Dokumen tersebut membahas proses penawaran pekerjaan, mulai dari pembentukan tawaran, cara memberikan tawaran, penerimaan atau penolakan tawaran, serta unsur-unsur yang membentuk kontrak pekerjaan yang sah secara hukum.
Dokumen tersebut membahas mengenai perjanjian kerja waktu tertentu (PKWT) dan perjanjian kerja waktu tidak tertentu (PKWTT) berdasarkan undang-undang ketenagakerjaan Indonesia. PKWT dapat diterapkan untuk pekerjaan tertentu yang bersifat sementara atau berjangka waktu tertentu paling lama 3 tahun, sedangkan PKWTT bersifat tetap. Dokumen tersebut juga menjelaskan ketentuan pelaksanaan dan j
Dokumen tersebut membahas tentang Perjanjian Kerja Waktu Tertentu (PKWT) dan Perjanjian Kerja Waktu Tidak Tertentu (PKWTT) berdasarkan Undang-Undang Ketenagakerjaan. Dokumen tersebut menjelaskan ketentuan-ketentuan mengenai syarat PKWT, perubahan PKWT menjadi PKWTT, dan persyaratan kerja tambahan yang harus diatur dalam perjanjian kerja.
The document discusses compensation administration and market salary surveys. It describes the process of systematically collecting information on pay practices in the relevant labor market and making judgments about competitors' compensation packages. Some key points include that market salary surveys involve benchmarking jobs and pay levels against competitors, collecting data on pay mixes and structures, and using the findings to validate an organization's own compensation decisions.
The document discusses various aspects of the staffing and decision making process, including choosing assessment methods, determining cutoff scores, and making final hiring decisions. It covers calculating validity and adverse impact, combining multiple predictors, establishing hiring standards, and methods for final selection. Decision makers in the process include HR professionals, managers, and employees. Legal issues around diversity and the Uniform Guidelines on Employee Selection Procedures are also addressed.
Dokumen tersebut membahas strategi perekrutan internal organisasi, termasuk isu-isu organisasi seperti jalur mobilitas dan kebijakan mobilitas, isu-isu administrasi seperti permintaan, koordinasi dan anggaran, serta pengembangan strategi seperti sistem perekrutan, sumber perekrutan, dan waktu mencari kandidat internal.
Dokumen tersebut membahas mengenai perjanjian kerja waktu tertentu (PKWT) dan perjanjian kerja waktu tidak tertentu (PKWTT) berdasarkan undang-undang ketenagakerjaan Indonesia. PKWT dapat diterapkan untuk pekerjaan tertentu yang bersifat sementara atau berjangka waktu tertentu paling lama 3 tahun, sedangkan PKWTT bersifat tetap. Dokumen tersebut juga menjelaskan ketentuan pelaksanaan dan j
Dokumen tersebut membahas tentang Perjanjian Kerja Waktu Tertentu (PKWT) dan Perjanjian Kerja Waktu Tidak Tertentu (PKWTT) berdasarkan Undang-Undang Ketenagakerjaan. Dokumen tersebut menjelaskan ketentuan-ketentuan mengenai syarat PKWT, perubahan PKWT menjadi PKWTT, dan persyaratan kerja tambahan yang harus diatur dalam perjanjian kerja.
The document discusses compensation administration and market salary surveys. It describes the process of systematically collecting information on pay practices in the relevant labor market and making judgments about competitors' compensation packages. Some key points include that market salary surveys involve benchmarking jobs and pay levels against competitors, collecting data on pay mixes and structures, and using the findings to validate an organization's own compensation decisions.
The document discusses various aspects of the staffing and decision making process, including choosing assessment methods, determining cutoff scores, and making final hiring decisions. It covers calculating validity and adverse impact, combining multiple predictors, establishing hiring standards, and methods for final selection. Decision makers in the process include HR professionals, managers, and employees. Legal issues around diversity and the Uniform Guidelines on Employee Selection Procedures are also addressed.
