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As the field of electronics enthusiasts, I was quite surprised to learn that the President Director of PT Len Industri (Persero), Abraham Mose, was summoned to the Corruption Eradication Commission (KPK) regarding the case of Electronic Identity Card or formerly commonly referred to as e-ID card.
I continue evernote to follow the developments of this case because Len is one of the state that I admired, the article I really liked the field of electronics. Yes, fields cultivated by Len. Although Abraham Mose merely calling witnesses related, the issue of corruption is quite shocking. But I was quite impressed with the attitude of Len's Managing Director, he was so swift to attend the KPK summons. Advice from a parent first, which reads "if not wrong, why be afraid" seems to apply equally well by Abraham Mose. Evidently, to this day (6 April 2015) Abraham evernote Mose status remains as relevant witnesses only.
The issue of corruption as experienced evernote by Len have contributed to this somewhat important, both in terms of corporate culture as well as in the formation of human resources at the company. Quoted from one of the renowned Indonesian forum, Len inculcate the culture of ICE-442 to each employee. The goal is that they can face increasingly complex challenges. There are some important values in the culture of ICE-442, namely Personal Character covering Integrity, Innovation, Innovation and insistence (unyielding). Working Principle which include Customer Focus, Continuous Improvement, Commitment and Competence. Performance which includes Effectiveness and Efficiency.
Once a year Len provide cultural socialization company to its employees with pre-test and post-test corporate culture that values (above) can be applied to the fullest.
Not only there, Len treats its employees as its most valuable assets. Len would appreciate any contributions made by the employees both individually and in groups. One form of SOE located in Bandung is in respect of human resources is to register the company's employees to the Ministry of Labor. This was done to build and improve the competence of employees of PT Len Industri (Persero) evernote in accordance with the standards of competence (knowledge, skills and attitude).
If I see from the description of cultural values and human Len above, very reasonable and it is possible for Len to promote their products to the international market and not to make the Commission evernote and the issue of corruption that hit the company as a barrier. What do you think? evernote
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Aspect 1: so-called managerial aspects include activities (POAC) - already mentioned above. ü

