Human Resource Development Displacement

Human Resource Development

Displacement
Removal or transfer is to replace the activities of the employees the same level. In this case, the working group, workplace or union employee organization changed with the goal of attention, ability, and cooperation can be increased. The effectiveness and organizational objectives will increase if the employee was transferred to the appropriate position with interest and ability of employees concerned.

In terms of destination, transfer divided into five kinds, namely production, transfer, replacement transfer, versality transfer, shift the transfer, and remedial transfer. Type the latter referred to the relevant workforce development for employees who move expected to further cooperate with members of his group at the same time he can be more developed.

Fatherly powerful tool to detect who the employee should be transferred is the end result of the assessment of employee skills. Skills assessment is a systematic assessment of the employee by competent authority for a particular purpose.

Human Resource Development Promotions

Human Resource Development

Promotions
Promotion is an activity to transfer employees from one office to higher office, where duties, authority, and responsibility higher than the previous. This was done for the sake of further development of employees because of the previous positions he has shown that optimal performance, and if you remain on the long term will lead to boredom.

Arun Manoppa and Mirzas Saiyadin, formulate promotion as berkut:

Promotion is the up wards reassignment of an individual in a organization `s hierarchys accompanied by Increased income, though not always so.

One of the goals is to promote action to develop employees because the employees are quite accomplished in his position should be developed by assigning it to accept the duties, powers, and greater responsibility than ever before. The company should have a formal plan for the promotion.

OFFICE WORK

OFFICE WORK

According to Leffingwell and robinson, office work can be detailed in the following activities:

1. Receiving.dispatching, and shipping orders (to receive orders, deliver and send it)

2. Billing (create account)

3. Correspondence, dictation, typing (letters, dictate, and typing)

4. Passing credit and collecting outstanding accounts (delivering and collecting debt calculations have not yet been completed)

5. Filling (save the script)

6. Handling, distributing and dispatching mail (take care, divided up and sent postal letters)

7. Duplicating and addressing work (multiply the letter and affix the address)

8. Miscellaneous, Such as telephone, receiving visitors, messenger service (such as a variety of jobs, calls, receive visitors and jobs janitor)

9. Special tasks, objectives: simplification of the system: elimination of unnecessary work (specific tasks with a view to simplifying the system, eliminating unnecessary work)

10. Making records, noting down the data desired (make script-script, record the desired data)

Meanwhile, according Geogre R. Terry divided into 7 different offices work with the following composition:

1. Typing (typing) 24.6%
2. Calculating (counting) 19.5%
3. Checking (check) 12.3%
4. filing (storing scrip) 10.2%
5. Telephoning (call) 8.8%
6. Duplicating (double) 6.4%
7. Mailing (sending letters) 5.5%
8. Other (other) 12.7%

From the details of the works mentioned above, one secretary must master the skills that support and be able to finish the job professionally.

Guidelines for organizing office

Guidelines for organizing office

1. Organizing the office depending on size of organization.
This means that, in making the organizational structure, the main factors that need to be noticed the size of the organization. Naturally, the larger the organization, the more problems that must be faced. These conditions make the specialization of work is absolutely necessary.

The best conditions when managing a small organization. Because of the relatively small volume work, making office work concurrently is that can not be avoided. In these conditions, more workers are expected to be able to work in various fields. Specialization less or even avoided. Logical consequences and specialization is akhlinya an employee in a particular bidnag. As a result, the fair when he kurnag or even can not do other bidnag.

2. Organizing the office must follow the tendency of organizations
Genesis of a general nature in our country is standing firm from a small scale grow and develop into large. These conditions also resulted in the pattern of management or management of the company. Kecendrungannya is done by the owner of their management as well as managers that resulted in overlap of work and division of tasks.

This condition is anticipated to advance the understanding of trends, especially the owner of the organization. The tendency of some things. The tendency of the company's first big semkain, so do office work at the end the greater the need of specialization.
The tendency of both companies have activities in other fields. These conditions require new employees in its management. The third tendency, and this is the worst thing is the company suffered a setback in comparison to previous estimates. These conditions require a reduction in the number of employees. This incident is relatively more difficult compared to the previous condition that requires a more thoughtful anticipation.

3. Organizing offices do Botto up (and bottom to top)
The advantages of organizing is done by Botton-up is the occurrence of uniformity among the units in any area of ​​the organization is located, making it easier to control. While the most fundamental weakness is not under the conditions in place by the central estimate in the field.
This problem is resolved by giving autonomy to choose almost to the unit or a smaller work in organizing the management office. Centre should only determine the policy (policy) of a general nature only, while its operations in hand to the work unit concerned.

4. It needs a working group leader (group leader) if the organization already relatively developed.
working group leader in the estimate as a chain and the delegation of authority Group leaders are also in need in order to facilitate supervision by the management can easily find who is responsible for managing the office work.

5. Spent the standardization of control (control range)
Standardization of control Dui spent for the basic reason for the general human ability to supervise an activity. Several management experts argue, that the average employee can manage his subordinates well number six. It must be admitted, many capable people in above average so that they can manage on that amount, but these conditions should be done if the employee has proven his ability before.

6. The standardization level of the organization.
That the purpose of standardizing levels of the organization is a general guideline form of organization. Standardization of the need to facilitate supervision. An activity is troublesome and a waste of cost, time, and especially when prior management personnel to supervise the organizational structure required to learn first.

7. The existence of vice chairman as a form of anticipation when leadership is absent.
The organization is expected to grow and berkembnag continue. The situation requires a minimum dependence on the role of individual workers, so the role of individuals resulting in an organization can not operate properly if the figure is absent.

This is where the main role of deputy leader. When the leader is absent for any reason, whether permanent or temporary, the organization can continue to run normally because it has been prepared which can replace the role that the tinggalkannya.

