Tag Archive for HR

admin | December 30, 2011
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Getting the Best Candidate

To get the best candidates in the recruitment process is not easy, because not only needed enough experience but also have a good attitude too.

The things that need attention too and that does not directly affect the public image of the company is if it sounds out that the company has a very high turnover, then it can be ascertained candidates ‘best’ will not apply to the place or heard rumors that the management often applies to arbitrary then it is certainly the best candidate out there who are not going to try to apply.

For it is expected the management and HR work together to build the image to the outside world:

· A sense of pride to be able to get in on the company’s.
· A sense of security that every employee on the cover with the benefits of good health.
· Confidence that the company’s career ladder can be achieved with good work performance.
· Known as the tangle of a harmonious relationship between employees and employees or employees with a supervisor, or known by the spirit of kinship.
· Known as a fair compensation in accordance with the performance of work.
· Known for its firm support to employees through training or training provided.

With the increasing number of social networking is a marketing word of mouth that can give effect ​to an enterprise, so the effect is also a search for candidates for the company employees.

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admin | September 4, 2011
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Bad HRD, Employees are Stress

The condition tends to happen in a company is that HRD is less capable of supporting other employees due to have been very busy with matters ranging from administrative HR interview, making employment contracts, contract extensions, calculate overtime, calculating salaries and employee files tidy. So that there is less HRD interact with other employees. HRD also did not know if there are employees who feel the stress of working conditions and without any solution to address the situation. As for its own employees and supervisors work together also have its own affairs.

​Not always that the incidence of stress because of work but because the working environment is not comfortable and it is part of the HRD to find a solution. The flurry of taking care of administrative matters HRD has made it difficult to share time to pay attention to existing employees and provide motivation. It cannot be considered trivial can be for now it does not affect anything but the future can be imagined if that works in the office is a collection of employee stress it is highly impact the productivity of the company.

And this can happen is that potential employees can move to another company. HRD should be aware of this so quickly able to resolve how to retain employees and make it potentially tied to the company. Employee loyalty to companies is not unusual as it may affect the progress of the company. Be aware that employees are the company’s assets, so it’s not just a matter of course material will take but a good relationship by giving empathy and motivation, it can be an added value for employees to remain bound to the company. Because it is the human resources department is expected to be able to divide their time between administrative works and about how maintain the employees. HRD is also able to show a feedback to management for the rewards that can be given to employees who are productive and reward as a motivation to increase productivity of employees. Provide support so that employees spend a maximum potential available to it. Even the best employees still require support in order to continue to grow.

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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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