HOW TO MAKE STATEMENTS/REPORTS/BRIEFS FOR SUPERVISION

HOW TO MAKE STATEMENTS/REPORTS/BRIEFS FOR SUPERVISION

Mentioned above the existence of weaknesses in written reports. First, it can not provide all of the events or activities entirely; second, the report can be prepared in such a way that it is superfluous. Considering these evils, so that reports can be retrieved quickly benefited, it should be making statements that can be taken quickly benefit, then it should sedapatnya distandariser making that report. In other words, there should be specific guidelines for how and when preparing reports for the above evils can be avoided. This is the purpose of this last conversation.

According to James Williamson, there are seven basic foundation in the writing of the report are seven basic foundation
(1) clearly
(2) complete,
(3) compact,
(4) polite,
(5) sincerely,
(6) contain the personality,
(7) carefully.

Furthermore, John C. Johnson, put forward five basic guidelines in preparing a report, namely:
a. Check out all the facts you need before making a statement
b. Arrange the details as possible.
c. Reports should be concise, but complete.
d. Use simple language and easily understandable
e. Write an institution that can help employers to get a better picture.

To answer this question, if the reports were prepared, then John C Johnson responded in four ways, namely:
a. When the reporter took the important decisions that directly affect the decision-making even though his boss is the authority and responsibility of the reporting itself.
b. When reporting require assistance in order to capture an important decision or to solve a difficult problem.
c. If the reporting predicting difficulties will arise.
d. Whenever events or extraordinary special need to know your boss.

Apart from the four mentioned above, then the answer when the report is to be made, we must remember that there are two kinds of reports dilidat from the point of time, namely newsletters and special reports. In the state of our activities, both running well or not, must also be reported to the supervisor so that the boss will get a subordinate-subordinate work implementation. Periodic reports that the company's industry generally includes four key activities namely production reports, distribution reports, financial statements, and reports to HR.

In the field of production, for example, have made statements concerning the purchase of raw materials, the number of hours worked for each employee, auxiliary materials used, cost of machinery, maintenance, preparation of supplies and the amount of production. In the area of distribution must be reported wages and agent commission, total sales for each agent or electricity, and the amount of goods that are returned by the customers. In the financial sector have reported the number of bonds and interest rates, loans received and given, and other matters related to finance. So on in the field of civil service personnel reported data, wages, job applications, promotions are given, and so forth. Activities that are not regularly included in the reports mentioned above, put into special reports, such as a report from the field of research about the public demand for new products.

Another thing that needs to get attention in the preparation of the report are the elements of the report. As described earlier, the report should be standardized. Generally been accepted that the five essential elements of the report are as follows:
a. Title,
b. table of contents and summary,
c. summary,
d. body of the report, and
e. appendices.

The composition of the elements above, is not always the case. The third element is often preceded by the fourth element, this is really a question of principle. The title of the report should be brief, but clearly indicate the subject matter, should not be too broad or narrow in nature. Table of Contents includes sections headings contained in the report, the objective that readers may find the sections contained in the report. Keynote presentation includes problems, conclusions, and recommendations are important. Ringakasan essence of the contents of this report, ranging from one hundred to one hundred and twenty-five words. Summary report contains points wider than the summary, usually consisting of two to five percent of the length of the whole report, usually also one page. Body of the report contains what is reported with further so what was raised in the body of the report reinforce the more obvious or more conclusions and recommendations raised by the report.

HOW to Monitoring

HOW to Monitoring

Supervision order made by a supervisor is effective, the facts must be collected at the hands of the respective leaders. Use surveillance purposes like this, there are several ways to gather the facts, ie
a. A review of personal,
b. Interview or oral,
c. Written report, and
d. Reports and supervision to things that are special.

a. Personal review

Personal review (personal inspection Personal observation) is to oversee the way personally reviewed so that it can be seen the implementation of the work. The way these controls are contained in terms of weakness, when a suspicion arises from the subordinate. This way gives the impression to the subordinates that they were subjected to surveillance in hard and very strong. On the other hand there is a notion that this is the best way. As an excuse because in this way direct contact between superiors and subordinates can be strengthened. Plus this way; difficulties in practice can be seen directly. Reality really easy to get, do not be confused by the opinions of subordinates who may be stuck in the way of oversight by receiving a written report.

b. Supervision Through Oral Report

The first way is nearing an oversight through an oral report. In this way, monitoring is done by collecting the facts through oral reports provided by subordinates. Interview given to designated people or a certain class of people who can give a picture of the things that we want to know, especially about actual results (actual result) is achieved by subordinates. In this way both parties active, subordinates gave an oral report on the results of his work and the employer can ask further to obtain the necessary facts. Supervision in this way can speed up official relations through contacts between their interviews.

c. Supervision Through the Written Report

Written report (written report) is an accountability to superiors about the execution of the job, according to the instructions and the tasks given to her superiors. With a written statement given by a subordinate, the boss can read whether subordinates to carry out the duties given to him to use the rights or powers delegated to him. Difficulty of providing such accountability is subordinate can not describe all the events from all activities. But the report can also be arranged in such a way that may give exaggerated. With a written report, it is hard to determine which leaders of reality and what form opinions. The advantage is that the written report was made use by many parties, namely by the leadership and supervision to other parties, namely the preparation of the next plan.

d. Through Supervision Report to the Nature Things Special

Supervision is based on the exception, or control by exception is a system where the supervisory oversight was addressed to the questions are exceptions. Thus, monitoring is only done when received reports indicating the existence of special events. For example, an enterprise established five regional sales of manufactured products. Has determined the amount of sales results for each region for a month to U.S. $ 500,000. At the end of the month according to reports received, the three sales regions achieved under such U.S. $ 450,000 is another area that is determined through the sale of such U.S. $ 600,000. In this example, the supervision is only addressed to the two special regions. This oversight is the control by exception.

How to Collect Use Control Facts

How to Collect Use Control Facts

Based on the way how to gather facts to supervision, then supervision can be classified as above:
1) personal observation (personal inspection),
2) an oral report (verbal report)
3) written report (written report), and
4) control by exception.

Each type of oversight that we describe in the following sections.

Control Subjects of Supervision

Control Subjects of Supervision

When supervision is distinguished on the basis of classification who entered supervision, then supervision can be differentiated by:
(1) Internal control
(2) external oversight.

With the supervision of internal control is done by the superiors of the officers concerned. Therefore, this kind of oversight is also called a vertical or formal supervision. He mentioned as formal supervision by a supervising it are those authorities. An external supervisory oversight is called, when the people who supervise it are people outside the organization concerned. This last type of supervision usually known as social control (social control) or informal supervision.

Control Object of Supervision

Control Object of Supervision

Based on the object of surveillance, monitoring can be distinguished for the supervision in the fields as follows:
(1) production,
(2) financial,
(3) time,
(4) by human activities.

In the field of production, so that supervision can be addressed to the quantity or the quality of the products or on the liquidity of the company. Supervision in the field to determine the mean time, whether in producing something produced in accordance with the planned time or not. Finally, in the fields of human oversight to the activities carried out in accordance with the instructions, plans, working procedures, or manuals.

According Beishline, oversight could be differentiated based on its object
(1) the administrative control
(2) the operative control. Operative to control the largest section deals with the action, but administrative controls to deal with actions and thoughts.

According to William R. Spriegel, administrative controls include five activities:
(1) planning and production control,
(2) budgeting,
(3) inspection and quality control,
(4) standing orders,
(5) policies.

Supervision time

Supervision time

Based on when monitoring is done, the kinds of monitoring are distinguished: (a) controlling Preventive and (b) Supervision Repressif. With preventive controls intended supervision before the fraud, error or deviation. So, there was a preventive action so that mistakes do not happen in the future. With repressif supervision, supervision after the plan was intended to run, in other words, measured the results achieved with standard measuring instruments which have been determined beforehand.

Various kinds of opinions about the kinds of supervision. The occurrence of these differences of opinion, mainly because of differences in the basic point of view or different types of surveillance. There are four basic kinds of classification of types of supervision, ie.
a. time monitoring,
b. object of surveillance,
c. control subjects, and
d. how to gather facts in order of supervision.

TYPES OF SUPERVISION

TYPES OF SUPERVISION

Various kinds of opinions about the kinds of supervision. The occurrence of these differences of opinion, mainly because of differences in the basic point of view or different types of surveillance. There are four basic kinds of classification of types of supervision, ie.
a. time monitoring,
b. object of surveillance,
c. control subjects, and
d. how to gather facts in order of supervision.

