Lowongan Kerja

Senin, 07 September 2009

[Head-Hunter] Vacancy as Recruiter

20.47

Kelas Karyawan

Recruiter needed for our company, Executive Search Company with requirements:
1. Experience as Recruitment Consultant at least 2 yrs
2. Fluent in English
3. Has proven track record in placing candidates

Send cv to daniel@auditsi.net

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Ikutilah One Day Workshop
"How to be Personnel Professional"
5 September 2009, Salah satu hotel di Jakarta
Investasi Hanya Rp. 1.250.000,-
call 08788-1000-100 atau email event@HRD-Forum.com
-------

Bergabunglah bersama facebook Head Hunter, di Link ini :
http://www.facebook.com/group.php?gid=73713654552
-------
Ikuti Workshop HRD Forum
dapatkan outline dan agendanya
call 08788-1000-100 atau klik http://www.HRD-Forum.com/
untuk melihat agenda training bulan ini, silakan kunjungi website
http://www.HRD-Forum.com/
---------
Pasang Iklan Bisnis & Lowongan Kerja anda di :
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www.SentraBisnis.com hadir untuk anda !
sentra bisnis iklan baris populer
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agenda lengkap ada di :
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20.37

Kelas Karyawan

HRD Forum One Day Workshop
Make Performance Appraisal Design
16 September 2009 : Rp. 1.750.000,- Salah Satu Hotel di Jakarta

OVERVIEW OF PERFORMANCE APPRAISAL DESIGN

General
ideally PA allows mgt to specify what employee must do; combines feedback and goal setting
everyone involved needs to recognize that performance appraisal involves human judgment and information processing; can never be totally objective or infallible
system should aim to be easy to operate, easy to explain, easy to maintain, easy to administer
system should be job related, relevant, sensitive, reliable, acceptable, practical, open, fair, useful
ratee should participate in the development
need to take legal issues into account

Why PA often fails
managers often resist (passively or actively)
may have limited contact with subordinate; may be poor at giving feedback
subordinates poor at receiving feedback
managers often view it as wasted paperwork, especially if nothing comes of their efforts
interfere with their "coaching" function they prefer
managers fear the emotions that can be unleashed; may fear not being able to defend ratings

To be very legally defensible a system would have these components:
employee participation in establishing perf. standards
standards based on critical elements of job; clearly recorded in writing
employee advised of critical requirements before the appraisal
system should not be based on interpersonal comparisons (eg. curve)
PA done in writing at least annually
results tied to personnel decisions
employees allowed to respond to charge orally and in writing
appraisers must be provided training
PA system evaluated and refined as necessary

Questions most asked by system designers and system users
is the system valid are the ratings reliable
are performance measures job related how are numbers going to be used
is there any pattern of dissemination how will numbers be explained to employees
does the system distinguish high from low performers
are scales well anchored what type of job analysis was conducted

Steps in a Performance Review Do Background work for the Performance Review
Clarify job description and responsiblities
Clarify employee development interests and needs
list specific development areas for concentration
Review performance objectives and performance standards
Review progress toward objectives through ongoing feedback and periodic discussions
Decide on Purpose(s) Typically the purposes include
Giving employees answers to:
      - what am I expected to do
      - how well am I doing
      - what are my strengths and weaknesses
      - how can I do a better job how can I contribute more

Other purposes include providing information about work performance judgmental-provide basis for reward allocation, promotions, transfers, layoffs; identify high potential employees developmental-foster work improvement, identify training and development opportunities, develop ways to overcome obstacles, barriers; establish supervisor employee agreement on expectations sometimes these two don't mix well translating organizational goals into individual job objectives communicating expectations regarding emp. performance providing feedback; coach on how to achieve objectives diagnosing strengths and weaknesses of employees determining a development plan for improving job perf. Define the behavioral aspects of performance and analyze performance; Identify specific problem to be solved identify specific levels of performance communicate all data to individuals about performance Gather Performance Data Develop specific, measurable, reasonable goals for each worker-make sure the worker accepts the goal Choose Performance Review Approach (eg. Tell and sell, Tell and listen, Problem-solving) Evaluate (Interpret) Performance Data Prepare for Interview Set Interview Make specific appointment (at least an hour) Private (hold telephone calls, etc.); arrange effective seating arrangement Use Characteristics of Constructive Feedback (see handout on effective feedback) Follow-up Action Plan for Future

Participants
Human resource practitioners, general HR management, All Manager and line management who will be applying the methodology to the organization/unit. People in, or preparing for, highly active and accountable leadership roles for which the use of the related tools are value-added instruments.

