Posts Tagged ‘management’
Being a manager of HRD is definitely not an easy task, since they always have to exist in a neutral position did not always defend employees and management do not always defend. Or has the absolute legal decisions and there is no compromise so have always been feared by employees or less compromise so difficult to take tough decisions. Not to mention the difficult conditions then as manager of HRD will be consulted what to do for saving without reducing the productivity of employees.
Every employee expects to have an effective HR manager who not only give a reprimand or a warning but also to give praise or award given not to the individual but to the work of the employee. And is expected to solve every problem in HRD to produce policies that win / win solution.
Effective HRD is also expected to form the vent for complaints where the employee even if not all employees desire to be accepted but can be input. By continuing to hold to the principle that the HRD is a strategic business partner for companies so that decisions taken in line to support the progress of the company’s business. Read the rest of this entry »
Part of the essence of the negotiation process is the ability to negotiate with the conduct of persuasion. Applied arts will show how far the power of negotiators in the way of negotiating. Implementation of the art and techniques of persuasion that will not provide an elegant negative consequences, such as a sense of revenge or lose on the other side. On the contrary they will be little respect on the negotiators.
Tactic in negotiation is positioned as the “heart negotiations.” Without this negotiation will take place slowly because without a clear direction. Conversely the quality tactics employed to achieve more successful negotiation.
In the process of negotiations, the disputing parties often use different tactics for negotiations to obtain the desired results. There are some common tactics carried out by the negotiators, including: Read the rest of this entry »
In all the places in any country on the face of this earth, in desperate need of image / picture of a leader who has the pure values that are the basis for making a company can grow and even country into a glorious success. In this era of globalization as a leader who is also a leader who can men-drive/mengendalikan an organization or company and also to lead themselves and want to open up and transform themselves continuously and can adapt to the progress the company or the people they lead. Included in our country, Indonesia, the image / picture of a leader who so very little that we can meet. With the above reasons, the Eagles Leadership Institute held a leadership seminar with the theme: “The Making and Breaking of Organizations”. This seminar took place from July 18 until October 19, 2010 which was held at Hotel Nikko.
Changing Paradigm of Leadership The old-fashioned
The paradigm of leadership in Indonesia for this is still a pattern of leadership that is still conservative in the sense of leadership based on the legacy handed down and have relied only on himself alone. This is what it feels need to be changed, not the problem down termurun heritage, but how the leader can have entrusted to lead and equipped with the values of pure leadership. This was conveyed by John Ng as the central leader of the Eagles Leadership Institute [ELI] Read the rest of this entry »
Every employee has the functions and duties of each, every employee has a role in their respective parts. Company or HRD must view each employee is a “unique asset” that every person is important, which may not be directly replaced by others. If each employee applied so it will not happen “choose love” every employee has equal opportunities to be fostered, compete and excel. So that each employee can demonstrate achievement and hard work.
It is not easy there must be people who like to throw tantrums, but it could have if given the challenges that ssuai with his personality then the employee is able to show his ability.
(Vibizmanagement – HR) – So also with the employees’ contracts, they are not an employee number two, they also have the opportunity to progress and achievement. Even if a contract employee or employee outshource but if they exist at the company then they have a responsibility to promote the company because it give the opportunity to compete and enjoy what fatherly opportunities they are entitled. Read the rest of this entry »
The product of an industry can be categorized into two major categories of tangible products, known as articles (goods) and the second is known as an intangible product, known as Service (service). Both products are to be received by consumers with a variety of responses depending on the quality of the products are tangible and intangible.
Both products are in desperate need of good quality in order to give satisfaction to the consumer, namely goods (goods) in accordance with customer expectations and services (service) given to make the consumer smile and not complain.
Through a series of studies of various service industries Parasuraman, Zeithaml, and Berry (1985) have identified ten basic dimensions of service quality:
Read the rest of this entry »