Aku menuliskan namamu dihatiku
Saat "ia" meminta satu nama untuk disimpan
Aku memintamu hadir dalam mimpi
Saat "ia" mulai mengisi malam - malamku
Aku menjadikanmu harap dalam cita
Saat "ia" inginkan kepastian
Ya.........
Memang aku
Dan hanya aku
Yang menyimpan namamu disemua ruang hati
Yang memimpikanmu disetiap malam
Yang mengharapkanmu dalam seluruh waktu hidup
Hanya aku
Dan aku hanya ingin kau tau
Tak lebih
Saturday, March 31, 2012
STEPS IN THE DECISIONS PROCESS
STEPS IN THE DECISIONS PROCESS
Decisions are a part and parcel of the life of every human being. In every area, be it personal or professional life, we need to take decisions. There are various types of decision-making, which can vary in importance. There could also be some instances where decisions may need to be taken very quickly. But when we are faced with problems or dilemmas where our decision has the ability to affect not only us, but others around us as well, then they have to be made very carefully. Many people take decisions depending just on their gut feeling. However, if the decision involves money or someone's life, it is important to analyze the situation carefully before making the final decision. The 8 steps to decision-making process can help us make significant decisions thoughtfully.
What are the Steps Involved in Decision-making?
Step 1: The first step involved in a decision-making process is to understand the importance of making the decision. You would have to make a list of some important factors like -
What are the Steps Involved in Decision-making?
Step 1: The first step involved in a decision-making process is to understand the importance of making the decision. You would have to make a list of some important factors like -
- Time required to make the decision
- Result of making a good and a bad decision
- People who would help you
- Who will face the consequences of the decision?
- Affect of the decision on you and the people around you
- What will happen if the decision is not made?
Step 2: Every decision is made to achieve some kind of goal or objective. So, the next step would involve charting down the goals that you want your decision to achieve. At this stage, it is also necessary to make a note of the consequences that are not desirable once the decision is made.
Step 3: For a person to make a decision, he or she has to be confronted with two or more options. If there is no option, making a decision would be impossible. So, the third step requires you to make a draft stating the options that are available to you. One can also create some options that do not exist in reality. Doing this may help you find some solution to your problem and make the decision process a little easier. Once you have listed the available options, you have to examine each option and make a section for options that sound to be very promising and those that seem not so relevant. However, you have to be careful not to take out any option from your list before it is analyzed in detail.
Step 4: Step 4 is where you have to analyze the different options in detail. Your analysis would be on the basis of what would be the result of each option available to you. You can take the help of different people at this stage, asking them to give their opinion on each option. Here, you would be able to recognize certain options that require more research or contemplation. This stage is a filtration process where the options that seem to be irrelevant should be taken out of the list and only the best possible ones retained.
Step 5: At this step, you have to develop some criteria, according to which you have to compare the various options available to you. These criteria are conditions that would help you in evaluating the different options and would aid you in taking the decision.
Step 6: Once you have decided on the criteria, it is time for analysis of each option according to the set conditions. Make a table, where the criteria appears in columns and options appear in rows. Rate each option with a numerical digit, as per how it would be beneficial for each criterion.
Step 7: After rating the available options according to criteria, at the seventh step, try to combine different options that are available to you and see whether you can come up with a better solution, instead of just choosing one option. You also have to summarize the results you got for each option to make the final decision.
Step 8: This is the final stage, where you have to make the ultimate decision. Before you do this it is important to go through all the steps and recheck all the information. This would be beneficial for delaying the time of taking the final decision, if you find any missing information. One very important thing that you have to keep in mind is that every decision you take would have some level of risk. Knowing the potential risk involved in the decision one makes would aid in preparing for the problem that arises with the decision.
These 8 steps to decision-making process are essential decision-making techniques that would prevent one from choosing the wrong option. This is also an important way of learning proper decision-making skills that would assist you in every decision you make.
Step 3: For a person to make a decision, he or she has to be confronted with two or more options. If there is no option, making a decision would be impossible. So, the third step requires you to make a draft stating the options that are available to you. One can also create some options that do not exist in reality. Doing this may help you find some solution to your problem and make the decision process a little easier. Once you have listed the available options, you have to examine each option and make a section for options that sound to be very promising and those that seem not so relevant. However, you have to be careful not to take out any option from your list before it is analyzed in detail.
Step 4: Step 4 is where you have to analyze the different options in detail. Your analysis would be on the basis of what would be the result of each option available to you. You can take the help of different people at this stage, asking them to give their opinion on each option. Here, you would be able to recognize certain options that require more research or contemplation. This stage is a filtration process where the options that seem to be irrelevant should be taken out of the list and only the best possible ones retained.
