Transcript TEKNIK PRESENTASI SUKSES

INTRODUCTION TO BUSINESS
Subarjo Joyosumarto SE, MA, Ph.D
1 September 2016
Meeting 12: OVERVIEW OF MEETING 11
MANAGING HUMAN RESOURCES AND LABOR RELATION (chapter 8)
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OVERVIEW OF MEETING 11
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THE IMPORTANCE OF PROMOTION
PROMOTION:
• Is any technique designed to sell a product
• It is part of the communication mix, the total message any company
sends to costumers about its product
• Promotional techniques, especially advertising, must communicate
the uses, features, and benefit of products
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FOUR GOALS OF PROMOTION
1.
2.
3.
4.
Make potential costumers aware of products
Made them knowledgeable about products
Persuade them to like products
Persuade them to purchase products
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PROMOTION AND BUYER DECISION PROCESS
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ADVERTISING PROMOTIONS
• Advertising is paid, nonpersonal communication, by which identified
sponsor informs an audience about product.
• Advertising media
o Television,
o Direct mail,
o Newspaper,
o Magazines,
o Radio,
o Outdoor Advertising
o Internet Advertising
o Virtual Advertising
o Media mix
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PERSONAL SELLING
• Is promotional tool in which a salesperson communicates one on one
with potential customers
• Telemarketing is using telephone solicitations to conduct personal
selling process
• Personal selling is affected by the difference between:
1. Retail selling, is selling a consumer product for the buyer’s personal or
household use
2. Industrial selling, is personal selling situation in which products are sold to
business, either for manufacturing other products or for resale
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MANAGING HUMAN RESOURCES
AND LABOR RELATIONS
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HUMAN RESOURCES MANAGEMENT (HRM)
• HRM is the set of organizational activities directed at attracting,
developing, and maintaining an effective workforce
• The effectiveness of HR function has a substantial impact on a firm’s
bottom-line performance
• Consequently, the chief HR executive is a vice president directly
accountable to the CEO
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THE HR PLANNING PROCESS
Conduct Job Analysis
Forecast Demand for Labor
Forecast Internal supply
of Labor
Forecast External supply
of Labor
Develop Plan To Match Demand With Supply
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HR PLANNING
Involves:
1. Job analysis is a systematic analysis jobs within
organization, results in two things:
a) Job description: outline the duties of a job, working conditions,
and the tools, materials, and equipment's used to perform jobs
b) Job specification: description of the skills, abilities, and other
credentials required by a job
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HR PLANNING
Involves:
2. Forecasting HR Demand and Supply:
a) Forecasting internal supply, the number and type of employees
who will be in the firm at some future date
b) Forecasting external supply, the number and type of people
who will be available for hiring from the labor market at large
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RECRUITING HR
Recruiting is the process of attracting qualified person to apply for the
jobs that are open
1. Internal recruiting, considering present employees as candidate for
opening
2. External recruiting, involves attracting persons outside the
organization to apply for jobs
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SELECTING HR
• Once the recruiting process has attracted a pool of applications, the
next step is to select someone to hire.
• The process of determining the predictive value of information is
called validation:
1.
2.
3.
4.
Application forms: fill out an application
Test: of ability, skill, aptitude, or knowledge relevant to a particular job
Interviews: having a conversation
Other techniques: physical exams, polygraph tests, drug tests
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DEVELOPING THE HR
• On-the-job training:
Training, sometime informal, conducted while an employee is at
work
• Off-the-job training:
Training conducted in a controlled environment away from the work
site
• Vestibule training:
Off-the-job training conducted in a simulated environment
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COMPENSATION AND BENEFITS
COMPENSATION SYSTEM
is a set of reward that organization provide to individuals in return for
their willingness to perform various jobs and tasks within the
organization
1. WAGES AND SALARIES
Wages are compensation in the form of money paid for time
worked, are paid for time worked
Salaries are compensation in the form of money paid for
discharging the responsibilities of a job, are usually expressed as an
amount paid per month or per year
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COMPENSATION AND BENEFITS
2. INCENTIVE PROGRAMS
Are special compensations designed to motivate high performance
a) Individual Incentives
• Bonus: individual performance incentive in the form of special
payment made over and above the employee’s salary
• Merit salary system: individual incentive linking compensation
to performance in non sales jobs
b) Company Wide Incentives
• Profit sharing plan: incentive plan for distributing to employees
when company profits rise above a certain levels
• Gainsharing plan: incentive plans that rewards group for
productivity improvement
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COMPENSATION AND BENEFITS
3. BENEFIT PROGRAMS
Are compensations other than wages and salaries
• Worker’s compensation insurance: legally required insurance for
compensating worker injured on the job
• Retirement Plans: benefit that is available for workers when they
retire
• Cafeteria benefits plan: benefit plan such as health-care
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DEALING WITH ORGANIZED LABOR
Labor union:
Group of individuals working together to achieve shared job related
goals, such as a higher pay, shorter working hours, more job
security, greater benefits, or better working conditions
Labor relation:
Process of dealing with employees who are presented by a union
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QUESTION FOR DISCUSSION
1. TRUE/FALSE a job analysis is used to determine how much someone should be paid to perform a particular
job
2. Which of the following is a useful technique for planning for managerial position? a) skills inventory b)
replacement chart c) job description d) job specification e) application Blank
3. Which of the following is not a common selection tool? a) test b) interview c) polygraph exam d) application
form e) drug test
4. Which of the following is a comment training method today? a) on-the-job training b) off-the-job-training c)
vestibule training d) web-based training e) all of this
5. Both Albert pujols of the Saint Lois cardinals and sheryl swoops of the Houston comets have contact clauses
that pay them extra if they are voted most valuable player of their respective leagues. These clause is an
example of which of the following? a) Individual incentives b) profit-sharing plan c) gainsharing plan d) payfor-knowledge plan e) cafeteria benefit plan
6. Define Human Resource management and explain how managers plans for their organization's human
resources need
7. Identify the tasks in staffing a company and discuss ways in which organizations select, develop, and appraise
employee performance
8. Describe the main components of a compensation system and describe some of the key legal issues involved
in hiring compensating and managing workers in today's workplace
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Thank You
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