PLURAL EXECUTIVE

PLURAL EXECUTIVE

Committee to a position as a leader by Ernest Dale called the group decision making, is by Koontz and O 'Donnel plural named executive as opposed to individual decision making and individual executives. With a plural executive was clear he meant, ie, a position not held by a single person but is held by more than one.

A plural executive could be built under the provisions of Undan-laws, may also on a decision from a superior. Example, as a plural executive committee of the first type is the board of directors as contained in the corporations in the United States. The position of the first type of plural executive is in a level above the head, so he became the boss of the company president or general manager.

The second type of plural executive, founded upon the decision of a leader's position is certainly a level with him if the committee intended to substitute himself for a while, but when the committee was assigned to do several tasks in which the relevant committee impeach him, then his position is a lower level than him. In other words, so it is subordinate committee of leaders who are shaping it, in which the committee is responsible for the execution of his duty to the leaders who founded it.

Attracted the attention of the plural executive is a question which is better or more efektive between plural executive with a menajer. In other words, which one is better between the plurality of individual managers with the manager. About this until now there has been no satisfactory answer, which states exactly which one is better.

To try to answer those questions, the AMA (American Management Association) has conducted an investigation tarhadap twenty companies that are considered representative. In these investigations attempted to obtain a more effective where done either by individual or by a plural executive manager of several tasks manager. As a result of the investigation obtained by the table as on page 104.
From the table can we draw the following conclusion:
1. Individual managers are better perform the functions of planning, control, organization, leadership, administration, communication, and decision making.
2. Individual is less good at formulating functions Objectives and jurisdictional questions.
3. The committee is better than the individual in performing the task formulating objectives and jurisdictional questions.
4. To get better results in tasks communication and advice, individual managers should be assisted by the committee.
5. In terms of innovation committee or individual is just as good.

Indeed the object of investigation conducted by the AMA is not too wide though so the results can become as handles while awaiting the results of a more competent again.

Clearly the table above that in many ways better than the individual manager plural executive, as stated in the first conclusion above. Furthermore, it should be noted that when a plural executive becomes a reality, there are many weaknesses in him kelemehan-especially the principle of unity of command was ignored because every member of the committee felt entitled to govern their subordinates.

Finally, the formation of such a plural executive committee takes selain biaya yang besar very, dalam mengambil keputusan takes a long time and the trend to no decision or decisions taken hanya merupakan fruit from a person or a party's mind kecil members. It is also not feasible synthesis results in good thoughts of all members of the committee. Kelemehan short-kelemehan from the committee can be realized in a plural executive.

WHEN WE NOT NEED COMMITTEE?

WHEN WE NOT NEED COMMITTEE?

Furthermore, Newman argues that the committee was not necessary in the following:
1. Where necessary a quick decision.
2. When the verdict was not so important.
3. Where the competent person who has not been obtained.
4. When the issue is a matter of execution, and is not a fundamental decision.

Quick decision on an issue can only be conducted if the power is completely in the hands of someone. Decision-making by a committee that takes a long time is not appropriate in problems which require solutions very quickly. In a committee, if in the opinion or ask advice from several people, of course, quick decisions can not be taken immediately. Similarly, whenever a decision is not judged by how much the price, the formation of committees to the need was not necessary, even for the needs of the committee's formation is an act of extravagance.

Furthermore, even if an issue should be decided by a committee is not wise to form a committee, if the people who needed to be competent members of the committee can not be obtained. so, form a committee, where its members are people who do not know the problem or is considered incompetent to solve problems is an unwise action. Appointment of the committee as it may be implemented with a specific intent to delay the implementation of such a decision alone.

WHEN WE NEED COMMITTEE?

WHEN WE NEED COMMITTEE?

See the goodness and badness above, then the formation of a committee must be in pertimbangakan carefully. The committee needs to exist where the following circumstances:
a. It takes the necessary information from various sections, which are considered necessary to achieve a healthy decision.
b. Decision to be taken such importance that it is necessary to know the positions of some people who are considered competent.
c. Implementation should be managed. Successful implementation depends on understanding and seep once the plan is for those who will implement them.
d. Necessary coordination among the various sections, in order to ensure an efficient coordination. Coordination can best be carried out through the committee system.

Committee in order to carry out these tasks successfully, then the Newman filed the following opinion.
a. Formulating the committee's powers and duties with bright and clear.
b. Conducting a thorough selection of committee members.
c. Provide assistance to the committee in the form of staff.
d. Entered into such procedures, thereby allowing the activity of fresh and effective.
e. Setting the appropriate chairman.

Selection of members drawn both about the person and the amount. So should people in a number of components in such a way that not too many opinions. To be aware of other members of the atmosphere of brotherhood among the members and the existence of specific skills of each member.

Regarding the large number of members, Ernest Dale argues, preferably at between six to emambelas person even admitted that the number of committees depends on several factors as follows: the nature of the problems discussed, the previous member relations, and others.

Regarding the chairman, Ernest Dale says as follows: Perhaps the most Important aspect of the mechanics of committee work is the choice of the proper chairman. It should be noted that the general in charge of the implementation of tasks assigned to the committee leadership is chairman of the committee, and therefore very necessary to define or choose the right chairman of the committee concerned.
In the meantime, according to Ernest Dale formation of a committee must be at least able to offset the cost incurred for their needs, in addition should be noted that a more effective job done by a single person not done by a committee.

Koontz almost agree with Newman said. According to him that the committee was effectively must be considered as follows:
a. need for well defined authority and scope,
b. appropriateness of membership,
c. appropriateness of subject matter,
d. a well prepared agenda, and
e. importance of the chairman

DISADVANTAGES OF COMMITTEE

DISADVANTAGES OF COMMITTEE

The use of a committee always contain evils within him, which caused many corporate leaders tend not to use this committee.
The main evil is in addition to administrative costs may also increase the job or task is too long in doing. It is already clear that by adding a committee in the organizational structure will add administrative costs, but the worst aspect is that to take a decision on the need for a long time before the committee takes a decision first held an investigation and should be asked their opinions of each who are members of the committee concerned. Such circumstances are sometimes used by pemimipin to delay implementation of the decision. So, if someone wants something that leaders around the bush extend its implementation, then by appointing a committee on the realization that it can be. Koontz says "... That time Some committees are appointed by a manager he does not want Pls any action to Ensure ... one of the surest way to delay the handling of a problem and even to postpone indefinitely a decision is to appoint a commite to study the matter. "
Because the duties and responsibilities given to the committee are not chargeable to a specific person but to the committee as a group, it seemed to the members that he did not have full responsibility to perform the duties of this committee. There was his responsibility tepecah divisive, sometimes even several committee members felt did not have any responsibility in the implementation of the work of the committee. This is one aspect that is not good from a committee.
In addition, and in connection with the latter, then the decision taken by a committee is a formality where perhaps the architect was a certain person only, while other members only according to the course. Even the more extreme of this situation is the possibility that the smallest class of people held opinions that approved by the other faction of the largest.