Step 5: At this step, you have to develop some criteria, according to which you have to compare the various options available to you. These criteria are conditions that would help you in evaluating the different options and would aid you in taking the decision.
Step 6: Once you have decided on the criteria, it is time for analysis of each option according to the set conditions. Make a table, where the criteria appears in columns and options appear in rows. Rate each option with a numerical digit, as per how it would be beneficial for each criterion.
Step 7: After rating the available options according to criteria, at the seventh step, try to combine different options that are available to you and see whether you can come up with a better solution, instead of just choosing one option. You also have to summarize the results you got for each option to make the final decision.
Step 8: This is the final stage, where you have to make the ultimate decision. Before you do this it is important to go through all the steps and recheck all the information. This would be beneficial for delaying the time of taking the final decision, if you find any missing information. One very important thing that you have to keep in mind is that every decision you take would have some level of risk. Knowing the potential risk involved in the decision one makes would aid in preparing for the problem that arises with the decision.
These 8 steps to decision-making process are essential decision-making techniques that would prevent one from choosing the wrong option. This is also an important way of learning proper decision-making skills that would assist you in every decision you make.
CONCLUSION : decisions must be taken properly and how to make good decisions in a way we can consider the steps above, or that we may be able to reach the right decision or later wecould address of the decisions we have taken the time.
Nama : R. Aries Wahyu K.P.
NPM : 19211432
Kelas : 1EA27
MANAGEMENT AND HUMAN RESOURCE DEVELOPMENT
MANAGEMENT AND HUMAN RESOURCE DEVELOPMENT
Introduction
All organizations have people -- they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives -- and thrives -- because of the capabilities and performance of its people. The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources -- or has no formal name for those activities at all.
Those activities are the responsibility of all people in the organization. Thus, members of organizations, regardless of size or resources, will benefit from using the resources referenced from this topic.
The vast majority of resources in this topic apply to nonprofits as well as for-profits. There's a misconception that there is a big difference in managing human resources in for-profit versus nonprofit organizations. Actually, they should managed similarly. Nonprofits often have unpaid human resources (volunteers), but we're learning that volunteers should be managed much like employees -- it's just that they're not compensated with money; they're compensated in other ways. Managing volunteers is very similar to paid staff -- their roles should be carefully specified, they should be recruited carefully, they should be oriented and trained, they should be organized into appropriate teams or with suitable supervisors, they should be delegated to, their performance should be monitored, performance issues should be addressed, and they should be rewarded for their performance. Also, organizations should consider the risks and liabilities that can occur with volunteers, much like with employees. So nonprofit organizations should consider the resources in this topic as well.
The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility forhuman resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Some people distinguish a difference between HRM and Human Resource Development (HRD), a profession. Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, e.g., career development, training, organization development, etc.
The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"
Recently, the phrase "talent management" is being used to refer the activities to attract, develop and retain employees. Some people and organizations use the phrase to refer especially to talented and/or high-potential employees. The phrase often is used interchangeably with HR -- although as the field of talent management matures, it's very likely there will be an increasing number of people who will strongly disagree about the interchange of these fields.
Many people use the phrase "Human Resource Management," "Human Resource Development" and "Human Resources" interchangeably, and abbreviate Human Resources as HR -- HR has become a conventional term to refer to all of these phrases.
Thus, this Library uses the phrase "Human Resources" and the term "HR," not just for simplicity, but to help the reader to see the important, broader perspective on human resources in organizations -- what's required to maximize the capabilities and performance of people in organizations, regardless of the correct phrase or term to be applied when doing that.
HUMAN RESOURCE DEVELOPMENT
Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development.
The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.
Organizations have many opportunities for human resources or employee development, both within and outside of the workplace.
Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development. can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases.
HUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers.
HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
SOURCE : http://humanresources.about.com/
CONCLUSION :
human resource management is very strong with respect to where to establish a bettercriteria for individual or group of organizations can be run properly and according to plandesired by any individual or organization concerned so that they can reach a maximumhasial and as desired.
Nama : R. Aries Wahyu K.P.
NPM : 19211432
Kelas : 1EA27
Thursday, March 22, 2012
MANAGEMENT FUNCTIONS
MANAGEMENT FUNCTION
Management functions are the basic elements that will always exist, and inherent in the management process that will be used as a reference by the manager in carrying out activities to achieve goals. Management function was first introduced by a French industrialist named Henry Fayol in the early 20th century.
