Tag Archives: HR

Rhemila Smith on Beneficial Behavioral Competencies of HR Professionals

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When students research the field of human resources, they often use a very pragmatic and practical approach. They look up the classes they need to take, the degrees they need to hold and the certifications they must possess in order to land a job in human resources. Often, according to Rhemila Smith, they sometimes overlook the personal attributes that can enhance the possibility of having a successful career as an HR practitioner or consultant. These personal attributes may not be taught in classrooms, and they can’t be found in a book, but they’re just as important when it comes to long-term success.

For example, Rhemila Smith believes that people who work in human resources must have the ability to actively listen. To effectively address concerns listening is paramount. Clues may be inadvertently revealed in conversation, without prying. The human resources manager must be able to listen and understand. Monopolizing the discussion will not yield as much success.

In addition, people who work in human resources must be able to handle sensitive and confidential information, Rhemila Smith says. You become a trusted confidante of employees and management, so with the exception of any unethical and illegal activity requiring investigation– an HR practitioner should be sought out to consult and guide team members without fear of the information being shared.

Finally, Rhemila Smith says that human resources professionals must be approachable. They should exude warmth and genuine, unpretentious interest in others, so employees will feel comfortable in their presence. People who are naturally caring yet pragmatic may have more success in getting people to confide in them. It’s important for human resources to have a pulse of the morale and the happenings in any company they support. It’s up to the human resources to foster that open type of relationship with the staff Rhemila Smith says.

How to Respond to Human Resources In the Year 2012

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Welcoming the year 2012 where the economy is also growing and also developed the necessary qualified human resources. In this 2012 Human Resource Management should be more updated and improved with better quality too. Human Resources is an important pillar supporting the success of the company, besides the quantity of consumer, business processes, and financial perspective.

In general, trends in HR 2012, would be driven from the increasingly high level of competition in the labor market and high demand for improved performance, so will a lot of HR initiatives focused on three things.

The three things mentioned above are as follows:

1. Implementation of Pay for Performance system., Will be able to encourage and motivate employees to make greater contributions to the company because of appreciation can be directly felt through giving various compensations.

2. Implementation of Performance-based Assessment System Key Performance Indicator (KPI) where the company can implement the performance assessment model that can distinguish the good and the good performer is indeed performers versus mediocrity.

3. Retention schemes where application of this scheme will be formulated to anticipate the needs and competence of workers increasing, so the company can keep its employees, particularly those with good performance, so as not to move to another company.

The Trend of HR management of each company is different, namely al:
1. For PT Astra International and its motto is Kaizen Kaizen Genba where it is a breakthrough for advanced while Genba aims to improve communication. Genba is to dialogue and obtain feedback from the field as well as encourage and motivate employees.

2. To Ciputra Development, its motto is integrity, professionalism and entrepreneurship

3. For Microsoft Indonesia, its motto is a continuous learning bleak coaching, mentoring, learning circles, stretch assignments, job rotation, job planned movements and leaders building leaders.

4. For PT Mustika Ratu, his motto Building the Resilience of Human Resources where the working relationship between employee and employer must also be built to create a harmonious working atmosphere.

5. For PT Chevron Pacific Indonesia, its motto is Dynamic Management and Human Resources Development of human resources development program which will continue to evolve following the existing business climate.

So presumably HR Management in 2012 which will determine its success as well.

The Concept of Employee Capability

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To be able to produce optimal performance, the employee must have a motivation that can drive the ability to complete the various jobs that become their responsibility. HR experts such as Schermerhorn, Hunt and Osborn explains the meaning of the ability of employees as follows:

“Ability is the capacity to perform the Various tasks needed for a given job”.

Ability is the capacity of a person in doing various tasks in the job. With the capabilities of existing employees are expected activities will not deviate much from the activities of business entities, so it is not a strange thing if the business entity to give hope to the employees so that employees and business objectives can be achieved.

In measuring the ability of several criteria used by Hasley in which:

. Knowledge, every employee have a difference of knowledge, Such kind of the job to do needs a knowledge difference too, and every employee as to connect the between knowledge and needs, the job.

. Initiative, every job needs a difference initiative, it is dependence at the kind of work to do by an employee. Continue reading →