Dokumen tersebut membahas strategi perekrutan internal organisasi, termasuk isu-isu organisasi seperti jalur mobilitas dan kebijakan mobilitas, isu-isu administrasi seperti permintaan, koordinasi dan anggaran, serta pengembangan strategi seperti sistem perekrutan, sumber perekrutan, dan waktu mencari kandidat internal.
Sistem pampasan boleh direkabentuk untuk meningkatkan motivasi dan produktiviti pekerja dengan mengaitkan pampasan kepada prestasi individu dan kumpulan. Walau bagaimanapun, ia perlu dilaksanakan dengan adil dan jelas agar dipatuhi oleh pekerja."
The document discusses human resource planning and staffing strategies. It covers forecasting future HR needs and availability, reconciling gaps, and developing plans to address shortages or surpluses. It also discusses strategies for a flexible workforce using temporary employees, outsourcing, or independent contractors. Finally, it addresses the importance of diversity planning given the changing demographics of the American workforce.
Dokumen tersebut membahas strategi perekrutan luaran, termasuk isu-isu organisasi dan administrasi dalam perencanaan perekrutan, pengembangan strategi perekrutan, dan sumber-sumber perekrutan.
This chapter discusses retention management and initiatives to reduce employee turnover. It covers measuring turnover, analyzing reasons for leaving, and the costs and benefits of different types of turnover. The chapter also examines initiatives to reduce voluntary turnover like improving job satisfaction and making it harder to leave. It discusses using performance management and progressive discipline to limit discharge turnover. When downsizing is necessary, the chapter explores alternatives and how to support remaining employees.
The document discusses various aspects of staffing activities, including finalizing employment matches. It covers requirements for enforceable employment contracts, such as having clear parties, consideration, and form. Job offers should be formulated strategically based on labor market factors and applicant preferences. The job offer content, process of formulation, and presentation are explained. New employee orientation and socialization programs are also reviewed. Legal compliance with issues like eligibility verification must also be considered.
The document discusses various methods for internal selection, including initial assessment methods like skills inventories, peer assessments, and self-assessments. It also covers substantive assessment methods such as using seniority and experience, job knowledge tests, performance appraisals, promotability ratings, and assessment centers. Assessment centers involve exercises and evaluations by trained assessors over multiple days. The document evaluates the advantages and disadvantages of the different internal selection methods.
The document discusses external recruitment, including recruitment planning, sources, communication strategies, and applicant reactions. It covers administrative issues like using internal vs. external recruiters and centralized vs. decentralized recruitment. Open versus targeted recruitment strategies and metrics for evaluating recruiting methods are presented. Recruitment sources like employee referrals, websites, and agencies are examined.
Hubungan Kerja, Syarat Syarat Dan Kondisiguest200b003b
Dokumen ini membahas tentang hubungan kerja, syarat-syarat dan kondisi kerja. Terdapat beberapa bentuk hubungan kerja seperti pekerjaan waktu tertentu, waktu tidak tertentu, pemborongan pekerjaan, dan magang. Dokumen ini juga menjelaskan hak dan kewajiban para pihak dalam setiap bentuk hubungan kerja.
Perjanjian ini mengatur penyerahan sebagian pelaksanaan pekerjaan oleh pemberi pekerjaan kepada penyedia jasa pekerja, yang mencakup hak dan kewajiban para pihak, ruang lingkup pekerjaan yang diserahkan, persyaratan pelaksanaan pekerjaan, dan evaluasi pelaksanaan pekerjaan."
Sistem pampasan boleh direkabentuk untuk meningkatkan motivasi dan produktiviti pekerja dengan mengaitkan pampasan kepada prestasi individu dan kumpulan. Walau bagaimanapun, ia perlu dilaksanakan dengan adil dan jelas agar dipatuhi oleh pekerja."