ADVANTAGES OF COMMITTEE

ADVANTAGES OF COMMITTEE

The main virtue of the formation of the committee in a company is to allow for the consideration and decision of which is a group judgment, ie scales opinions or sects, Koontz stated the advantages of Gaining group deliberation and judgment. Kindness is approaching what is called in French proverb chog jailit les opinions des varites, with simple words, or in other words with the deliberation of all things will be solved.

Some of the problems faced by the leadership requires considerations from various angles, like the angle of marketing, production angle, the angle of legal and financial angles. Review the problem by seeing things from different corners requires a broad and deep knowledge rarely possessed by a person of certain leaders. If the face is so, then the leader can form a special committee to review the problem tarsebut from all respects. All the positive elements mentioned by everyone can be combined so that the decision ultimately taken by a joint committee is a joint-selected opinion. This is good from the point of the main committee.

Avoid the possibility of someone having excessive power can be realized by forming a committee to replace the position formerly held by individuals in it. Committee to a position as a leader cause none of the members of this committee have full power because of duties and responsibilities assigned to a committee is not charged to any one particular person from the committee members, but to the committee as a joint. The reason that this is why we meet the budget committee, examination committee and so forth.

Furthermore, the committee can ensure the cooperation or coordination in the implementation plan. A good aspect of this can become a reality when in a body formed a committee whose members are the heads of such bodies are part of the task, among others, make work plans. Obviously these people in carrying out duties tugasny trying to get what they planned to become a reality. Is a general truth that people who feel or actually make a plan for trying too merealisis plan, and thus it is clear that the committee like this tends to ensure the cooperation or coordination in the implementation plan. These good elements can also become a reality if a company or a leader to form the committee in charge of making plans, is also tasked to monitor and assess the implementation of the plan made it.

Another good aspect of this committee is to ensure the continuity of the thoughts. A fact that members of a committee is not always fixed, but will be changing, either because according to regulations or due to other causes. If there is such things, the committee will ensure the continuity of the ideas for the committee members who are still living will remember the reasons for what causes something taken in the past, and this will be passed on to new members , and so on. Good reasons or because the members of the committee who says the United States Senate as a third simply replaced by a new member at the turn of every age.

As a last aspect of this committee is that the people who have the leadership in something that can sit in it. So for example, membership of the board of directors is made in such a way so that those who have leadership in the corporation in question also included so that every decision of the board is considered as the will of all the stakeholders together. The reason that so presumably why the councils of our government institutions its members represent all those concerned. Remember for example is the Supreme Advisory Council, the Council of Representatives, the People's Consultative Assembly, and Others etc..

From the good qualities of the referred to above it is clear not every committee contains good elements mentioned above. Since the establishment of a committee must first in ketengahkan elements, both of which are expected to become a reality, whether to reduce the excessive power of a person or to ensure coordination in the implementation of the plan, and others. Some authors still propose the other merits of this committee, but according to our opinion of what is stated above, is the principal merits of the committee.

COMMITTEE IN VARIOUS FIELDS

COMMITTEE IN VARIOUS FIELDS

Not all committee was formed for the same purpose. This is clearly with the kinds of committee earlier. There is positioned committee staff, there are also committees which positioned lines, or even positioned committee that doubles as a staff and as a leader. More clearly, when presented the various committees, such committees budged, labor disputes committee, board of commissioners, board of directors, committee flood victims, and others.
Use of the committee not only in use in companies, but there are in the wider activities within the government, educational institutions, military institutions, and so forth. Inside the government, for example LIPI, DPA, DPR, MPR, the Committee of flood victims, film censorship committee, and others. In educational institutions, eg university senate, the board assesoir, examination committee, the faculty, and student senate. In military institutions, such as buying weapons committee, budget committee and so forth.
In many fields it may be established by a formal committee, could also not established a formal, established for an unlimited period, was established for a long time. When the committee was formally established, the committee generally is depicted clearly in the organizational structure and clear position and its relationship to other organizational elements in the body where it is located.
Therefore, the extent of usage of this committee, the experts propose suggestions, if and when a committee needs to set up or added in the organizational structure of a body or a company, and why is it necessary to establish these committees, what evils danger, and what a benefit of the use of such committee.
Must be presented that it is not entirely in charge of the group regarded as a committee to get things working. According to Newman, for example, meetings that often occurs when a leader summoned his assistant to his office or some people from a variety of interrelated parts that work are not included as a committee. Also large gatherings are held exchange of ideas, according to Newman the committee does not include categories. So also is a lecturer who gave a lecture where the students ask questions, or an exchange-exchange of ideas by Koontz category does not include the committee.

COMMITTEE

COMMITTEE

One limitation is the restriction of the committee Koontz and O `Donnel, who said the following." ... A committee is a group of persons, to Whom as a group, Some matter is committed. " So, a committee is a group of people against whom as a group are some things entrusted. In accordance with these restrictions, the committee that the term is synonymous with the council, senate, council, commission, committee, board, commission, task group, the court or task force (task force).
A committee can be positioned lines, can be positioned staff, depending on the tasks of these committees. The committee acts as advisor or servant of any other element positioned in the organization of staff, on the contrary the committee to perform the duties of leadership, namely that taking a position as a line of decisions.
Each element of the organization or any official in an organization in charge of working on one or more of the leadership task. If the task was done by a group of people, then those groups that we call the committee. Therefore, limiting the committee's Newman as follows: "a committee to related parties in a group of people specifically Designed to perfom Some administrative act." He's the committee's top bracket of two types, the committee "that perfom staff or auxiliary duties" and some "committee with authority to make final decision."
By his logic, if a more rational assignment was done by a group of people, the necessity arises the formation of a committee. A committee, not always formally exist in the organizational structure, then the committee can be formed for a limited time depending on the needs of the organization concerned.