Management is a skill (start) completed pekerjaa n, reaching the goals set by the organization of existing resources, especially human beings; Management is knowledge (knowledge) and / or the arts (art) finish the job
In achieving ü the stated goals of the organization, the manager function (tasks), called manaje men or managerial functions. Here one of the managerial functions abbreviated concept POAC derived from the George R. Terry. K epanjangannya:
B. Indonesia SDM according to Wikipedia is: "P otensi contained in man, which is capable of managing himself, as well as manage the potential inherent ü in nature, towards the achievement of prosperity in a manner that is balanced and sustainable".
HR is the potential that an asset or capital (non-material ü and non-financial) in business organizations, which can translate into real potential (real) physical and non-physical in realizing the organization's existence.
It should be understood, that the manager or head of the company as well as employees. Only those called managerial employees, while employees who are not managers ü called operational employees. Managerial employees, are those who have subordinates, subordinates. ü
M anagement HR (Sincere, 1992: 3) is the planning, organizing, directing, and oversight of procurement, development, compensation, integration, maintenance and termination of employment ü with a view to helping achieve the company's goals, individual ü goals and objectives of the community.
Personnel management emphasizes results, while emphasizing the commitment of human resources management. Personnel management sees humans as a cost, or fa c tors of production; whereas HR management sees humans as capital or investment (Simamora, 1995: 3-4).
Emphasizes personnel management administrative functions, ü while emphasizing ü the strategic management of human resources within the organization, which is integrated with all other functions in the organization ü (Eka Nuraini Ravhmawati, 2004: 1).
Aspect 1: so-called managerial aspects include activities (POAC) - already mentioned above. ü
To achieve the above objective, a series of HR management tasks as follows: Make SDM satisfied (satisfaction) in order to then be able to satisfy both internal and external customers as colleagues, superiors, subordinates, organizations, communities (Sincere, ü 1992: 3).
You will carry out the role or function of the following distinctive, ü which also became the focus of the lecture HR management: recruitment Function Function Function performance ü appraisal training and development compensation Function Function maintenance and termination of the HR function to build a healthy industrial relations
Bibliography HR Management Ambar Teguh Sulistiyani & Rosidah, Human Resource Management - Concepts, Theory and Development in the Context of Public Organizations, Graha Science, Yogyakarta, 2009. Edy Sutrisno, Human Resource Management, Kencana, Jakarta, 2009. Eka Nuraini Rachmawati, New Paradigm of Human Resource Management - Achieving Competitive Advantage For Base, Ekonisia-FEUII, Yogyakarta, 2004 Faustino Cardoso Gomes, Human Resource Management, Andi, Yogyakarta, 2003. Hesel Nogi S. Tangkilisan, Human Resource Management Public Bureaucracy, Lukman Offset & Foundation for Public Administration Reform Indonesia, Yogayakarta, 2003. Haris Mujiman, Management Self-Study-Based Training, Student Library, Yogyakarta, 2009. Henry Simamora, Human Resource Management, BPSTIE YKPN, Yogyakarta, 1995. Heidjrachman & Suad Husnan, Personnel Management, BPFE, Yogyakarta, 1993. John Suprihanto, Personnel Management, BPFE, Yogyakarta, 1987. Kisdarto Atmosoeprapto, HR Towards Empowerment, Elex media Komputindo, Jakarta, 2000. Kisdarto Atmosoeprapto, Empower Your Human Resources, Scholastic, jakarta, 2002. Lina anatan & Lena Ellitan, Human Resource Management in Modern Business, Alfabeta, Bandung, 2007 Larry R. Smalley, Orientation and Pelatihaan At Work, PPM and Library Binaman Pressindo, Jakarta, 2000. Les Donaldson & Edward E. Scannel, Human Resource Development - Beginner's Guide for Coaches, Style Media Pratama, Jakarta, 1993. Moh. Agus Sincere, Human Resource Management - Student Handbook, Gramedia, Jakarta, 1992. Moh. As'ad, HR Series Sciences - Industrial Psychology, Liberty, ü Yogyakarta, 1987. Michael Armstrong, ü Performance Management, Tugu Publisher, 2004. Noor Ahmad Fuad & Gofur, Integrated HRD Human Resources Development, Grasisndo, Jakarta, 2009. Payaman J. Simanjuntak Management Performance Evaluation, FEUI, 2005. Randall S. Schuler and Susan E. Jackson, Human Resource ü Management - Facing Century 21- Volume 1 and II, Erland

Companies as the party that will accept applicants as employees strive to know the background check

Human resource management transalte can be defined as payroll processing, development, motivation, and evaluation of employees to achieve corporate goals. Various policies and procedures in the design program to create a fit between jobs and people who mengerjakanya. Inni penddekatan goal is to meet as many needs and develop the skills of company personnel in order to achieve an increase in efficiency, and to know the purpose of the company. Approach is often in the form of human resources for program development interests and talents of employees.
Human resource planning is a strategic development to meet the needs of human resources in the future. The starting point for this project is the company's strategic planning. Furthermore, transalte planners can make an estimate jumblah human resources. What is needed can be met, namely they have to make forecasts for the provision of human resources in the company's last, mmereka must take steps to adjust supply and demand.
At the time a company set up a new office or office in which there is no occupying, perusaahaan looking for people who have adequate qualifications to fill the vacancy. To overcome this, the company can fill that void by promoting transalte existing personnel with specified requirements, such as length of service, loyalty, and skill. Moreover, it can also be reached with the job opening to outside parties with certain qualification requirements are applied.
Employee recruitment is the process penariikan qualified job applicants. Objectives of recruitment transalte is, to get a number peamar accordance with jobs being offered. The number of applicants who must match the jobs or positions are unfilled.
Recruitment can be filakukan both for internal and external, or both. The sources used are usually determined by the nature of the post, the situation in the company, and (sometimes) the company establishes a conventional recruitment policies.
The selection process for choosing applicants who have qualified in accordance with the jobs being offered. Selection transalte is done carefully to get the people who peling fit to do the job that has been set by management. Selection is done through several stages. Each applicant does not have to go through the entire selection, but may be refused based on test results deleksi at certain stages before reaching the final stage. Employee selection process stages, namely, the initial screening, the test work, and interview selection.
Orientation is the process of introducing new employees to the company. Orientation topics ranging from something as simple as the location of the cafeteria transalte until the subject related to the career path within the company. Orientation in the form of an informal presentation delivered by the human resources manager, takes place in a short time. In addition, the orientation of the program can also be delivered to a number of people that lasted for several days.
Companies as the party that will accept applicants as employees strive to know the background check and references of applicants. At least the company wants to know the work and the final salary Perlamar. This applies for applicants who have worked in a company or other institution. In this way the company can know the reputation, character, and lifestyle applicants. To graduate from a lkembaga education, reference checks carried out by the value indicated on the transcript.
Yanng the personnel in charge of human resources employee trying to adjust to the job. Nevertheless these targets are not easy to be fulfilled. By because it oerusahaan must provide employee training to be able to do their jobs well.
A person who is accepted transalte as employees of a company can be equipped with knowledge transalte about their duties through employee orientation program. The program orientation program to introduce new employees with a work environment in the company. For example, how to get a card presence, knowing the hours of rest, a policy to use the telephone, on payday, and holidays.
Training can be classified either as on-the-job training or off-the-job training. Temann boss and work in general act as implementing on-the-job training. Namely employee training that takes place in one's employees transalte assigned to the material directly related to the task or job. This training method of applying a special working instructions, mentoring by experienced employees, giving transalte the task to work on pekerjaantertentu, and job rotation.
Employee

