2. 2651760177165

3. GRADUATE SCHOOL OF EDUCATION

4. JOSÉ RIZAL UNIVERSITY

6. Any company or organization formed for a purpose. The role of HR departmentin the company is very important because they are responsible for seeking,obtaining, retaining and motivating human resources required and available so thatthe company can achieve its goals.Accordingly, suitable for Aldo Companies in the short term is to create a job description and recruitment. Job description helps employees to know what needs to be done, but other than that employees also need to know the specific targets of work that needs to be achieved, require appropriate training and development, andneeds to gain a competitive reward and motivate etc. HR role is to build systems that help these goals can be achieved.

7. Draw an organizational chart of the HR department showing the different functions and their relationships with one another.

8. Department of Human Resources In Aldo Companies:

9. Company DirectorSales ManagerFinance ManagerOffice ManagerProduction ManagerHead Depart HRSalesProduction

10. The chart above illustrates a common form of the Department of Human Resources, when they first formed / simple shapes. Departments are generallyrestricted to operations personnel maintain records and assist the managers tofind a new way of withdrawal. Departments was formed depending on other activities and also the needs of other managers within the organization.

11. What qualifications should the HR manager have?

12. Division of HRD in a company usually occupied by people who belongs to educational psychology and law. because human beings are faced with a variety of character and potential. While the law is needed to handle matters related to labor issues, labor, and so on. For companies that do not have HR staff from the fields ofpsychology, they can utilize the services of a third party to conduct psychological test. At present, we can find a number of companies engaged in manpower recruitment services of this.

13. Show why Human Resource management is the responsibility of supervisors and managers in their respective units in all levels of the organization. How and where will the HR manager come in?

14. In the structure of large organizations typically, the responsibility of oversight of human resources manager in each unit, because the Department of Human Resources at sub departemen underscore a company.

15. However, human resource management and development of future systems in a large company will have a separate unit under head of the company. Since theactivities of Human Resource Management is already a complex activity that suits your needs and the scale / size of company. Thus, this complexity makes anyemployment activities can be organized according to the needs of company employees.

17. Show how you will accomplish these.

18. How would you determine the HR requirements of each job?

19. One task of HRD is to carry out the selection of new candidates. Every companyhas a kind of different tests. Here is the procedure which I will apply to the company:

20. Psycho test.

21. Interviews and tests of related divisions. So if an employee is recruited for the marketing division, who interviewed and tested is the manager or staff of the marketing division.

22. Salary negotiation.

23. Medical check-up.The decision to accept or reject a candidate based on the tests set out above. In general, HRD has the authority about 75 percent to determine whether a candidate passes. But there are also companies that provide full authority (100percent) of the HRD.

24. On employment training and development

25. What are the objectives of your training program?

26. raining is short-term educational process that uses a systematic and organized procedure, so the power non manajerial learn the knowledge and technical skills for a particular purpose. The development is a long-term educational process that uses a systematic and organized procedure that labor nonmanajerial studying conceptual and theoretical knowledge for a common purpose

27. The purpose of the training and development:

28. increase productivity: training can improve performance for production

29. improve the quality: the knowledge and skills can reduce the error of work

30. improve accuracy in HR planning: Manpower fit mendapatakn

31. improve morale: the climate becomes more conducive if given training

32. attract and retain qualified employees: the implication is the increase in career

33. maintain the health and safety

34. avoid obsolescence

35. as personal growth

36. What are the duties and responsibilities of a training officer?

37. identification of training needs or work study;

38. Miner (1992) have developed four kinds of skills that are generally provided in the training: a. Knowledge-based skills (based on knowledge keterampilam controlled to undergo job training such as customer service); b. Singular behavior skills (behavioral skills such as working a simple smile in cutomer service); c.Limited interpersonal skills (eg interpersonal skills are limited ways to delegate responsibility to subordinates); d. Social interactive skills (social and interactive skills such as ability to manage conflict, effective leadership).

39. Targeting;Targets are divided into two general objectives, each of which is distinguished again become the target of training (the introduction of general principles that can be used in everyday work situations) and the target for the subject (after training of employees shows that after the work behavior and the obtainment of the training).Specific targets; cognitive goals (participants understand and are able to identify), affective goals (participants indicate a willingness), psychomotor objectives (mastery of motor skills in carrying out work such as typing).

40. Determination of criteria for measuring success with the tools;

41. If most of the trainees showed a mastery, it can be concluded the training process effective. To determine the presence of an increased mastery, before the training carried out examinations of trainee mastery level (pre-test), and compared with results of examination given after the training is given, then calculated their contribution level.