TYPES OF STAFF

TYPES OF STAFF

The classification of the types of staff can be done in various ways, depending on the angle where the classification was based. When we classify it from the corner of the field staff who serve, the staff is diverse, such as personnel staff, legal staff, marketing staff, supervisory staff, and others.
In general the staff were classified on the basis of the number of leaders it serves. A staff can provide specialized services to a leadership course, can also provide services to all elements of leadership in an organization.
On the basis of this second classification, then the staff that we can differentiate into:
a. specialist staff or special staff
b. staff personnel or personal staff
Special nature of specialist staff is as follows.
1) He was limited in providing advice and assistance, and have no power against the other elements within the organization.
2) Advice and assistance given is shown to all the parts or sections as well as to other staff.
3) He provides advice and assistance to a particular field, such as for the field of law or field of marketing, and others.
Specialist staff or special staff is defined by Louis A. Allen as the offices and components specially formulated to provide advice and services to other units in a particular function.
Furthermore, Louis A. Allen said, ... a special staff to provide assistance and advice in its functions to all managers from top to bottom into the organization. It really is a special staff of experts in a particular field of enterprise, and because of that expertise, so any company can take advantage of the leader in execution of their duties respectively. In accordance with the expertise, the specialized staff is given a name in accordance with such expertise, so there are staff openings, civil affairs staff, marketing staff, and so forth.
Personnel staff or personal staff in accordance with the specific name is the staff who provide services or assistance to a manager in an organization, such as the president director of a corporation.
Not all the personnel staff, including staff. Strictly speaking, personnel staff or the personal staff of two kinds, namely staff assistant and assistant line. The latter is sometimes referred to as an assistant manager or assistant director, not a position as a giver of advice or maids, but positioned as a line, in other words have a line relations. Line-line relations or relations are relations of the people or components responsible for the achievement of these goals mean directly and have the authority or to take final decisions on matters relating to the purpose of these objectives.
Staff includes assistant to assistant, Executive assistant and administrative assistant, and special assistant, a position as a giver of advice or waitress, especially at the highest leaders in an organization.
Assistant and executive assistant to provide assistance, particularly at the helm of an organization in a particular leadership tasks, but can also provide assistance in all things when needed. Special assistant to its name, providing services in the areas of expertise to one leader only, is the administrative assistant is a personal staff that provides specialized services to a leader in the small matter of administration. The difference between the two types of personnel staff, namely staff assistant and line assistant, will be evident on the two organizational structures on the following pages, namely in the picture 15 and picture 16.
In the second picture has a staff assistant staff positions, while in line assistant, in accordance with its name clearly have this relationship.

QUALIFICATIONS OF A STAFF

QUALIFICATIONS OF A STAFF

For something held positions, including staff positions, it takes
Certain qualifications. To find out what qualifications are needed by something specific positions can be analyzed in various ways. Staff positions can be analyzed by questionare methods, observation methods, interview methods, or by combining the three kinds of methods. Qualifications of the staff can be determined by the inductive method.
Beishline, has filed six basic things as the qualifications of the staff, as follows.
a. Wide knowledge of corporate organization or company where he worked.
b. Have personal qualities such as loyalty, great energy, health, initiative, good consideration, and skill mix.
c. Having a spirit of neighborly cooperation.
d. Emotional stability and polite behavior.
e. Simplicity.
f. Good will and optimism.
Truly one of the essential qualifications of a staff is expertise in the field. It was only after that following the other qualifications.
When the services expected as big of a staff, then one of the important qualifications that must be owned must have expertise in a field where he provides services to corporate leaders. Certain goods have qualifications, expertise, outstanding need for a broad knowledge of corporate organization or company where he worked.
Because of a staff member is a minister for the management, it is necessary to have a staff loyalty or loyalty to the leader.
These three things mentioned above, namely, expertise, extensive knowledge of the organization and loyalty, is the main character, then other properties as complement, which properties depend on the type of each staff position.
Even if a staff already have a quality standard, but can not be said to be successfully served as a staff office. In addition to the staff should be given the necessary equipment incentives expects, then a member of staff must be able to obtain all the necessary particulars of the company. A staff must be maintained frequent contacts with the leaders, instead of a leader in taking a decision (decision) in the areas of staff expertise, he too once held hatus exchange of ideas with the staff, so he obtained the materials before taking any action.
Although it was filled with the things mentioned above, but each organization with the help of the staff bear some consequences. First, increase administrative costs, secondly, the organizational structure becomes complex. The second consequence is not a problem, provided that it firmly diformulir authority, responsibility, and accountability of each staff. Doubts will disappear when it is strictly what can and can not be done by each officer in the company.

STAFF TASKS

STAFF TASKS

Have in limiting the above that the staff is every officer who, especially in lift to provide services and advice to managers in a specialized field that became his forte. From these restrictions be easily retrieved what duties of a staff. A staff provide services and advice to managers in the respective areas of expertise of staff.
Moony and the task by Reily staff, mentioned as berukut.

"The function of staff in the organization means dedication in the form of opinions or advice giver, which can be distinguished from the control or command function. It has three levels of dedication that arise in the relationship clear. Degrees to give information, provide advice and oversee. Provide testimony level was associated with things that should be known by the powerful in planning decisions, the level of advice to give an opinion based on the testimony of truth, and against all the details of implementation. Through the last stage was the nature of the information and giving opinions to be operative in the entire organization.

In accordance with the duties of staff as noted above, it is clear that the staff is not the same position with a manager. He is just as helpers from the head and should not be issued a command to line officers. On this score, strongly Beishline say the following.
"... One of the staff of the organization's goals is to allow specialization in management but staff members may not give direct orders to members of the organization except to members of their own staff, because they do not have the power to give the command.

Regarding the duties of staff, Lieutenant Colonel Urwick provide an explanation as follows.

