HRCM


Recruitment System
Precision target for hunting a right person in the right position and on the right time

A. Set up job profile. Setting job purpose and its characteristics.
B. Position Analysis. Adjusting it with the organizational structure.
C. Design Advertising. Creating a ‘template’ for design advertising.
D. Head-hunting Strategy. Building network with executive head hunter firms through outsourcing.
E. Applicant Criteria. Setting criteria and indicators, job application form template.


Selection System
Accurate tools for selecting manpower with right character,right competency and right values

A. Selection Method. Bio-data, references, personality, skills, interview, graphology.
B. Integrated Assessment. Combining several assessments to reach one conclusion.
C. Standard Interview. Formal, panel, informal, structured, situational.
D. Bargaining. Feedback.
E. Decision Matrix. Achievement, experience, character, skills, environment, mental.


Orientation System
Excellence point of view for building through Vision - Mission - Culture of the company

A. Business Overview
B. Company Profile. Organizational structure, department scheme, location, branch.
C. Vision & Mission. Company’s purpose, company’s direction, reason, existence.
D. Values & Ethics. Work values, do’s and don’ts, work ethics & professionalism.
E. Role & Policy. Company rules and policy.
F. Job desc & Job res. Work responsibilities and accountabilities.


Training System
Holistic equipment for sharpening skill, knowledge,attitude and character

A. Need Analysis.Analysis of position, task, work, and the necessary competencies.
B. Curriculum. Types of training needed, motivation, skill knowledge.
C. Training Matriculation. Inter-position and inter-location training schedule so as not to disturb the work process.
D. Methodology of Training. Experiential, interactive, role play, case study.
E. After Training Services. Follow up program after the training which also includes evaluation.


Remuneration System
Standard measurement for balancing between compensation and competency responsibility and reward

A. Position Structure. Job complexities, performance accountability, main competencies.
B. Compensation Structure. Minimum range, middle range, maximum range, the effectiveness of the compensation system.
C. Employee Tax. Tax efficiency, Income Tax 21.
D. Incentive Scheme. Performance-based reward with motivational system.
E. Employee Allowance. Types of allowances based on years of service.
F. Payment and Loan. Via bank, loan requirement, loan limit.


Mediation System
Professional facilitator for resolving, recovering and maintaining internal and external relationship

A. Internal & External Communication. The relationship between head office and its branch office, between a company with other organizations, and inter-department relationship.
B. Conflict Management. To master the technique of identifying conflict source and the technique to resolve conflict.
C. Integrated Information System. An integrated information system of data gathering and distribution.
D. The socialization of new policy and rules. From head office to branches and inter-department.


Coaching System
Effective guidance system for transferring skill

A. Strategi Supervisi. A regular and comprehensive monitoring and correction strategy.
B. Sistem Mentoring. A balanced teaching and mentoring system.
C. Sistem Delegasi. I do you watch => You do I watch.
D. Transfer Keahlian. A gradual skill transfer process until the standard set is achieved.


Counseling System
High touch approach for managing emotional and work conflict

A. Counseling Strategy. To anticipate Human Resources turnover in a company.
B. Counseling Technique. Listening, asking and advice giving techniques.
C. Counseling Area. Counseling participants groupings and tracks.
D. Counseling Location. Determining counseling location per district.
D. Counseling Location. Determining counseling location per district.


Appraisal System
Integrated and fair performance appraisal for measuring productivity and work ethos; process and result

A. Performance Appraisal. A performance assessment on both individual as well as on group performance.
B. Tools of Appraisal. 360° feedback and character development questionnaire.
C. Appraisal Standard. Skills, character and result assessment matrices.
D. Appraisal System and Procedure. The appointing of performance appraisal officer and the execution of systematic performance appraisal.
E. Award, Reward & Penalty. A personal and work quality assessment that is in conjunction with the workplace disciplinary system.


Termination System
Finishing well approach for facilitating manpower in last terminal

A. Violation category groupings. Against systems and procedures, standards, ethics, capital and values.
B. Violation Standardization. Rules and regulations, and violation boundaries.
C. Disciplinary Levels. Guidelines for letter of warning I, II, & III.
D. Disciplinary Methods. When to use verbal warning or written, and how.
E. Termination Standard Procedure. Implementation of the termination standard procedure throughout the whole company.
F. Labor Regulations. Integrated with the Department of Labor regulations.


 

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