No Account :
BCA - KCP Ahmad Yani - Bekasi
No. Rek : 739 041 0829 a/n Bahari Antono

Venue :
salah satu hotel di Jakarta

INFORMATION & REGISTRATION
Rani & Citra
08788-1000-100
08788-1888-899
0815- 1049-0007
021-70692748

Pendaftaran Via SMS : 0815 1049 0007 ; 08788-1000-100
(Nama, Perusahaan, Perf App Dsg)

E-mail: Event@HRD-Forum.com
Website : www.HRD-Forum.com

Form Pendaftaran Make Performance Appraisal Design
Name: ........................
Company: ..................
Address: ....................
Phone/HP: .................
E-mail: .......................
Date of Transfer: ........

Dimana saya dapat melihat agenda Training HRD Forum ?
www.HRD-Forum.com
http://trainingseminar.wordpress.com/
http://www.Agenda.HRD-Forum.com/
http://seminarhr.wordpress.com/
http://www.Komunitas-HRD.com/
http://hrdforum.wordpress.com/
http://www.Diskusi-HRD.com/
http://www.DiskusiHRD.wordpress.com/
http://informasitraining.blogspot.com/

Tertarik mengadakan Inhouse Training Program ?
Hubungi kami segera di event@HRD-Forum.com
atau di HOTLINE Kami :
08788-1000-100
08788-1888-899
0815- 1049-0007
021-70692748

Ingin bergabung dalam komunitas HRD yang kami fasilitasi ?
Kirim email kosong ke :
Diskusi-HRD-Subscribe@yahoogroups.com

Ingin belajar, diskusi & berkumpul bersama praktisi HRD seluruh Indonesia ?
bergabunglah dalam mailing list Kami
Diskusi-HRD@yahoogroups.com
dengan mengirimkan email kosong ke :
Diskusi-HRD-subscribe@yahoogroups.com

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20.31

Kelas Karyawan

Need help for this advertisement. .

Monsoon Consultant is one of recruitment services in Indonesia that focus on SAP Resources is looking for a Head Hunter.

The candidate should have :

1. At least 1 year experiences as Recruiter & Marketing, also service area is an advantage
2. Able to speak English (oral and written)
3. Maximal 27 years old
4. Having good communication skill
5. Having experiences as sales is an advantages

For those whose interested please send your Application Letter and CV to diana@mysapexpert. com and also please put your salary expectation.

For further info you also can visit our website www.mysapexpert. com

Regards,
Diana

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20.27

Kelas Karyawan

HRD Forum Two Days Workshop
Design, Simulation & Guidance
Salary Structure Based 3P Concept
The Audit and The Validation
( The Shortcut & Easy Way )
14 - 15 September 2009, Hotel The Acacia Jakarta

Siapa Bilang Membuat Struktur Gaji itu Sulit dan Rumit ??
Siapa Bilang Membuat Struktur Gaji itu membutuhkan Waktu yang Lama ??

Ternyata,
Sederhana, Mudah dan Cepat !!

Semua Rahasianya ada dalam workshop ini
Penasaran ? Hadirilah Workshopnya !!

Dapatkan Super Bonus !!
Software Salary Structure Design Based 3P Concept

Latar Belakang
Konsep 3P yakni Pay for Position, Pay for Person, Pay for Performance atau dalam istilah Bahasa Indonesia di kenal dengan konsep 3K yakni Karyawan, Kedudukan, dan Kinerja adalah konsep yang sudah diakui oleh banyak kalangan di seluruh dunia. Sehingga karenanya berbagai survey gaji dan bencmark mengacu kepada konsep tersebut. Masalah yang timbul dilapangan adalah karena kurang memahami bagaimana membuat, mengintegrasikan serta mengimplementasikan sistem tersebut. Banyak anggapan bahwa sistem tersebut rumit, susah dan butuh waktu yang lama dalam pembuatannya, padahal ada cara dan sistem yang bisa diaplikasikan secara cepat dan mudah. Dalam workshop ini, HRD Forum akan mengajarkan bagaimana menentukan strategi penggajian, apakah akan menerapkan sistem eksternal atau internal yang ujungnya adalah apakah diperlukan benchmarking terhadap survey gaji atau tidak serta keadilannya. Kemudian melakukan job evaluation, competency evaluation dan performance evaluation sehingga muncul point-point sebagai dasar pembuatan gaji berbasis 3P atau grading system dan job class-nya.