YOGYAKARTA my pay - As we realize how the rapid development of science and technology at the moment

Welcome to the official my pay website of the Directorate of Human Resources - University of Gadjah Mada with a new look, which refers to the Guidelines for Institutional Web Theme UGM. Commencing as of July 1, 2014, the website address of Directorate HR - UGM moved to http://sdm.ugm.ac.id/web. Please update your bookmarks or favorites link your browser. HR site data longer that is the release of April 13, 2012 until June 30, 2014 and on June 21, 2007 up to 12 April 2012 will still be accessible as an archive of a site map. Presentation files can be downloaded explanation on filing civil servant news Indicated Call Participant Pass Selection CPNS 2014 in Kemdikbud Unit of Work Environment, University of Gadjah Mada. Explanation BPJS Environmental Health at the University of Gadjah Mada. Simaster HRIS Version 2.7 (Released January 13, 2014). http://hris.simaster.ugm.ac.id. Contacts: 81007. Data and Statistics Section, Directorate of Human Resources of UGM. Thank you.
YOGYAKARTA my pay - As we realize how the rapid development of science and technology at the moment, so any organization required to be able to devise appropriate my pay strategies to improve performance and productivity, so as to compete globally. Standard care alone is not enough as capital to satisfy stakeholders, therefore efforts should be made of how that service in any existing business processes can be done primed.
In the 2015's the University of Gadjah Mada (UGM) emphasizing its policy on improving the quality of services in the field of Tridharma, so that all business processes are directly related to academic my pay services, student affairs and research a top priority that must be worked on, and all work units to be committed to support the achievement of the program.
As a concrete manifestation in support of the University's policies, Directorate of Human Resources Utilization initiative to organize training to Microsoft Office and Information Systems Academic and Student Affairs for academic personnel and kemasiswaan pengadministrasi at UGM. The activities carried out during the 4 days of work on 15, 16, 20, and 21 April 2015 in the Directorate of Systems and Information Resources (DSDI). Briefing and opening the event was started by the Director of Human Resources, Dr. Ratminto, M.Pol.Admin.
The training was attended by 44 staff pengadministrasi academic and kemasiswaan. Training also Involving Directors Education and Promotion along with his staff, with the intention that vision and mission of the University in the field of Education and can be communicated well to level work unit, Besides, it also involves presenters from DSDI UGM IT team, which teaches about the procedures for processing and data using Microsoft Office my pay collaborate and optimize the utilization of facilities for various purposes google app data processing. This is considered important because the task of academic and student services will always be associated with the requirement presenting my pay accurate data. In the training, also conducted pre-test and post-test to determine the level of uptake of training materials by participants.
Dr. Agr. Ir. Sri Peni Wastutiningsih my pay as Director of Education and convey material on professional ethics in academic administrative services directed at the implementation of the system of governance good academic services according to the principles of Good University Governance. In such materials, Peni bu also touched on procedures for building my pay character, ethics and professionalism my pay and continued with a discussion about the case of problems that are often encountered in academic services. In addition to conveying messages about character and professionalism, this activity also utilized for disseminating information systems related to academic and student services include student and faculty portal my pay Pallava, SIA and EPSBED intended to support reporting PDPT / PPDIKTI.
Through these activities is expected to improve the ability of employees in the field of information technology, particularly in data processing and utilization of academic and student information systems that exist in the UGM. Thus the academic and student administration officials have enough stock to provide an optimal service, effectively and efficiently. (SDM UGM / Tri Utami)
Selection latest Open High Leadership Position my pay Associate Deputy Governor of DKI Jakarta Spatial Planning Environment Postgraduate Scholarship Deals Home Affairs (BPP-DN) my pay for Lecturers and Personnel Announcement 2015 Selection of Non-PNS Lecturer Faculty of Biology Department Preparatory Exam Level I Participants 2015
English Language Training for Academic & Student Affairs Pengadministrasi Start: 8:00 pm End: May 18, 2015 - 10:00 pm Venue: Space Learning and Development my pay Center, 1st Floor GSP, the University of Gadjah Mada Description: Language Training I

