Posts Tagged ‘Employment’
Tips on how to choose a consultant
Resume vs. Reputation vs. Recommendations
Of course the reputation of a consultant is a major factor for selecting a consultant. Logically, if a consultant has had a real job in the company of some kind, then it is likely to be able to help your company as well.
Nevertheless, such as tips from Seth Godin, the resume of someone actually often trap. This system is his weakness. In fact, resume or reputation is anything that’s been done a professional in the past, but not the potential in the future. So, actually the factor is not less important in selecting a consultant, in the context of a start-up is a recommendation. If there are professional colleagues in an industry are recommending a consultant, even though he doesn’t have a Resume or a brilliant Reputation, then he could you consider to be your business consultant.
Business consulting provider companies usually take the form of Firm or partnership. At the time of the initial meeting, usually a consulting firm will send its best staff. But, keep in mind that the hiring of a consultant is employing its people, not just his strategy. So, it is important to ensure, before signing the contract, who is going to execute him later. Is it the best staff, partners in the firm, or other staff. This will help you to know with whom you are working together on an important part of managing business, implementing the planned strategy.
As leader or Manager in an enterprise needed the ability to be able to optimize the productivity, by focusing fix all problems that arise in the workplace through mechanisms of coaching & counseling. The Manager’s role is the key to success here is to make employees manage the problems of using the resources of their own.
Data results coaching & counseling can also be used as a data source in order of succession planning. From this data we can find out the strengths and weaknesses of employees, which can be recorded to be used as consideration in planning promotions. Development of employee skills and behavior may also be known to flee through another sangria counseling results sent to HRD.
With the three skills of managers in coaching & counseling which includes listening skills (when it found a problem), defining skill problems (in order to find the true cause) and skill facilitating discovery solutions, managers are expected to be the facilitator. The Task Manager is to help optimize resources for his subjects to solve problems or achieve the target. How to do these things and what competencies you need can be found in this training.
Investors are advised to read carefully the derivative contract facilities before investing in this product. If necessary, investors are asking all the worst that may happen before signing the contract agreement.
Yes, again this ancient principles need to be reminded to investors because many investors assessed the lazy to read the contract agreement and the original play’s signature alone. In fact, whether of family education or education at the school during his childhood, surely everyone has heard the adage ‘Researching before you buy’.
“This is not to blame the investors. But sometimes the pursuit of foreign investors only interest without regard to the contents of the contract. This is what often creates problems in derivative contracts, in most cases about derivative transactions unfolding global financial markets after the collapse of the third quarter of 2008, arguably most of the blame lies on the part of investors rather than the financial institutions that provide facilities derivatives.
“I see, so far as giving the bank facility was very obedient derivatives regulation. But it sometimes raises a number of issues which I think is caused by several factors,” the most important factors that could potentially cause problems is the lack of knowledge of derivatives investors about investing in derivative products. According to him, investors sometimes forget that investing always has risks.
“Most investors think the investment is always safe and there is no risk. And one of the main principles of investment are always risks of investment. Typically, a result of this mindset, when their investment income, appear was a commotion. His bank was to blame and so on. And if seen, the banks have been very obedient rule anyway, still expressed the possibility of bank marketing team is pursuing a strategy of giving facilities derivative derivative product sales packaging with very fine, so it managed to attract investors to buy their products without doing a deeper explanation about the products they sell.
“If this had happened and the customer has a signature, the bank is not in the wrong position. Therefore, it is important investors take an active role before signing the contract agreement. If investors need to ask all the worst that might happen,” said Aviliani.
Moreover, continued Aviliani, investors must ask the underlying funds where they will be placed later. According to him, this is very important because many derivatives contracts that seemed to give promise of the return (return) is impossible.
“There are some cases where a derivative product offering returns of up to 30%. It’s impossible. Investors need to know where their funds are placed later. Investors must ask the underlying derivative products they buy,”The development of derivative products is very fast, even beyond the speed of adaptation of regulations governing the subject. I see the banks are quite cautious in following the development of derivatives. But to watch is the derivative products issued by non-bank institutions, because more lax oversight, “said Aviliani.
Aviliani said the supervision of Bank Indonesia (BI) to the banking institutions in derivative products has been quite tight. This is proved by a ban on banks sell derivative products that are speculative in December 2008.
states that “promotion opportunities lead to different effects on job satisfaction because of differences in remuneration as given”. According Nitisemito (2000: 81) promotion is the “process of moving employees from one position to another position in a higher”. Thus, the promotion will always be followed by the duties, responsibilities, and authority higher than the position previously occupied. Through the promotion, the company will gain stability and moral karyawanpun to be more secure. While Robbins (2001:150) states that the promotion will provide an opportunity for personal growth, more responsibility, and increased social status. When promotions are made in a fair manner are expected to provide satisfaction to employees.
Luthans (1998:145) argues that the task of supervision can not be separated with the function of leadership, which affect the business activities of subordinates through a process of communication to achieve specific objectives set out the organization. According to Hasibuan (2001:169), leadership is defined by a manager in an organization can create a harmonious integration and encourages employees’ passion for achieving maximum objectives. Therefore the activities of employees in the company depends on the leadership style that is applied as well as the environmental situation in the companies they work for. The need for guidance, attention and motivation of the leaders expected to spur employees to do their job well, as proposed by Hasibuan (2001:170) that leadership style is essentially aims to promote morale, job satisfaction, and employee productivity is high, so can achieve maximum organization
There are three kinds of measures that can be used to quantitatively measure the performance namely:
a. The size of a single criterion
The size of a single criterion (single criteria) is a measure of performance that only use one measure to assess the performance of managers. Weakness when the single criterion used to measure the performance of people will tend to concentrate its efforts on the criteria in the business so that the result of other criteria are ignored, the
likely have the same meaning as important in determining the success or failure of the company.
