STRATEGY human resources

9 11 2008
Human Resources Strategy
Human resource development strategies include human resource planning, recruitment and selection of human resources, training and human resource development, performance evaluation, compensation and maintenance of human resources.
7.2.1. Human Resources Planning
Human resource planning refers to the company to identify the implications of human resources in the orgasasi and changes in the main business issues that can combine with the human resources needs that resulted from these changes and issues.
Phase in the planning of human resources include the identification of key business issues, determine the implications of human resources, to develop targets and goals of human resources and evaluate human resources.
CEO of General Electric, Jeffrey Immelt each year to provide time to around one month from one business to another business to help the planning process streategis human resources.

Figure 7:38. Jeffrey Immelt

The BMW Group in human resources planning to use the concept of “Today for tomorrow”, which includes the five cases, the qualifications and skills needs and long-term future, work environment-oriented future, health management, communication and social model based pension needs.

Figure 7:39. Helmut Panke, Chairman and CEO of BMW

7.2.2. Recruitment, selection and placement Resources
The recruitment and selection is the search a number of prospective employees who qualify in a certain amount so they can qualify from the most appropriate person to fill the jobs that exist. While the placement relates to a person with a matching position was to be based on the needs of the department and the knowledge, skills, abilities, preferences and personality are employees. Singapore Airlines is the world admired company, which ranks 17 in 2007, recruit individuals to choose the dynamic and brilliant and after that melatihnya.

Figure 7:40. Singapore Airlines stewardess

Procter & Gamble recruit precedence to support the research and development. No other factors are more important to achieve the success of research and development. Those are grown in this part to the research and development have high effectiveness.

7.2.3. Socialization, training and Development Resources
Socialization, training and development of a business organization that deliberately done to improve performance now and that will come with the ability to improve. Socialization refers to the philosophy and culture to teach about how companies do business. Training refers to the improvement of skills needed now or soon appear. Meanwhile, referring to the increase in the development of skills in the long term.
Socialization process started since before becoming permanent employees or contract karywan. Socialization-employees can create a loyal employee, if done properly. Companies such as General Electric, Wal-Mart, Procter and Gamble, Google, Apple do with good socialization.
The main objective is the lack of training, both current and future, which cause employees to work under the desired standard. Training is important for employees of companies that productivity decreased or remained juanclaudio username is also to the new technology or new business strategy.
Development activities to prepare employees for career advancement will be there, even if it has not been identified. Development activities also ensure that employees eligible for the position that their ex-her.
BMW Group to cost around 200 million euros per year for training and development in the ration to maintain the sustainability of professionalism. Singapore Airlines to train human resources to achieve personal and professional competence with the highest standards of budgeted cost of 125 million dollars per year.

Figure 7:41. Singapore Airlines stewardess professional

At Procter & Gamble’s extensive training programs to prepare personnel for the engineering and project success and personal guard to control the latest technology. The program includes training the leadership of the self-directed staff in the juniors who have high potential, and training to manage the process of global innovation, internal technical symposiums to share personal experiences and have the discipline to maintain the technical front, a global electronic communications system for sharing knowledge and liberal policies for the attend meetings outside of the professional community and other technical meetings.

7.2.4. Performance Rating
Rating refers to the performance of a system of formal and structured the measure, assess and influence the attributes associated with the work, including the results of behavior and absenteeism. The focus is to know how a productive employee and whether the employee can perform the same or more effective in the future, so that employees, community organizations and all benefits.
Pepsi Cola in the assessment of the performance associated with business needs, namely to accelerate growth and increase corporate growth in the global market. To achieve the target company to conduct an evaluation to the top and bottom end of the performance evaluation. This performance evaluation shows a lack of training in the corporation, because it shows the lack of assessment skills of human resources at Pepsi Cola. Evaluation of performance in the Pepsi Cola also be used as a strategy to develop a career karyawal. Pepsi Cola have new opportunities and potential movement, which consists of five factors are evaluated, the results of the work that has been proven, leadership skills, functional distinction, knowledge of business and penglaman key. “I was forced by the opportunity to lead the Pepsi Cola” said President of Pepsi Cola Indra K. Nooyi.

Figure 7:42. President of Pepsi Cola, Indra K. Nooyi
7.2.5. Compensation
Compensation system consists of financial compensation and compensation nonfinansial. Compensation involves the assessment of monetary contributions to employees’ compensation directly and distribute the compensation is not directly reasonable and fair.
Financial compensation has the purpose to attract potential job applicants, employees who maintain the quality, achieve a competitive advantage, improve productivity, facilitate strategic targets, and mengokohkan determine the organizational structure and make payments according to the rule of law. Financial compensation consists of compensation and the compensation is not direct.
While compensation nonfinansial includes career and social benefits that are often highly valued by employees. Career benefits include security, development, career flexibility and career opportunities. Benefits include social status symbol, praise and recognition, comfort and companionship duties.
At Procter & Gamble, employees at the research and development benefits and awards were given in accordance with their kontrubusi through financial compensation and compensation nonfinansial, namely promotion and kebebesan to select projects and financial support for their projects.

Figure 7:43. CEO of Procter & Gamble, Allan G. Lafley
7.2.6. Maintenance of Human Resources
Maintenance of human resources include the safety and health of workers and the relationship kekaryawanan. Safety and health working conditions pointing to the physiological and psychological, physical labor caused by the working environment provided by the company.
BMW Group design work both in the production office ergonomi and to help avoid physical pressure. BMW even invest more than 25 million euros in the design of ergonomi to optimize the work in the factory in Munich during the product launch of the new BMW 3 Series. Similarly, the factory is available in every arena of sport and fitness for life long health program that promotes health awareness and help to detect employee of the hospital.

Figure 7:44. BMW factory in Munich


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