Modern Operation Management
Latar Belakang
Situasi ekonomi nasional, regional dan global menuntut setiap industri di Indonesia agar secara terus menerus melakukan perbaikan proses guna mencapai efesiensi, kualitas, produktivitas dan keuntungan, yang di peroleh dari loyalitas pelanggan. Pengelolaan sistem manajemen operasi dengan cara yang benar, tepat dan terintegrasi sangat membantu industri agar bisa kompetitif dalam era persaingan.
Kasus yang terjadi saat ini, ketika kondisi ekonomi makro makro maupun mikro belum terlihat bergerak signifikan, ketika SBI diturunkan dimana market share diprediksi turun jika dibandingkan dengan sebelumnya. Hal ini berlaku juga dengan investasi (financial statement) sepertinya tidak kunjung muncul dimana hal ini akan menyebabkan profit turun. Perusahaan tentu menginginkan agar profitnya naik atau minimal stabil maka harus dapat melakukan reduce cost.
Cara melakukan reduce cost dimana mayoritas struktur cost berada di fungsional operasi/produksi dimana sebelum pengambilan keputusan diperlukan pendalaman materi dari proses operasi/produksi dengan tepat. Banyak sekali konsep-konsep dan alternatif-alternat if operasi/produksi secara terintegrasi dari berbagai macam literatur. Sehingga kemampuan kita untuk mengelola keseluruhan rangkaian dewasa ini menjadi semakin penting untuk tetap bisa bertahan di dalam persaingan yang sangat sengit. Keseluruhan rangkaian ini dapat diminimisasi biayanya dengan optimum dengan melakukan perlakuan yang tepat. Dengan melakukan reduce cost, maka akan terjadi gain net profit yang signifikan. Dalam operation management, point-point yang significant dapat dilakukan untuk mengurangi ketidakefisienan yang ada atau peserta dapat menemukan point-point prosedur di dalam manajemen operasi.
Modern Design Training Program
Latar Belakang
Penyusunan program training tahunan adalah salah satu tugas dan tanggung jawab HRD Manager. Banyak cara yang bisa dilakukan dalam penyusunan program training tahunan ini, begitu juga banyak faktor yang mempengeruhi penyusunan program training tahunan ini.
Tidak hanya perusahaan besar dan mampu saja yang harus menyusun program training tahunan bagi karyawannya, melainkan semua perusahaan dari kecil hingga kelas menengahpun dapat menyusun program training yang berkualitas.
Dalam workshop ini, para peserta akan diajak untuk melihat factor-faktor yang ada di dalam perusahaan seperti minat pimpinan perusahaan, kemampuan, keberadaan sumber daya manusia, serta melihat kompetensi apa yang telah tersedia dapat digunakan untuk menyusun program training tahunan dengan mengawalinya menyusun TNA (Training Need Analysis).
Tujuan
Diharapkan agar setelah mengikuti workshop sehari ini para peserta dapat memahami proses dan resources yang tersedia, dalam menyusun program training tahunan, melaksanakan dan mengevaluasinya, sehingga kebutuhan untuk peningkatan sumber daya manusia terpenuhi.
The Administrative of HRD
Latar Belakang
Secara umum HR mengalami 3 siklus yakni :
1. HR sebagai Personalia ; bercirikan murni administratif dan reaktif serta hanya menjalankan pekerjaan rutinitas dan manual.
2. HR sebagai HRD ; bercirikan adanya proses development dan aktif sedangkan administratif hanya sebagai support
3. HR sebagai Human Capital ; bercirikan HR sebagai strategic partner dan administratif sudah dioutsourcingkan atau dikomputerisasi berbasis online
Workshop ini mengajak peserta untuk mempelajari HR pada siklus ke dua yaitu HR sebagai HRD yaitu membuat administrasi HRD sebagai support dan sebagai langkah awal menuju HRIS;serta sebagai batu loncatan pertama menuju human capital. Dalam workshop ini pula peserta diajarkan bagaimana membuat sistem yang komprehensif dan saling kait mengkait satu sama lain sehingga membentuk satu kesatuan yang utuh di dalam HRD. Disamping itu juga diajarkan bagaimana membuat formulir untuk keperluan HRD sebagai Development Division.
