This study aims to analyze and compare the effectiveness of internal and external recruitment methods on the retention level of ship crew at PT Bisco Manajemen Indonesia. The problem addressed in this study is the suboptimal recruitment process in filfulling crew requirements accurately and promptly, as well as delays in crew replacement that affect employee retention. The research method used is descriptive with data collection techniques through questionnaires, observation, and documentation. The population of this study consists of 50 ship crew members, and all were selected as samples using a sampling techique, resulting in 50 respondents. Data analysis was conducted using descriptive statistics, validity hypothesis, reliability test, correlation test, and simple linear regression analysis. The result show that internal and external recruitment methods have a significant relationship with the retention level of ship crew. Based on the correlation test, the correlation coefficient is r = 0,827, indicating a strong relationship. The hypothesis test result show that tvalue = ttable = 2,010 with a significance level of sig = 0,001 < 0,05, meaning that recruitment methods have a significant effect on crew tetention. Furthermore, the results of simple linear regression analysis showth the equation Y = 16.625 = 0,726X, which means that every increase ini recruitment effectiveness will increase the crew retention level by 0,726. The coefficient of determination (R2

) is 0,896, indicating that recruitment methods contribute 89,6% to the crew retention level, while the remaining 10,4% is influenced by other factors outside this study. It can be concluded that internal recruitment methods are more dominant in improving crew retention compared to external recruitment methods, particularly in terms of speed, competency suitability, and work experience. Therefore, companies are advised to optimize the use of internal recruitment without neglecting external recruitment as a source of innovation and fulfillment of workforce needs.