Another thing to consider is the ability and replacement. Let the distance between the replacement and that was replaced not so much. This is to avoid a gap (distance) between them. The wider the gap the harder it is accepted replacement by members of the organization.

THE OFFICE ORGANIZATION definition

THE OFFICE ORGANIZATION definition

The organization has two basic understanding. First terms in the narrow sense, namely the organization as a place or container, while the understanding of both organizations as a process. As a place or container, the organization is where people work together to achieve the expected goals. The expression implies that organizations limited by place, space and time. This means that an organization is only in certain places, at certain time and space. In addition, the organization does not exist.

The second notion is an organization sebgai process to achieve goals effectively and efficiently. In the process, the organization is not bound by place, space and time. Whenever and wherever home happens the process of achieving goals, that's where the organization is located. Understanding organization as process more meaningful because for the present era, where technology developed so rapidly process of achieving the goal is not merely done in a certain place (the office).

Internet and mobile phone technology allows people to move mobile without leaving the main job. He can contact and in contact wherever they may be. Communication like that is what led to understanding the organization as a process also called as a more modern sense as a comparison somewhere.

The question is, why people organize themselves, and what conditions the establishment of an organization? Did not he do it himself if he will get greater results? Answer the second question correctly, that because the organization he was forced to share or sharing with others.

The reason why the association was because he could not do something only to itself alone. Everyone has limitations and karenannya he needs other people. Limitations are not only material but may be non metril. Limitations can include time, effort, and cost.
In terms umun founding an organization there are three types. The three types of requirements are:
1. The existence of groups of people
2. Cooperation and
3. The existence of the objectives to be achieved in together.

Thus also the organization of the offices. Before discussing the organization of the office, first we discuss about the role of the office in an organization as a whole. Office is a part of the company or larger organization that has the primary duty to serve (to give service) implementation of the main tasks and organization.

Given the above, naturally prior to organizing the office, the office manager is the person most responsible for managing the office, should be guided to the guidance office organizing. Guidelines for organizing office include:

1. Organizing the office depending on size of organization,
2. organizing the office must follow the tendency of the organization,
3. Organizing offices do Botton-up (from bottom to top)
4. There needs to be pemimin working group (group leader) if the organization is relatively developed,
5. Spent the standardization of control (control range),
6. The standardization level of the organization,
7. The existence of vice chairman as a form of anticipation when leadership is absent.

SCOPE of OFFICE MANAGEMENT

SCOPE of OFFICE MANAGEMENT

According to The Liang Gie in his book "Modern Pekantoran Administration" scope of office management includes 11 fields, among others:

1. Works in general office
2. Office System
3. Office Organization
4. Communications office
5. Management reporting
6. Management of archives
7. Control office
8. Simplification of office work
9. Tata office space
10. Office Supplies
11. Study office

Meanwhile, according to H. Mac. Donald in his book, "Office management" scope covers 6 areas of office management, among others:

1. Employment office
2. Method office
3. Factors in the office
4. Cost of equipment
5. Policy office
6. Office equipment

Based on these activities over the dapt be concluded, that the scope of the Management office include:

a. Resource management with a professional office, this is done with the recruitment procedure, personnel placement office, development office and maintenance personnel and office personnel layoffs and pension policy personnel office.

b. Provision of office organization to suit the needs of organizations. This is related to the right man in the right place, so it does not happen the wrong man in the right place, so that each office personnel memehami be true that the authority and responsibilities, so that direct consistently transparent and should make its organizational structure organizational chart . To support these activities need to be provided office equipment including office machines are modern and arrangement of space refresentatif.

c. Setting activities and the secretariat for the office to perform its functions properly. The main function of the office is to provide information services and communication to management. Characteristic activities of the office is to enter into organizational units, and if the organization has developed, it needs to reconsider whether the information and communication systems is done centrally (centralization) or centrally in accordance with requirement (decentralization).

d. Determination of one's tasks and affairs secretary secretarial office, that person's assistant secretary is not only superior, but rather serves as public relations, the backbone of the office work secretary even function as a manager.

e. Office communications system settings, good communication is internal, as a mediator and facilitator of communication within the organization, as well as external communications ie relationships and relationships with business partners to develop organisasai, either by using verbal communication such as face to face. Telephone and other oral communications, or by written communication such as the ability of correspondence, telegrams, facsimili, mass media and so forth.

f. Data processing arrangements with various methods of data processing, managing and consider whether the data processing will be done by manually or by machine - a modern machine. In this case it is essential mastery of foreign languages ​​and computers.

g. Setting the efficiency of office work, all office work should be reviewed in terms of efficiency, such as savings:
1. Left
2. Power
3. Mind
4. Space
5. Objects, including money

The scope of management of the above offices in accordance with the discussions will be undertaken in this book.

The office resources

The office resources

1. Office Personnel
Human resource issues are very big influence on the existence of the office, therefore, need to be planned with a professional on the job analysis (job analysis) so that clear job descriptions (job descriptif) that will produce job specifications (job specificayion). Thus creating "The right man in the right place." In this case obviously need to plan a mature and begin the withdrawal of personnel, personnel placement, personnel development to maintenance personnel, it will produce qualified personnel, have high motivation and dedication and organizational goals will be achieved efficiently and effectively.

2. Pemodalan or Money
Pemodalan or money preformance an office plays a vital role because it is a wheel company, therefore, in determining financial policy requires the calculation of a mature, well-keprluan in budgeting purposes and incidental office regularly, and in the implementation of good surveillance systems need to avoid waste and fraud that hurt the organization.

3. Equipment and Supplies.
Procurement of equipment, supplies should be planned properly. This must be adjusted to the needs and level of efficiency and effectiveness and must be noticed also menganai price and quality of equipment, supplies and machines, maintenance and after sales service.