Di dalam worshop ini akan dipelajari trik untuk mengkonversi Time Series dari nilai Performance Appraisal menjadi bentuk nilai-nilai dalam competency base. Dan pada umumnya data tersebut pasti ada disemua perusahaan. Disamping itu juga diajarkan human asset worth register (human capital) yakni bagaimana merubah nilai orang kedalam dollar. Sistem ini lebih mudah dari sistem competency base sehingga bisa menggantikan competency base dalam sistem penggajian.

Pada model yang terakhir, peserta akan diajarkan bagaimana membuat sistem insentif dan bonus yang menantang, yang memacu produktifitas, yang membuat karyawan berusaha meraihnya mati-matian. Sistem yang digunakan adalah dari proses efesiensi, produktivitas dan dari hasil keuntungan perusahaan yang telah dianggarkan dan disepakati bersama.

Pada sesi terakhir, peserta akan diajarkan bagaimana mengaudit sistem penggajian yang ada, apakah sudah adil secara internal atau eksternal, apakah onpaid, overpaid atau underpaid. Dan bagaimana membuat sistem penggajian dengan kondisi seadanya dimana semua sistem tidak mendukung konsep 3P.
Dalam workshop ini peserta akan dibekali dengan software untuk mempercepat kerja anda secara sistematis sekaligus melakukan audit dan validasinya. Dalam software tersebut anda hanya diminta melakukan job evaluation, person evaluation dan performace evaluation, anggaran yang akan dipakai setelah itu masukkan hasilnya kedalam software, maka semua hasilnya akan keluar secara otomatis perindividu

Outline

Hari I :
Strategi Compensation & Benefit, Filosofi konsep 3P dan aplikasi praktisnya dilapangan, Membuat Job Evaluation (position), Membuat Grading System / Job Class: Berbagai versi yang diakui diseluruh dunia, Membuat Grading System / Job Class: Versi yang bisa dibongkar dan disesuaikan dengan kebutuhan perusahaan, Konversi Grading System ke Rupiah/Dollar, Membuat Job Grouping, Progression Rate, minimum - maksimum, Q Low - Q High, Median, Banding & broadbanding, Simulasi dengan software versi cepat, Membuat Person Evaluation (Competency), Competency Benchmarking, Konversi competency kedalam rupiah/dollar, Translating competency based into human capital management, Developing Human Asset Worth Register
Membuat Salary Prediction, Simulasi membuat struktur gaji dengan budget atau tanpa budget

Hari II :
Membuat Performance Evaluation, Membuat Performance Rating yang valid, Membuat merit increase, Membuat Promotion Adjustment, Membuat Market Adjustment, Membuat Balance Factor Adjustment agar seluruh perhitungan balance, Bonus & Insentif, Membuat Scanlon Plan, Membuat Improshare (Improvement Productivity Sharing), Membuat Racker Plan, Membuat Audit Salary Structure: Qualified, Need Improvement, Unqualified, Onpaid, Underpaid, overpaid, Salary Structure Clinic : Bagaimana mengimplementasikan konsep 3P dilapangan dan validasinya, Bagaimana melakukan validasi terhadap kondisi gaji yang ada, Mengembangkan sistem gaji yang telah ada menuju konsep 3P, Bagaimana membuat sistem gaji bila kondisi dilapangan belum memungkinkan konsep 3P diterapkan

Siapa yang harus ikut
Semua praktisi HR, Praktisi yang ingin memperbaiki System Penggajian menjadi sistem yang fleksibel dan dinamis, Praktisi yang ingin memperbaiki sistem compensation & benefit, Praktisi yang sedang mencari sistem penggajian yang mendukung dan sesuai kondisi lapangan

Durasi : 09.00 – 16.00 WIB
Peserta harap membawa lap top karena langsung praktek membuat struktur gaji

Investasi Rp. 2.750.000,- / peserta
( Biaya termasuk : Materi Training, Sertifikat, Bonus software, 2x Coffe Break & Lunch )

Dapatkan Super Bonus !!
Software Salary Structure Design Based 3P Concept

Account :
BCA - KCP Ahmad Yani - Bekasi
No. Rek : 739 041 0829 a/n Bahari Antono

Informasi & Pendaftaran :
Ms. Rani Kartika
Ms. Citra Permata Sari
Hotline
08788-1000-100
08788-1888-899
021-70692748
0815 1049 0007

Email : hrd.forum@gmail.com
Visit Our Website
http://www.HRD-Forum.com

Our Mailing List
Diskusi-HRD@yahoogroups.com

Agenda Training
http://www.agenda.hrd-forum.com

Formulir Pendaftaran
Subject                         : Design, Simulation & Guidance, Salary Structure Based 3P Concept
Name                            :
Company                      :
Address                        :
Telp.                             :
Date of transfer              :