How to Set Up HR Lifecycle System
Hal yang sering menjadi masalah bagi praktisi HR adalah bagaimana membuat sistem HR lifecycle mulai dari recruitment sampai termination. Selama ini mereka selalu bekerja tanpa panduan yang jelas, sehingga yang terjadi adalah selalu try and error dan bekerja serabutan. Padahal panduan HR Lifecycle system merupakan sistem yang sangat vital bagi departemen HR. Dengan panduan tersebut, Departemen HR tidak akan merasa sangat kehilangan bila ditinggalkan oleh orang kunci didalamnya. Departemen HR tidak akan merasa kuatir dan takut dengan turn over didalamnya.
Bagaimana membuat dan mensetup HR Lifecycle System? dan bagaimana mere-engineering dan merekayasa ulang serta mendaur ulang sistem HR ditempat anda? dapatkan semuanya dalam workshop ini.
Honesty and Integrity Pre-Employment Tests
A. New survey reveals that?
Young workers (age 18 to 24 years old) in the United States are twice as likely as older colleagues to steal office supplies for home use without thinking it is wrong according to a April 2006 Spherion Workplace Snapshot survey. And all those missing paper clips and pens add up to more than $50 billion a year.
"A lot of people that steal don't consider it stealing. They just consider it taking things or that it's a fringe benefit," said John Case, head of Employeetheft. com, a security consulting firm based in Del Mar, California.
WORKPLACE THEFT
The types of cash, merchandise and property theft respondents most often admitted to were:
- Taking company supplies for personal use (35%)
- Taking merchandise or equipment (17%)
- Giving or receiving refunds for unpurchased items (7%)
- 49 percent of the respondents admitted eating food without paying, many of the employees indicated that they were allowed to
- 44 percent of the employees admitted engaging in some type of cash, merchandise or property theft
ABSENTEEISM AND TARDINESS
- 42 percent of the respondents had come to work late without permission
- 24 percent had left work early without authorization
- 19 percent had abused sick days
- 18 percent had been absent from work without good reason
- In total, 59 percent of the sample admitted to some type of "time theft." Nineteen percent reported that they committed some type of time theft at least once a month.
Source :McGraw-Hill/ London House and National Food Service Security Council survey of restaurant and fast food employees Copyright © 1995, McGraw-Hill/ London House
Nonproductive Computer Use at Work
- Very few respondents (2.2%) reported spending more than 12 hours a week using their work computer to catch up on personal tasks (e.g., banking, shopping, vacation planning), with 18% spending at least one hour per week doing so. Approximately 50% indicated that they never used their work computer to catch up on personal tasks.
- Only .4% indicated spending more than 12 hours a week using their work computers to "take breaks" from their day (e.g., sending personal email, surfing the web, playing games). Nearly 17% spent at least one hour per week "taking breaks" while 46% reported never doing so. These latter two questions, combined,
(Source : Nonproductive Computer Use at Work: Results from the 2001 National Work Opinion Survey)
B. What is HIPET?
There is wide-spread concern about the honesty and integrity of employees. Most organizations have serious problems of pilferage, absenteeism, tardiness, employee disagreements that lead to violence, drug and alcohol abuse, and computer misuse. The annual loss from these counterproductive behaviors is estimated in the billions of dollars. There was a clear need for a brief assessment that could be used as part of the pre-employment screening process. HIPET (Honesty and Integrity Pre-Employment Tests) was developed to meet that need.
HIPET assesses six areas of potentially counterproductive behaviors by a self-descriptive inventory that taps six substantive areas of concern as well a Good Impression (validity) scale.
* Hostility
* Conscientiousness
* Integrity
* Substance Abuse
* Sexual Harassment
* Computer Misuse
HIPET is modular with four "core" scales and then three additional scales that can be added as needed. The core assessment is 80 true/false questions and if all the core scales are added, the assessment is 140 questions. The scores produce a HIPET profile which can then be compared to successful and less successful incumbents in a variety of jobs.
Developed in an English and Bahasa Indonesia -language version, this assessment takes only 10-12 minutes to complete. HIPET is a web-based system, but it can be given on paper if necessary (if given on paper, the responses would be entered into the scoring software in order to generating reports).
The HIPET Assessment provides three valuable reports for the user:
* Interpretive Report: Describes the score in each scale and what it means.
