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.
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.