Definition of Human Resource Management Human Resource Management winwin or commonly abbreviated as

Definition of Human Resource Management Human Resource Management winwin or commonly abbreviated as HR management is a series of processes that deal with the problems that exist within the scope of the employee, employees, managers, workers and labor to manaer others in order to support the activities of the company to achieve the goal Companies that have been determined. Generally, a unit that handles human resource is the human resource department (human resource department / HRD). Human resource management including system design planning, top employees, employee development, employee career management, performance winwin evaluation of employees, employee compensation tehadap and employment relations are good. Human resource management includes decision-making and management practices that have a direct influence on human resources Human Resource Management
Some experts give an opinion on the definition of human resources management. I will give the following definition of human resource management include: AF AF Stoner Stoner claimed human resource management is an ongoing procedure winwin which has the goal to the right person in a company to be placed in the appropriate position or positions when the company needs it. Malay SP Hasibuan, declared Human resource management is the science and art of arranging the relationship and the role of labor in order to efficiently and effectively in helping to realize the company's goals. employees and society Henry Simamora Human Resource Management is an attempt performance is vandalism, pengembanan, scoring, and the provision of services ballasan pengelolahan against individuals or workgroups within a company. Achmad S Rucky Human Resource Management is a form of application effectively and appropriately in the process of acquisition, performance is vandalism, development, and maintenance personnel to effectively owned by the company in order to obtain the level of performance is-use of human resources to the maximum by the company to achieve goals set Pearl S Panggabean Human resource management winwin covers over the planning process, pengorganisaisan, leadership and control all activity that is still associated with job analysis, evaluation of work, procurement, development, promotion, compensation and termination of employment hbungan to achieve the desired goal. Definition of human resource management revealed by MS Panggabean above, activities in the field of human resources can be seen from two sides, from the standpoint of employment as well as from the standpoint of the workers. From the standpoint of melitputi job analysis and evaluation of the work, and from the standpoint of workers consisting of labor activity procurement activity, assessment of job performance, winwin training and floating workers, compensation, promotion and termination of employment hbubungan We can see together, in a simple of understanding raised above understanding, human resource management is a process in planning to manage its human resources in order to be used and exploited so well that deliver quality and added value for the company. The phenomenon of the phenomenon continues to occur over time on human resources, the development of human resource management is not just the resources owned by the company per se, but rather it is capital or a very valuable winwin asset that can be multiplied, can be developed and moreover can be used as an investment instrument or valuable assets in a company. imagine, certainly companies will prancing joy when Mark Zuckerberg classmates had workers not? or as smart habibie? This will make the company will have more value. However, it is unfortunate when employees have good resources but because the company is not "upgrade" her, did not provide further guidance, the potential of the existing potential will not be used even could inhibit the company itself. Employees are appropriately trained employees who possessed the ability of workers qualified in order to thrive, with employees who develop, optimization of the value of the company as well as the desired destination is only a matter of time training with the training needs to be done by the company winwin for employee development, and evaluation of the work can be help workers to be able to further improve the performance of employees. but keep in mind, the main concepts of human resource management, that employees are human, not a machine or tool, so they can know how to manage the relationship and the role of human resources there. Human Resource Management Model There