* Graph Report: A quick snapshot of the participant' s scores and what level of concern they fall into.
* Behavioral Interview Question Report: Follow-up questions based on which assessment items the participant answered in a "counter-productive " manner.
C. Why HIPET? Learn Why HIPET Assessment beats the competition every time
Features
Benefits
Quick
* 8-15 minutes for HIPET Assessment
* Get great data quick.
* No proctoring required.
Easy to Use
* No extensive training.
* No professional Interpretation needed.
Descriptive
* Rather than just giving a score or a scale for a trait, Clues tells how candidate will function in a job.
* No guessing or interpretation necessary. Any person can read and understand the reports.
Business use
* Designed specifically for Business Use
* Unlike many other tests including Meyers Briggs, 16PF, Caliper, and Berkman which were designed as clinical tools.
Normative Instrument
* Normed on general population using latest psychometric principles with the ability to norm for individual clients or groups.
* Assessment results reflect comparison to general population as opposed to simply a score.
Faking Scale
* Is candidate truthful, or just telling us what they think we want to hear?
* Make sure you know the data is accurate
Honesty/Integrity
* Measures honesty, dependability and aggression
* Includes optional scales for Substance Abuse, Computer Abuse and Sexual Harassment.
* The most modern, encompassing honesty
assessment on the market.
Respected Psychologists
* Assessments are developed by world renowned and respected psychologists Dr. Leonard Goodstein and Dr. Richard Lanyon.
* You gain from their years of experience and
know the assessment is built right.
ROI
* Most companies will achieve ROI of well over 60:1 using the Clues assessments
* Tools are as cost efficient as they are informative.
Available in Multiple Languages
* English
* Bahasa Indonesia version
* Consistency across the world for multi-nationals
Expected Corporate Benefits From Using CluesAssessments
§ Dramatically Reduce Cost Per Hire
§ Reduce Turnover Rates By 10-50% in First Year
§ Increase Productivity Due to Better Job Fit
§ Improved Employee Morale
§ Reduce Workers Compensation Costs 5-15%
§ Identify Future Leaders and Corporate Bench Strength
Latar Belakang
Situasi ekonomi nasional, regional dan global menuntut setiap industri di Indonesia agar secara terus menerus melakukan perbaikan proses guna mencapai efesiensi, kualitas, produktivitas dan keuntungan, yang di peroleh dari loyalitas pelanggan. Pengelolaan sistem manajemen operasi dengan cara yang benar, tepat dan terintegrasi sangat membantu industri agar bisa kompetitif dalam era persaingan.
Kasus yang terjadi saat ini, ketika kondisi ekonomi makro makro maupun mikro belum terlihat bergerak signifikan, ketika SBI diturunkan dimana market share diprediksi turun jika dibandingkan dengan sebelumnya. Hal ini berlaku juga dengan investasi (financial statement) sepertinya tidak kunjung muncul dimana hal ini akan menyebabkan profit turun. Perusahaan tentu menginginkan agar profitnya naik atau minimal stabil maka harus dapat melakukan reduce cost.
Cara melakukan reduce cost dimana mayoritas struktur cost berada di fungsional operasi/produksi dimana sebelum pengambilan keputusan diperlukan pendalaman materi dari proses operasi/produksi dengan tepat. Banyak sekali konsep-konsep dan alternatif-alternat if operasi/produksi secara terintegrasi dari berbagai macam literatur. Sehingga kemampuan kita untuk mengelola keseluruhan rangkaian dewasa ini menjadi semakin penting untuk tetap bisa bertahan di dalam persaingan yang sangat sengit. Keseluruhan rangkaian ini dapat diminimisasi biayanya dengan optimum dengan melakukan perlakuan yang tepat. Dengan melakukan reduce cost, maka akan terjadi gain net profit yang signifikan. Dalam operation management, point-point yang significant dapat dilakukan untuk mengurangi ketidakefisienan yang ada atau peserta dapat menemukan point-point prosedur di dalam manajemen operasi.
Modern Design Training Program
Latar Belakang
Penyusunan program training tahunan adalah salah satu tugas dan tanggung jawab HRD Manager. Banyak cara yang bisa dilakukan dalam penyusunan program training tahunan ini, begitu juga banyak faktor yang mempengeruhi penyusunan program training tahunan ini.