PRINCIPLES OF SUPERVISION

PRINCIPLES OF SUPERVISION

To obtain an effective monitoring system, it needs to fulfill some of the principles of supervision. Two basic principles, which is a conditio sine-qua-non for an effective monitoring system is the existence of certain plans and the provision of instructions, as well as authority-the authority to subordinates. The first fundamental principle is a standard or measuring instrument than the work performed by subordinates. The plan has a pointer whether something succeeds or not the job execution. Nevertheless, the basic principle of both is a necessity that needs to exist, so that surveillance systems that really can be effectively implemented. Authority and clear instructions should be given to subordinates because it can be detected based on whether the subordinate has been engaged in his duties properly. On the basis of instructions given to subordinates to be supervised the work of a subordinate.

After these two basic principles above, then a monitoring system should contain the following principles.

a. Can mereflektir traits and needs of the activities that must be monitored.
b. Can be immediately reported irregularities.
c. Flexible.
d. Can mereflektir organizational pattern.
e. Economic.
f. It is understandable.
g. Can guarantee the holding of any corrective action.

Each activity requires a specific monitoring system with different control systems for other activities. Monitoring system for field sales and production control system to the field is certainly different. Monitoring system must be able mereflektir traits and needs of the activities that must be monitored. Supervision in the field of production generally were focused on the quantity and quality, while sales of surveillance results were focused on the quantity sold.

The main purpose of supervision is to see to it that what is planned to become a reality. Therefore, the monitoring system to be truly effective means to realize the goal, then a monitoring system at least must be able to immediately report any deviations from the plan. What has happened can be driven to a specific destination. Therefore, an effective monitoring system should be promptly reported so that deviations based on deviations that can be taken further measures for implementation so that the overall execution really be expected to meet or close to what was previously planned.

A control system is effective, when monitoring system that meets the principles of flexibility. This means that the supervisory system that can still be used, although there are changes to the plan to the unexpected. When something works planned to be completed within 25 days, then this means that the measure used here does not contain the principle of flexibility. He just meets this principle, if such is planned that the work is completed within one hundred hours of work machine. In the latter, not the execution of the work since the destruction of the machines were not included in the calculation, which means that it contains the principle of monitoring flexibility.

Emphasis on human supervision of actual ranges, that's because people who do activities in a business entity or the organization concerned. Because the officers in the company, its activities or tasks are reflected in the pattern of organization, then a monitoring system should be able to meet the principles can mereflektir organizational pattern. This means that with a monitoring system deviation can be shown on the pattern of relevant organizations.

This can more easily be explained by explaining the accumulation principle. Cost Accounting in the subjects, we see cost principles accumulation. Based on this principle, the cost of an item can be calculated by adding up the total costs that are absorbed by each department within the company. If the principles were adopted by a business entity, it can be determined standard costs for each department. In the process of supervision of the standard costs for each department can easily show the deviation of each department expenditures. Because each department represented in the pattern of organization, the supervision with this basic pattern can mereflektir organization.

Economic properties of a real surveillance system is needed. There is no point making an expensive surveillance system, if the purpose of supervision that can dijelmakan with a monitoring system that is cheaper. Monitoring system adopted by large companies need not adopted, if it is not economical for a particular company. The guidelines must make and adopt an oversight system to actually realize the economic motive.

Those who oversee the activities, must understand and master the control system adopted by the company. Without such understanding, and understanding, the system is not effectively monitoring the implementation of its nature. Not exactly, for example, when a foreman who do not understand mathematical embrace and use surveillance systems that use mathematical formulas.

Finally, a system of effective supervision can be said then, if able to immediately report any activity, where the error occurred, and who will be responsible for such errors. This corresponds to one of the purposes of supervision, namely to identify the mistakes and difficulties encountered.

MEANING AND PURPOSE OF SUPERVISION

MEANING AND PURPOSE OF SUPERVISION

Undeniable that each of the leadership function is closely related to each other. This would more clearly, when we remember that the real function of the five leaders, that is planned, organization, preparation, command and control is a procedure or sequence of execution in realizing the purpose entities. Although there are such facts, the experts further highlight is generally a close relationship between planning, issuing orders, and supervision.

Planning is closely related to the supervisory function because it can be said that the plan as a standard or monitoring tool for the occupation that is being done. Similarly, the function of giving orders is closely related to actual supervision of the supervisory function because it is a follow-up of the orders already issued. What has been ruled to be monitored, so that what was ordered was really implemented.

Given the close relations between the three functions, the expert in giving meaning or limitations of the supervisory always connect those functions. Eg George R. Demikanlah Terry argues, "Control is to determine what is accomplise, evaluate it, and apply corrective measures, if needed, to insure result in keeping whit the plan. Furthermore, Newman said, "Control Assurance Is That The performances conform to plan. "So Henry Fayol said," Control related parties in verifying whether everything comfromity whit accure in the plan adopted, the instruction Issued and principles established. It has an object to point out weaknesses and errors in order to reactivity and Prevent Them recurreance. It operate ins everything, peoples, actions. "

In accordance with the above restrictions, then supervision can be defined as a process to implement what work has been carried out, assess it, and if necessary corrected with a view to implementation of work in accordance with the original plan.

Is clear, from various limitations supervision above that the main purpose of supervision is to see to it that what is planned to become a reality. To be able to truly realize the primary goal, the first level of supervision at intended to make implementation work in accordance with the instructions have been issued, and to identify weaknesses and difficulties encountered in the implementation plan based on these findings can be taken action to fix it, either at the time or times to come.

SUPERVISION INTRODUCTION

SUPERVISION INTRODUCTION

The fifth function is the supervision of a leader. This function is the function of every manager in the latter, after the functions to plan, organize, organize labor, and give orders. These functions are functions related to business leaders to save his way toward the company's island ideals, namely to goals that had been planned.
Both the last chapter, discusses the monitoring and oversight processes. This final chapter outlines the procedure, the order of supervision. In this chapter we discuss successively the meaning and purpose of supervision, how to supervise, how to create reports, and the types of reports to oversight.

Perform a task, may well only if the person who performs tasks that understand the meaning and purpose of the task undertaken. Similarly, a leader who perform supervisory duties, should really understand the meaning and purpose than the implementation of the tasks of supervision. Therefore, in the second part of this chapter, necessary to explain the meaning and purpose of supervision, which is the guideline to be followed for the implementation of control functions that can truly realize what the purpose.

Applying the principles of good supervision, will increase the effectiveness of supervision in its implementation. Later in the fourth section, discuss the types of supervision. The situation in practice shows that a variety of supervised field, as well as the people doing the supervision, monitoring time, and ways to gather the facts pengawsan. Hence, in order to understand clearly about oversight, it should be described in detail the types of surveillance. Well, because special circumstances of business entities, and their willingness to perform oversight, then there are also differences in how to supervise. How to watch that we discussed in section five. Finally, to facilitate supervision by making the provision of written reports, the last part we describe how to create and guidelines for the preparation of consolidated supervision.

PRINCIPLES OF COMMAND: Communication Command One aspect

PRINCIPLES OF COMMAND: Communication Command One aspect

Is one tool orders from a leader to communicate with subordinates. As a tool berkomukasi, then the leader must be able to arrange the order in such a way that pleased at heart and he was willing to do their subordinates.
Though the task of giving the command superiors, but the order should not arbitrarily. Commands must not merely show the power only. Command, but to relate to realize the purpose of the company, he should not be contrary to the norms of decency and humanity.

PRINCIPLES OF COMMAND: Commands Must Closely with Motivation

PRINCIPLES OF COMMAND: Commands Must Closely with Motivation

When people work, in general get material fringe benefits, but only if the motivation is material only, then there is a tendency slack worker morale. The third kind or third kind of motivation needs to be obtained by an officer so that he would devote energies to the implementation of the work. In any subordinate govern three types of motivation that must be linked closely with him. The command will not be effective, if the command is not connected with the issue of motivation.

PRINCIPLES OF COMMAND: The command should be given to People who Just

PRINCIPLES OF COMMAND: The command should be given to People who Just

Something must be given to those orders are given the knowledge and experience are capable of performing the task. In fact was not only dependent on knowledge and experience, but also to the adequacy of time and equipment available to accomplish those tasks. Adequacy of time must be connected to the tasks that have been given previously. In the first principle above, has stated that one of the important elements in a clear command is "who". These elements have more pressure in this principle. So, a command must be given to the right man.