42. Determination of training methods;

43. lecture: for low cost and short amount of time

44. conference: understanding the development and formation of new attitudes through discussion

45. case studies: to train the analytical power fikir

46. play a role: an understanding of the influence behavior through play

47. planned guidance: the sequence of steps that guide the work

48. simulation: training the artificial working conditions similar to original working condition

49. Experiments and research

50. After the training needs, set training objectives, success criteria and measuring tools are developed, the material for exercises and training methods developed and defined the next step is to test the research package.

51. Will you institute an apprenticeship system in the company? If so, why and under what conditions?

52. Apprenticeship systems are generally used almost every company, internshipsgenerally aim to:

53. Assisting organizations in improving job performance through training andinternships also the solution of non-training.

54. Analyze the effectiveness of new employees and also to determine the trueneeds of the organization and performance

57. Achieving efficiency in benefits and services program will start with consideration in compensation, benefits and services design. We should balancing cost to persuade and keep the workers against competitive pressure from the same industry. Using quartile strategy the company can decided in what range of quartile they want to be. Most of the company set them in second quartile of labor market based on salary survey data from the other company’s compensation plan. Decision to choose the second quartile is a way to achieve balancing between company’s cost, available funding in corporate and needs to keep the workers.

58. On wage and salary administration

59. Will you undertake a job evaluation for your company? If not, give your reasons. If so, what method will you use in evaluating your jobs?

60. I will undertake a job evaluation in my company, and the method that I will use is banding method. This procedure takes place when jobs are grouped together by common characteristic. Characteristic used to group job follow : exempt versus non exempt, professional versus non professional, union versus non union, key contributor versus non key contributor, line versus staff, technical versus non technical, value-added versus non value-added, and classified versus non classified. I choose this method because they have some advantages such as: quick and an easy procedure, has initial face validity to employees, allows for organizational flexibility, minimal administration required.

61. What steps will you take to carry out your job evaluation plan?

62. After the company choose one method for job evaluation (in this case I choose banding method), human resources division in the company will prepare the system and all procedure that will support this evaluation, so that they can undertake the job evaluation.

63. Compensable factors should represent all of the major aspects of job content. This compensable factors selected should avoid excessive overlapping or duplication, be definable and measurable, be easily understood by employees ands administrators, not cause excessive installation or admin cost, and should be selected with legal considerations in mind.

64. Operating managers should be convinced about the techniques and program of the evaluation. They should be trained in fixing and revising the wages based on job evaluation.

65. All the employees should be provided with complete information about job evaluation techniques and program. All groups and grades of employees should be covered by the job evaluation

66. The result of job evaluation must be fair and rational and unbiased to the individuals being affects

67. Analysis performance to identify gaps between expected performance and actual performance. Such as the cause of gaps : organization or work environment-related causes, system or process-related causes, personal causes.

68. Select and design an action plan to close the gaps. A plan that meets business needs, performance needs, training needs, or work environment needs.

69. Implement the plan

70. Follow up, as measure and evaluate the impact of the plan on the performance

72. Encouraging and rewarding excellent performance with merit increases whenever possible

73. Providing salary increases within available funding

74. Motivating employees by demonstrating the link between performance and pay

75. Who among your employees should be on the monthly payroll?

76. Employees who should be on the monthly payroll is permanent employee. They will be given salary on time to time consistently without any consideration of total time work.

77. Who should be on the daily wage basis?

78. Employees who should be on daily wage basis is casual workers. This is common payment to pay wage based on total time work.

79. Will you hire casual workers? If so, under what conditions?

80. I prefer to hire permanent worker and make strategy to effectively and efficiently employ them, so they will give the high productivity to company. Beside that, permanent worker has more high status than the other type of workers. It’s because of they right and duty to company more higher. I only hire a temporary or casual employee when it’s become necessary for business or service during peak business season, to complete an assignment or project, or to replace the employee, who is on leave.

81. On employee benefits and services

85. Increasing “comfortable” condition for a positive relationship with employees

86. Cooperate and organize collaboration with labor union in the company field

87. Supervise “company’s climate” due to labor organization establishment process and employee’s relationship

88. Helping on labor contract negotiation

89. Socializing and giving detail knowledge about labor regulation

90. Solving problem between employee and employer

95. This issue focuses on improving workers skill to face the threat of technology and organization changes

96. Managing workforce diversity

97. This issue related to how recruit, keep, and motivate employee with different background of race, religion, gender, ages, language.

98. Managing for enhanced competitiveness

99. This issue related to success of company that depends on how effective and efficient operational and strategic policy, such as improving product and service quality, innovating new product and service continually and systemic

100. Managing for globalization

101. This issue is related with awareness of company to global market condition, so that they can produce and markets the product in order to increase their competitive advantage