TULISAN SOFTSKILL BAHASA INGGRIS BISNIS 1

 TULISAN 1

    HUMAN RESOURCE MANAGEMENT

Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will also serve as the company's primary liaison with the employees' representatives (usually a labor union).
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion.
In startup companies, HR's duties may be performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications.



A human resource management system (HRMS) or human resource information system (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

The function of human resources (HR) departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "human capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client-server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client-server, application service provider, and software as a service (SaaS) or human resource management systems enabled increasingly higher administrative control of such systems. Currently human resource management systems encompass[citation needed]:

Payroll
Time and attendance
Performance appraisal
Benefits administration
HR management information system
Recruiting/Learningmanagement

Performance record
Employee self service
Scheduling
Absence management
The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems.
The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions.
The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement.
The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:

produce pay checks and payroll reports;
maintain personnel records;
pursue talent management.
Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass:

analyzing personnel usage within an organization;
identifying potential applicants;
recruiting through company-facing listings;
recruiting through online recruiting sites or publications that market to both recruiters and applicants.
The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant training system, or 'ATS', module.
The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a "learning management system" (LMS) if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics.
The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department.
Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant tracking system that encompasses a subset of the above.
Assigning Responsibilities Communication between the Employees.



Source :
http://en.wikipedia.org/wiki/Human_resource_management
https://www.google.com/search?q=human+resource+management&client=firefox-a&hs=RlT&rls=org.mozilla:en-US:official&source=lnms&sa=X&ei=cmR-Uc-DKYfTrQegjICgDg&ved=0CAkQ_AUoAA&biw=1024&bih=507
http://en.wikipedia.org/wiki/Human_resource_management_system




TULISAN 2

    BUSINESS ETHIC

Business ethic is the way to do business activity, which includes the whole aspects which related with an individual, enterprise, and society. Business ethic in an enterprise is able to form a value, norm, and employee’s behavior and employer’s to build a fair relationship with partner, stockholder, society.
A company convince that a good business principle is a business with etiquette, that is a business with a superior and continuous quality which run with obey ethic norms parallel with the valid law and regulation.
Business ethic can be a standard and orientation for implementing the daily habitual with based by glorious, honest, transparent morality, and profesionality.
In view of the economic condition challenge, hard to think about applying business ethic in entrepreneurship. With a motivation to expand, decrease the cost, and increase the profit, consider other’s sentiment, these seem like go out from the question. A good business decision can be measured by many things in entrepreneurship business. But not always ethical, this is the tragic part.

But, maybe it can’t be valid in some situation, etiquette is really important for the original growth and development. Without it, the enterprise just will be a filler, without a contribution for society.

Business ethic is an applied ethic segmen which try to control and inspect the moral arrangement and enterprise’s ethic. It also understands how good or bad an enterprise discuss about morality and ethic problem and show the fault in their original process. It arrests all business aspects – from the production for administration, financial, and marketing. It’s also valid for various industry and can be descriptive or normative in discipline.


MORALITY

Morality is a compass which had by individu or group about which is the true and false, or good and bad. Morality compass arrests our norms about the kind of action which we trust true or false, and the values which we apply to the objects we trust good or bad in moral. Moral norm like ‘always tell the truth’. Moral values usually expressed as an expression which describe objects or object’s features, like ‘honesty is good’. Moral standard absorbed firstly in childhood in family, friendship, society influence as in church, school, television, magazine, music, etc.

Moral Standard Essence :

Moral standard interrelated with the problem which we consider will seriously harm or truly profit people.
Moral standard can’t be determined or changed by the otoritative council’s decision.
Moral standard must become a priority than the other value, include (specially) self importance.
Moral standard based on impartially consideration.
Moral standard associated with certain emotion and vocabulary.
Hence, moral standard is a standard which related with a problem that we consider has a serious consequency, based on a good reasoning not an authority, pass over the self importance, based on impartially consideration, and which the offense associated with guilty and embarassed and emotion and certain vocabulary.