PRINCIPLES OF COMMAND: Must Positive command

PRINCIPLES OF COMMAND: Must Positive command

There is also another mistake in giving orders, that is giving a negative. Giving orders to start saying "no" could cause misunderstanding for accepting the command. In giving a command, use the command should not be negative. It is better to use positive commands because the command is positive, assertive, and jalas what should be done by subordinates.
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PRINCIPLES OF COMMAND: Command Given One by One

PRINCIPLES OF COMMAND: Command Given One by One

Another mistake that is often found in practice is the provision of command that is too much at one time. Command is too much given at the same time, giving the impression that the recipient is not good for the command. Is more appropriate if the command is given one by one, even though the command has a close affinity with each other. In connection with this, so a command is not too much detail, must contain elements of flexibility in order to be able in turn subordinate initiative.

PRINCIPLES OF COMMAND : The command must be clear

PRINCIPLES OF COMMAND : The command must be clear

One of the common mistakes in giving the order is thought that the command given is clear enough. This is because the command is not given regularly, given in a hurry or casually. Commands such as this generally is the command given orally. Written orders generally been prepared in advance so that such orders more clearly than a verbal command. Commands that have been clear to the command, a lot of possibilities not so clear to recipients orders. This is due to two main reasons, namely

(1) the difficulties in the use of words meaning berwayuh
(2) the half-center of attention. Thus giving the command must be clear to those who receive the respective command.

A command is clear, where the command when it meets the following six elements: why, who, what, when, where, and how. With elements of "why", the command must contain the reasons given considerations of expenditure and this alone can reduce misunderstanding and a reluctance to implement them. With elements "who", the command must be given to the right people to remember the experience and proficient knowledge in implementing the task. Furthermore, with the third element of "what", itru command should contain an explanation about what to do with the words easily understood. Then the elements "which" demands from an order granting an explanation of where the materials and tools found, in which tasks must be done. Furthermore, the elements of "how", demanding an explanation about everything that concerns about the assignment was sejelasnya so the recipient feels command has obtained facts sufficient to carry out the tasks entrusted to her.

TYPES OF COMMANDS/DIRECTION

TYPES OF COMMANDS/DIRECTION

Virtually no writer who refused the verbal command. However, they disagreed about a command can be given orally. In two cases, the authors agree that the command can be given in oral form if:

a. tasks in command was a simple task and
b. in emergencies

Besides the above two things, oral orders can also be used in the following circumstances.

a. Subordinates who had been working in the command command
b. Those orders can be completed in a short time
c. If the task was no mistake, it will not carry large consequences
d. If the governed are subordinate illiterate

Although the use of verbal commands is limited, but it must be stated that verbal orders contain some good properties as follows.

a. Do not need much time to prepare
b. Have the possibility to explain things less clear
c. Can be used to many people

The main shortcomings of the verbal command is that he is not really prepared or planned. Moreover verbal command was too flexible.

The second type of command is a written order. Although he has stated that almost no authors who reject the use or the use of verbal commands, but in general they are more inclined for the suggested use of the written order. One writer even suggested that as much as possible to use a written order. As a reason, a written order containing the following merits:

a. Written order can easily be checked in order to maintain the truth
b. The existence of a written order of the person who received the order to know their responsibilities properly.
c. Written order is the best way to ensure equality and likeness implementation throughout the organization

Nevertheless there are also some ugliness from the written order, that is time consuming, and contain cost infleksibilitas.

In general, a written order can be given in such things as follows:

a. In a complicated job, requiring detailed description, the figures are uncertain and thorough.
b. When the officer in command was somewhere else
c. If employees are in command often forget
d. If the tasks in the order lasts from one section to another section
e. If in the implementation of this order, the error could cause big repercussions

Apart from the division command as described above, then the order can also be divided according to various circumstances and the recipient command, as follows:

1. Type of demand, should be at to avoid, except in an emergency or extraordinary. Such orders can get immediate action from the employee enthusiasm faded. In normal circumstances such an order granting this will only create a tense atmosphere.
2. Type the request, often given in a normal working situation. Such orders would be more successful if given to experienced employees or to employees who easily offended
3. Type of suggestion, often given to encourage the emergence of initiatives, also in this case we are dealing with competent employees and officials who immediately want to accept responsibility
4. Type of volunteer, often given to the tasks which the employees are usually reluctant to do so, such tasks when employees are resting.

COMMANDS AS AN ASPECT OF COMMUNICATIONS

COMMANDS AS AN ASPECT OF COMMUNICATIONS

A company will only realisi goal if every officer working efficiently and there is cooperation between the officers with one other officer. One factor that enables the latter is the existence of good relationships between officers in the company, particularly between leaders and subordinates. A variety of ways to conduct relationships (communications) between one another. Likewise in business entities in various ways to organize the relationship between one with other people. The way that the enterprise was to meetings, speaking by telephone, send letters, speak directly, giving a report, giving instructions, and giving orders. Both are two ways a last resort from the head to make contact with subordinates in order to carry out his duties in realizing its goals.

In order to have a relationship (communication) is good between superiors and subordinates, then communicate it in both ways, leaders must still maintain the attitude and words. Communication or delivery of news from one party to the party which aims to ensure better understanding between the giver by the person receiving news reporter. Communication outline is divided into two kinds, namely communications into and out of communication.

Communications into it in accordance with the objectives to no news was delivered, also distinguished the two types, namely vertical and horizontal communication communication. Vertical communication process of delivering something meaningful news from the party leadership to the employees or vice versa. Thus, vertical communication was distinguished also for communicating downward and upward communication. Communication is realized by the leadership down to the street giving orders or instructions given by the road. Each downward communication that the multiple objectives, firstly to ensure good relations between leaders and subordinates, second, to ordinate the activities of subordinates was so drawn to the realization of company goals. Upward communication is realized with the provision of reports by subordinates to superiors. Horizontal communication mean to ensure a good relationship between the level of leadership and duwujudkan by holding regular meetings.

Communications out which also aims to ensure good relations between the party boss of the company with outside parties, manifested by the phone, talk directly, or by sending a letter. Communication to the outside was included in the category function of external managers.

COMMAND DEFINITIONS

COMMAND DEFINITIONS

The command is an official instruction from a superior to subordinates to do or not to do something, in order to realize its goals.

From the restrictions given above command, there was a command of four elements, namely

a. official instructions
b. from supervisors to subordinates
c. do or not do something, and
d. realizing corporate objectives

Without one of the four elements that, then it's not a command. For example, commands that are not oriented towards the realization of corporate goals, but his boss directed to private purposes. The fourth element of the above command will we talk about further.

A command is the official instructions, whether oral or written form. The order will be authorized, when issuing the order is a person who has the authority to do that. So, one is the command issued by the head of A to an employee in section A, is an official order for employees in part A, would tatapi not constitute an official instructions for employees in part B. that in the mean by having authority is that when subordinates do not perform, then the person who issued the order may commit an act of sanction.

A command must come from party bosses to subordinates may not be otherwise. Subordinates in this perinrtah concerned must be subordinate supervisors, subordinates may not be from another employer, unless the system functional organization. So, a boss who gives orders to his subordinates that the supervisor should have the authority to do so. As an authority or special rights, then he has the strength of sanctions, without the sanction of authority is useless. Accordingly, the subordinates denial for not doing what was instructed by his superiors can impose sanctions. The sanctions may include the displacement of employees, temporary employees can even also be the termination or dismissal of employees themselves. It's not that superior orders to subordinates can be arbitrary. Orders from superiors to subordinates there must be a possibility of implementation. Possibility of implementing it on factors determined by the educational, experience, time, equipment and subordinate situation and place. This means that giving orders by superiors to subordinates must have the possibility of implementation.

Limit that has been in the leadership that is people are getting results through subordinates. Pengrealisasian outcome is by giving orders to his subordinates to do or for not doing something. The existence of orders from superiors to subordinates means moving the subordinates to do, instructions that do not move superiors subordinates to do or not do. Subordinate to do due to possible realization, it was clear to him beside the command. The command must be clear to the command receiver, so that the execution in accordance with the orders to him.

One important element of a command is that the command has the ultimate goal to realize its goals. A great scholar said that the purpose of giving the command function is to coordinate various elements of business organizations with the most effective ways to achieve goals. Strictly speaking, a command must be in order to guide subordinates in order to subordinate jobs were focused on corporate goals. The command that is one way to coordinate all actions within persuhaan to all sorts of activities that have a same direction, namely corporate objectives.