"The assistant to is ... essentially a man who represent his chief in matters of administrative detail. His functions are limited to studies, research analysis, recommendation and above all, to help his chief to get Things done, by handling the publication, etc., Watching the organization, and foreseeing any failure in coordination Between the specialists and the line. He has no executive duties. "

INTRODUCTION TO STAFF AND COMMITTEE

INTRODUCTION TO STAFF AND COMMITTEE

In an organization, responsible will pemimpinlah implementation of organizational tasks as well as possible. Responsible does not mean that he alone must carry out. If the leadership does not do it, either because of time, attention or knowledge is limited, so he can appoint the right person to do it. People who at that point to be subordinate to normal (line), may also be staff or a group of people who form the committee. For example the task of planning can be done by the planning section (line), the planning committee, or by planning staff.
In this chapter, and committee staff peeled usage within organizations. Both the first two words are limited. Staff are any officers who are especially at lift to purchasing services and advice to managers within organizations, particularly in the field who became his forte.
Henry Fayol had imagined it as an additional staff or a magnification power of one's personality that gives the power of the executive power, knowledge and time that have nothing to him. The committee, in accordance with Koonts and O 'Donnel is "... a group of Person to Whom as a group,''Some matter is committed or, as said Louis A. Allen, the committee is the number of people in a lift or chosen to come together on a structured basis (organized basic) in order to consider the questions posed to him.

Lowongan Kerja Programmer PT AEON Credit Service Indonesia

Lowongan Kerja Programmer PT AEON Credit Service Indonesia

PT. AEON Credit Service Indonesia is the subsidiary of AEON Credit Service Co., Ltd., a leading multinational finance company in Asian region, which provides financial services including but not limited to consumer finance, credit card, personal loan, insurance, and banking. The parent Company and its subsidiaries listed at respective stock exchange in Japan, Hong Kong, Thailand, and Malaysia.

In Indonesia, we have started our operation since 2006, and currently we are providing consumer finance for electronic, home appliance, furniture, music instrument, PC, and mobile phone. Currently we affiliated with more than 1500 merchants, including Electronic City, BEST Denki, Yamaha Music Dealers, Bhinneka.com and many others.

We are expanding the operations both for existing and new businesses, and we would like to welcome leaders and young professionals to join our team to expand the company in following position:

Programmer
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Responsibilities:

Perform programming assignment
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Contribute in providing technical documentations for every handled task
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Candidate must possess at least a Bachelor's Degree or Master's Degree / Post Graduate Degree in Computer Science/Information Technology or equivalent.
At least 2 year(s) of working experience in same position.
Required skill(s): EJB, PL/SQL, Jasper Report, JAVA, JSP, Crystal Report
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Lowongan Kerja Business Analyst PT AIA Financial

Lowongan Kerja Business Analyst PT AIA Financial

AIA Financial, one of the largest & progressive joint venture Life Insurance with a solid commitment to human resource excellence, invites suitably qualified professionals who seeking greater challenges to apply for the followings positions :

Business Analyst
(Banten)

Responsibilities:

To assist management in working on various aspects of the business partnership with Bank Central Asia (BCA), having the ultimate objective of improving efficiency & enhancing overall performance of the business. Business analyst will have exposure to & chance to work with senior management in the financial sectors (both banking & insurance), and be required to understand profitability of an insurance company & learn all aspects of the business, such as developing & marketing new products, analyzing key performance indicators (KPI) of Bancassurance business, processing re-engineering, etc.
Requirements:

At least S1, with higher than average GPA
Enthusiastic towards work & strive in challenging environment
Structured thinking towards problem solving
Good communication skill (proficiency in English a must)
Strong willingness to learn
Willing to work at Lippo Karawaci, Tangerang

If you feel that you are qualified for the above position, please send your application letter, CV, copy of transcripts, and one recent photograph not later than 2 (two) weeks, with the code on the top left of the envelope, to the following address:

Human Resources Department - PT. AIA Financial
Menara Matahari, 6th Floor
Jl. Bulevar Palem Raya No. 7, Lippo Karawaci 1200
Tangerang 15811
or send email to: id.careers@aia.com

MAIN AND ATTENDANT DEPARTMENT

MAIN AND ATTENDANT DEPARTMENT

In an organization, according to the role of the parts contained in that organization, we find two kinds of parts, the parts are constituent parts and the auxiliary or supplementary part or department assistant principal and department.

The principal portion is responsible for every part of the implementation of corporate objectives. Supplementary part is the part that provides assistance to the principal so the principal sections easier to perform his duties in realizing its goals. The principal portion is often called in the major department of foreign terms are often called minor complementary parts department or service department.

Part attendants, according to its name, is not always present in an organization, it depends on the needs. Part maid, among others, may be called the civil service. The sections or sections where the staff perform their duties, including the helpers, such as parts or sections of laws.

Duties of attendants, not perform basic tasks within the company, but is responsible for providing assistance to the principal parts, so that the constituent parts of it more smoothly perform his duties. There are four possible organizational structures in relation to the unit or department unut auxiliary, namely:
a) The organizational structure without the aide of an autonomous unit
b) Structure of the organization with an autonomous auxiliary units.
c) oranisasi structure with an autonomous department assistant.
d) the organizational structure of departments and auxiliary units are autonomous.

In the first possibility, no one auxiliary unit of an autonomous, that is a section in one or several departments. Tasks that should be performed by auxiliary units were done directly by the relevant department or section.

Kindness is that with no formation of an auxiliary unit of a stand-alone additional administrative costs does not become the fact. Only kesukarannya implementation of the principal tasks to be abandoned due to carry out relief duties, and there is also the possibility of a competent person to do the task is not in the win in each department.

The second possibility is that each department has one section that stands and which provides assistance to departments into the environment. The difference with the first possibility is that the state had the first of each department or work on their own to take care of tasks normally performed by the auxiliary units, while in this second way in each department there is a special section responsible for providing assistance to the departments concerned. Independent service activities within the department function.

Kindness is to increase the efficiency of each department and company as a whole. Furthermore, the separation of these auxiliary units into a single stand-alone section within a department will add to the knowledge and skills of those who served in that environment.

Ugliness is in addition to adding the cost of administration officials in this environment will often experience unemployment.
A third possibility is that auxiliary activities concentrated into a stand-alone department and which provides services to the entire organization or departments.

In this third possibility, a more prominent evils of the profits in the can. Mainly because auxiliary unit is a regular depatemen, then certainly on par with other departments. This means that to an ordinary department does not have the power to govern the officer - officers in the auxiliary unit is positioned as a department. Department only gives bantuanya to other departments, if ordered by arasannya, where accountability is the answer given to the employer gives the relevant commands. In addition penembahan adminiterasi costs, then this method also adds the field supervision of the employer, namely the increased levels of supervision.