ETHIC APPLICATION IN ENTERPRISE ORGANIZATION

Can morality understanding like responsibility, false act, and obligation applied in organization like enterprise, or individu as a real moral act? There are two opinions which appear about this thing:
First, is an opinion that say, because a binding regulation, organization permits us to say that enterprise takes action like individu and has a goal which deliberated about what they do, we can say they are responsible with their acts and that their acts have or have no high moral standards in same understanding with the human did.
Second, is a philosopher opinion which has a stand that makes no sense to think that business organization is morality responsible because business organization is like a machine which the member must obey the formal regulation that have no link with morality ragely. As a result, it more makes no sense to consider the organization is morally responsible because it fails to follow the moral standard than criticize an organization like a machine which fails to act morally.
Therefore, the company’s action comes from the individual choice and action, indivdu must be seen as the main guard of moral obligation and responsibility : a man is responsible about what the company does because the company’s action totally flows from their choice and action. If the company acts erroneous, that err is caused by act choice that done by the individu in that company, if the company acts morally, it caused of the individu in that company acts morally.


MORAL DEVELOPMENT

Psychological research shows that, someone’s moral development can change when adult. According to a psychologist, Lawrence Kohlberg, with his research in 20 years, concludes, that there are 6 stages (consist of 3 levels, each 2 stages) which identified in someone’s moral development to deal with the moral issues. The stages are:
1.      Level one      :           Pre-conventional stageIn the first stage, a child may respond to social expectations and rules and can apply good, bad, right, and wrong labels.

•         Stage one      :           Punishment and Obedience Orientation

In this stage, the physical consequences of an action are determined entirely by the goodness or badness of that action. The reason for a child to do something good is to avoid punishment or respect physical strength greater authority.

•         Stage two      :           Instrument and Relativity Orientation

In this stage, the right move is to serve as an instrument for satisfying the needs of the child or those whom the child care about.

2.      Level two       :           Conventional Stage

In this level, people not only make peace with hope, but show the loyalty to the group and its norms. Teens at this age, can look the situation from the other’s point of view, from the perspective of social groups.

•         Stage three   :           Interpersonal Conformity Orientation

In this stage, do good thing motivated by the need to be seen as a good agent on his own opinion and other’s.

•         Stage four     :           Law and Order Orientation

Right and wrong in a more mature conventional stage, is now determined by loyalty to the state or larger surrounding society. Law is not obeyed except in accordance with other social obligations of the obvious.

3.      Level three    :           Post-conventional, Autonomous, or Principle Stage

In this stage, someone no longer simply accept the values and norms of the group. He precisely try to see the situation from the point of view that is fair to consider the interest of other. He questioned the value of law and adopted by the community and redefine in terms ofself-choosen moral principles that can be justified rationally. Legal and proper value is in accordance with the principles that motivate rational people to run it.

•         Stage five      :           Social Contract orientation

This stage, one becomes aware that has various views and opinions that contradict personal emphasize fair way to reach consensus with the agreement, contract, and mature process. He believes that the values and norms are relative, and in spite of all democratic consensus be tolerated.

•         Stage six        :           Universal Ethic Principle Orientation

The final stage, the correct action is defined in terms of moral principle chosen because of comprehensiveness, universality, and consistency. Reason for someone to do what is right  based on the commitment to the moral principles and he saw it as a criteria to evaluate all rules and moral order another.


EXAMPLES OF BUSINESS ETHICS VIOLATIONS

•         Business Ethic Violation Against The Law

A company X because of the bankrupt condition finally decides to do layoffs to their employees. But in doing the layoffs, the company does not provide severance payment as stipulated in Law no. 13/2003 about Employement. In this case the company X canbe said to violating the principle of obedience to the law.

•         Business Ethic Violation  Against The Transparency

X foundation organizes an education as same with high school. In the new school year charge of Rp 500.000,- to every new student. This school charge did not inform to them when register, so after they received they must pay it. Besides, there was no official information or explanation about the use of the money to the parents. After urged by many parties, the foundation provides information that the money is used to purchase teacher’s uniform. In this case, the foundation and school can be considered to violate the principle of transparency.

