This document summarizes an HRM assignment for Dewandaru Culture Resto in Surabaya, Indonesia. It discusses: 1. An overview of Dewandaru Culture Resto, which combines Java and Chinese culture. 2. The main HR problems include employees not working optimally, easily leaving, thinking negatively of coworkers, and tension between senior and junior employees. 3. How to resolve these problems using HR functions like training and development, benefits, and community relations. Training and developing employees, implementing contracts and health benefits, and promoting open communication and bonding activities are recommended. 4. The recruitment and selection process involves advertising, psychological and skills tests, and training. External recruitment is also

1. Dewandaru
The Culture Resto
HRM ASSIGNMENT
By:
Eka Darmadi Lim
Faculty of Business and Economics
University of Surabaya
2010

2. Introduction to Company
Company Name : Dewandaru Culture Resto
Location : Mayjend Sungkono 17B and G-Walk
Owner : Grace Marcella
General Manager : Harijadi Surya
Type : Restaurant
Employee : ± 60 employee
Dewandaru is one of the “Unix” restaurant in Surabaya, Dewandaru Combine the Java Culture
and The old Chinese culture. The first entrance we can see the style of Java, but when we go
inside there is outdoor style then we can see the old Chinese house, and also with the statue and
lot of antics stuff. To remainder the Chinese long time ago.
The Main HR Problem
1. Our Employee can’t work with optimal
2. Our employee easy to go out
3. Our Employee is easy to think negative with their partner
4. There is “space” between Senior & Junior
HR Functions
1. Employee and Community relations – labor relations
2. Benefits to employee – insurance, vacation, profit sharing
3. Employment & Recruiting – Interviewing, testing
4. Strategic Planning – mergers and acquisitions
5. Training and development – Productivity enhancement

3. How to resolve that problem using HR Function
1. Our Employee can’t work with optimal – Using (Training & Development)
a. we give the same opportunity to all of our employee to get higher position
- every employee can get promotion if they can perform better
b. Sense of belonging and reward
- every employee must have a sense of belonging so they will work with a passion
c. We give training and development
- cooking training for chef
- Time management training for employee
- 3 weeks trial time for new employee
In our group opinion is better to use Training and Development because our company is
investing for the future.
2. Our Employee is easy to get out – (Benefits)
First we discover our basic employee need
1. contract
this restaurant use contract to solve this easy to get out problem.
By this contract, they can’t get out easily and they must perform
better.
2. Health insurance
specifically, many employees feel that their health insurance costs
too much, especially prescription drug programs, when employers
pass part of their rising costs to employees.

4. 3. Communication with HR
Let’s face it. Employees want face-to-face communication time
with both their supervisors and executive management. This
communication helps them feel recognized and important. And,
yes, your time is full because you have a job, too. But, a manager’s
main job is to support the success of all his or her reporting
employees. That’s how the manager magnifies their own success.
4. Facility cleanliness
Employees want a clean, organized work environment in which
they have the necessary equipment to perform well.
5. Pay increase annually
Employees believe the compensation system should place greater
emphasis on merit and contribution. Employees find pay systems
in which all employees receive the same pay increase annually,
demoralizing. Such pay systems hit the motivation and
commitment of your best employees hardest as they may begin
asking what’s in this for me?
As you adopt a merit pay system, one component is education so
that employees know what behaviors and contributions merit
additional compensation. Employees who did not must be
informed by their manager about how their performance needs to
change to merit a larger pay increase.
The effective one is use a contract. Because it can decrease this problem. Although some people
still easy to get out.
3. Employee think Negative with other – (Community relations)

5. negativity are beginning in your organization, talking with employees will help you
understand the exact problems and the degree to which the problems are impacting your
workplace. You will want to identify the exact employee groups who are experiencing
the negativity, and the nature of the issues that sparked their unhappiness.
Whatever the cause of the workplace negativity, you must address the issues. Or like a
seemingly dormant volcano, they will boil beneath the surface, and periodically bubble
up and overflow to cause fresh damage.
How to resolve the Negative in our company:
i) Open with each other
This very important if every employee can share with each other they will know
each other well, and very hard to broke it, because the communication among the
employee can make a familiarity.
ii) Hangout Together
Every year our company will invite all of our employee to get vacation together,
all is cost by company so every employee can have time to refreshing together
and have time to know each other better
iii) Company Culture
We have the company culture that we build since the first time our company is
opened (7 Years Ago) our culture, we want to get success together with our
employee and we always think our employee not as our employee but our partner
iv) Share Together
In dewandaru, every employee can share with the owner if they have problem at
work, our owner & manager will hear their voice and also decide the right thing
so, from the owner to employee they can share like brother.

6. We use sharing together because it can help us to solve this problem together.
Recruitment and Selection
For recruiting employee, he has 3 steps: the first step is promotion work in the
newspaper for recruiting employee; the second is giving a test for the employee.
In this step, he gives 2 test, psychological test and general knowledge.
Psychological test is to know the employees have a sick or not, and for general
knowledge to know the employee knowledge. The third is giving training.
Increasingly, securing the best quality candidates for almost all
organizations relies, at least occasionally if not substantially, on external
recruitment methods. Rapidly changing business models demand skill and
experience that cannot be sourced or rapidly enough developed from the
existing employee base. It would be unusual for an organization to
undertake all aspects of the recruitment process without support from
third-party dedicated recruitment firms. This may involve a range of
support services, such as; provision of CVs or resumes, identifying
recruitment media, advertisement design and media placement for job
vacancies, candidate response handling, short listing, conducting aptitude
testing, preliminary interviews or reference and qualification verification.
Typically, small organizations may not have in-house resources or, in
common with larger organizations, may not possess the particular skill-set
required to undertake a specific recruitment assignment. Where
requirements arise, these are referred on an ad hoc basis to government job
centers or commercially run employment agencies.

7. Origination Design
This is the main organisation design each devision has the person in charge. In this company
every pepople has the same chance to get higer position base on his performance the Human
Resources Development framework views employees as an asset to the enterprise, whose value
is enhanced by development, “Its primary focus is on growth and employee development…it
emphasises developing individual potential and skills.