GRANT PURPOSE COMMANDS/DIRECTION

GRANT PURPOSE COMMANDS/DIRECTION

In performing a task, the main thing that must be considered is the purpose of that activity. Similarly, in giving orders to his subordinates, should not be arbitrary, casual or fun. Gave orders to his subordinates must be to truly realize the goal that order, which gives them karnanya every command must truly understand what the purpose of giving the order, and there should be her belief that by granting the order really can command destination become a reality.

The main purpose of giving orders by superiors to subordinates is to coordinate the activities of subordinates, to subordinate their respective activities of various kinds were coordinated to one direction, namely to the company's goals. Thus, by granting the order, subordinate activities that deviate from the rail to the rail directed, or a subordinate who was too slow to be guided in its activities to supplement their activities, or subordinates who stopped was ordered to move on and so forth.

Furthermore, by granting the order, leaders intend to ensure good relations between the leaders of his own with his subordinates. Subordinate rule is one tool for communication between leaders and subordinates. By giving orders to subordinates, leaders distribute their ideas so as to better understand where the activities should be addressed.

Gave orders to his subordinates, also intends to provide education to subordinate itself. Therefore, the task of giving orders to his subordinates should be linked closely with the intention of increasing knowledge subordinates who receive the order.

Finally, give the command intends to realize its goals. In order for these things really happened, then the command must be closely related to supervision. So, when subordinates perform tasks deviate from the rail company's goals, then the leader should be instructed subordinates to not do so again. Thus, what was ordered by superiors to subordinates to be supervised, so that the command actually executed by the respective subordinates were focused on the realization of company goals.

Sejarah Mobil

Sebuah kendaraan yang disebut mobil adalah merupakan kendaraan beroda empat atau lebih yang terdapat mesin penggerak sendiri (self-propelled vehicle) dengan pengoperasian oleh seorang sopir/supir (menyupir). Untuk kendaraan roda kurang dari empat tidak disebut mobil, biasanya cuma disebut kendaraan roda tiga (bajaj, bemo) atau kendaraan roda dua saja. Mobil banyak jenisnya mulai dari sedan, van, truk, bus, dll. Beda negara, maka akan terjadi perbedaan pula dalam pengklasifikasian mbil sebagai kendaraan roda empat atau lebih.

Mobil pertama kali dirancang dan dibuat oleh Nicolas-Joseph Cugnot dan berhasil diperagakan di tahun 1769. Cugnot lahir di Void-Vacon, Lorraine, Meuse, France pada tanggal 26 February 1725 (meninggal 2 October 1804). Bekerja sebagai tenaga military-engineer yang bereksperimen untuk membuat kendaraan yang ditenagai oleh mesin uap (steam-engine-powered vehicles) di tahun 1765 untuk digunakan oleh tentara Perancis (French Army). Sebenarnya kendaraan buatan Cugnot adalah beroda tiga sebagai pengembangan dari gerobak roda 2 yang ditarik oleh kuda. Posisi kuda penarik digantikan oleh mesin tenaga uap tersebut yang ditopang oleh satu roda. Penyempurnaan dilakukan dan di tahun 1771 berhasil dibuat kendaraan yang disebut fardier à vapeur yang dapat menempuh jarak 7,8 km dalam 1 jam dan mengangkat 4 ton barang. Kendaraan ini tidak cukup stabil karena penyebaran beban kendaraan tidak dihitung dengan seksama, lagi pula tidak terdapat suspensi untuk meredam getaran dari jalan, maklum saja, jalan jaman dahulu belum beraspal licin.

Kendaraan tenaga uap yang lebih terkenal dari pada pencetusnya (Cugnot) adalah buatan Lunar SOciety di Birmingham Inggris. Dan juga di Birmingham mobil tenaga bensin pertama kali dibuat di Britania pada tahun 1896 oleh Frederick William Lanchester yang juga mematenkan rem cakram. Sebelum itu sebenarnya Richard Trevithick telah mengembangkan teknik Cugnot untuk kendaraan buatannya "gerobak-uap" di tahun 1801.

Sejarah mobil ini lebih ditujukan untuk dukungan kepada Mobil Keluarga Ideal Terbaik Indonesia yang akan berlangsung sampai dengan bulan Januari 2011.

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GIVE COMMANDS (ordering/instruction/direction)

GIVE COMMANDS (ordering/instruction/direction)

Giving directions is a function or task of leader of the fourth. When the work plan was structured, organizational structure already in the set and the positions or positions in the organizational structure or in the company is already filled, an obligation to move the leadership of subordinates, rotating wheels and coordinating the company's engine, so what the objectives of the company can direalisi . Moving the subordinate is what is meant by the four functions of management, namely directing subordinates.

It's understandable that the leader is someone who produces something through his subordinate. Subordinate only wants to produce something superior, when the employer was ordered subordinates to do or not do. So, it is clear that the function of command is directly related functions in realizing the goal.

An important issue to be considered in giving orders to his subordinates is the aim of giving the command.

That's because, in the following section we will discuss the purpose of the command. Then we will restrict what is meant by the command. Next discussed the types of commands and finally explained some principles in giving orders.

WAGE/REWARD/SALARY/FEE/COMPENSATION/EARNING/BONUSEMOLUMENT, AS AN INCENTIVE

WAGE/REWARD/SALARY/FEE/COMPENSATION/EARNING/BONUSEMOLUMENT, AS AN INCENTIVE

Already said above that the wage is one important incentive for employees within the company. This does not mean that the level of upahlah which is a key driver. The wage level is only a major boost to the level where wages were not sufficient staff to live deserved. If the level was already achieved, then other incentives isentif-become more prominent.

General has accepted that wages be seen from the angle of the corner of the leadership or the company is one element of cost price (cost), the opposite is seen from the point of employee earnings. This evidence has long led corporate leaders tend to push wages as low as possible because it can thus be increased employee income. Raising wages is the desire each employee from earlier times until today. So before 1930, there selalau conflicting interests of both parties in the matter of the wage. Well, because wage earners are in a weak state, the value of labor in the form of wages depend on the leadership of the company. That situation changed in 1930 with the revolution since wages. Since then both the employees, especially leaders of companies, began to realize that there is a strong correlation between the amount of wages to the employee's behavior in employment relations. If the wage is so low is difficult for the company attract and keep hiring qualified employees. Just when the wage is fair enough, the company's employees tend to give great darma devotion to the company.

To set the high wages paid to employees the company, the main factors that need to be a material concern is the wage rate at umumya at similar companies. In general, the company follows the payment of wages in accordance with the general wage level. Because of that, is a good policy in setting the wage level. The personnel will periodically conduct surveys on wage levels similar companies locally, and nationally.

It is undeniable that there are also companies as pioneers in providing higher wages than the general wage level that is running. Wisdom like that is good, if companies really are able to do so. Conversely, there are also companies that provide wages to their employees is lower than the general wage level. This should be based on firm financial situation is not good to not forget the factors cost the lives of employees and the government regulations regarding minimum wage. As much as possible factors the cost of living and minimum wage regulations must be based.

Other than the general prevailing wage rates on similar companies, the employees are very sensitive also to the classification-categorization of unfair wage levels in the company where he works.

So in the determination of wages for each employee, in addition to note also the existence of justice in giving salary to each employee in the company. This is mainly because the majority of employees raised that the difference in wages is a sign of social status within the company where they work. The term just means not only fair for each employee on other employees, but also fair to the companies concerned.

For the realization of justice, including, there are several important factors to consider in determining an employee wage levels, namely:

a. education,
b. pemgalaman,
c. Dependents,
d. Ability of the company,
e. Economic circumstances, and
f. Conditions of employment.

The three preceding factors should receive attention. How well the wage level of a bachelor's degree and who have not to be distinguished; so is between an experienced with inexperienced. Furthermore, the public already considers a justice that employees who have dependents have a greater reward from fellow co-workers who only have a small family burden.

In our country, factor in the company's ability to realize justice in the payment of wages has not been on a rigorous proforsi. So that justice can be realized in granting wage, this factor should be taking the role.

When companies experience the benefits, employees must participate to enjoy the company through increasing the level of wages or profit sharing; thus in a state the opposite. Is a good action, if the company provides information as possible to his officers about the circumstances and capabilities in the field of finance.

Economic circumstances or the cost of living is one crucial factor in the realization of fairness in remuneration. Child A who worked for the same company with the B, and who had served as an equal, but in areas of higher living expenses, must receive a greater reward from the B. Thus any condition of employment must also take part in determining a fair wage rates. People working in remote or hazardous environments that work must obtain a wage higher than those in areas with existing bekrja places of entertainment or work environment that is not dangerous.