Tidak hanya perusahaan besar dan mampu saja yang harus menyusun program training tahunan bagi karyawannya, melainkan semua perusahaan dari kecil hingga kelas menengahpun dapat menyusun program training yang berkualitas.
Dalam workshop ini, para peserta akan diajak untuk melihat factor-faktor yang ada di dalam perusahaan seperti minat pimpinan perusahaan, kemampuan, keberadaan sumber daya manusia, serta melihat kompetensi apa yang telah tersedia dapat digunakan untuk menyusun program training tahunan dengan mengawalinya menyusun TNA (Training Need Analysis).
Tujuan
Diharapkan agar setelah mengikuti workshop sehari ini para peserta dapat memahami proses dan resources yang tersedia, dalam menyusun program training tahunan, melaksanakan dan mengevaluasinya, sehingga kebutuhan untuk peningkatan sumber daya manusia terpenuhi.
The Administrative of HRD
Latar Belakang
Secara umum HR mengalami 3 siklus yakni :
1. HR sebagai Personalia ; bercirikan murni administratif dan reaktif serta hanya menjalankan pekerjaan rutinitas dan manual.
2. HR sebagai HRD ; bercirikan adanya proses development dan aktif sedangkan administratif hanya sebagai support
3. HR sebagai Human Capital ; bercirikan HR sebagai strategic partner dan administratif sudah dioutsourcingkan atau dikomputerisasi berbasis online
Workshop ini mengajak peserta untuk mempelajari HR pada siklus ke dua yaitu HR sebagai HRD yaitu membuat administrasi HRD sebagai support dan sebagai langkah awal menuju HRIS;serta sebagai batu loncatan pertama menuju human capital. Dalam workshop ini pula peserta diajarkan bagaimana membuat sistem yang komprehensif dan saling kait mengkait satu sama lain sehingga membentuk satu kesatuan yang utuh di dalam HRD. Disamping itu juga diajarkan bagaimana membuat formulir untuk keperluan HRD sebagai Development Division.
How to Set Up HR Lifecycle System
Hal yang sering menjadi masalah bagi praktisi HR adalah bagaimana membuat sistem HR lifecycle mulai dari recruitment sampai termination. Selama ini mereka selalu bekerja tanpa panduan yang jelas, sehingga yang terjadi adalah selalu try and error dan bekerja serabutan. Padahal panduan HR Lifecycle system merupakan sistem yang sangat vital bagi departemen HR. Dengan panduan tersebut, Departemen HR tidak akan merasa sangat kehilangan bila ditinggalkan oleh orang kunci didalamnya. Departemen HR tidak akan merasa kuatir dan takut dengan turn over didalamnya.
Bagaimana membuat dan mensetup HR Lifecycle System? dan bagaimana mere-engineering dan merekayasa ulang serta mendaur ulang sistem HR ditempat anda? dapatkan semuanya dalam workshop ini.
Honesty and Integrity Pre-Employment Tests
A. New survey reveals that?
Young workers (age 18 to 24 years old) in the United States are twice as likely as older colleagues to steal office supplies for home use without thinking it is wrong according to a April 2006 Spherion Workplace Snapshot survey. And all those missing paper clips and pens add up to more than $50 billion a year.
"A lot of people that steal don't consider it stealing. They just consider it taking things or that it's a fringe benefit," said John Case, head of Employeetheft. com, a security consulting firm based in Del Mar, California.
WORKPLACE THEFT
The types of cash, merchandise and property theft respondents most often admitted to were:
- Taking company supplies for personal use (35%)
- Taking merchandise or equipment (17%)
- Giving or receiving refunds for unpurchased items (7%)
- 49 percent of the respondents admitted eating food without paying, many of the employees indicated that they were allowed to
- 44 percent of the employees admitted engaging in some type of cash, merchandise or property theft
ABSENTEEISM AND TARDINESS
- 42 percent of the respondents had come to work late without permission
- 24 percent had left work early without authorization
- 19 percent had abused sick days
- 18 percent had been absent from work without good reason
- In total, 59 percent of the sample admitted to some type of "time theft." Nineteen percent reported that they committed some type of time theft at least once a month.