4. Office Machinery
Procurement of office machine to be adjusted to the needs of the office and follow the development of science and technology, so they can answer the needs of the office that can compete with other organizations. In this regard need to be noticed as well about the benefits and usefulness and efficiency and in terms of financing and environmental factors beyond ogranisasi.

5. Working Methods
Is Suatau implement procedures that need to work on applied by management to be a work pattern to ensure tercapainnya organizational goals efficiently and effectively. Because in addition to improving the work, working methods can also prevent the occurrence of errors. After working methods in the set the next step is to arrange the working procedures of the next set of working methods and work procedures are structured and is an effective system.

6. Working Time
Working time is necessary in the look, because wasting time is wasting energy and money and delay tercapainnya work goals. Hence the need for time study and motivation study, including simplification of work, preparation methods and operating procedures are all associated with the use of effective working time and facilitate monitoring.,

7. Workplace
The place and the environment and working atmosphere requires representatife conditions, therefore we need good spatial planning, which can support any office personnel to carry out its activities.

From the description above, it is clear that the management office is a part and the macro management, the office resources must be managed well and should follow the development of science and technology, because the environment outside the organization is always changing and evolving, so resources office should be able to follow and anticipated developments tesebut, so that always win the competition era.

Summary of Human Resources

Summary of Human Resources

Although there are differences in definitions of human resource management in the literature in the United States, in England, and in Indonesia, but when combined, there are two things that gets the emphasis of the various definitions of it, namely minded people and production minded.

By considering the emphasis on these two authors give limits of human resource management is the art and science of procurement, development and utilization of human resources so that organizational goals for efficiency gains and the excitement of the work of all workers.
Human resources management is a synonym of personnel management, personnel management, personnel management, and manpower management, but not the same as labor relations and industrial relations. Industrial relations is the joint management of human resources and labor relations, namely the management who focus on the relationships between management and union employees.

The main benefit of human resource management, as applied science is the possibility of applying the basic principles of corporate life so that the unit can be realized effectively and efficiently in achieving organizational goals and objectives elements.

The scope or coverage of human resource management is the procurement, development, and utilization of human resources. The core provision of human resources is to provide the necessary labor organization quantitatively and qualitatively. Human resource development is a program specifically designed by the organization in order to establish employee in improving the skills, knowledge, and improve attitudes through a variety of activities. Utilization of human resources is a process-led activities that intend to employ staff who provide adequate performance and not hire employees that are not useful.

One of the main aspects of human resource utilization is the motivation of businesses to encourage employees to want to excel. One opinion about motivation is the theory of David Mc. Clelland said that the main factor that causes a person whether accomplished or not is the presence or absence of factors need of achievement on the person concerned.

Staff were helpful all line managers in organizing, developing, and utilizing human resources personnel managers whose role is to serve, advise, and monitor the implementation of various activities, would conform with the lines made by the top leadership within an organization.

PERSONNEL MANAGER'S STATUS AND DUTIES Job Description

PERSONNEL MANAGER'S STATUS AND DUTIES

Job Description
The scope and core content of human resource management, in summary has been expressed in advance. All materials must be understood by every line manager, so that he can achieve results through others. The effectiveness and efficiency of line managers realize the objective function unit can be expressed marupakan ability to set the principles fundamental human resource management.

The reality in life, especially in large companies, in addition to line managers, the personnel manager was responsible for the implementation of personnel functions best in the company. Therefore, in order to avoid a divided responsibility, and lack of duplication (overlapping) tasks, clarity of status and division of tasks between line managers with personnel managers absolutely confirmed.

Whatever the label manager of personnel, the status is of the staff, often referred to a specialized staff. In accordance with such status, the personnel manager with all the members of his unit solely for:

a. Providing advice and assistance, and has no line authority to other elements within the organization.
b. Advice or assistance given to all elements of line managers.
c. Advice or assistance provided, specialized only in the areas of procurement, development, and utilization of human resources.
By and large, according to the status of staff of personnel manager, then perananya against all elements of the leadership is in these things as follows.
a. Taking the initiative and memformulirkan human resources policy.
b. Giving advice / suggestion to all elements within the organization
c. Serving the elements of leadership in activities related to procurement, development, and utilization of human resources.
d. Supervise, including monitoring the actions of line managers in procurement activities, development, and utilization of human resources.

Creating and formulate human resources policies is one of the main duties and responsibilities of personnel managers. The formulation of policy formulation, could only apply to the organization, when the helm is meratifisernya.

In addition, other activities of the personnel manager, seen in its role as an adviser or its advice to line managers in relation to the procurement, development, and utilization of human resources.

In procurement, development and utilization of human resources, personnel manager in terms of administration should be able to serve the needs and equipment line managers, for example, to prepare the forms needed, room for exercise, the letters are required in the appointment and dismissal of employees, and forth.

Finally, one other important role of manager-subordinate personnel with subordinates is watching, including monitoring the activities, procedures and provisions outlined by the top leadership.

Motivation of Human Resources

Utilization of Human Resources

Motivation
If someone would not be motivated employees, the potential ability will not be fully realized in the implementation of the work. Understanding or the process of understanding the basic motivation is to understand why someone working on something specific.

Motivation comes from the word motive, which is what moves or encourage someone to do an activity, which relate to answer the question why such a person's behavior.

Determining a person's motive is not always easy because it is abstract, not visible, but it can be inferred from behavioral symptoms. All behavior is directed to achieve a goal, and if the goal is achieved, the motive has been satisfied.

Ability to work different from the potential ability to work. Someone might be able to do a job, but at one time, the ability was not stated. When a person can be bought, but antuasiasme, initiative, and loyalty can not be forced.

Motivation can be defined simply as an act of encouraging someone to do an activity (job) so as pressing the right button to obtain the necessary reactions.