The realization of justice in wages within an enterprise can be possible with measures of job evaluation or appraisal office. By this we mean a systematic way in appreciating the value of each position in relation to other positions within a company. Viewed from the point of the company, the value of the position must be able to establish something that office role in realizing corporate objectives, so considering the above, then the amount of wages paid to holders of office shall be in office based on role in realizing its goals. Is clear in companies that multi-complex, assessment of the job role in the realization of corporate objectives is very difficult. Therefore, job evaluation should not intend to evaluate the role of that office in realizing corporate objectives, but the company considered several factors, namely skills, working conditions, responsibilities, or tasks performed in each position within a company. Based on the fact tersebutlah fakata-wage level has been set to something relevant positions within the company. Asserted a position based on the total value of the wage rate determined position.

Employee MOTIVATION

Employee MOTIVATION

One aspect of the utilization of employees are giving motivational (incentive power) to the employees. With the now popular term "giving excitement to work" to employees. Has restricted the use employees is to hire employees who benefit the company. This also means that every employee who gives the possibility of benefit to the company, cultivated by the leadership so that possibility into reality. Efforts to realize these possibilities is by providing motivation. Motivation is intended to provide resources to employees who are concerned stimulant that these employees work with all the resources and efforts.

Motivation, power or propulsion stimulant, which stimulates encourage employees to work with forward-intensive segiat differ between employees who are one with the other employees. The difference is caused by differences in motives, goals and needs of employees each employee to work, also because of differences in time and place thus providing motivation to employees should be investigated where the power is more potent stimulus to be applied and stressed.

In outline, the kinds of incentives that can be classified into three groups, namely

a. material incentive,
b. semi-material incentives, and
c. Incentive nonmaterila

All power stimulant that can be assessed with the money, including into the material incentive, otherwise all kinds of stimuli that can not be judged by the kind of money, including nonmaterial incentive motivation.

All of the types of stimuli that do not fall into one of the groups power stimuli above, belongs to the nonmaterial Incentive. These include the proper placement, the practice of systematic, objective yanng promotion, guaranteed employment, the participation of employee representatives in making decisions within the enterprise, conditions of work that is fun, giving information about the company, facilities, recreation health services, housing and so forth.

Proper placement of an employee is one thing that can carry out their duties. Employees who had served as inaccurate, often bored in performing their duties.

Demikan also a systematic training or education can generate enthusiasm to work for the education and training opens the way for employees to climb ladders position within the company. These employees also tend to stabilize.

Campaign objective is closely linked to the systematic training or education. Campaign or promotion is something that is on umumyan coveted by each employee because then he has the rights and powers greater than before, and means to increase their incomes.

Guaranteed jobs for company employees should be retained because the employees will show little loyalty, when he felt that his position is only temporary. Habit of firing and seek new employment is an unfavorable action by the employee with the company because such actions imagined threats to the security officer's life.

Participation of representatives of employees in decision-making power within the firm is a stimulant which is no less important. It is in our country to realize with his seat at the employee representatives in certain councils. He is a step to reduce misunderstandings and promote cooperation. The feeling on the part of employees that they have the right to participate in solving problems of leadership will lead to feelings of responsibility and promote attention to the company.

The conditions of work especially enjoyable time working hours will improve employee morale and a willingness to work. Good equipment, a comfortable work space, protection, protection against all sorts of dangers, good ventilation, adequate lighting and cleanliness not only can add excitement to work but will also raise efficiency.

Provision of facilities for recreation to employees can lead to a sense of labor among employees because the better they play together the better they work together. Likewise in health service employees need to get attention because healthy employees are more productive than the less healthy. Similarly in the field of welfare services in a general sense such as housing must be getting serious attention from corporate leaders.

Ultimately, providing information about the company to its employees is a requirement for each company employee. Provision of information that could be realized by holding special meetings, through the company's magazines, by sending letters and so forth. Such actions can lead to mutual understanding between leaders of companies with employees, may promote cooperation and can also lead to "family feeling" among company employees. In the gift-giving this kind of information should be disclosed, the advances achieved by the company, the difficulties it faces, planned projects, project objectives, the company's financial progress, and so forth.

Including to the incentive or motivation is all the power of material incentives that foster employee loyalty and efficiency into the company. Most important of which is employee wages. Wages must be provided so that employees receive equitable remuneration, fair, and can allow employees to live properly with a given company finance.

The third type of stimulant power, is essentially a leadership attitude toward subordinates. Employees must have the trust of his superiors. Attitude of the leadership will give kegairahaan work to employees, when it put the leader of understanding, sympathy, have the nature of honesty and selflessness. Every employer should have the properties of integrity, namely that caused others including subordinates to believe about him.

Thirdly it should be given incentives to subordinate leaders, only the pressure varies due to differences in space, time and place.

RETIREMENT

RETIREMENT

It has been stated in the previous description that the goal is to hire employees take advantage of employees who provide great performance and profitable to the company. This does not mean that employees of the parasite within the enterprise may be dismissed just like that, as has been discussed earlier, the dismissal of employees, companies must have a moral responsibility to employees who are laid off, except to employees who are dismissed with respect.

One of the most soft measures to the employees of the parasite to the company is by way pemensiunan. Private businesses in the company in Indonesia, pemensiunan as an act of employees using the company has not been generally adopted, while another case in state enterprises on employees in Indonesia.

Clear from the descriptions in advance that it's not just old age that can be retired, but all those who have shown low productivity. However, reality indicates that productivity can be affected by a person generally, it is necessary given the pressure to pemensiunan due to an advanced age.

Some experts argue that when pemensiunan an employee is closely associated with the results achieved at the list of employee skills assessment, so it was not at his age. This opinion contains aspects of weakness. There possibility that employees who have retired and the fear of old age forced him to show high productivity with the forgotten aspects of physical health. Therefore, we tend to adopt the stipulation of the age limit retirement for justice and physical health of workers, only to note that the age limit of retirement is provided based on a thorough investigation. In this case one must remember that productivity is not only influenced by age, but also by conditions of work, way of life for employees, and other factors.

Retire employees are generally maintained by the personnel in accordance with the regulations set by the company, not equal to the dismissal action. Retirement is an act of giving respect to an employee whose productivity has decreased due to various causes in the remembrance of the employee services while working within the company. Giving respect is realized by granting duty by receiving a pension every month. The amount of pension money that is usually a maximum of half of the highest salary during his active work. That depends on the duration of these employees already working in the company. For example, has worked twenty years to receive 40% of highest salary has been working for thirty years receive 50% than the highest salary. For each year in excess of twenty years increased 1% and so on.

DISMISSAL/UNEMPLOYEE/FIRING

DISMISSAL/UNEMPLOYEE/FIRING

With the dismissal means the dismissal of employees. Dismissal of employees can occur because of the desire of employees, because the company desires, for death of employees, and since the establishment of working agreements between companies and the workers (employees).

A variety of reasons, why an employee quit, so too various reasons why the company was forced to lay off employees. Companies forced to lay off employees because of the main reasons, namely these employees are not beneficial for either company to review emergency material and angle of the moral point of companies.

Not always the case halya employee dismissal hearing because the request concerned employee. Frequently, employees who are proficient request stops for various reasons, the main cause in terms of employee motivation is not enough given to employees. Hence the demand from an employee stop, especially to the competent officer must investigate the causes, and if possible keep him as an employee in a company itself.

Dismissal of employees is not entirely the duty and responsibility of corporate leaders. Every leader in the company was able to take the initiative to propose the dismissal of his subordinates, either because his subordinates were incompetent assuming their post, for disturbing the tranquility of work, harm the good name of the company, and so forth. However, it must always be submitted to the supreme leader, then handed over to the implementation of the relevant company personnel.

In dismiss one or several company employees, must be cared for, guided, and realized the standards set forth both in social legislation and other decisions, particularly relating to the legal basis for dismissal and corporate moral responsibility to employees who are laid off.

In the dismissal of employees as possible to the employees should be given severance pay and fees given the services these employees to the company. Generally, the dismissal of employees because the employees concerned desire, the issue of severance, and no fees are charged to the group. However, it should be stressed that the dismissal of employees by the company shall in good faith, are not detrimental to the employee concerned. This is in accordance with the principle of labor employees that it is not merchandise. Accordingly, the dismissal of employees should be ignored at least one month grace period, and dismissal may only be carried out before the last day of each calendar month, except on probation and for reasons of urgency.