Last possibility is a combination of these three possibilities and possibly a fourth. In this organizational structure we find auxiliary units that stand alone in each department which is located as the next section of a department that also perform the same task.

Because the service department was the plan and give assignments to the respective auxiliary units in each department, then obviously there are always doubts to sexy helpers each in their respective departments in providing accountability. Is the head of the environment where it is located, or to the department assistant.

Lowongan Kerja ASP Programmer (Contract) PT Emerio Indonesia

Lowongan Kerja ASP Programmer (Contract) PT Emerio Indonesia


Emerio Corporation is a rapidly growing global consulting and IT services company headquartered in Singapore (www.emeriocorp.com) with its focus on Business Intelligence, Infrastructure Solutions, Managed Services, Professional Services, and Software Services.
Since its inception in 1997, Emerio is currently supported by over 1300 employees who serve global customers 24 x 7 out of delivery centers in India, Indonesia, Malaysia, Philippines and Singapore apart from 9 other countries with global offices.
In support of our operation in Indonesia as part of Emerio’s strategy to strengthen its presence in Asia, we are looking for young and experienced Professional to fulfill following position:

ASP Programmer (Contract)
(Jakarta Raya)

Requirements:

Male/Female, Minimum of diploma / bachelor degree majoring electrical, Computer engineering/Information Technology or Equivalent.
Minimum 2 year experience in ASP 3.0 Programming
Having experience with XTJS
Having experience of web development practice (javascript, css, html,flash)
Preferably have worked with Oracle Database
Proactive, Fast learner, Good adaptability, flexibility and can work under pressure
Strong personality, self motivation, good leadership, able to work independent or team
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IMPORTANT THING IN DEPARTEMENTATION

IMPORTANT THING IN DEPARTEMENTATION

In concluding departementation, need to be noticed his own needs in realizing the goal. Thus need to be considered: specialization, supervision, coordination and cost.

a. Specialization
The same tasks must dimaksukkan into a part, such personnel should take care personnel only. Specialization should really be noticed.

b. Easing Control
Supervision and implementation should be broken apart. All activities are included in a section should be centralized place, so do not be scattered. Companies that have large areas, the department held on the same sections at different places in order to compare the results achieved by each part, such as sales areas. In concluding the work to facilitate the supervision of the division should be in the note issue span of management or supervisory level, which is one of the principles of the organization.

c. Coordination
functions related to each other must be on the same section, for example maintenance machinery should not be placed in the personnel, but should be in production. Thus the next, buying and selling women's clothing must be in the dress department. Onwards, those activities that have the same must be within a section or part of the same. For example the section giving advice to employees and sexy yiridis sport that both goals are for the welfare of employees, should be included in the personnel affairs. Activities that are difficult to categorize it is inserted into the part that often use it.

d. Cost
The sections contained in the company should be as simple as possible in order to reduce costs. Addition of a department / section compared with a profit and expenditure in need.

Lowongan Kerja Application Section Head PT AEON Credit Service Indonesia

Lowongan Kerja Application Section Head PT AEON Credit Service Indonesia

PT. AEON Credit Service Indonesia is the subsidiary of AEON Credit Service Co., Ltd., a leading multinational finance company in Asian region, which provides financial services including but not limited to consumer finance, credit card, personal loan, insurance, and banking. The parent Company and its subsidiaries listed at respective stock exchange in Japan, Hong Kong, Thailand, and Malaysia.

In Indonesia, we have started our operation since 2006, and currently we are providing consumer finance for electronic, home appliance, furniture, music instrument, PC, and mobile phone. Currently we affiliated with more than 1500 merchants, including Electronic City, BEST Denki, Yamaha Music Dealers, Bhinneka.com and many others.

We are expanding the operations both for existing and new businesses, and we would like to welcome leaders and young professionals to join our team to expand the company in following position:

Application Section Head
(Jakarta Raya)
Responsibilities:

Coordinate system development & enhancement
Responsible in delivering the projects, conduct evaluation of the system and planning for maintenance
Responsible for the operating system and associated subsystems, address system related issues together with internal & external parties
Monitor & make sure daily system operations are dunning well
Provide application – maintenance support, including database, application server, back up & restore
Handle department's administration
Requirements:

Candidate must possess at least a Bachelor's Degree or Master's Degree / Post Graduate Degree in Computer Science/Information Technology or equivalent.
At least 5 year(s) of working experience in the project development.
Experience in JSP, JAVA, J2EE, and using framework.
Having knowledge of web logic application server and oracle DB.
Experience in analyzing and designing web based application (having experience in consumer finance would be advantage)
Required language(s): English.
Hardworker and having leadership skill
Able to work underpressure and minimun supervision
2 Full-Time positions available.
Kindly send your CV and the recent photograph to:

HRD Department
PT. AEON CREDIT SERVICE INDONESIA
Summitmas II, 12/F,
Jl. Jend. Sudirman Kav.61-62,
Jakarta 12190

Please state the position code in the subject of your application

BASIC DEPARTEMENTATION

BASIC DEPARTEMENTATION

a. Territorial basis
Departementasi on the basis of territorial meant handing out activities based on geographic area. So, all the activities done in a certain area were classified into something controlled by a boss. Departementasi territorial basis we find that a lot of big companies that serve the public in one country. Also on companies that have many branches in the region. Eg life insurance companies, railway companies, state savings banks, and so forth.
Departementasi good one on the basis of this area is that the decisions taken at the place where the problem occurred, which also means that facilitate functional coordination in an area. Departementasi also on this basis can train and educate the cadres of managers so that managers can be realized from within. It also means providing a good basis for decentralization. Finally, this approach can reduce the costs of central coordination.

B. Production Basis
Departementasi on the basis of production occurs when the activities of the leadership was divided on the basis of production, results or services provided or sold. Thus, the activity or activities that relate directly to an output divided into one section supervised by a supervisor. Goodness departementasi on the basis of this production, first of all is the application of specialization. Also in this way make it easier to coordinate all activities required to produce an output. Departementasi on this basis adopted by many large companies which produce various kinds of production. When in a car industry departementasi held on the basis of production, so in that company for example we find the following parts: body parts, motorcycle parts, radiator parts, the wheels, the paint, and others. In companies that sell food for example, sales can be divided over the sale of production so that the sections consisted of the purchasing section of tea, coffee and oil, meat sexy, sexy refrigerated foods, canned food section, sections of bread, and cakes, and others.