Motivation associated with willingness to work. Therefore, it is true that the dynamics Urwich said management is the ability of managers to motivate their subordinates.

Until now, the generally accepted theory of motivation which we have not discovered, as well as equipment or facilities that cause the urge to act is often referred to generally accepted incentives can not be found. Handoyo Krisyanto true statement which states as follows: "Incentives are proven very effective in a company, it could result in the company instead of other because apparently needs, behavior, and interaction in each environment is not always the same.

However, motivation theories put forward by experts, should be used, at least to broaden understanding of motivational theory. Theory A.H. Maslow, Douglas Mc. Gregor, Frederich Hersberg, and David Mc. Clelland, the point will be discussed below.

1. Theory A.H. Maslow
According A.H. Maslow, a person's behavior is determined by the most urgent needs. He said that every person has a hierarchy of needs, and consists of a row.
a. Physocological needs,
b. Safety needs,
c. Social needs,
d. Esteem needs, and
e. Self actualization needs.
Basically, the behavior is goal-oriented. In other words, behavior is generally motivated by the activity to obtain needs. Accordingly, according to Maslow's hierarchy of needs in relation to a person, then that encourages a certain behavior is influenced by a person's most urgent needs.

2. Opinions Douglas Mc. Gregor
According to Douglas Mc. Gregor, there are two management approaches that may be implemented within the company. Each approach, basing himself on a series of assumptions, about human nature, which called Theory X and theory Y.
Mc. Gregor wants, in order to motivate subordinate managers should set theory Y in the company. By applying the theory of Y, then the people in the company will be encouraged to grow and will apply the knowledge, skills and imagination to help achieve organizational goals.

3. Opinion Frederich Hersberg
Some of the opinions above, the Frederich Hersberg believes that there are two sets of conditions that affect a person at his job. The series first condition is called hygiene factors, a series of the second condition is called a motivator factor.

The first series of conditions (hygiene factors) consists of policy and administration, supervision and guidance of supervisor (supervision), interpersonal relations, working conditions and salaries, have no bearing or relation to employee motivation, but a series of conditions that must exist in every company for state work environment is considered kondusip.

The series of the second condition called motivational factor consists of successful implementation, recognition (recognition), the work itself, responsibility, and development (advancement), which are all factors that play a role in the execution of his job to motivate employees.

4. David Mc opinion. Clelland
David Mc. Clelland put forward his theory called the Achievement Motivation Theory. What is it that allows the employee will perform? According to David Mc. Clelland, the emergence of the failure of leaders to create an effective incentive system is due to a wrong about man and his work. The biggest mistake managers who is their assumption that people work solely for money.

According to David Mc. Clelland, the main factor that causes a person whether accomplished or not is the presence or absence of factors need of achievement (achievement motive). The characteristics of people who have the achievement motive is to try to make things better, the ambition with rational calculation, and not rely on fate.

To generate David Mc achievement motive. Clelland has established a training institute named ATM (achievement Motivation Training). Apparently its alumni organizations that exercise, have shown the achievements within their respective organizations. In addition, according to David Mc. Clelland, so employees want to achieve, then the managers should be able to create the preconditions that enable the development need of achievement employees. The trick is to give way to make decisions and choose their own desired way of working.

Utilization of Human Resources

Utilization of Human Resources

Utilization of human resources is a process-led activities that intend to hire employees that are not useful. Employees who demonstrate the possibility to benefit sought for that possibility into reality, by the way to motivate employees. Employees who do not benefit dismissed or retired. Thus, the scope of utilization of human resources consist of the dismissal, pemensiunan, and motivation.

a. Discharge
Dismissal means termination of employment (FLE) with employees. In order to utilize human resources, the initiative for the layoffs came from the managers. Basic objective considerations when employees would have parasites to the company, that is, the resulting output is smaller than the inputs used.
In the probationary period, employees can be fired (discharge or dismissal) when employees show the work that is not satisfactory. Once completed probation (three months), employee status must be determined: dismissed or accepted as a permanent employee. When he finished probation, the employee shall be removed, after fulfilling the requirements tetentu.

In applying the layoffs, managers should pay attention to, guided, and realize that there are standards in social legislation, labor legislation, the decision of the Central P4, such as the legal basis for dismissal, the dismissal of a grace period, as well as corporate moral responsibility in the form of severance pay and money services for employees who are dismissed.

Layoffs can only be carried out, after there P4D permission for termination of employment on a large scale. Actions that are not objectively layoffs will cause restlessness, decreased productivity, and disrupt the stability of employees.

b. Pemensiunan
Pemensiunan is the dismissal of employees by the company due to old age so that employees can no longer be working perfectly. Pemensiunan benefits not only for employees who retired, but also for employees who have not retired and for the company. The existence of pension provision, to stabilize the employees, improve collaboration, and can cause a sense of belongingness.

Depending on the policy leadership of the company, the pension fund for employees can be obtained from various sources, such as withholding a certain amount of employee salaries each month, the allowance for some company's profits, or a combination of both. Similarly, retirement, can be determined considering various factors such as age, employment, employee education, public health level, and so forth. Generally, for pemensiunan in our country ranged between 50-60 years.

Human Resource Development Counseling and Conference

Human Resource Development

Counseling
In every organization, employees can be divided into two kinds, namely that advises and advised. Generally, managers including the advisory group, which advocates for subordinate-subordinate especially those related to the implementation of the subordinates work for the sake of getting trampilnya the employees concerned. The situation is different, ask for the willingness of managers to understand, emphaty, and consider the employee for employee development for the future. Each employee who wants to ask for help in connection with his work, then the manager should be able to give suggestions and advice, and even personal problems that asked for advice by a subordinate, the manager must give full sympathy.

Conference
Participate in a conference will be a lot for someone to give experience, knowledge in various fields and to increase skills. How to organize a conference, meeting process, how the discussions, and making many decisions will have an impact on every person who participated in a conference. Special to the manager, the conference brought a positive impact in the development of these managers.

