Successfully Managing People TRAINING
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Successfully Managing People TRAINING
![HM MBT OKTOBER 2009 By : Kanaidi, SE., M.Si [email_address] SUCCESSFULLY MANAGING PEOPLE](https://image.slidesharecdn.com/successfullymanagingpeopleken-111123001917-phpapp01/85/Successfully-Managing-People-TRAINING-1-320.jpg)
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Successfully Managing People TRAINING
- 1. HM MBT OKTOBER 2009 By : Kanaidi, SE., M.Si [email_address] SUCCESSFULLY MANAGING PEOPLE
- 3. Selection Performance Management Revenue Per Employee Cost Per Employee Profit Per Employee Career Development Plans Core Values Core Competencies Performance Improvement
- 8. Attracting Human Capital Developing Human Capital Retaining Human Capital
- 15. HOW VALUES CAN HAVE PRODUCTIVE AND NONPRODUCTIVE RESULTS
- 22. Trust A positive expectation that another will not—through words, actions, or decisions—act opportunistically . Trust is a history-dependent process (familiarity) based on relevant but limited samples of experience (risk). Adalah suatu keadaan psikologis pada saat seseorang menganggap suatu itu benar adanya
- 25. Leadership TRUST and INTEGRITY TRUST and INTEGRITY Leadership
- 26. Employees who believe in senior management: Source: Gantz Wiley Research. Reproduced in USA Today , February 12, 2003, p. 7B.
- 27. Deterrence-based Trust (e.g. a secret) Trust based on fear of reprisal if the trust is violated. Identification-based Trust (e.g. contract) Trust based on a mutual understanding of each other’s intentions and appreciation of the other’s wants and desires. Knowledge-based Trus t (e.g. trading) Trust based on behavioral predictability that comes from a history of interaction.
- 30. Kanaidi, SE., M.Si (Trainer & Dosen, Penulis, Peneliti, dan PeBisnis) e-mail : [email_address] atau [email_address] Telp : 022-2009570 – 2007297 - 206466 Fax : 022-2009568 HP. 0812 2353 284 www.verysuccess.blogspot.com www.ken-kanaidi.blogspot.com www.pemimpin.unggul.com www.google.com “sukses kanaidi” www.formulabisnis.com/?id=ken_kanaidi Ω Problem Statement Ω Mapping Ω Strategic Direction ►►► Conclusion
Editor's Notes
- In the years of pre-online recruitment, job seekers fell into two categories: Opportunists: people who are actively looking for a job or career change Loyalists: people who were satisfied with their jobs and not actively looking for a job The reason was simple really, before the internet, there were really only a few ways to find a job: - classifieds - word of mouth - a help wanted sign in the window The internet has completely changed things creating a new category of job seeker, known as “Poised workers” These are people who are basically, thanks to technology, always in-tune with the job market. Why: -the can monitor job openings from their desk -they post their resume and let employer come to them -tools like salary calculators allow them to keep abreast of their worth - job agents allow them to have opportunities mailed right to them Another interesting fact: online recruitment isn’t just for “white collar” jobs…blue collar employers are advertising online
- Did you know that one out of every three people online are there to look for a job? You need to reach these seekers…and maximize your efforts toward success Let’s clear up a major misconception: online recruiting is effective and affordable. But how do you leverage the benefits the Internet offers? Use these strategies….. ROI - Compare- How many people will see the ad? Are they candidates you’re looking for? One in three internet users (53M each month) visit Career Services and Development websites* Get Smart- For example, if research shows the labor market is tightening, you may want to devise creative approaches to make your ad stand out among the competition (MLEI) Define Target- Use tools to target candidates w/in as little of 5 mi of your business or open up your search to national or international audience Avg CPH – Internet $377 Employee Referrals $500 Job Fairs $1,284 College Rec $2,544 Print Ad $3,295 Contingency Agencies $15,596 Exec Search $34,844 *Source – SHRM / EMA Automate - The more your automate the process, the lower your costs will be. Utilize online tools to streamline process (ad writers, screening tools and filters) Maintain – Establish a strategy that ensures recruiting efforts are ongoing. This will allow you to respond to market opportunities quickly and avoid work slowdowns due to lack of staff
- Summary --- Small Business can get trapped spending too much time, energy and money trying to find the best employees Leverage Technology to Grow Your Business…other benefits: Effectively and automatically prioritizes job seekers with the greatest chance of success. Recruiters receive additional information about seekers without additional effort.