C. Basic Subscription
Pekerjan division on the basis of a subscription that is served is called the classification of activities based on subscriptions. Things like this we find companies that sell goods on a large scale, where we find there are parts that the government take care of customers, wholesalers, and retailers. A cement industry, for example, the penjualaan can be distributed on a subscription that is served so that there is division in the government taking care of customers, the division which administers a major merchant customers, the division which administers subscriptions contractors, and others. The main virtue departementasi on the basis of these subscriptions is providing the best service in a variety of subscription. Just unfortunately, disappeared when similar subscription, will occur in employees who take care of unemployment. Furthermore, the classification of activities based on subscriptions often complicate cooperation antarpegawai.

D. Basis Function
Departementasi or grading activities on the basis of the functions contained in many companies. This is the most basic in use as a basis for organizing its activities, and always found a bit more in each company's organizational structure.
With departementasi on the basis of this function, the parts are adjusted by the leadership functions of the corner of the subject or field work. This basic division of work with lead in a company we encounter such parts production department, financial department, purchasing department, sales department and others.
Can also departementasi on the basis of the leadership function of the angle the process, so it is thus found to be part of planning, the implementation and monitoring section. The division of events on the basis of the latter function is rather rarely used, though in fact the way the division is not an oddity.
The advantage of departementasi on the basis of this function, terurama is the profit resulting from the existence of specialization. Each person in charge of each part of his attention to the part that's all, and they are expected to result from the existence of a deep expertise in their respective field. Departementasi unfortunately only on the basis of this function is often raises issues of power limits of each respective section heads. Of other badness is that in this case, coordination is difficult to achieve. In this way too difficult to expect any personnel knowledgeable leadership from within the company. Thus, the source manager from within is difficult to realize. Furthermore, the classification of such activities is less good if the company has a very broad activity. These problems may occur if the distribution of activities based on this function.

E. Basic Processes, Tools, and Time
Many of the companies that entered departementasi on the basis of the process. With the process of implementation of the intended sequences. Thus, the classification of activities on the basis of the process means that its activities were distributed over the sequence of implementation. In a textile factory for example, we meet on the basis of classification of the activity of production process. In accordance with the textile production process, ie spinning, weaving, color and packaging providers, the textile industry at many places on the spinning, weaving sections, the giver of color, and the packaging. There is also departementasi based on tools being used. At the school administration for example, we find the parts that are based on tools that are used so that we meet the engine tick, the steno machine, and so on.

Departementasi based on the time we found in companies that generally the production process is continuous. Because of such circumstances, it held the parts in the morning, lunch time and evening time, and if necessary with the night. On the division of labor on this basis each section chief responsible for the tasks to be worked on hours of work.

So for example, tobacco companies pengomprongan pengomprongan divide the work on the part of sexy time sexy time of day and night Departementasi on the basis of this time can also be held based on the functions of a leader. It has been suggested that the function of leadership when squeezed is three, namely planning, execution, and control. In accordance with the tasks, then they held pembagiaan work on a time basis, ie planning time, execution time, and time monitoring.

Lowongan Kerja Project Secretary PT Haskoning Indonesia

Lowongan Kerja Project Secretary PT Haskoning Indonesia

Royal Haskoning Indonesia, Consultant Engineering Group in Jakarta is looking for a project secretary who is living in area Bekasi or Cikarang with the following qualifications:

Project Secretary
(Jakarta Raya)

Requirements:
Min. 3 years experience
Fluent in English, both oral & written
Familiar in operating and using Computer
Min. D3 majoring in Secretary
Available for immediate employment
Please send your curriculum vitae with a recent photograph within and not later than 7 days after this advertisement to :

secr.prj@royalhaskoningindonesia.com

UNDERSTANDING DEPARTEMENTATION

UNDERSTANDING DEPARTEMENTATION

The first act of organizing is derpatementation. For this understanding of various terms used. These terms are departementation, divisinalization, grouping activities, the division of work, and so forth. With departementasi meant a specialized process or to divide the activity (task) leader or a company. Basics departementation can differentiate as follows:
a. basis of territorial (regional),
b. produsi basis,
c. subscription basis,
d. basic functions, and
e. other basis such as: the process of tooling and time.

In practice, the basics of classification of these activities are not always applied consistently on the basis of the above, because the classification of activities is often based on a combination of the above basis.

Coordination

Coordination

The principle is no less important in the organization is the principle koordinaasi.
The division of tasks and sections, as well as the smallest units in an organization tend to arise from the breakaway strength overall organizational goals. For example universities devide for, and consists of several faculties and other units that have each task tends to only give attention to the duties of his unit and possibly forget the purpose of the university as a whole. Therefore, to prevent it accomplishes so there must be efforts to restore a breakaway movement through coordination.

Coordination is an attempt to direct the activities of all organizational units to be drawn to contribute as much as possible to achieve overall organizational goals. With the coordination of the activities there will be harmony between the organizational units to achieve organizational goals.

Coordination can be done in various ways. Four main ways in an effort to maintain the coordination is as follows:

1. Hold formal meeting between the elements or units that must be coordinated. In such meetings, discussion and exchange of ideas in the invent of the parties concerned with the goal line and they will walk hand in hand in achieving a goal.
2. To appoint a person, a team coordinator or special committee tasked to coordinate activities, such as giving an explanation or guidance head dikoordinasikannya units.
3. Create a handbook detailing the duties of their respective units. Such manuals provided to each unit to followed in the implementation of each task.
4. Leaders or supervisors held informal meetings with subordinates in order to award the guidance, consultation, and guidance.

Conduct coordination activities with a variety of ways as described above, is very necessary because there is coordination of activities to avoid conflict; reduce duplication of tasks; eliminate unemployment; eliminate the units own interests and strengthen cooperation. With coordination is expected to create an atmosphere of cooperation and unity of purpose of unity of action end.

Unity of Command and Responsibility

Unity of Command and Responsibility

According to this principle, a subordinate only have a boss from whom he received orders and to whom he gave the responsibility to perform their duties. In other words, this principle refers to an employee Should receive orders from one superior only. One or in the famous motto of this principle is a no man cans two bosses or no one can serve two atsan once.