THE OFFICE MANAGEMENT DEFINITION

THE OFFICE MANAGEMENT DEFINITION

In the development of understanding between the Management office (office management) with adminidtrasi office (office administration) often interprete interprete commensurate and both he turns used in the same sense, although in the history of its development is more widely used term administration of state affairs, while the term Management used more in the affairs of the company's preformance, but recent developments in the broader management use in the affairs of State.

By following the norm that, in a further description will not perbedakan term in office administration with a management office, which is more important in understanding the two terms are explained clearly.

Regarding the definition office management, there are some definitions that can convey, among others:

(1) Geogre R. Terry in his book "Office management and control" state office management cans be defined as the planning, controlling, and organizing of ofiice work. And actualing those performing it so as to Achieve the predertemined objectives. It deals with the life cycle of business information and data from Their creation througt Their maintenance, distribution, and retention, it of permanent value, or destruction if obsolete.

This means that the management office can be define as planning, controlling and organizing the work of offices, as well as the mobilization of those who carry it out in order to achieve goals - goals that have been determined in advance. This question has to do with the circulation of live data and business information, and since its creation through maintenance, dissemination, and storage that has a fixed nlai or Destruction when it becomes obsolete.
(2) Littlefleid & Paterson preformance in his book "Modern Office Management'menyatakan that" The terms of office management will from be Used in Such a broad sense in thid book, it will of be Considered to encompass the management of office work Wherever and by whomever performed "means term of office management will be used in a broad sense, so that in this book, it will he considered include the management of an office job anywhere and by anyone in doing.

(3) Arthur H. Grager in his book, "the National Office Management Association report card. Management Office is the Fungtion of administering the communications and records services of an organization, meaning that the management office is a function of spatial organization of the communication and service slips of an organization.

From the definitions above it can be concluded, that the management office is a certain function which is a series of activities merancanakan, organizing directing, supervising and controlling up to organize activities in an orderly manner ehingga achieved an employment goal, both goals in the State organizations and companies.
While understanding the office is an organizational unit that functions to provide services tatausaha activities and other activities for the purpose of management in its efforts to achieve organizational goals, using resources in order to reach destination services office that has been laid before.

The office resources are utilized to achieve the objectives are:
1. Personnel Office
2. Pemodalan or money
3. Equipment and office supplies
4. Office machine
5. Working methods
6. Working time
7. The workplace

Human Resource Development Delegation

Human Resource Development

Delegation
Managers who do not dare delegated to subordinates, reducing the effectiveness of the manager itself. Management is achieving results through other people, hence to be able to realize it, the delegation by the manager is absolutely necessary. One important qualification of a manager is the ability to delegate some duties and authority to subordinates. The duties of a good manager from the point of the process, as well as from the corner of the field, partly or wholly delegated.
especially in the implementation, so the delegation can be effective, should, note the following.

1. Elements of the delegation must be complete and clear, namely task, authority and pertanggungjawabanan (authority, responsibility and accountability).
2. The delegation is given to the appropriate person, means are expected to perform the task.
3. Delegates should be coupled with equipment, time, cost.
4. To those who received the delegation should be motivated by providing the necessary incentives.

With the basic principles mentioned above, employees are expected to grow in experience and knowledge.

Human Resource Development rotational position

Human Resource Development

rotational position
Job rotation fact none other than one way of training, education. With a rotational position of an employee assigned to a different holding positions from one time to another time, except for employees of understanding the implementation of various tasks, so that he obtain a wider knowledge about the various positions. Job rotation is often applied to managers, as business development manager.
In applying the rotation of office, to note the following:
a. Employee positions which must be moved along its content with the position of the deceased.
b. Same method should work with each other.
c. Officers who transferred should have experiences that enable it to understand the basics of new jobs.

Human Resources Management Training / Education

Human Resources Management

Training / Education
The secret of success of the most effective heartfelt much depends on the implementation of training for workers within the organization. Training / education today is no longer considered to be unproductive investments. Effective management view training / education as a long term investment in human resources.

With the training / education is defined as company activities designed to improve or enhance knowledge, skills and attitude of employees in accordance with the needs of the relevant companies so that employees are more advanced in implementing a particular task.

Training is more practical, while education is more theoretical. Basic thoughts about training / education, should include the seven principal the following:

1. The purpose of training / education must be tailored to the needs of the company.
2. Content of training / education must be relevant to the realization of the purpose of the exercise.
3. The schedule is prepared so conducive to the coach or the followers of training / education.
4. Location of training / education that gives kagairahan selected in the process of training / education.
5. The quantity and quality of participants should not interfere with the course of the implementation of training / education.
6. Coaches must be selected that has the necessary qualifications.
7. Training methods must be adapted to the followers of training and materials provided.

Various types of training / education can be an organization, tergangtung on needs, such as training on policies / procedures, training on specialized skills, training, human relations, training, problem solving, decision-making training, and others.

HUMAN RESOURCES DEVELOPMENT

HUMAN RESOURCES DEVELOPMENT

An organization can only grow and continue to live if the organization is always responsive to environmental change, technology, and science. Challenges and opportunities for an organization both from within and from outside, so complicated. Therefore, companies need to adjust its workforce, particularly in terms of its qualitative tehadap these changes, to equip its workforce with the knowledge and skills through workforce development programs.

Workforce development is a program specifically designed by an organization with the aim of assisting employees in improving skills, knowledge and improve attitudes.

Various activities can be conducted by an organization for workforce development, namely:
a. training / education,
b. rotation of office,
c. delegation of tasks,
d. promotion,
e. displacement,
f. counseling,
g. mastery of the appropriate committee membership, and
h. conference.

