Introduction to 12 Chapter Hiring Training and Evaluating

  • Slides: 14
Download presentation
Introduction to 12 Chapter Hiring, Training, and Evaluating Employees Multi. Media by Stephen M.

Introduction to 12 Chapter Hiring, Training, and Evaluating Employees Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Learning Objectives • Jelaskan perencanaan sumber daya manusia oleh perusahaan. • Bedakan di antara

Learning Objectives • Jelaskan perencanaan sumber daya manusia oleh perusahaan. • Bedakan di antara jenis konpensasi yang perusahaan tawarkan kepada karyawan. • Uraikan bagaimana perusahaan membangun ketrampilan karyawannya • Jelaskan bagaimana capaian karyawan yang dapat dievaluasi. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

The Key to a Firm’s Performance Human Resources Hiring Selecting the best people for

The Key to a Firm’s Performance Human Resources Hiring Selecting the best people for the job. Training Developing the necessary skills of employees to do the job. Evaluation Establishing a formal process to recognize (and ultimately reward) those employees who performed well, while offering suggested improvements for other employees. Multi. Media by Stephen M. Peters Form a team of employees with the right background, training and guidance. Firm's Value © 2001 South-Western College Publishing

Human Resource Planning Aktivitas perencanaan untuk memuaskan kebutuhan perusahaan atas pekerja. Ada 3 Tugas:

Human Resource Planning Aktivitas perencanaan untuk memuaskan kebutuhan perusahaan atas pekerja. Ada 3 Tugas: Forecasting staffing needs. Job analysis. Recruiting. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Human Resource Planning Forecasting Staffing Needs Job Analysis Recruitment Selection Multi. Media by Stephen

Human Resource Planning Forecasting Staffing Needs Job Analysis Recruitment Selection Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Forecasting Staffing Needs Ä Menentukan jumlah yang tepat atas kualifikasi orang-orang dan dimana mereka

Forecasting Staffing Needs Ä Menentukan jumlah yang tepat atas kualifikasi orang-orang dan dimana mereka dibutuhkan. Ada tiga peristiwa yang disyaratkan atas perkiraan tersebut: Ö Firm expansion. Ö Pengunduran diri/Retirement. Ö Temporary increase in production. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Job Analysis ÄAnalisis yang digunakan untukmenentukan tugas dan surat keprcayaan yang diperlukan untuk posisi

Job Analysis ÄAnalisis yang digunakan untukmenentukan tugas dan surat keprcayaan yang diperlukan untuk posisi tertentu. Hasil Job Analysis adalah: • Job specification Identifikasi berbagai ketrampilan yang diperlukan, ciri atau atribut untuk kesuksesan performance sebuah pekerjaan tertentu • Job description Uraian Tugas dan Tanggung Jawab posisi pekerjaan (job position) Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Recruitment Ä Meliputi pencarian dan menarik individu yang berkualitas yang dapat dipilih. Internal vs

Recruitment Ä Meliputi pencarian dan menarik individu yang berkualitas yang dapat dipilih. Internal vs external recruiting: • Internal Recruit people within the firm. • External Recruit people outside the firm. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Recruitment Screening Process 50 applicants Assess applications. 10 applicants Interview applicants. 3 applicants Contact

Recruitment Screening Process 50 applicants Assess applications. 10 applicants Interview applicants. 3 applicants Contact references. 1 applicant Employment test (optional). Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Employment Testing ÄSatu dari kebanyakan wilayah tugas MSDM/Human Resource Management. Katagori umum: Keserasian/Aptitude Business

Employment Testing ÄSatu dari kebanyakan wilayah tugas MSDM/Human Resource Management. Katagori umum: Keserasian/Aptitude Business Online: Test Samples Psychomotor Job Knowledge Kecakapan/Proficiency Minat/Interest What’s next? Psychological Polygraph Drug Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Seven Methods of Compensation É Salaries and wages É Stock options É Commissions É

Seven Methods of Compensation É Salaries and wages É Stock options É Commissions É Bonuses É Profit sharing É Employee benefits É Penghasilan Tambahan/ Which one is right for your firm? Perquisites Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Skills Development Technical Decision Making Customer Service Safety Human Relations Multi. Media by Stephen

Skills Development Technical Decision Making Customer Service Safety Human Relations Multi. Media by Stephen M. Peters Skills • • • © 2001 South-Western College Publishing

Employee Evaluations Should ÄMenjadi bagian oleh kriteria yang relevan untuk masing posisi pekerjaan. •

Employee Evaluations Should ÄMenjadi bagian oleh kriteria yang relevan untuk masing posisi pekerjaan. • • • Provide feedback. Provide direction. Indicate strengths and weaknesses. Determine a raise or promotion. Consider objective versus subjective criteria. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Development of Evaluation Fairness Ä Mengapa : Menunjukkan kejujuran pekerja dan kepuasan sebuah legal

Development of Evaluation Fairness Ä Mengapa : Menunjukkan kejujuran pekerja dan kepuasan sebuah legal guidelines. Komunikasi tanggung jawab pekerjaan Employee evaluation Multi. Media by Stephen M. Peters Informasikan pekerja tentang inefisiensi. Gunakan konsistensi diantara pekerja © 2001 South-Western College Publishing

CHAPTER 11 HIRING TRAINING AND EVALUATING EMPLOYEES INTRODUCTIONCHAPTER 11 HIRING TRAINING AND EVALUATING EMPLOYEES INTRODUCTION
Hiring Managers Training Guide Rev 31518 The HiringHiring Managers Training Guide Rev 31518 The Hiring
FULLTIME FACULTY HIRING Introduction Faculty Recruitment Update HiringFULLTIME FACULTY HIRING Introduction Faculty Recruitment Update Hiring
Chapter 11 Hiring Training Evaluating Employees Learning ObjectivesChapter 11 Hiring Training Evaluating Employees Learning Objectives
Interviewing and Hiring Hiring the Right People forInterviewing and Hiring Hiring the Right People for
Behavioral Interviewing Hiring Smart for Hiring Managers SHRMBehavioral Interviewing Hiring Smart for Hiring Managers SHRM
MAPS Hiring Process Student Hiring Process Undergraduate StudentMAPS Hiring Process Student Hiring Process Undergraduate Student
Hiring Retaining Top Performers Hiring Retaining Top PerformersHiring Retaining Top Performers Hiring Retaining Top Performers
Internal Transfer Instructions for Hiring Managers Hiring ProposalInternal Transfer Instructions for Hiring Managers Hiring Proposal
HIRING PRACTICES Kaendall Brashear TYPICAL HIRING PRACTICE PostHIRING PRACTICES Kaendall Brashear TYPICAL HIRING PRACTICE Post
Evaluating Notes for Evaluating Learning Objectives 1 EvaluatingEvaluating Notes for Evaluating Learning Objectives 1 Evaluating
Evaluating Functions Evaluating Functions Evaluating functions is justEvaluating Functions Evaluating Functions Evaluating functions is just
CIFSS ATHLETIC ADMINISTRATORS SUMMIT HIRING AND EVALUATING COACHESCIFSS ATHLETIC ADMINISTRATORS SUMMIT HIRING AND EVALUATING COACHES