HMCS Max Bernays Pre-Deployment Brief (May 2024).pptx
Successfully Managing People TRAINING
1. HM MBT OKTOBER 2009 By : Kanaidi, SE., M.Si [email_address] SUCCESSFULLY MANAGING PEOPLE
2.
3. Selection Performance Management Revenue Per Employee Cost Per Employee Profit Per Employee Career Development Plans Core Values Core Competencies Performance Improvement
15. HOW VALUES CAN HAVE PRODUCTIVE AND NONPRODUCTIVE RESULTS
16.
17.
18.
19.
20.
21.
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
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.
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.