•         Business Ethic Violation Against The Accountability

A private hospital by the board announced to all employees who will sign the civil servants automatically resign. A as one of the employee in that private hospital was ignoring the announcement from the board because he thought that he was appointed by the director, so that all of his rights and obligations related to the director, not the board. Because of his attitude, he finally declared resign. The private hospital of this case can be said to violate the principle of accountability because there is no clear function, implementation, and accountability between business and the hospital board.

•         Business Ethic Violation Against The Principle Responsibility

A recruitment company in Jogja for recruitment personal baby sitter. And agreements stated in the announcement that the company promised to send prospective workers after 2 months following the trainingpromised to be delivered to the destination countries. The company even promises that any costs incurred will be refunded if the applicant so they do not leave your home country. B is interesting with the offer directly register and pay as much as Rp 7 million for administrative cost and obtaining a visa and passport. However, after 2 months of training, B never dispatched, even up to one year is not clear. When confirmed, the recruitment company has always argued there was a delay, and so on. From these case, it can beconcluded that the company had violated the principle of recruitment agency accountability by ignoring the rights of B as prospective worker should be dispatched to the destination country for working.

•         Business Ethic Violation Against The Principle of Fairness

A leading property company in Jogja does not give a permit to build a house from a developer to its two customersin the area of residential parcels owned by that company. The first customer has fulfilled his obligation to pay the price of land according to the agreement, and other administrative costs. While the second customer still has an obligation to pay the excess land, because every time he wants to pay the developer always refused with an alibi there is no permit from the central company (in Jakarta) yet. The strange thing is plots in the region was only 2 people who have not been issued a permit for the construction of houses, while the other 30 customers have been given permission and their houses have been built. The reason given by that company is want to give a lesson to those both customers because they have been provocated another customers to do prosecution immediately home construction permit. From this case, that property company had violated the principle of fairness because it does not answer the customer’s rights with a makes no sense reason.

•         Business Ethic Violation Against The Principle of Honesty

A developer company in Sleman makes an agreement with a contractor to build a housing. According to the agreement the developer gives the building spesifications to the contractor. But in the implementation, contractor starts to do loss of quality building specification unbeknownst to the developer. After several months, the building conditions have a serious damage. In this case, the contractor can be determined had violated the honesty principle because it does not meet the spesifications of the building which agreed together with the developer.

•         Business Ethic Violation Against The Principle of Empathy

A customer, from finance company is late to pay the car installment appropriate due date because his son was seriously ill. X has informed to the company about his tardiness to pay the installment, but did not take a good response from his company. Several weeks after the due date, the company party directly comes to X to bill the installment and threaten will take the car. The company bill with disrespectful manner and give psychological distress to the customer. In this case, we can categorize the company had done a violation against the empathy principle to the customer because actually the company can give that warning wisely.


Source : www.wikipedia.org





TULISAN 3
    

  The Traffic Around Monas Jammed

The queue of 2-wheeled as well as 4-wheeled vehicles seen around Monas, Central Jakarta, on Saturday, October 5, 2013. Thousands of people filled up Monas to participate in 68th birthday celebration of TNI. The parking area which could not held the vehiclesnumber was also supported the traffic.

That event lasted for 5 days, started from October 3 until 7, 2013. TNI exhibited many kinds of weapons and war equipments. The birthday celebration was not only exhibited the weapons, but also introduced about the duties and functions of TNI closerly to the society.

Furthermore, this celebration also presented many variety of free entertainment for society, ranging from entertainment stage, shows performed by TNI, games, and even one of music show in television came there.