The document discusses human resource planning and staffing strategies. It covers forecasting future HR needs and availability, reconciling gaps, and developing plans to address shortages or surpluses. It also discusses strategies for a flexible workforce using temporary employees, outsourcing, or independent contractors. Finally, it addresses the importance of diversity planning given the changing demographics of the American workforce.
Dokumen tersebut membahas strategi perekrutan luaran, termasuk isu-isu organisasi dan administrasi dalam perencanaan perekrutan, pengembangan strategi perekrutan, dan sumber-sumber perekrutan.
This chapter discusses retention management and initiatives to reduce employee turnover. It covers measuring turnover, analyzing reasons for leaving, and the costs and benefits of different types of turnover. The chapter also examines initiatives to reduce voluntary turnover like improving job satisfaction and making it harder to leave. It discusses using performance management and progressive discipline to limit discharge turnover. When downsizing is necessary, the chapter explores alternatives and how to support remaining employees.
The document discusses various aspects of staffing activities, including finalizing employment matches. It covers requirements for enforceable employment contracts, such as having clear parties, consideration, and form. Job offers should be formulated strategically based on labor market factors and applicant preferences. The job offer content, process of formulation, and presentation are explained. New employee orientation and socialization programs are also reviewed. Legal compliance with issues like eligibility verification must also be considered.
The document discusses various methods for internal selection, including initial assessment methods like skills inventories, peer assessments, and self-assessments. It also covers substantive assessment methods such as using seniority and experience, job knowledge tests, performance appraisals, promotability ratings, and assessment centers. Assessment centers involve exercises and evaluations by trained assessors over multiple days. The document evaluates the advantages and disadvantages of the different internal selection methods.
The document discusses external recruitment, including recruitment planning, sources, communication strategies, and applicant reactions. It covers administrative issues like using internal vs. external recruiters and centralized vs. decentralized recruitment. Open versus targeted recruitment strategies and metrics for evaluating recruiting methods are presented. Recruitment sources like employee referrals, websites, and agencies are examined.
Hubungan Kerja, Syarat Syarat Dan Kondisiguest200b003b
Dokumen ini membahas tentang hubungan kerja, syarat-syarat dan kondisi kerja. Terdapat beberapa bentuk hubungan kerja seperti pekerjaan waktu tertentu, waktu tidak tertentu, pemborongan pekerjaan, dan magang. Dokumen ini juga menjelaskan hak dan kewajiban para pihak dalam setiap bentuk hubungan kerja.
Perjanjian ini mengatur penyerahan sebagian pelaksanaan pekerjaan oleh pemberi pekerjaan kepada penyedia jasa pekerja, yang mencakup hak dan kewajiban para pihak, ruang lingkup pekerjaan yang diserahkan, persyaratan pelaksanaan pekerjaan, dan evaluasi pelaksanaan pekerjaan."
PPT Etika Profesi Materi 10 Kelompok 9.pptxFadillahAbi1
Dokumen tersebut membahas beberapa topik utama mengenai etika bisnis dan manajemen sumber daya perusahaan, termasuk pengertian etika bisnis, prosedur pendirian bisnis, sistem kontrak kerja, rekrutmen karyawan, dan pakta integritas.
Pelaku Pengadaan Barang & Jasa _"Pelatihan PTK-007- Revisi 04".Kanaidi ken
Dokumen tersebut membahas pihak-pihak yang terlibat dalam pengadaan barang dan jasa pemerintah seperti pengguna anggaran, kuasa pengguna anggaran, pejabat pembuat komitmen, panitia tender, serta pengelola pengadaan beserta tugas dan tanggung jawab masing-masing. Dokumen ini juga menjelaskan prinsip-prinsip pengadaan seperti efisiensi, efektif, transparan, terbuka, dan bersaing s
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Tiga dokumen tersebut memberikan informasi mengenai nilai anggaran tahunan untuk tiga obyek yaitu Pasar Banyuasri Singaraja, RS Sanjiwani Gianyar, dan Pasar Rakyat Gianyar dengan total nilai Rp. 159,5 miliar, Rp. 135 miliar, dan Rp. 224,9 miliar.
