Archive for Business Update

admin | October 26, 2011
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Important Points in Recruiting Employees

Recruitment is a crucial stage for the company, because there is demand for people with high conformity with the company, both in terms of skills, competencies, knowledge, until the character. This is not an easy task, so it needs to be done with good planning.
Here are some important points to be beneficial in the recruitment process:

1. Proper Planning
Before running the recruitment process, companies must conduct a proper planning. This planning includes the skills and knowledge as to what you want from a candidate? How is the character corresponding to the position of a job? The questions that will be filed should be able to cover this.

2. Job Description and Expectations Clearly
Job description that appear in job advertisements often do not describe the whole job description. Therefore, during the passage of the recruitment process, the company must provide a detailed description of a job. What are the expectations are expected from the candidate? Any job will do? It seeks to measure the candidate’s suitability for the job. Do not let the candidate has accepted the job, then the impression is gained do not correspond with the actual work, which resulted in turnovers.

3. Involve Employees
Involve your employees in the recruitment process. For example, you can ask for recommendations from them. Usually through the recommendation of the company you are able to obtain a suitable candidate, because your employees already know the track record of the candidate.
In addition to asking for a recommendation, the company also asked for employee assistance in reviewing resumes, qualifications and CV candidates, even to do interviews.

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admin | August 4, 2011
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Is Rotating Employee Important?

There is no guarantee that the longer the employee has a period of employment in a position so he will be more professional. Could have been the opposite, namely that the performance actually goes down. This is usually experienced by those who have chronic routines. They no longer feel any challenge in their work. Everything is done with the same pattern from morning to evening so that it can lead to boredom. Therefore, the HRD should be able to look at things like this happen when. One step that can be retrieved is by performing the rotation for employees who have been there at the same position as chronic. Call it a minimum of 3-4 years.

In general, the rotation can be defined by the displacement of employees from one part to another part where the new work has the scope and tasks that tend to work differently so that the employee is protected from being saturated or declining productivity. For example, finance staff that has been transferred to the internal audit. With his move is expected competence of the employee may be accompanied increases with increasing work experience and knowledge that will be very useful for career growth.

In carrying out the rotation, is indispensable wisdom of the HRD along with the managers who are directly related to the employees. Here are some things that may be a consideration for the human resources department in carrying out the process of rotation.

1. Applying the rotation in two directions.
Rotation is given not merely an initiative of the HRD but also a request from an employee or ​employer. At the moment there is a vacant position in a department, then get yourself for the first time provide the opportunity for internal employees to fill these positions. Even better yet, if the opportunity is given to those who are at one level below that vacant position, so this could be an opportunity to provide promotions for internal employees. On the other hand, the employee or supervisor can actively volunteer to fill the vacant positions they know. Read more

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