PROCUREMENT OF HUMAN RESOURCES

PROCUREMENT OF HUMAN RESOURCES

The main activity in human resource management is the provision of human resources. This is the form of activities to formulate a program drawing, selection, and placement of manpower. The core provision of human resources is to provide the manpower needed an organization quantitatively and qualitatively. In quantitative terms, are determined through analysis of the workload (work load analysis) and analysis of the labor force (work force anlysis). Workforce is qualitatively determined through job analysis (job description) and position specification (job specification).

Withdrawal from the workforce, are intended to call applicants to fill the vacant positions in an organization through a variety of labor sources, such as advertising, employment offices, educational institutions, union employees, family and acquaintances or employees.

Selection labor is a process to give the applicant the right position. With the right applicants, means that there is conformity (best fit) between the needs of the position (job requirements) on the one hand with the qualifications of candidates on the other. The selection process generally consists of the stages of preliminary interviews, filling out an application, reference checks, psychological tests, filling out an application, reference checks, psychological tests, interviews, medical examinations, and approval of immediate supervisor.

Job placement means, the applicant decided to hold a position in the organization through a process orientation (induction), which introduce employees to the company about the job, company history, production issued by the company, the rights and obligations of employees, conditions of employment, and wage and salary employees. The purpose of orientation is to foster a sense of pride and a sense of belonging to the company on the employees concerned.

The selection and placement of proper manpower will bring positive impact for an organization. The selection and placement of false labor will bring negative impact, including incidence of labor unrest, the decline in enthusiasm and excitement of work, reduced productivity, errors in execution of duties, and responsibilities are less.

SCOPE OF HUMAN RESOURCE MANAGEMENT

SCOPE OF HUMAN RESOURCE MANAGEMENT

Although the focus of attention of human resource management is that every worker can contribute to optimal in the realization of organizational goals, but due to the development of science itself, because of technological advances and increased complexity of the organizational environment, the scope or coverage is discussed in human resource management continues to change and development, since long ago to the present.

According Biswanath Ghosh, personnel management is divided into three main sections, namely evaluation, modivation, modification of human resources. With the evaluation is intended to assess the available workforce from various sources to meet the needs of the company, motivation is being with efforts aimed at motivating workers and by modification means efforts to change the workforce becomes more skilled.

In accordance with the definition of human resource management that has been the author pointed out above, the material becomes sorotannya revolve around three main aspects, namely procurement, development, and utilization of human resources. The three main aspects are the main tasks, and if broken will result in a number of functions.

When studied human resource management literature, it is often times other materials are also discussed which is nothing to do with ketiha main aspects mentioned above. Indeed other materials that are discussed in the branches of management or other sciences. Other materials, such as organizing, management skills, relationship manager with union employees, productivity, social environment, communication, leadership, and others.

It must be recognized that other materials that clearly plays a major role in understanding the integral human resources. In addition, to truly understand the human being in employment, in other sciences need to be studied, such as sociology, psychology, anthropology, labor law, and social legislation. The pure material was separated from human resources management.

On the basis of the definition of human resources thinking that the author pointed out above, the creative management of human resources which will be described below, particularly keriga only highlights the main aspects, namely as follows.
a. Supply of human resources
b. Human resource development.
c. Utilization of human resources.

HUMAN RESOURCES MANAGEMENT BENEFITS

HUMAN RESOURCES MANAGEMENT BENEFITS/ADVANTAGES

Human resource management, as a branch of management and as restricted in advance is a type of science, and includes the applied, ought to understand it, someone will be guided by the principles or truth on the basis set out in the real life company to achieve certain results.

But it turns out, the principles put forward by the management of human resources are found through the practice and public observations without sufficient research and experimentation supervised so that doubted its validity, and therefore can only be labeled a useful generalization or theoretical concept only. Additionally because the object is human, not inanimate objects, then the causal relationship only as an estimate only.

Basic guidelines contained in the management of human resources is clear and can definitely add to the knowledge and skills to work through others. Organizational life to a larger portion is driven by human resources, even human resources need to be better understood and taken seriously, if the expected increase in productivity in an attempt to realize the goals of the organization. Human resources must be drawn, selected and placed appropriately, and then developed to increase knowledge and skills and be motivated in such a way that it benefits the organization's survival.

The objective of human resource management unit is to realize an effective and efficient working, and it just might happen if the managers in an organization does not ignore the personnel functions.

SOME DEFINITION OF THE HUMAN RESOURCE MANAGEMENT

SOME DEFINITION OF THE HUMAN RESOURCE MANAGEMENT

Human resource management or sometimes called personnel management or personnel management is a subsidiary or branch rather than management.
Often management is disclosed is a tool to get results through others, and because the management of human resources is one of the branches, so he has the same goals with management, with primary emphasis maintaining good human relationships between individuals and that each individual tries to give its contribution optimal in achieving organizational goals.

Definition of human resource management that can be universally accepted does not exist, because the definition made by the author that one with another author there is a difference-perbadaan.

Edwin B. Plippo states: Personnel, managements is the planning, organizing, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and Societal goals.

Society for Personnel Administration in the United States will provide the formulation of Personnel Management as follows: Personnel Administration is the art of acquiring, developing and maintaining a competend work force in Such a manner as to accomplish with maximum efficiency and economi the functions and objectives of the organizations.

British Institute of Personnel Management, gives the definition of personnel management as follows:

Personnel management is the part of the management function the which is primarily Concerned with the human relationships Within an organization. Its objective is the maintenance of those relationships on a basis of the which by consideration of the well-being of the individual, enables all those engaged in the undertaking to make Their Personnel maximum contribution to the effective working of That undertaking.

