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.

GET EMPLOYEES INTRODUCTION

GET EMPLOYEES INTRODUCTION

In this chapter and in the next two chapters will discuss the function of the personnel or staffing. This function is the function of every manager associated with employees in the environmental leadership that encouraged employees to perform their duties with his best to realize their corporate goals or objectives the activities they lead.

Personnel functions include obtaining official duties, promoting employees, and take advantage of employees. In this chapter we will discuss the first task, namely obtaining employee. Lo is still a question whether the tasks above will be the duty of a manager or not. In other words, there is still disagreement will be the extent of the functions of a personnel manager.

Function obtain official duties include analyzing the position, selecting employees, and introduce employees to the company. Receive employees to work in a company needs to know beforehand, where the withdrawal of personnel or resources, therefore in this chapter we will discuss also the sources of employees. Thus, in this chapter will be discussed successively job analysis, personnel resources, personnel selection, and introduced into the company's employees.

Effective Delegation

Effective delegation

One thing that is important in issue is how to make delegation effective delegation. To achieve this there are several things that can be guided.

First, the element must be complete and clear delegation. A manager who delegates must consider all three elements of the delegation and gave a description of each element of the delegation. So, what should be broken down into tasks of a person who receives the task, so what is the right or the authority and what is expected to result when he was working on these jobs and use existing authority to him.

Second, managers must delegate to the appropriate person. Right or not a person to receive the delegation can be known if he was to meet physical and psychological qualifications as required by his position. When you've found the right person, then a manager must be willing mendeleger him, even though subordinates will experience failure in achieving the results expected of him. In other words, the manager must give way to the appropriate subordinates to accept duties and powers.

Third, managers who delegate must provide adequate equipment and the circumstances surrounding the efficient effort. In order to carry out the task properly, it is necessary that a person has sufficient equipment, then the circumstances surrounding the place where a person do their job affects the success or failure of a person in performing their duties. To create an efficient surroundings. Drs. The Liang Gie, says three things must be considered, namely light, air and sound.

Fourth, managers should provide incentives mendeleger. In order for someone to do the best job, then to be given an incentive or stimulus. Stimulus material was there, there are also non material. Initiative which should be given to a subordinate task best, is a duty manager to investigate.

DELEGATED TASKS

DELEGATED TASKS

Has been limited in the face earlier that task or responsibility is work to be done by someone in a certain position. Arising questions arise, which of the overall task can be delegated to managers? Answering this question we must look to the tasks managers from both corners.

a. From the point process
When we spoke on the duties of managers who are delegated from the point of the process, then we talk about the process of delegation.

From the point of the process we know that the manager's duties and functions of managers are planning, organizing, assembling resources, directing, and controlling. Which of the five tasks that can be delegated?

Alvin Brown and W.H. Newman has given the two images of this delegation process, that the function of a manager being blackmailed into three functions, namely planning (and planning, organizing), implementation (the assembling of resources), and monitoring (the term given as: supervision, namely direct and control).

Basing himself on the third term, according to their delegations began with the implementation and delegate some tasks at least a portion of the planning tasks to subordinates.

In the figure 18 showed that the subordinates who received the delegation of duties and powers hereinafter delegated duties and powers to his subordinates. At this state, the previous manager planning delegating more, implementation, and the more she focused her attention in supervision (supervision),.

So, keep to the leadership of the three tasks mentioned above, the delegation of tasks from the task of implementation begins, to the next level if the company is expanding its activities, then some of the planning task can be delegated to the subordinates (subordinates). At the next level, the task of leaders including the planning and implementation of increasingly reduced and more and more attention has been focused on the implementation of supervision or monitoring tasks.

It appears that the tasks can be delegated the planning and implementation, while supervisory duties as if nothing. Surely not the case. All of the tasks of manager, in part, be delegated in accordance with the needs or circumstances, only if taken a comparison, the majority of the task execution can be delegated. Fraction supervisory duties can be delegated and some planning tasks can be delegated.

As with the planning task can be delegated in part to be done by the planning, the planning staff or planning committee, the supervisory duties can be delegated in part to be done by the supervision, supervisory staff or supervisory committee.

b. From Fields Corner
The duties of a manager from the point when we review our field we can classify the following tasks: production, personnel, finance, administration and statistics, marketing, and others.

Has been described above, a portion of each task can be delegated to subordinate managers, this is the case with production functions. Usually, because the production function is a function of implementation, this function is the first task delegated to subordinates, namely the head of production. Thus although some production activities can not be delegated, such as technical research, product development, and others.

Some of the activities or personnel should not delegated tasks, such as leadership development, change-perubahangaji and bonuses, wage rate changes, changes in labor agreements, resolution of employee complaints, and so forth.