b. Size range criteria
Size range criteria (multiple criteria) is a measure of performance using various measures to assess the criteria manager. These criteria seek various aspects of the performance of managers, so managers can measure performance of a variety of criteria. The goal is to make use of the various managers who measured its performance lead to different performance.
c. The size of the combined criteria
The size of the combined criteria (composite criteria) is a measure of performance using a variety of sizes, to take into account the weight of each measure and calculate rationality as a measure of the overall performance of managers. Combined criteria is done because the company realized that some goals is more important than other goals, so that some companies give weight to certain numbers on a variety of criteria to obtain a single measure of performance of managers.
states that “a friendly colleague, fellow co-workers or work group is a source of job satisfaction for workers individually. While the working group can provide support, advice or suggestions, assistance to fellow colleagues. The working group is well give depth to the job more enjoyable. The good relationship between co-workers is very large it mean when a series of such work requires high teamwork. Level of closeness relations have an influence on the quality and intensity of interactions that occur within a group. Groups that have a high level of closeness tends to lead to more satisfied workers are in a group. Satisfaction arises mainly due to lack of tension, lack of anxiety in the group and therefore more able to adjust to the pressures of work.
Working condition (working conditions)
According to Luthans (1998:146), if working conditions are good (clean and attractive environment), will make the job can be handled easily. Conversely, if the unpleasant working conditions (hot and noisy) will have the opposite effect as well. If the condition is good then there will be no problems with job satisfaction, otherwise if conditions are bad there too bad it will impact on job satisfaction.
There are three important dimensions of job satisfaction, namely:
1. job satisfaction is an emotional response to the work situation
2. job satisfaction is defined as how well the results meet expectations
3. job satisfaction present attitude of care or work related.
Smith, et. al. cited Lutherans (1998:145-146) indicate the presence of 6 important factors that affect employee job satisfaction, namely:
1) The Work Itself, the extent to the which the job provides the individual with interesting task, opportunities for learning, and the chance to accept responsibility.
Work itself, the extent of employee sees her job as an interesting work, provide opportunities for learning, and opportunities to accept responsibility.
2) Pay, the amount of financial remuneration That Is received and the degree to the which That Is equitable viewed vis-a-vis That of other in organization.
Wages or salary, an amount of financial remuneration received by the employee and the rate at which it is viewed as a fair thing in the organization.
3) Promotion opportunities, the chance for advancement in the hierarchy.
Opportunity for advancement in career.
4) Supervision, the Abilities of the supervisor to Provide technical assistance and behavioral support.
Supervision, the supervisor the ability to provide technical assistance and provide support.
5) Co-worker, the degree to the which fellow workers are technically Proficient sportive socially.
Colleagues, is a level where co-workers provide support.
6) Working condition, if the are good working condition (clean, attractive, Surrounding, for instance) the Personnel Will find it Easier to Carry out Their job.
Working conditions, if the working conditions of employees good (clean, attractive and pleasant working environment) will make them easy to complete the job.
These factors can be explained as follows:
1) The Work Itself (The work itself)
According to Lutherans (1998:145), this element describes the views of employees on the job as interesting work, through the work of the employees the opportunity to learn, and gain the opportunity to accept responsibility. According to Robbins (2001:149) “employees tend to prefer jobs that give them the opportunity to use their skills and abilities and offers a variety of tasks, freedom, and feedback on how well they work. …”. The existence of appropriate work skills and abilities of employees expected to encourage employees to produce a good performance.
2) Pay (Salary)
According to Robbins (2001:149) that the employees wanted a system of wage and promotion policies which they perceive as fair, no doubt, and in line with their expectations. When viewed as a fair wage based on job demands, individual skill level, and community wage standards, will likely be generated satisfaction “. The higher the education level of employees, the higher the level the employee is likely to do social comparison with the same comparative employees outside the company. If the salary provided the company with a salary lower than that prevailing in similar companies and have the same type, it will arise against the salary of employee dissatisfaction. Therefore, wages should be determined in such a way that both parties (employee and company) feel equally benefited. Because employees who are satisfied with the salary he received, then it can create job satisfaction is expected to impact on employee performance.
Similarly According Handout (2001: 6), which states that “dissatisfaction as to the amount of compensation of employees is often due to feelings of not being treated fair and reasonable in their payments”. A similar opinion expressed Hasidim (2001: 121) that the remuneration or compensation, the employee will be able to meet physical needs, social status, and egoistical so as to obtain job satisfaction from his post.
Business ethical norms reflect the norms of each historical period. As time passed, those norms evolved, and many behaviors that were once generally accepted became objectionable. Business ethics and the resulting behavior evolved as well. Business was involved in slavery, colonialism, and the cold war. The term ‘business ethics’ came into common use in the United States in the early 1970s. By the mid-1980s at least 500 courses in business ethics reached 40,000 students, using some twenty textbooks and at least ten casebooks along supported by professional societies, centers and journals of business ethics. The Society for Business Ethics was started in 1980. European business schools adopted business ethics after 1987 commencing with the European Business Ethics Network (EBEN). In 1982 the first single-authored books in the field appeared.
Firms started highlighting their ethical stature in the late 1980s and early 1990s, possibly trying to distance themselves from the business scandals of the day, such as the savings and loan crisis. The idea of business ethics caught the attention of academics, media and business firms by the end of the Cold War. However, legitimate criticism of business practices was attacked for infringing the “freedom” of entrepreneurs and critics were accused of support from communists. This scuttled the discourse of business ethics both in media and academia