EMPLOYEE BENEFIT

EMPLOYEE BENEFIT

Last aspect of the personnel functions of a manager is to utilize the functions of employees. The definition implies the utilization of staff having contact with the advancing employees. Advancing employee is any activity to increase leadership skills, efficient subordinates in carrying out his duties, and placing it in position as precisely-tepanya. Utilizing the employee is the activity leader who intends to mempekerjaan employee who gave a great accomplishment or benefit to the company. This last function of understanding, or more emphasis placed on providing business benefits to companies even if granting benefits to employees has not been forgotten. In contrast function is more emphasized to promote employee giving benefits to employees concerned. Granting benefits to the company not only in the sense of material, but also in the sense that the good name of a company that subsequently employed in the company.

From the above it is clear that there are two aspects of functions that take advantage of employees, which provide benefits for companies and do not hire employees who do not benefit the company. Employees who showed the possibility of no benefit to the company, by the manager may be dismissed or retired, while employees who showed the possibility of benefiting the company labored to that possibility into reality. Efforts to realize that possibility is by way of motivation or incentive to the employees the power concerned. Therefore, our function is to utilize employees in several respects, namely dismissal, pemensiunan, and providing motivation. Given the wage is one important incentive to take advantage of employees, the wage issue we talked about in the last section of this chapter. Thus in a row we're talking about the dismissal/fire, retiring, motivation, and one aspect of motivation, such as wages.

EMPLOYEE COMPETENCY ASSESSMENT

EMPLOYEE COMPETENCY ASSESSMENT

Has been alluded to in advance that the base is made in the leadership to advance his subordinates are skills assessment. So the results are listed in the table as a guideline for assessing the leadership capabilities to train, promote, and remove subordinates from positions one to another position.

Skills assessment is a systematic assessment of an employee by a supervisor or by some person competent to know the correct way of carrying out official duties being assessed.

Indeed to this very objective assessment of skills is difficult, mainly because of two reasons as follows.

a. difficult to settle a measure of valuation.
b. It is hard to define what quality should be assessed from the implementation of state employees to work at least proficient.

Although difficult to conduct an objective assessment sufficient, but assessment of skills should be adopted by any business entity due to the presence of huge benefits both for companies and for employees of the appraisal. For companies, the assessment skills are important because of the actions that can be heightened employee morale. Also exercise program for action for the promotion and removal actions that can provide skills assessment for the company servicenya. Also with the assessment of skills that employees can find out its weaknesses, so that when the assessment of skills is followed by suggestions from the supervisor, then the possibility of employee complaints smaller parties.

Anyone who held a skills assessment, there is still no word among the experts disagree. According to Neuner, there are three possibilities to assess skills, ie, as follows.

a. Proficiency assessment by the immediate superior and then revised by the department manager.
b. Proficiency assessment by the direct supervisor, assisted by one or two of his assistants.
c. Proficiency assessment by the immediate superior and if not made a satisfactory verification by assessing the skills once again by a friend or two employees concerned.

According to the Assessor position, then another opinion suggests that skills assessment can be distinguished on the assessment of vertical and the horizontal assessment. Assessment of this type rarely in practice, the more so in the company. Such assessment is commonly used among soldiers, especially during the World War II, among U.S. soldiers. For example, young officers evaluate colleagues in a few qualifications, such as properties of physical, skill, leadership, personality traits and so forth. Of the various types of assessment as described above, it becomes obvious that the skills assessment is rarely done by only a single person. That meant reducing the subjectivity.

What qualities should be assessed from the employees, yet there is uniformity in practice. A company for example, to make assessments in terms of goals as follows: Employees will faknya knowledge, quality of work, its duration is not present in his work, his attitude toward leadership, attitudes toward coworkers and the company, honesty, personality and so forth. State companies establish plantations in North Sumatra valuation object from employees in these matters as follows: crafts, knowledge in its field, the attitude toward your boss, authority, attitude toward subordinates, work order, intelligence, initiative, ability stand on their own, a sense of responsibility towards the task , ability to work, and honesty.

In a report on suggested by Benjamin, there are several properties of the most commonly judged by the officials who worked with their hands or employees of field production, and the officials who worked in the field of administration, and from employees of a position as a leader, as follows.

a. Ten of the most common properties assessed from the production sector employees are:
1) quality (quality of work)
2) the quantity of work (quantity of work)
3) knowledge of the job (knowledge of the field)
4) dependability (initiative)
5) Cooperation (cooperation)
6) adatability (adjustment)
7) Attendance (attendance)
8) versatility (versatile knowledge)
9) house keeping (maintenance)
10) safety (security)

b. Ten properties are generally assessed from the people who hold positions of leadership are:
1) quantity
2) dependability
3) quality of work
4) knowledge of job
5) Cooperation
6) initiative
7) Adaptability
8) judgment
9) Attendance
10) health

c. Ten common properties assessed from the people who hold positions of leadership are:
1) knowledge of job
2) Cooperation
3) dependability
4) quality of work
5) judgment
6) initiative
7) The quantity of work
8) leadership
9) planning and organization
10) health

Regardless of who becomes the object of assessment, but must be retained is that the results of the assessment may indicate the role of employees who are assessed on the realization of corporate goals or objectives activity unit environment. In addition, the skills assessment process should be given an indication of weaknesses so that employees who are assessed based on the assessment can be thought of subsequent actions, such as transfer, train, or educate. Therefore, people should understand that conduct assessments truly benefit from the skills assessment is, how to conduct assessments, how to interpreting, and most importantly have to face to maintain objectivity.

EMPLOYEES MUTATIONS

EMPLOYEES MUTATIONS

As with promotion, transfer employees from one position to another position of his, in referring to the leader to promote subordinates. This is caused primarily because the transfer is generally intended to bring staffing in the precise position so that he gets job satisfaction as high as possible and can provide the highest possible achievement.

The transfer of employees from one position to other positions can occur either because the desire for employee or employer or the leadership desires. Both the displacement due to the desire led (companies) or simply because the desire for employees in general aims to promote the employee. The desire of employees to move from one position to another position primarily because employees do not feel able to work with their friends or because the environment where he works less with his physical condition or wishes. If for these reasons they were moved to another position, this means that the employee was given a chance to get ahead.

Similarly, transfer employees from one position to another position because of the will of superiors may occur to relieve boredom or because employees are less competent employees who assume the original position, thereby moving the employee that is intended to promote the employee. In addition to eliminate boredom employees, then the transfer of employees confidence that they will not be dismissed for lack of proficiency in the long term. This company is closely linked to the desire to stabilize the staff wherever possible.

It must be remembered that not every transfer of employees in the employee intended to promote, for example the transfer of replacement, namely removal of employees who had long period of his service to another department in the same position to replace the employee during his service yamg still small and are not intended to advance the dismissed employees. Likewise on the type of temporary transfer, ie transfer of temporary employees to assume office as other people because other people were prevented from coming is not intended to promote employees who transferred it.

As a promotion where it is with actions that are based on skills assessment results. However, the basis of seniority may also be the handle if eg two employees at the same time wanted to move to a specific position. Finally, so there should be a close relationship between the positions before the new office premises.

PROMOTIONAL POSITIONS

PROMOTIONAL POSITIONS

It was understood that every employee is an attempt to promote efforts to increase skills in an efficient subordinates or to place them in suitable positions. Promotion, which gives power and greater responsibility to the subordinates of the authority and responsibility is one of the earlier attempts to promote employee. Each subordinate who show proficiency in skills assessment table should be promoted by his boss to keep the road to promote it because without it, there is a tendency on the part of subordinates to not show a great accomplishment.

Promotion is one motivation for employees to show great achievements. Without the possibility of action to employees who are competent campaign would reduce the achievement and not realizing the right person at the right positions. Granting promotion to the employees will raise the excitement to work of employees, raising employee morale and work efficiency, and can also mean realizing the right person at the right positions.

There are various basic kinds of promotional actions. One is a seniority basis. With this seniority meant how long an employee worked in the company. With this basis, then his official oldest person in the company first got into action priorirtas promotion. Those who oppose this basis say that if the basis of seniority as basis for promotion action, the campaign objectives, namely promoting employees will become blurred. Their reasons are because one goal is to advance the promotion of employees. So, in the opinion of this group, more precisely if the relevant employee skills as basis for promotion actions.