The financial function is a function that tends to not be delegated, even though the company doing work in something huge area. This is mainly due to that generally aim to gain profits that companies with no financial functions are delegated terhindarlah possibility of fraud, and mastery will also facilitate the monitoring input.

The company, which has been set budget for each part, then the finance function can be delegated. The existence of the production budget for instance, means to the head of production department has delegated duties and powers to use a sum of money mentioned in the budget. Determination of the budget like this means the delegation of financial powers from the high-level leaders to mid-level leaders or the leaders of the first level.

Surely if observed more in-depth financial functions can be broken down into storage functions, recording function, and control functions. The function of recording and storage functions can be delegated in a row to the administration and cashier. While the function of mastery must be retained by the leader, which means that all cash receipts and disbursements must still get approval from the leaders.

Bookkeeping functions and statistics tend not to be delegated from the corporate headquarters to its branches with the intention that any time a top manager can be quickly entered into the control or get a report about it.

Marketing function can be broken down to several smaller functions, ie sales, market research, advertisement, export, and purchasing. The marketing function is really a function that tends to be delegated not only by the leader to his subordinates, but by the head office to branches in the regions. Task of distributing or selling usually be delegated if a company has a sales area through the regional corporate headquarters, where it requires the opening of sales branches in the regions.

It seems clear that the duties delegated to the market research market research at the company headquarters. The task is not delegated to the branches of the company in a way because it required greater funding, the unavailability of experts for that in these areas.

Similarly, ads or commercials making tasks tend not to be delegated to the branches of the company. This is mainly due to the lack of experts in these areas or not it is local advertising.

Export function is so complex that even this function tends to be done at the company headquarters and not delegated to the branches of companies.

Finally, purchasing functions, whether delegated or not, we should see these types of purchases. Purchases in large number of values, such as purchases of capital goods, such as machinery, buildings, land, etc., should not be delegated.

Purchasing function tended to be delegated in the following matters.
1) Problem purchases vary between sections / region other than a company.
2) Purchase in the amount of small value.

Delegation ELEMENTS

Delegation ELEMENTS

With delegates we mean the activities of a manager for assigning subordinates to do the job than managers who are concerned, and at the same time provide power to subordinates so that subordinates can perform those tasks as well as possible or be accountable for things that are delegated to him .
From the above it is clear that restrictions in the delegation process has three elements, namely duties, powers, and accountability (responsibility, authority, and accountability).

In the first stage, a manager in the process of delegation gives assignments (responsibility), and power (authority) to subordinates.

Duty or responsibility is work to be done by a certain positions, while the power or authority is a right or authority to decide all things related to their functions.
In the second phase, subordinates who accept the duties and powers of these managers perform tasks using the power it receives.
In the second phase, subjects provide accountability (accountability) to the person who mendeleger the duties and powers.

Provide accountability means providing reports how a person do their job and how he uses the authority given to him. Thus, accountability is the provision of statements of how the duties performed and how power is used.

Of the three delegations elements above description, it is clear that authority (authority) and responsibility (duty) can be delegated, while accountability (accountability) can not be delegated. In other words, a leader who delegated the responsibility, but he remains responsible for carrying out its task will be the best.

On this Beishline, say the following:
"Within the limits of his authority, a commander can delegate the implementation details that must be executed by the powers to subordinates are concerned, but the delegation had not released him from his overall responsibility for personal or work unit under his command."

Or as it said on another page in his book: "Although the source of the higher echelons of delegating power to lower it does not absolve the higher echelons of responsibility.

Furthermore, it is clear that the manager may not delegate all their duties and powers to his subordinates, as well as unlikely that a manager does not mendeleger duties and powers. The characteristics of each organization is that every manager mendeleger little or a lot of duties and powers to his subordinates.

10/10/10

10/10/10

The Best Way Date

INTRODUCTION TO DELEGATION

1. INTRODUCTION TO DELEGATION

One organizing principle is the delegation of power. A manager has a particular task, but because he is a manager that has time, knowledge, and limited attention, perhaps he himself is not doing their job, though he should be held responsible for the implementation of the task best.

Because of the above, a manager must be delegated in part tusanya to bawahanya. Talk in advance about the real departementation close relationship with the delegation of this duty.

A manager who entered departementation means divides its activities over several smaller events. Activities are divided-assigned him to work by his subordinates to do the activities that have been specified, then at that moment he mendeleger.
If a delegate tasks to subordinates menajer, then he must also mendeleger power. A person who is assigned the task to perform a certain task is responsible for the execution of the task. Accountability can only be fulfilled best when her delegated power to decide all things related to their functions. So, clearly delegate tasks are Siamese twins with the delegation of power.

In accordance with that described above, in this chapter we will also point out some things that relate to delegation of duties and powers.