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Need to do glocalization (potential locally produced and traded to the outside, instead of selling

Freeport Community gelding Problem event Smelter? event Poay: If Wants to Close Gaza-Manasari Paomako River, Freeport Please Make Way Car Service Land Plan Regent event and Vice Regent of Mimika Rp 4,5miliar Graded Waster Antonius Kemong: Smelter Expansion As the fate of Central Papua, Not Clear! Jokowi: 'We Must Mutual Trust At Foreign Journalists Sign in Papua.' Jokowi: Starting tomorrow, Sunday (10/5), access to Papua Opened Foreign Journalists President Jokowi Grasikan Five Prisoners Account Blocked Respect PNPM Mandiri President Jokowi Denied, Not Eligible to Papua Freeport Graded Kamoro event culture plays tricks in Mimika, the Civil Society Forum Paid Government
News Photos Culture and Tourism Economics and Environmental Health Education and Papua Mob National and International Politics Book Review Property Art & Sport Technology Tips And Beauty Gossip Jobs Forum Readers Letters Subcribe Video
I highlighted a number of large companies that will be present in Timika, event namely Smelter in Portsite, Cement Plant in the Port Paumako, hydropower in Kapiraya, PT PAL (Palm 48,000 event acres) were being robbed timber and everything in it, and also do not forget I had alluded to Freeport which has been operating for decades but is not maximized in building HR Seven Tribes Papua.
This article will not be read by the government and investors, but for those who read this article into a connector language that the government and the investor may have the concept, heart, and mind are both in the construction of the independence of human life. The concept event of government and indigenous peoples should be mated to build a life; consider local knowledge and all the elements of the culture of Papua.
Discourse welfare of the people of Papua are always produced and managed by the Indonesian event government made the people of Papua, Papua hypnotized so many people trapped and dominated by political promises of economic authorities aimed at dehumanization and dekulturalisasi Papua.
In the culture of the global economy, the political relations of power and relations of economic interest is an integral and inseparable in development. Relationships are produced to satisfy the interests of economic kenafsuan. That is what is referred to as infidelity or perselingkungan economic interests. Officials paid by the investor event with a value satisfying to hypnotize indigenous peoples with promises that no content save the future generations of children and grandchildren. Communities that do not have a critical attitude and resistance (as Kamoro) very easily deceived by political relations between officials and the capitalists. Ways of development work like this that are destroying humanity and nature Papua.
Freeport has brought Papua's natural potentials (gold, copper, and uranium) to be managed in different countries who buy raw materials. Papuans do not get great benefits. event The money given by Freeport is not comparable with the destruction of culture, river, mountain, village, character, and humans. Already then, the government is still desperate and crazy-crazy opening a number of mega projects such as Palm Oil, Cement Plant, Smelter, etc. Is Freeport and the new company has been and will benefit the people of Papua? The concept of what is used by the government and investors? Government and investors are generally closed. Indigenous peoples have always cheated by political argument economy.
Need to do glocalization (potential locally produced and traded to the outside, instead of selling raw materials), then the government must prepare HR Papua, especially event indigenous people known as the customary land owners in the company. Freeport has failed and is unable to menglokalisasi gold, copper, and uranium so expect other companies must produce in Papua and marketed from Papua. Thus the price of cheap goods. For example Cement, mills, preferably manufactured event in Papua and marketed. event That's what is called glocalization. Local potential diglbalisasi or marketed to other countries and then into a global product.
Indigenous Papuans have a deep relationship between life and the life of nature created by God. Human life becomes one with nature. event The value of this kind of life is still very experienced due to a commitment of love for nature Papua. Therefore, the Papuans always perform the steps of resistance against any development policies interfere with the natural environment of Papua. Different understanding always come from the government and investors who only think to take natural resources without considering the cultural values of people of Papua.
Papua's natural, indigenous building various strengths maintain and appreciate the natural potential to give life from generation to generation. The government is unable to manage potential Papuan culture knowledge like this because it is always influenced by the knowledge economy of capitalism event that comes from berbag