Indeed each of the above opinions are not absolutely correct. This was evident from the results of investigations in the United States. From a number of companies investigated, 60% of employees want a promotion company based on ABILITY or competence; only 27% of the company officials who want to campaign on the basis of seniority. But look a desire to the contrary in the officials who had passed the baccalaureate and master's degrees. From some 332 employees who have passed the baccalaureate 59% want promotions based on seniority, and only 32% wanted a promotion on the basis of ABILITY (skills), the rest did not answer. Furthermore, employees who have graduated from numbered 21 men, 76% of them want a campaign on the basis of seniority, 19% wanted a campaign based on ABILITY, rest, ie 5% did not give an answer.

As a conclusion from the above investigation results, it can be stated that in general the basic promotional measures should result in a list of written proficiency assessment officer concerned. Employees who showed good results in proficiency assessment list if possible by considering the formation, was promoted to assume a higher position than the previous position. Can also be used as the basis of seniority determining factor acts primarily at the employee campaign that has passed the baccalaureate and master's degrees. Also on the circumstances there are two employees who will be promoted which have similar skills, better promotion actions are based on seniority. With other words, in such circumstances, the promotion applies to employees who have longer working lives.

TRAINING FOR EMPLOYEES

TRAINING FOR EMPLOYEES

Coaching employees is every manager's job, not just at the time of receipt of new personnel, and equipment when an individual is also promoted higher kejabatan or when technological changes implemented into the company. Thus clearly, the practice is not only devoted to the old employees who had worked in the company.

Nowadays, managers have begun to realize the fact that the cost incurred to train employees will be re-doubled as a result of increased employee job quality, ensuring the stability trend of employees, and because the promoted employees qualified to assume positions higher.

These exercises can be divided into:
a. Introduce into the company's employees
b. Train new employees
c. Train employees to be promoted
d. Train managers

The process of introducing such employees have been discussed in previous chapters is not is a stage in the selection process, there were clearly in the classification-classification of the types of training mentioned above. The process can be regarded as the last stage in getting your employees or is a type of exercise. Introduce employees to the company is a joint duty personnel from one official with direct supervisor of the employee concerned. In this type of exercise such as this, new employees are given an explanation and was given the task so that he can accept and adjust to the actual situation in the company. Bad feelings and a sense of stiffness of the new employees were eliminated during this kind of education that he felt totally accepted by the company and long time employees with open arms.

Before the emergence of scientific Management, the task of training new employees is not considered a task of the managers, and they felt no responsibility to do them. However, all recognize that new employees trained before he served his position is important and necessary. Train new employees at that time realized by placing new employees under the care staff who have experienced long. That old employee who teaches how to perform tasks to new employees. Education or training as it is typically called the apprentice training. In such training new employees is as old civil servant with experience over a certain period of two weeks to two years or until he was promoted to regular employee.

Another way is to educate new employees in the usual way is called on-the-job training. Exercises like this implemented soon put new employees to assume the office, but he was accompanied by a foreman or an employee who has experienced. People latter gives instructions how to perform tasks. In other words, for a certain period for new employees receive guidance until he can stand alone in carrying out its duties.

Today, training for new staff has really become the responsibility of leaders. It is left to the implementation of training personnel affairs plan, implement and examine exercises, but must always adhere to the policy outlined by top management. This is in connection with the fact that the head of personnel, among others, has to be responsible in the education sector employees, and he became an assistant for every manager in the company all the more so in the education sector employees.

Such exercises are held outside the company's activities, namely at a certain time with the trainers who were trained by a special duty to train new employees. Practice exercises for this kind of demand often run in corporate environments, as the exercise on-the-job training.

Train employees to be promoted and train managers as a supervisor, superintendent, and others, today is the responsibility of managers who became his boss. This is generally realized in the way "on the job training" above. In other words, the personnel preparing for the type of employee training programs in accordance with the purpose of the exercise was held. For managers are various ways the exercise, namely:

a. The way the conference,
b. How to giving lectures,
c. The way the rotation of office,
d. The way the case method, and
e. How to process incidents

Education managers conducted by the conference by gathering followers practice. Together they discuss a problem that they face together in everyday practice, and every follower of the conference have the opportunity to speak what is shelled by his followers of the conference. In this way the trainee learn to respect other people's opinions.

Education by providing lectures conducted by the coach to give lectures to the trainee. In this way the coach to give information about something or some things, and the trainee receives what is learned.

Practice managers of office by rotation realized by hiring managers in various-parts company, alternating from one goto the other portion. By way of an exercise like this, the managers who followed the exercises that have the experience of a task sections and inter-departmental relationships.

The two last are the two ways the newest way to train or educate managers. By the way, the case method is realized by distributing some of the events company to the trainee to learn at home or in the classroom. Then, the trainer asked the trainee to solve the problems inherent in each company events.

Furthermore, the trainer asked the trainee to solve the problems inherent in each event company. The last, ie how to process the incident, similar to how the four, only the difference if the first way all data about the relevant events in the event of an existing company, then the last way that only the occurrences (incidence) is given. Data regarding these incidents should be collected by the followers of the exercise by asking questions to the authors of the incident. Drafting incident called resourse persons who may be involved in the events such as employee or leader, who may also collect a special charge of corporate events. When all data has been gathered, then the followers practice it can determine the principal problem. Finally, each trainee opinion suggests ways to solve the related problems.

Advancing the EMPLOYEES

Advancing the EMPLOYEES

One aspect of the personnel function in addition to obtain such employees which have been discussed in the previous chapter serves to promote or develop employees.

Every leader in the responsible company to promote or develop subordinates, no matter the level of leadership. The responsibility is incurred since it was officially received by employees to be employees of the company. By advancing or developing these officials, is meant any attempt of the leader or supervisor to add the expertise and efficiency of work of subordinates in carrying out his duties and put him in position rigorously. Efforts to meet this purpose is by various measures, such as train, promote, and move. Because in general, the actions of managers to train, promote, and remove subordinates, based on the results of the assessment, employee skills, then we talked about it as well. Thus in this chapter will be discussed successively training, promotion, transfer, and assessment skills.

INTRODUCING EMPLOYEE

INTRODUCING EMPLOYEE

In advance has been in explaining employee selection process. By several authors stated that the subject is now the next stage in the selection process. The author does not adopt such an opinion. When introducing civil action is considered as one step in the selection process of employees, this means that the results in this phase has a role in determining whether prospective employees received a company employee. The fact is the opposite, introducing measures officials also are not the phase in the employee selection process.

Introduce employees to the company means see to it that employees who have accepted to work within the company may soon be able to adjust himself to the company. To achieve this purpose, in addition to the overall picture should be given to new employees, he must also be introduced for other workers in the company, and the atmosphere should be at the Melt stiffness. Give the whole picture means explaining to the new employees, especially in matters as follows:

a. Company history
b. Goods company that produced
c. Company's organizational structure
d. Good work in the company
e. Guidelines on employee welfare
f. Guidelines about the possibility of promotion, and others.

Giving an explanation of those things mentioned above is necessary because in general, new employees who started work on a business entity containing the questions to him, the immediate need to get an explanation. Furthermore, introducing a new employee to his friends and fellow work is important should be done by certain officers of the company, should be received on the first day he becomes an employee of the company. In the days that followed, the direct supervisor must try to do with the new employees is maintained well and there is no atmosphere of rigidity. This can be realized by holding regular informal meetings between the supervisor directly with new employees. The purpose of this kind of meeting, in addition intends to know better these employees, is also intended to consider about the new employee self-adjustment.

Close relation with the third step of the process of introducing new employees as mentioned above, then told to every new employee must be given clear tasks, so he understands exactly what it is responsible and how the policy will be in The journey to complete the task. If the task is already in carry it out, then the supervisor must give appreciation or criticism or personal awards should not be on the new employee. As much as possible the new employee must still feel that the leadership has confidence in himself, it does not matter anyway its work. Such juice is needed to encourage him to do better in the days to come.

Period of introducing new employees into companies ranging from one week to two months. This period of probation is not the same because the latter type implies that these employees have not received a decision on whether or not a company employee.

EMPLOYEE SELECTION

EMPLOYEE SELECTION

Employee selection made by a modern company, if both the principal on top has been set. So, first of all assigned personnel qualification is needed and then have determined the sources of the necessary personnel. Power-workers available from various sources that employees do not necessarily match the manpower needed by enterprises. Employee selection therefore should be implemented, so there is really appropriate to the needs of staff positions dipangkunya. In general pross Employee selection is as follows.

a. filling in forms,
b. psychological tests,
c. interviews, and
d. reference

In the first phase, prospective employees are provided by various sources of employees said, by the company (the employees) were asked to fill a form field provided by the company. It contains the entry form to fill in details about the following things.

a. Description identifiers, such as name, address and telephone number.
b. Description of individuals, such as married, unmarried, age, dependents, number of siblings, place, and parents address.
c. Physical description, such as height, weight, health, disability, and so forth.
d. Education
e. Experience
f. Other Info crate hobby, membership in organizations, and so forth.