CPA Gadjah Mada University, restrict personnel management with concise as follows: All activities associated with the problem of the use of human labor in an effort to work together to achieve certain goals.
Of the various formulas above, it is clear that the pressure of personnel management attention than the first two personnel and two of production. So, by studying human resource management, it is expected people will be "minded" people "and" production minded. " In other words, managers who understand the human resource management, in achieving the goals of the organization will have emphaty attitude towards subordinates, subordinates.

Since management is the art, as well as science, and because the pressure of attention in human resource management is "minded" people "and" production minded "then the author defines human resource management is the art and science of procurement, development, and utilization of human resources so that objectives organization is realized in the usability and the excitement of the work of all workers.

Apart from term human resource management, personnel management, personnel management, and personnel management, in literature there are several terms that are comparable or nearly comparable to these terms, manpower management, labor relations and industrial relations.

Manpower management, relating to procedures in which human resources are organized and directed in an effort to achieve organizational goals, individual, and society. The main target is the use and allocation of human resources as possible. Some say that the manpower management includes both human resource management and labor relations, as in the RS book title Dwivedi.

Labour relations or also referred to labor management focuses its attention to the relations between management and union employees. Finally, industrial relations is a broader term meaning of human resource management because it includes labor relations and human resource management.

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

The success of both large and small organizations are not solely determined by the available natural resources, but many opeh determine the quality of human resources that contribute to plan, implement and control the organization in question.

Differences in the quality of human resources in the decade of the '60s with the quality of human resources in the 80s in Japan is one thing that can explain Japan's prosperity and progress in the decade of the 90s or now.

Continuity of development carried out now in our country, however can only be maintained if the quality of existing human resources, serious attention both from government and from private citizens.

Therefore, the necessary human resource development in our country given the amount of Indonesia's large population, which is a potentially productive source can be converted into real productive resources. Similarly, greater attention in Indonesia, the management by private institutions are expected to be able to bring a positive impact on economic development and enterprise in the future.

One of the special branch of management to pay attention to human resources. Therefore, the understanding of matters relating to human resource management by all members of society, especially by the head of the company is absolute and necessary, in order to raise the living standard of the Indonesian nation.

This chapter will present the meaning and benefits of human resource management, coverage and core-material aspects of its aspects as well as the status and duties of personnel manager in an organization. In accordance with that, then in the subsequent description will be presented the following matters.

1. Some understanding.
2. Benefits of human resource management.
3. Scope of human resource management.
4. Procurement of human resources.
5. Human resource development.
6. Utilization of human resources.
7. Personlia status and task manager.

Corrective Action Controlling

Corrective Action Controlling

This last phase is only executed if the previous phase confirmed irregularities have occurred. With corrective action is defined, the actions taken to adjust the real work that deviates to conform with the standards or pre-determined plan. Taking the example above was, corrective action is action taken for the sale of 400,000, 00 can be adjusted to the total sales amounted to half a million dollars.

In order to implement corrective actions, it is first necessary to analyze what causes those differences. Must be known in advance that caused a gap. Similar to a doctor who face the patient, to cure the disease the patient the doctor should investigate what the cause or causes of the disease. Only after knowing what causes the disease, given the appropriate medication to cure it. Thus, when the leader has to know what caused the deviation, must take corrective action.

Why there is deviation in the number of sales above. Deviations that may occur due to one or several reasons as follows:

a. Lack of production factor so that the delivery of goods ordered is subscription too late.
b. Not cakapnya sales leadership to organize human resources and other recources in the environment.
c. Attitudes of employees in the sales become apathetic and so forth.

When the leader has to establish with certainty the causes of deviations then taken corrective action. When deviations occur because the first cause, then the leader can make corrective actions to the road, such as adding labor at the delivery. If deviation occurs because of both, leaders can make corrective actions to improve the way the way the leadership selection, or by re-educate the head of sales. If deviations occur due to the apathetic attitude of employees, then the corrective action to be taken, for example, provide a better incentive power to employees, or personnel policy changes adopted by firms and so forth.

Seems clear from the above uaraian that corrective actions were not necessarily able to customize the work is realistic with the plan or standard. Hence, once the necessary periodic reports so soon before its too late to note the occurrence of deviations, as well as with corrective action to be taken, the implementation of all jobs can be saved in accordance with the plan. If this is not possible, then there was a material deviation report in preparing the next plan.

EVALUATION OF CONTROL

EVALUATION OF CONTROL

The second phase in the regulatory process is to assess or evaluate. With the judge, is intended to compare the results of subordinate employment (actual result) with the measuring device (standard) that has been determined. Thus, it is clear to be able to carry out this task should be available two things, namely, (1) standard or the measuring device and (2) the actual result or the work of subordinates.

What standard is used as a measuring device? It has been determined or defined in the first phase. What matters is to get the job subordinate (actual result). Where work can be perceived by subordinates. Subordinate job can be known through a variety of ways, namely (1) of the written report prepared subordinates, both regular reports and special reports and (2) directly to subordinates to ask the job, or subordinates are called to give oral reports.

Getting a subordinate work through the first way, constitute an aspect of weakness. With written report of subordinates, leadership is difficult to determine what form of reality and what is the form of opinions in the report. In other words, the written report can be prepared in such a way that subordinates are exaggerated, that is subordinate to the results achieved are reported in excess of actual results. Furthermore, it probably is not properly prepared the report, that is, not all the elements of the report is loaded. Through the second way was there an aspect of weakness. Not always the leadership have enough time to visit the subordinate or interview with subordinates, considering other activities, given the distance, and so forth. The weakness of the first way can be overcome by providing guidance or guidelines in the preparation of the report (see last section in the chapter which precedes this chapter).

Weakness in the second way can be overcome by lifting the leadership aide who did the activity. Thus, formed a body of control (supervision), which served to get the jobs report came subordinates by asking subordinates or subordinates to give oral reports. Establishment of control bodies as described above, is a way to streamline the lead in carrying out this supervisory function.