In effect the management functions according to some authors can be combined into 10 functions, namely:
In effect the management functions according to some authors can be combined into 10 functions, namely:
1. Forecasting (prediction) :
Activity forecast, projecting to the possibility that will happen when something is done.
Activity forecast, projecting to the possibility that will happen when something is done.
2. Planning :
Determination of a series of actions and activities to achieve expected results.
Determination of a series of actions and activities to achieve expected results.
3. Organizing (organization) :
Grouping of activities to achieve objectives, including in this case the determination of the organizational structure, duties and functions.
Grouping of activities to achieve objectives, including in this case the determination of the organizational structure, duties and functions.
4. Staffing or Assembling Resources (personnel preparation) :
Preparation of personnel since the withdrawal of labor from new, training and development to every officer in an attempt to give maximum efficiency in the organization.
Preparation of personnel since the withdrawal of labor from new, training and development to every officer in an attempt to give maximum efficiency in the organization.
5. Directing, or Commanding (pegarahan or mengkomando) :
Attempt to give guidance and suggestions in the implementation of task orders each subordinate (delegation of authority) to be implemented properly in accordance with the intended purpose.
Attempt to give guidance and suggestions in the implementation of task orders each subordinate (delegation of authority) to be implemented properly in accordance with the intended purpose.
6. Leading : Manager's job to ask others to act in accordance with the intended purpose.
7. Coordinating (coordination) : Aligning tasks or work to prevent chaos and throwing the responsibility of the roads connect, integrate and harmonize the work of subordinates.
8. Motivating (motivation) : Encouragement, inspiration and encouragement to subordinates to do the activities that have been established voluntarily.
9. Controlling (monitoring) : The discovery and application of methods and equipment to ensure that the plan has been implemented in accordance with the objectives.
10. Reporting (reporting) : Submission of the results of the activities of both written and oral.
Management function was first introduced by a French industrialist named Henry Fayol in the early twentieth century 20.Ketika, he mentioned the five functions of management, namely designing, organizing, commanding, mengordinasi, and control. But now, five functions have been condensed into three, namely:
Planning is thinking about what to do with the resources they have. Planning is done to determine the overall corporate objectives and how best to meet that goal.Managers evaluating various alternative plans before taking action and then see if the plan chosen is suitable and can be used to meet corporate objectives. Planning is the most important of all because without a plan of management functions, other functions can not run.
Organizing (organizing) conducted for the purpose of dividing an activity into the activities of smaller ones. Facilitate the organization of the manager to supervise and determine the person required to carry out tasks that had divided them. Organizing can be done by determining what tasks should be done, who should do it, how the tasks are grouped, who is responsible for the task, at which level decisions should be taken.
Direction (directing) is an action to see to it that all members of the group trying to reach the target in accordance with managerial and business planning
When viewed from the implementation of management activities, the management functions including planning, organizing, drafting, direction and control, these are the functions in the company, while the function manager outside the company are:
Represent the company in the field trial take part as an ordinary citizen make contact with elements of society source:
Management function was first introduced by a French industrialist named Henry Fayol in the early twentieth century 20.Ketika, he mentioned the five functions of management, namely designing, organizing, commanding, mengordinasi, and control. But now, five functions have been condensed into three, namely:
Planning is thinking about what to do with the resources they have. Planning is done to determine the overall corporate objectives and how best to meet that goal.Managers evaluating various alternative plans before taking action and then see if the plan chosen is suitable and can be used to meet corporate objectives. Planning is the most important of all because without a plan of management functions, other functions can not run.
Organizing (organizing) conducted for the purpose of dividing an activity into the activities of smaller ones. Facilitate the organization of the manager to supervise and determine the person required to carry out tasks that had divided them. Organizing can be done by determining what tasks should be done, who should do it, how the tasks are grouped, who is responsible for the task, at which level decisions should be taken.
Direction (directing) is an action to see to it that all members of the group trying to reach the target in accordance with managerial and business planning
When viewed from the implementation of management activities, the management functions including planning, organizing, drafting, direction and control, these are the functions in the company, while the function manager outside the company are:
Represent the company in the field trial take part as an ordinary citizen make contact with elements of society source:
Mukhyi, Muhammad Abdul., Imam Hadi Saputro (1995). Introduction to General Management (For STIE). London: University Gunadarma.
www.wikipedia.org
www.wikipedia.org
Opinion for this article : Opinion on management must be true because well ordered and neat to producemaximum results and satisfaction for both the manager and other staff who work inrelated fields.
Nama : R. Aries Wahyu K.P.
NPM : 19211432
Kelas : 1EA27
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