Levels of Supervision

Levels of Supervision

According to this principle should be the level of supervision or leaders in the earned as little as possible. In an organization have tried to be the least posible number of management levels and the possible chain of command Shorter. Must see to it that a simple organization may, in addition to facilitate communication so that there is motivation for everyone in the organization to achieve the highest levels within the organizational structure.

In connection with the principle of this monitoring levels, so in total there are various levels of organization, namely:

1. two to three levels, commonly called a flat organization (flat top organization)
2. four-level, often called a flat organization structure, and
3. five-level, often referred to steep organizational structure.

Viewed from the channels of communication both upward and downward the number of levels within any organization should be a five level course.

Power Range / Span of Power of Organization

Power Range / Span of Power of Organization

Regarding the range of powers principle, be used many different terms, such as the span of authority, span of control (span of control), span of management, and span of managerial responsibities. In the others used terms such as levels of supervision, levels of authority, span of control, range control, and power range. With a range of power intended how many subordinates a leader so that leaders can lead, guide, and oversee the effective and efficient.

V.A. Graicunas, a writer who deals with relationships within the organization, to express explicitly that five or eight people is the maximum amount that can be controlled as a leader. In determining what the appropriate number of subordinates of a leader, be aware of several factors as follows.

1. Clearly, whether or not the duty, authority, and accountability of each person within an organization. If those three things clear, the more people who become subordinates of a leader.
2. Interwoven working relationship of each subordinate to one another. Increasingly complex working relationships, the fewer the number of subordinates of a superior, and vice versa. The more simple the working relationships of each subordinate, the more subordinates led, mentored, and supervised a boss.
3. The ability of people within an organization. The more capable or more skilled subordinates in an organization, the more people that can be controlled by a leader, and vice versa.
4. The style of work. If the pattern does not work so diverse subordinates, the more subordinates who can be guided and supervised by a leader. Conversely, the more diverse the more difficult job directing subordinates to guide and supervise subordinates, and consequently have reduced the number of subordinates of a leader.
5. The stability of the organization and job stability. A broad range of powers can be applied when there is stability in the organization and stability of the workforce in a body. Small range of powers that should be applied when the organization in a state of unstable or in a state to grow and continue to experience changes; so happens that high labor turnover, it should be applied to a narrow range of powers.
6. The distance and time. When a subordinate person should place far more narrow range of powers, for example, subordinates on the area which spread far apart. Conversely, if the subordinate one place next to each other, can power a wider range. Similarly, if the execution of the task something relatively long, narrow stretch of power, otherwise if the implementation of something relatively short tasks, the range of power could be more widespread.

Delegation of authority

Delegation of authority

One of the basic principles in any organization is to delegate authority (delegation of authority). The power or authority is a right seseoran to take action necessary for the tasks and functions performed its function as well-good authority or powerness it consists dari various aspects, among others wewenag take decision, authority using a source power, authority rule, and authority to use the time period particular.

Delegation of authority is an essential leadership skills at the elementary, because the delegation of power, one leader can double the time, attention, and his knowledge is limited. It could even be said, is one of the delegates main power road for every leader to believe in themselves. Ability to accept responsibility for someone is the first test of leadership, but the courage to delegate authority to subordinates, is a tangible sign of someone a successful leader.

In delegating powers to the delegation process can be effective, sediitnya four things that must be considered, namely :

1. Delegation of authority is the Siamese twins with the delegation of duties; when both of them have been there must also be given to accountability. In other words, the delegation consisting of the duties and powers to subordinates, and when both of them have been there must also with accountability. In other words, the process of delegation should include three elements, namely delegation of tasks, delegation of power, there is accountability.
2. The delegated powers should be given to the appropriate person, either, judging from the angle or angles physical qualification.
3. Delegating the power to someone must guide and supervise the person receiving the delegation of authority.
4. The official who delegating the power must guide and supervise the person receiving the delegation of authority.

Delegation of power has a double benefit, above all, of them, namely:

1. Leaders can focus their attention on the principal job only.
2. The decision can be made more quickly and in an appropriate unit.
3. Initiative and sense of responsibility in the motivation of subordinates so that subordinates can not always wait for orders from superiors.
4. It is a way to educate or develop subordinates so that will be able to give tasks and greater responsibilities.

The division of labor

The division of labor

In an organization, division of labor is a necessity for the division of labor without the possibility of an overlapping tasks become very large. The division of labor in akhirnnya will produce departments and job description of each element to the smallest units within the organization. With the division of labor, can be determined once the organizational structure and relationships and authorities of each organizational unit. In concluding the division of labor, there is some basis that can be used as guidelines, namely:

1. The division of labor on the basis of territory or territorial, for example, districts share responsibility for employment on the basis of districts.
2. The division of labor on the basis of the type produced, for example in the automobile industry there is a business of sedans, trucks, jeeps, and so forth.
3. The division of labor on the basis of subscriptions that are served, eg in a cement wholesaler there are parts that serve the government, contractors, public, and so forth, or at a hospital there is a part of skin diseases, internal medicine, lung disease, eye disease, diseases, and others.
4. The division of labor on the basis of the function (job series), for example, in an industrial company there is the purchasing, personnel, administration, marketing, storage, etc., or on a college section for education, research, community service, and etc., or in the administration there are sub sections: pengagendaan, archiving and expeditions.
5. The division of labor on a time basis so that there is a part time morning, noon and night.

The division of labor not only to be seen from the benefits gained from the application of specialization, but also in order realize placement of people who remain in the proper position and in order to facilitate supervision by supervisors.

Therefore, in the division of labor within an organization is better guided the following things. The number of units of the organization must have a function related to the needs of blat and
One organizational unit should have a round function and relate to one another The establishment of new units is only implemented when the units that have been there no longer appropriate to accommodate these new activities, either because of workload mauoun because relationships are very different activities. In broad outline of an organization are differentiated according to activities carried out six kinds of organizational characteristics, as follows.

1. Units that conduct public policy determination for all the Vendor.
2. Unit leaders conduct activities to public policy implementation for various corporate activities.
3. Operating units which conduct principal activities of the company.
4. Supporting units (service units) that conduct activities that help facilitate the operation unit in conducting its activities.
5. Control units which conduct activity checks and surveillance activities of operating units.
6. Consulting unit that provides assistance activities keoada leader skills.

Formulation of a clear objective

Formulation of a clear objective

When we do an activity, which first must be clear is what the objectives of the activity. Similarly, when we organize or create an agency, then the first thing should be clear is what we aim for. Goals are things to be achieved or maintained a good form of material or nonmaterial by doing one or more activities (activities).