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Dokumen tersebut membahas tentang pedoman pelaksanaan pengadaan barang dan jasa pemerintah berdasarkan Perpres No. 70/2012 dan Perpres No. 4/2015, mencakup tujuan, ruang lingkup, prinsip-prinsip dasar, dan metode pengadaan melalui lelang maupun swakelola."
Dokumen tersebut membahas tentang Perjanjian Kerja dan Peraturan Perusahaan PT Geo Given Visi Mandiri. Perjanjian Kerja mengatur hubungan antara perusahaan dengan pekerja dan memuat syarat-syarat kerja, hak, dan kewajiban para pihak. Sedangkan Peraturan Perusahaan wajib dibuat oleh perusahaan yang mempekerjakan 10 orang atau lebih dan berisi tata tertib serta syarat kerja. Kedua dokumen tersebut berdasarkan
Dokumen tersebut membahas tentang proses transaksi dan penerimaan mitra usaha dalam program pelatihan kerja calon pramugari. Prosesnya meliputi pendaftaran calon peserta, penandatanganan perjanjian, pembayaran uang muka dan sisa pembayaran, serta peran dan kompensasi mitra usaha dalam proses tersebut.
Bab 3 slides_tambahan_29hb_september_2011_semester_a111Zilafeeq Shafilla
The document discusses job analysis, which is the systematic process of collecting information to identify similarities and differences in work. It notes that job analysis data is needed for personnel functions like compensation to establish fair pay differences based on job-related factors. The key issues are ensuring the data collected is useful, acceptable, reliable, and valid for making compensation decisions.
Dokumen tersebut membahas tentang analisis pekerjaan, yang merupakan proses sistematis untuk mengumpulkan data mengenai tugas, tanggung jawab, peralatan, prestasi, dan kualifikasi yang dibutuhkan untuk suatu pekerjaan. Analisis pekerjaan digunakan untuk membuat deskripsi pekerjaan, spesifikasi pekerjaan, evaluasi pekerjaan, rekrutmen, dan keputusan sumber daya manusia lainnya. Dokumen tersebut jug
The document discusses compensation administration, including defining compensation as financial and non-financial rewards received by employees. It explains the objectives, types, and models of compensation, as well as compensation policies and techniques. The objectives of compensation include efficiency, fairness, and compliance, while policies center around internal alignment, external competition, employee contribution, and administration.
Sistem pampasan merujuk kepada pulangan kewangan dan faedah yang diterima oleh pekerja. Ia memberi perspektif daripada pelbagai pihak seperti masyarakat, pemegang saham, pekerja dan pengurusan. Terdapat dua jenis pampasan iaitu kewangan dan bukan kewangan. Proses membentuk sistem pampasan melibatkan dasar strategik, teknik-teknik dan objektif strategik.
The document discusses various topics related to heat hazards and thermal comfort in the workplace. It defines concepts like thermal energy and heat stress. It explains factors that can cause heat strain and how to recognize signs of heat strain. It provides guidance on managing heat stress through engineering controls, administrative controls and personal protective equipment. It also discusses cold stress and conditions like hypothermia. Prevention and risk factors are covered for issues like heat cramps, heat exhaustion, heat stroke and cold injuries.
Dokumen tersebut membahas tentang bahaya mesin dan sistem pengamanan mesin. Ia menjelaskan sumber-sumber bahaya mesin seperti gerakan mesin, benda yang terlepas, dan kegagalan peralatan. Dokumen tersebut juga menjelaskan berbagai jenis sistem pengamanan mesin seperti penguncian, label keselamatan, dan pengawasan robot. Langkah-langkah pencegahan umum seperti pelatihan, pemeriksaan berkala,
Dokumen tersebut membahas tentang berbagai aspek hazad elektrik, termasuk jenis arus elektrik, hukum Ohm, penyebab dan cara mendeteksi serta mengurangi risiko hazad elektrik."