Posts Tagged ‘Human resources’
Creative business owners who are just starting, assumed the role of consultants are often not important. Or the reason is “the consultant is expensive”. In fact, if a businessman thinking of employing a consultant in economical, start-up company you instead many cost-saving. What costs can be saved? The cost of failure and ignorance.
A good business consultant, will share his knowledge of managing the business with you. That is, you are helped gone through some critical stages of entrepreneurial without having to actually get through. Because one of the roles of the entrepreneurial consultant is primarily to advise and tips on how to manage the company to get through these times.
There are several pros and cons to hire consultants, as follows:
Creative entrepreneurs establish businesses according to what she liked. As a photographer, then he will set up a business that deals with photography. With the hiring of consultants, the entrepreneur can focus on the field of photography is preferred, photography. In the meantime, the problems of business operations, can be submitted on business consultant.
Pros: Cost Effective
Hiring a consultant is relatively cheaper than hiring employees remain. A professional in the field of management, usually will require relatively high salaries, even if your business is a start-up. In addition, the attractiveness of a professional is hired to want to work allowance. In the meantime, contractual consultant contract normally off. You don’t need to spend the cost benefits are high. In addition, as a freelancer, consultant fees so flexible.
Each consultant has a background job specialties of each. If the consultant has worked in the field of Human Resource, then he will use the approach of Human Resource. And so on. Rarely has the knowledge of general management, if it is, a lot of knowledge in particular only half-half.
Now many companies engaged in the field of business consulting has been a lot of change economic the way individuals think world even about stuff at the moment. The consultants are experts in specific fields, so can them in the fields in the handle.
There are tips and tricks how to deepen business consultant who is successful according to Vince Lombardi i.e. Focus because the focus is our commitment and will be creating a very capable of being the expert in its own field, always trying to steer towards better results, never satisfied on achieving that already work and efficient as well as integrity. They nor should of wills over solutions offered, have a good knowledge, be able to ask the right questions that can lead to a make problem and a long-term solution.
A wide variety of tasks and types of Business Consultants
1. Business Consultants in the field of Marketing.
If a company has a problem in the marketing and realize that they need outside opinions different from a broader perspective, then the company will hire a consultant marketing.
2. Business Consultant in the fields of Culinary Restaurants and food.
For company toothbrushes food and want to annulment how we manage the restaurant is capable of saving herbs and raw materials without changing the menu and cooking recipes or want to fix the system service on the consumer
3. Business Consultants in the field of human resources.
Human Resources (HR) Consulting or human resource consultants is a consultant focusing on efforts to homemaking the value of HR in a company by placing the right person in the right position and the right line of work by doing caraway or open job vacancies so that the company’s success can be achieved with the support of a solid employee.
4. Business Consultant in the fields of strategy and planning.
Bain & Company, the Boston Consulting Group (BCG), and McKinsey & Company is a great company that moves in the field consulting strategic consulting or business strategy.
5. Business Consultants from the field of information technology.
American Management Systems, Accenture, Cambridge Technology Partners, Computer Sciences Corporation, and Electronic Data Systems (EDS) is the example of company IT consulting or consultant of information technology is a great
6. Business consultants in the field of Internet and Programming.
E-Consulting is a consulting deal with problems pertaining to e-business and e-commerce in a broad scale
Some examples of consultants working in other fields is the Charles River Associates (consultants who focus on economics and litigation services)
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.
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.
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.