 TULISAN 4

All-in-One in Situ Gede

Located 10 km west of Bogor, Situ Gede totally reflects its name. Situ means a small lake and Gede means big. Its 6-ha wide area attracts local visitors to come and enjoy the quiet atmosphere there. Actually, it is not as secluded as you might think. Situ Gede is surrounded by houses and a forest. When it was first opened to the public, the government put some fish into the lake so the place became popular for fishing. This lake is also a water source for PDAM, the water company. Be careful not to confuse between Situ Gede in Tasikmalaya and Situ Gede in Bogor when you Google it as the two situs have the same name.

It is relatively easy to reach Situ Gede. From the bus terminal at Baranang Siang, take a small green bus number 03, which goes to bus terminal at Bubulak, to reach Laladon market. From Laladon, take another small green bus number 15, which goes to Sindang Barang Jero (Merdeka-Bubulak-SBJ). Before you hop into the bus, ask the driver if the bus will stop at Situ Gede because not all the buses go there.

Once you’re in Situ, don’t bother to look for a ticket booth. It costs nothing to enjoy all the greenery and the big lake there. Yes, it is definitely free and you can come any time you like.

The first thing to do in Situ Gede is to take pictures of the lake with the forest as the background. After taking pictures, the next thing to do is having boat ride. It really looks like a magical word, alright.

Adventure doesn’t stop there. Walk a little further, cross the bridge, and you’ll be heading for the forest. He forest is known as CIFOR (center for international forestry research). It means that the forest is being used for research. Not only companies like Komatsu do research there, IPB (Bogor Agricultural Institute) does the same thing as well. The forest houses trees like Meranti and Johar and wild flowers. Another exciting thing to try in Situ Gede is to start walking into the forest and wrap it with enjoying the view of the big lake at the end of the journey. That’s the real adventure.




TULISAN 5

The Uninvited movie tells the story of a beautiful teenager named Anna (Emily Browning) who just got out of a mental hospital due to depression because of his mother who died from their boat home fires. When going out of the mental hospital, a therapist told Anna to end what he had started and continued to live as a normal teenager. When to go off home are located in the area he was picked up by his father's coast (David Straitharn). Anna does not like when her father introduced her new boyfriend who is a nurse ailing mother named Rachel (Elizabeth Banks). Anna returned home along with her sister Alex (Arielle Kebbel), which was also not like Rachel's presence in his house. So the two brothers have a plan to find out who the real Rachel.


Strange occurrences after Anna's return often haunt him. At first she felt her house haunted by the ghost of curious not to mention the appearance of three teenage children who are already dead. Appearances of the wandering souls as if hinting something. One scene that is gripping and makes the hair stand is when he comes home boat where her mother died due to fire. He is visited by supernatural creature who resembles his mother. Then the spirits shouted loudly "MUUURRRDDDERRR" while his hand leads to Rachel that are outside the main house.

Anna belief that the boat house fire that killed her mother because of a murder committed by a nurse who is now the girlfriend of his father, grew after him as if it were given instructions by the three spirits of young children. So Anna and Alex are looking for information on the figure of Rachel.

In the midst of that fear, Anna even almost lost their lives, but was saved by Alex. But, when Anna thought everything was fine, he began to remember everything. He is also aware of the astonishing fact that completely reversed from what he believed all along. Anna finally remember the fire. Having witnessed the affair between his father and Rachel, Anna fill the watering can from a large gas tank in the boat and took it to the house, intending to burn it. He left a trail that trigger when a candle fell, Alex and his mother were killed in the resulting explosion. He remembers meeting Matt as planned and killed him. Flashbacks reveal that every time it appears as though the two brothers together, Anna always alone. Anna realizes that Steven did not ignore previous Alex, his brother never existed. He saw that he had a knife used to kill Rachel.

Steven told police that Rachel changed her name because of abusive boyfriends. Anna was captured and brought back to the institution. Police asked why Anna makes the story Mildred but Steven did not have an answer. Anna received by patients who are afraid of him before, nameplate on the door said "Mildred Kemp".

UNIVERSITAS GUNADARMA

www.gunadarma.ac.id

www.studentsite.gunadarma.ac.id