For an entity, that goal will serve as:

1. Guide the direction in which the organization will be brought Tiu
2. The foundation for the organization concerned
3. Determine the kinds of activities to be conducted
4. Determine the programs, procedures, Coordination, Integration, Simplified, Synchronization, and Mechanization.

ORGANIZATIONAL PRINCIPLES

ORGANIZATIONAL PRINCIPLES

Application of the principle of the organization aims to enable an organization run well. In order to establish a good organization or in an attempt to develop an organization, needs attention or some principle or principles guided the organization. There are several principles of organization, namely:
a. Formulation of a clear objective
b. The division of labor
c. Delegation of powers
d. Power range

Staff Organization and Functional Forms

Staff Organization and Functional Forms

Staff and functional form of organization is a combination of form and shape of the functional organization of line and staff organizations. Goodness and badness of this organizational form is a form of goodness and badness of the combined organization.

Advantages
.
.

Disdvantages
.
.

Line and Staff Organization Forms

Line and Staff Organization Forms

Form of organization in general, embraced by the organization at large, spacious work areas and have the task areas of diverse and complex, and the number of employees a lot. Creator Harrington Emerson. In the form of line and staff organization, there are one or more staff. Staff, ie people who are skilled in a particular field whose duty to give advice and recommendations to officials of the leaders in their field within the organization.

Advantages

1. Can be used by any large organization, whatever the purpose, no matter how broad their duties, and no matter how complex organizational structure.
2. Making a sound decision can be more easily taken because of expert staff.
3. The realization of "the right man in the right place" is more easily implemented.

Disadvantages

1. Because the employee did not know each other, solidarity difficult to expect.
2. Because of complicated and complex organizational structure, coordination is sometimes difficult to implement.

Functional Organization Forms

Functional Organization Forms

functional organization created by F. W. Taylor, where a handful of leaders who clearly do not have subordinates because every employer is authorized to give commands to each subordinate, all have something to do with the superior function.

Advantages

1. Departemneting/Divisioning clear tasks.
2. Specialization of employees can be developed and used as much as possible
3. Used experts in various fields, in accordance with its functions.

Disdvantages

1. Because of specialization, it is difficult organizes tours of duty.
2. Employees are more concerned with his field so difficult to coordinate.

Line Organization Forms

Line Organization Forms

Line organization is the oldest form of organization and the most simple. Henry Fayol was the creator of the French. Often also called a form of military organization because it was used in ancient times among the military.
The characteristics of organizational form of the line is still a small organization, number of employees a little and know each other, as well as work specialization has not been so high.


Advantages

1. Unity of command ensured either because the leadership was on one hand.
2. The decision making process moved quickly because the number of people in whom a consultation is still little or none at all.
3. sense of solidarity among employees is generally high because to know each other.

Disadvantages

1. The entire organization is too dependent on one person so that if a person is not capable, the entire organization will be in danger of collapse.
2. There is a tendency to act in an autocratic leader.
3. Employee Opportunity to grow is limited.

ORGANIZATIONAL FORMS

ORGANIZATIONAL FORMS

According to the pattern of employment relations, as well as the traffic authority and responsibility, the organizational forms that can be distinguished as follows.
a. Line Organization Forms.
b. Functional Forms of Organization.
c. Forms Line and Staff Organization.
d. Functional Forms of Organisation and Staff

FORMAL AND INFORMAL ORGANIZATION

FORMAL AND INFORMAL ORGANIZATION

As has been stated above, understanding the organization has a variety of meanings so as to distinguish it often spiked with additional words in the back said the organization, such as a static organization, dynamic organization, formal organization, informal organization, a single organization, multiple organizations, regional organizations, regional organizations, state organizations, and international organizations. From various organizations, only a few that need to be explained here.

Static organization, often called organizational chart or ranji or schematic organization or organizational scheme, is nothing but a schematic drawing of a cooperative relationship those contained in the body in order to achieve business goals. Faced with this dynamic organization we recognize that every activity related to the business plan for organizational scheme, and held a departementation and define the powers, duties and responsibilities of people within an agency. In other words no other dynamic organizations from organizing activities, ie activities of set the organizational structure of a body.

Formal organization, in fact nothing more than a static organization, namely a system of cooperation undertaken by two or more and coordinated oarang consciously to achieve certain goals.

Informal organization is a collection of interpersonal relationships without even realizing the common goal that ultimately the relationships did not realize it for a common goal.

It has been argued that the characteristics of the organization there are three, namely
a. a group of people
b. cooperation or division of labor, and
c. common goal.

In the third feature of the formal organization exists, where the relationships and common goals set in a rational way. Being in the third informal organizational characteristics exists, but the relations were influenced by the feelings and common purpose that are not clear.

In a formal organization, each element of the organization have a position, duties and functions of the firm, is in the informal organization, position, duties, and functions that seem to blur.

UNDERSTANDING ORGANIZATIONS

UNDERSTANDING ORGANIZATIONS

Word of the organization comes from the Greek term Organum Organon and the Latin term which means the appliance, parts, members, or entities. In literature today, meaning the organization varied, depending on what angle. Experts concerned, differences in the sense that we can classify into one of two opinions about the organization.

James D. Mooney said, the shape of each union human beings organization to achieve a common goal. Chester I. Barnard gives understanding the organization as a system of cooperation activities carried out by two or more people.

When compared to the second opinion, actually there is no essential difference because James D. Mooney saw it as an organization "agency" where there is a union of man to achieve a common goal, while Chester I. Barnard saw an organization that, schematic composition, where the pictorial "system" than cooperation activities. In other words, each seeing it from an organizational aspect.

Without defining what the organization, some authors argue that there are three characteristics of an organization, namely

1. existence of a group of people
2. inter-relationships occur in a harmonious cooperation, and
3. cooperation based on rights, obligations and responsibilities of each person to reach the goal.

With the third feature mentioned, it is clear what can be put into understanding the organization and what can not be inserted into it.

From the above explanation, it can be concluded that the organization can be defined as follows.

1. Organization in the sense of loss is a group of people working together to achieve one or several specific purposes.
2. Organizational chart or structure within the meaning is scara schematic illustration of the relationships, the cooperation of the people there in order to attempt to achieve a goal.