Source :McGraw-Hill/ London House and National Food Service Security Council survey of restaurant and fast food employees Copyright © 1995, McGraw-Hill/ London House
Nonproductive Computer Use at Work
- Very few respondents (2.2%) reported spending more than 12 hours a week using their work computer to catch up on personal tasks (e.g., banking, shopping, vacation planning), with 18% spending at least one hour per week doing so. Approximately 50% indicated that they never used their work computer to catch up on personal tasks.
- Only .4% indicated spending more than 12 hours a week using their work computers to "take breaks" from their day (e.g., sending personal email, surfing the web, playing games). Nearly 17% spent at least one hour per week "taking breaks" while 46% reported never doing so. These latter two questions, combined,
(Source : Nonproductive Computer Use at Work: Results from the 2001 National Work Opinion Survey)
B. What is HIPET?
There is wide-spread concern about the honesty and integrity of employees. Most organizations have serious problems of pilferage, absenteeism, tardiness, employee disagreements that lead to violence, drug and alcohol abuse, and computer misuse. The annual loss from these counterproductive behaviors is estimated in the billions of dollars. There was a clear need for a brief assessment that could be used as part of the pre-employment screening process. HIPET (Honesty and Integrity Pre-Employment Tests) was developed to meet that need.
HIPET assesses six areas of potentially counterproductive behaviors by a self-descriptive inventory that taps six substantive areas of concern as well a Good Impression (validity) scale.
* Hostility
* Conscientiousness
* Integrity
* Substance Abuse
* Sexual Harassment
* Computer Misuse
HIPET is modular with four "core" scales and then three additional scales that can be added as needed. The core assessment is 80 true/false questions and if all the core scales are added, the assessment is 140 questions. The scores produce a HIPET profile which can then be compared to successful and less successful incumbents in a variety of jobs.
Developed in an English and Bahasa Indonesia -language version, this assessment takes only 10-12 minutes to complete. HIPET is a web-based system, but it can be given on paper if necessary (if given on paper, the responses would be entered into the scoring software in order to generating reports).
The HIPET Assessment provides three valuable reports for the user:
* Interpretive Report: Describes the score in each scale and what it means.
* Graph Report: A quick snapshot of the participant' s scores and what level of concern they fall into.
* Behavioral Interview Question Report: Follow-up questions based on which assessment items the participant answered in a "counter-productive " manner.
C. Why HIPET? Learn Why HIPET Assessment beats the competition every time
Features
Benefits
Quick
* 8-15 minutes for HIPET Assessment
* Get great data quick.
* No proctoring required.
Easy to Use
* No extensive training.
* No professional Interpretation needed.
Descriptive
* Rather than just giving a score or a scale for a trait, Clues tells how candidate will function in a job.
* No guessing or interpretation necessary. Any person can read and understand the reports.
Business use
* Designed specifically for Business Use
* Unlike many other tests including Meyers Briggs, 16PF, Caliper, and Berkman which were designed as clinical tools.
Normative Instrument
* Normed on general population using latest psychometric principles with the ability to norm for individual clients or groups.
* Assessment results reflect comparison to general population as opposed to simply a score.
Faking Scale
* Is candidate truthful, or just telling us what they think we want to hear?
* Make sure you know the data is accurate
Honesty/Integrity
* Measures honesty, dependability and aggression
* Includes optional scales for Substance Abuse, Computer Abuse and Sexual Harassment.
* The most modern, encompassing honesty
assessment on the market.
Respected Psychologists
* Assessments are developed by world renowned and respected psychologists Dr. Leonard Goodstein and Dr. Richard Lanyon.
* You gain from their years of experience and
know the assessment is built right.
ROI
* Most companies will achieve ROI of well over 60:1 using the Clues assessments
* Tools are as cost efficient as they are informative.
Available in Multiple Languages
* English
* Bahasa Indonesia version
* Consistency across the world for multi-nationals
Expected Corporate Benefits From Using CluesAssessments
§ Dramatically Reduce Cost Per Hire
§ Reduce Turnover Rates By 10-50% in First Year
§ Increase Productivity Due to Better Job Fit
§ Improved Employee Morale
§ Reduce Workers Compensation Costs 5-15%
§ Identify Future Leaders and Corporate Bench Strength
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