After the first phase of the above, then the selection process was followed by the next phase of the selection of employees with psychological selection. This psychological selection, even when applied to modern companies in countries that have developed, yet still limited pemakainnya in countries that are developing. This is mainly due to the following matters.

a. Reality shows that it is the psychological selection of high technical tool, which is only valuable to those who are trained / expert.
b. Unavailability of experts to implement it, particularly in small companies.
c. Generally, prospective employees look at it with a full psychological test suspicion.
d. Prove it has yet to be clearly beneficial.

The limited use that psychological selection, associated with various types of tests are manifold, more than 32 types. Nevertheless, in broad outline it all could be classified into five groups, ie.
a. achievements tests
b. aptitude tests
c. Intelligence tests
d. interest tests
e. personality tests

Each class is intended to measure one of the qualifications of prospective employees. Achievement tests, intended to measure what can be done by an applicant at the time he proposed. Aptitude tests intended to measure the ability or aptitude of a prospective employee. Intelligence tests, could also be called by the term mental ABILITY tests, intended to measure aspects of intelligence a person. Interest tests are all kinds of psychological tests that aims to determine which activities attract the most prospective employees, whereas personality tests are all kinds of tests intended to determine the nature of a prospective employee's personality.

After completion of selection with a psychological test, then on the next phase of officer candidates interviewed, ie, held an interview between a trained penginterviu with prospective employees. Interviewer asks questions that have been prepared beforehand, in order to know whether the prospective employee has qualifications listed in job analysis of positions that will be held at.

In an interview the main thing to note is how to interpret the facts collected from prospective employees so earnestly assured objectivity.

Modern interviews often also called the interview plan, which contains four basic things as follows.

a. The person in charge of interviewing work on the basis of qualifications listed in job analysis.
b. The interviewer knows what questions will be submitted, meaning that had been planned in advance what will be asked of prospective employees.
c. The person in charge of interviewing, have properties objectively interpret and assess the particulars obtained from prospective employees.
d. The person in charge of interviewing is an expert in the matter of interviews.

After the three phases mentioned above, the last phase in the selection that is asked for references from prospective employees. By this we mean that the prospective employee to show some people, both employees of companies or individuals outside the company that can provide information about applicants, both about his personal experiences, and others. Such information can be oral, but preferably in written form.

Such references can also be obtained from business entities in which the prospective employee had previously worked. Use of reference for employees must be completely checked the truth because in general it is easier to give good information rather than information otherwise.

The selection process as described above, in many companies often begin or end with a selection of prospective employees health. Some argue that health selection should take precedence, with reason waste of time and cost reduction. In this phase, the statement should be distinguished from healthy and handicapped. A candidate who defect do not always mean unhealthy. Moreover the current level of progress, a candidate who can diperkejakan defects at certain positions within the company. This is closely related to qualifications of staff positions included in the analysis things.

When it passed the officer candidates in the selection process is concerned, this means that candidates can be accepted into a company employee, in other words those who had graduated in the employee selection process, means you've earned as an employee of the company.

EMPLOYEE RESOURCES (Source to get Employee)

EMPLOYEE RESOURCES (Source to get Employee)

A business entity other than requiring workers must define the required qualifications of the employees, should also specify where prospective employees should be withdrawn. In other words, should be set beforehand so that staff resources can concentrate on the relevant sources.

There are various sources of employees for a firm and effective or not each source that, depending on company location, company type, and type of positions to be filled.

Staff resources to a company, could be classified on the following sources.

a. From inside the company itself.
b. Friends of company employees.
c. Bureau staff placement.
d. Through ads or commercials.
e. Other sources.

One important source of employees for a company are the employees of the company itself. This means that if a company needs a new power or when a vacant position in the company then employees of the company that was selected to assume the vacant position.

Such actions are common in the call, promotion from within. Promote employee to assume office as a level higher than the original post contains some positive aspects. This is mainly going to enhance employee efficiency and morale pagawai company. However, there are also rejecting the use of ideas from outside income. Because of that possibility is still there, the second opinion must be given in marriage. Strictly speaking, if there are employees who are proficient in the company to assume the vacant position, then at the first opportunity given to him to assume office and just opened the door on the opposite conditions to attract employees from outside the company to fill the vacant positions.

Friends of a company employee, an employee who also important sources. This not only brings good to the company officials, but also for the company itself. The existing good relations between employees of the company before making it easier to realize its goals.

But it can also happen vice versa, when the chance arose click system that produces employee groups where each group prioritize their group members. Therefore, in selecting these sources as a source of employees for the company, then reverse and ugliness on top of each should be reviewed.

Department staffing, meaning it is also important as a source of employees for the company. Such sources are listed at various workforce who need jobs, that is educated, skilled, and so forth. Moreover, because these bodies do not aim to seek profit, then the cost incurred by the company to seek employment with the help of these agencies are relatively cheap. In Indonesia, this has not been supplying the body of experts such as college graduates, especially the masters or doctorate.

Educational institutions are the source of labor that was no less important. There are writers who argue that this source is the best source of labor. This is caused mainly because these sources can supply an educated workforce from low-up to those who are university educated. Special institutions of higher education is a very good source, other than because it provides employment, as well as workers from this source is more easily trained.

Advertisements, without revealing its variations, is often used by companies as a place to attract the needed labor. With the preparation of interesting words, advertising can not only attract workers from distant places, but it can also attract workers who are competent and experienced labor. Moreover, if the employer requires workers in large numbers, the help of advertising is very big.

Apart from the five sources above tersebit employees earlier, there are more sources of other employees, such as labor organizations, agricultural environment, especially during famine, and labor-labor that is served in times of immigration. Likewise, applicants who submit applications directly applicants dikala companies do not need manpower, need attention. Such employment must be given special attention, for example, held a recording of themselves so that when a company needs workers can be immediately entered into a relationship with them.

POSITION ANALYSIS

POSITION ANALYSIS

Before carrying out the task, should be planned beforehand matters relating to the implementation of that task. Similarly, in attracting employees must be planned in advance or at the specified persons or employees who have withdrawn what it assumes office. so, must first be analyzed or determined qualifying employees who will be drawn into a business entity. Jobs set a qualifying plan or an employee, in the modern enterprise, by analyzing the position, which means that analysis by analyzing a position so that it can be known or specified persons or employees who have the qualifications that must be how the dianalisisnya assumes office. Analyzing a position for this purpose is an attempt to gain detailed particulars of a job, especially on matters as follows.

a) What do employees at the office?
b) Authority and responsibilities of employees
C) Tools used
d) Conditions of work and the dangers that inhaeren
e) Training and education required
f) The amount of wages, long working hours, the possibility of promotions, and others.

There are three methods of analyzing the position in order to set the qualifications of a worker who will be assuming a position. In other words, there are three methods of collecting information to determine the qualification of a particular occupant. The third way is preparing a list of questions, interviewing officers, and conduct the assessment by the analyzer position.

By the way first, then a position can be analyzed by sending a list of questions to the officials concerned. For example, if we want to determine the qualifications of employees who had served as cashier, then sent a number of questions to one or several cashier in written form. In essence the question revolves around the following four principal.

a) What the woker does?
b) How he does it?
c) Why he does it?
d) The skills involve in the doings.

Based upon the responses of the four main acting to inquiries from above, that is what acting is done mengerjaknnya how, why he did so, and expertise in what the authorities need to be able to perform that task, then it can be determined qualified employees who will assume office it.

With the second way, then a position with the analysis by way of direct interviewing officials from the analyzed positions, or those that ideology about the position. This latter position holders such as employers who want to analyze, or other people. The main points in question also revolves around the four questions above. In this interview method of interviewing employees on duty, must maintain objectivity.

Nearing the second way is the way these last. By way of this last qualification is determined by certain officials to observe directly the path to the place where the clerk on duty and ask questions if necessary. With observation and just that question, the analyzer can assign qualified officials-specific positions.

Apart from the three ways mentioned above there are also other ways, namely by mating the results obtained by the three ways mentioned above. This method is commonly known how combinations.