The second ball to the above are available, so good standards already exist and actual result, leaders can conduct the assessment. So, the leadership of subordinate job comparing actual results with the standard so that by comparison it can be ascertained whether the deviation occurred. Thus, the standard rate reality. For details were given more examples that have been put forward in the last chapter. For a standard defined sales area real sales in a month it was only 400,000, 00. By comparing the standard with the fact that, clearly seen that the irregularities amounted to 100,000, 00. This is the second phase, which conducted an assessment or a standard to compare with actual results achieved by subordinates.

SETTING STANDARDS OF CONTROLLING

SETTING STANDARDS OF CONTROLLING

If we intend to measure or assess something, then that task can only be done when we have something that gauges: measuring instrument that we call gauge. For example, if we intend to measure the length, we use gauge meters, kilometers, etc., if we intend to measure weight, we use the measuring device kilograms or grams, so seterusya. So, obviously to measure something we should have a specific gauge.

Similarly, if we want to measure or assess the implementation or the work of subordinates, we must have the assessment tool, or standard gauge. Assessment tool or gauge the value (quantity, quality). Assessment tool that should be set first before subordinates carry out his work (his duties) and the subordinate must know the correct assessment tool (standard) which is used to assess the work supervisor.

Assessment tool or standard for the work of subordinates, in general there is good in the overall plan as well as on the plans. In other words, in a plan that in general there are standards for the conduct of work. For assessment tool that is well known by subordinates, the assessment tool that should be noted, explained to him. This is indeed necessary, for thereby subordinates know what to achieve by completing the tasks. If it does not know, then he will fumble where activities should be directed. To achieve the same purpose, namely subordinates understand the standards used his superior, then that standard could be developed on a joint basis. In other words, superiors and subordinates work in determining what the standard of the work of subordinates.

Both of the above, namely (1) assessment tool (the default) will be determined first before subordinates carry out his duties, (2) subordinates know the correct assessment tool (standard) which is used to assess the results of his work supervisor, are two of the three conditions that must be filled with the regulatory process. Another requirement is that subordinates understand exactly what it is responsible (principles of job definition).

In outline, the kinds of standards that can be classified into three major categories, as follows.
a. Standards in physical form:
1) the quantity of production,
2) quality production, and
3) time

b. Standards in the form of money:
1). Standard cost,
2). Income standards, and
3). Standard investigations
c. Standard intangible

Standards in physical form (physical standards) are all standards that are used to assess or measure the real work of subordinates and are not in the form of money. The first type is quantitative, for example the amount of output for each hour of work machine, the length of wire for each tonne of copper, the number of machine hours of work for each unit of production output, and so forth. The second type is qualitative, such as long barapa something resistant products are used and so forth. The third kind in the form of time, such as how many days or how many hours of work machine or how many hours of work a unit of production completed.

Standards in the form of money is all the standards used to assess or measure the work of subordinates in the form of money. The first type are included in this group is the standard fee, which determined the amount of costs to produce or do a particular job. The second type is the standard income. By this standard, then determined how much income to be received from a certain sales, some sales agents, and so forth. Type the last in this group are the standard set of investment means that a particular effectiveness in the use of capital, for example, determined the net gains to be obtained from any use of capital by 10%, and so forth. Standards in the form of money is usually contained in a company's budget. Therefore, the budget is often used as a tool of control, measuring instruments or standards for the activities of subordinates. Therefore, the standard second group was often referred to as the budgetary control.

Conducting an assessment of the results achieved can be done with the use of budget. In the beginning is a budget aimed at a plan about certain things in the form of quantitative (money). Budget an industrial company shows how much the cost (fee), which planned to carry out or working on a project. Budget as a plan can be used as a means of measuring the implementation of the work. So, whether a job is done efficiently or not, or according to plan or not, it can be seen by comparing actual spending with a budget that has been determined in advance. When the actual expenditures that exceed the budget that has been written in the budget, means that the implementation of employment was not efficiency, so you should. (In times of inflation, the budget can not be used as a gauge or standard).

Last class standard is the standard used to measure or evaluate the subordinate activity measured by both the physical form or in the form of money. For example, to measure the activity or the head of public relations or measure employee attitudes toward the company. To assess employee attitudes towards the company we use standard intangible, such as the number of complaints submitted by employees, the number of employee suggestions to the leader, the number of employees are absent, the number of employees who asked for stop to move work to other companies, and so on.

Similarly, various types of standards used by supervisors to effectively assess whether or not the activities of subordinates. Types of standards which will be chosen depending on the type of subordinate activities to be assessed. But in the first phase, in the regulatory process that oversees their every first set the standard of supervision.

CONTROLLING PROCESS

CONTROLLING PROCESS

In performing a particular task, there is always the sequence of execution of that task even though the task is simple. To realize the purpose of such companies, corporate leaders through the phases of implementation or execution processes of planning, organizing, composing, directing, and supervising. Similarly, in making a plan, to go through some sequence of execution, which was to determine the tasks and company goals, observe and analyze, making the possibilities, making synthesis before making plans.

Likewise in the operation of duties, to facilitate the implementation of the realization of objectives should also go through several phases or sequence of execution. The process of supervision or control anywhere that any berobjekkan consists of phases as follows:

a. Setting gauge (standard).
b. Conducting assessment (evaluate)
c. Conducting corrective actions (corrective action).

In the first phase, the leader must define or set standards or measuring tools. Based on these standards was then conducted an assessment. While in the second phase, namely evaluation, namely to compare the work already done (actual result) with the standard. Then began the third phase, namely corrective action, which is entered into the corrective action in order for monitoring purposes can be realized. The main purpose of supervision is to see to what is planned to become a reality. Similarly, the third phase of the monitoring objectives is to see to what is planned to be the reality. In this chapter, the three main problems mentioned above we talk about.