Setelah diisi mohon di kirim via e-mail ke event@hrd-forum.com

Agenda Terbaru Kami ada di :
http://www.Agenda.HRD-Forum.com/

Dimana saya dapat melihat agenda Training HRD Forum ?
www.HRD-Forum.com
http://trainingseminar.wordpress.com/
http://www.Agenda.HRD-Forum.com/
http://seminarhr.wordpress.com/
http://www.Komunitas-HRD.com/
http://hrdforum.wordpress.com/
http://www.Diskusi-HRD.com/
http://www.DiskusiHRD.wordpress.com/

Tertarik mengadakan Inhouse Training Program ?
Hubungi kami segera di event@HRD-Forum.com
atau di HOTLINE Kami :
08788-1000-100
08788-1888-899
021-70692748
0815 1049 0007

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MARKETPLACE

Mom Power: Discover the community of moms doing more for their families, for the world and for each other

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19.10

Kelas Karyawan

DRIVER
- Pria
- Pendidikan min. SLTA/Sederajat.
- usia max.27 thn.
- Memiliki SIM A.
- Pengalaman mengemudi min.1 tahun.
- Mengetahui semua ruas jalan di JABODETABEK, dan sekitarnya.
- Jujur, Sopan, penampilan bersih, mengerti mesin, rajin, dan tahu cara merawat kendaraan.
- Lebih diutamakan berdomisili di Jakarta Barat

Bawa / Kirim Lamaran dan CV ke :
PT. Kenage International
Jl. Asia Baru Blok T1 No. 1A
Duri Kepa - Green Ville
Jakarta Barat
e-mail: hrd@kenageinternational.com

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02.11

Kelas Karyawan

PRISMAS Executive Search

AIMES Leadership Development

Our Client, a Leading Multinational Coating and Paint Manufacturing

Company, is urgently seeking dynamic professionals to strengthen their growing team. We invite qualified executives to fill the following position:

- PURCHASING MANAGER -

Main Requirements:

· Male / Female

· Age 30 - 35 years old

· Bachelors Degree from a recognized university

· About 5 – 7 years of experience in Purchasing

· Preferably experience in Coating, Paint, Chemical, Building Material Industries

· Fluent in verbal and written English

· Computer literate

· Honest, cost efficient, careful

· Self motivated, results oriented, good interpersonal skills, team player

Salary: About Rp. 10 – 12 mio per month (net) ++

Depending on experience and qualifications

If you meet the above mentioned qualifications, please kindly send your CV & recent photograph to:

aimes@prismas.co.id

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02.00

Kelas Karyawan

PRISMAS Executive Search

AIMES Leadership Development

Our Client, one of the biggest National Fast Moving Consumer Goods Company, is urgently seeking dynamic professionals to strengthen their growing team. We invite qualified executives to fill the following position:

-R & D MANAGER-

Responsibility :

Responsible for planning, direction and control of all research and development activities leading to new or improved product and processes, product testing, raw materials testing, product development and pure research. Plays key role in setting up company policies and guidelines

Requirements:

· Minimum S-1 Degree in Pharmacy, Master degree is preferable.

· Minimum 5 years experience in R&D Manager in Consumer Good company

· Skilled and knowledgeable about Drugs / FMCG Sensory & Regulation, Drugs / FMCG Research and Drugs / FMCG Safety

· Experience in all aspect of Laboratory Analytical Planning & Calibration (Microbiology, Chemistry and Physics) in a drugs and FMCG.

· Skilled and knowledgeable about HACCP, GMP, QC / QA System.

An Attractive Remuneration Package will be offered to

The Right Candidate Depending on Experience

If you meet the above mentioned qualifications, please kindly send your CV, a recent photograph to:

aimes@prismas.co.id

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MARKETPLACE

Mom Power: Discover the community of moms doing more for their families, for the world and for each other

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Senin, 07 September 2009

[Head-Hunter] Vacancy as Recruiter

[Head-Hunter] Make Performance Appraisal Design - 16 September 2009

[Head-Hunter] Urgently Needed SAP Head Hunter

[Head-Hunter] Design, Simulation & Guidance Salary Structure Based 3P Concept - 14 s/d 15 September 2009

[Head-Hunter] Driver

[Head-Hunter] PURCHASING MANAGER

[Head-Hunter] R & D MANAGER

Program Kelas Karyawan Terbaik:

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