HR

Open Source CV Management To Progress The Job Opportunities

admin  Management  ,

Resume or CV is the vital tool to represent oneself in the market. CV is the mirror of your qualifications and personality. Hence, it should be created with lot of thought and should reach the right place to get desired opportunities. Today, there are varied means, by which you can create and update your CV.

Few years back, open source CV management system was followed by many corporate companies, due to high price. The software is used to create and update the CV to get appropriate candidate for the job. But now the software is used by all small and big companies, which have made the hiring process very easy and affordable.

The open source resume software is a form of resume management system, which works more advanced than working on optical character recognition. It works beyond OCR system. The advance form of resume parser open source can work in different formats. Hence, it works on different variety of resumes in different formats and contents.

Other then keywords, the software can also take out other information, according to the requirement. This helps to get appropriate candidate for the required job profile.

With the help of CV management, an individual can create CV and even organizations use the software to create the CV, according to the organization’s recruitments. You can buy the software and create your CV and keep on adding the updates or you can also subscribe for the software, which is cheaper than buying. The CV management software can be accessed through web browser via internet. The software is a vital tool in any organization, today.

The CV software is a great boon to HR personnel. It has saved the recruitment department from handling the tedious process of hiring candidates by manual means. The software is very useful in handling many recruitment facilities and keeps track of every resume and filters it out and in according to the requirements.

With the latest technology, the CV management has become more sophisticated and efficient. Now, it is not limited just to the OCR pattern. Now, the software performs the contextual search in the resumes. The software is able to parse the meaning of sentences in the resume and hence is able to select the appropriate candidate for appropriate job requirement.

The profit of any organization depends on the skilled employees. There are numerous candidates applying everyday for the job requirements. It becomes difficult to categorize each and every candidate, according to their skills and then select them for the post. It is time consuming and financially very expensive.

The HR department along with CV management recruiting also performs many important tasks, which is vital for company’s growth. With the advent of open source CV management system, the task of keeping track of CV and hiring has become very convenient.

There are different vendors available in market that can provide you with CV management software systems. Such software helps to create your CV profile according marketing strategies. It is a management software that increases the job opportunities and provides skilled staff to company

Why Shift to Electronic Payroll Management Systems

admin  Management  ,

Theres no other business process thats more unfavourable towards employee satisfaction than incorrect and improper payroll management. And this very same business function can help reduce the impact on the environment through a paperless system. Introducing electronic or online payroll programs does not only make your payroll management more efficient, it is also a move to go green. With an online payroll solution, you ensure timely processes and become more earth friendly, aside from increasing staff productivity and cutting costs.

Benefits of Online Payroll Programs

Shifting to an online payroll service offers many benefits to the employees, the employers and the environment. Whether youre a big enterprise or a small and medium business with several staff on the payroll, an electronic payroll management system is a good investment for you. Here are some of its benefits:

Record-keeping
o Employees can quickly retrieve their payroll statements from previous months since these are archived electronically. Employees dont have to stuff their file cabinets with paper payroll or worse, risk losing or misplacing a particular weekly payroll statement.
Security
o Employees can rest assured that their payroll statements and other personal information are secured. With an online system, theres no risk of having your payroll statement fall into the wrong hands or be seen by the wrong eyes.
o Employees are happier because they would receive prompt and correct payments.
Time-saving
o The HR staff can have a one-stop resource for all the employees payroll, benefits, vacation leaves, tax information, superannuation, government requirements, etc.
o The HR and accounting staff will not use up a large amount of time to manually complete several complex computations.
Productivity and Efficiency
o The accounting staff, secretaries, administrative assistants, and other office assistants can focus more on other productive and specialised duties to keep the business running smoothly and efficiently, rather than spending overtime hours computing each employees leave credits, overtimes, under-times, etc.
o The headache of tax computation and reporting is gone. Everything gets calculated without human error and this precision in data ensures that the government wont be coming at your doorstep for erroneous or incomplete records.
Accuracy
o Errors are minimised and efficiency is increased because details are recorded accurately and on time. There is less chance of reprocessing or recalculating.
o HR and accounting staff receive less payroll-related enquiries because all data are accurate and consistent.
o Salary change, tax tables, etc. can be automatically updated for immediate necessary adjustment.
Planning, Forecasting and Reporting
o CEOs, directors and managers can easily request for automated labour hours productivity, department expenses, year-end reports, and other different types of reports for business planning, revenue targeting and expense budgeting.
Environment friendly
o Print payslips or hardcopies of the payroll statements are no longer needed.
In todays economic times, its important that you eliminate unproductive labour hours, unnecessary costs, and impact to the environment. From small to large businesses, streamlining your processes and introducing cost-efficient procedures are important to success. The payroll management software, like e-PayDay, is one of the innovative methods technology has to offer, for more efficient payroll systems.

What Is Sales Recruitment And Who Conducts It

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Recruitment activities are sometimes conducted by the organization itself, or it can be outsourced to an external agency that specializes in sourcing and screening candidates.

The recruitment industry operates through four main types of media: (i) employment agencies, (ii) “head hunters”, usually for executive level sales recruitment roles, (iii) in-house recruitment, usually via an internal Human Resources department, and (iv) passive candidate research firms.

The stages involved in sales recruitment can vary depending on the needs of the organization and the type of sales role in question. Generally, recruitment for most types of jobs involves several steps and includes sourcing candidates by advertising or “head hunting”, followed by screening and selecting candidates using tests and interviews.

Agency Types

There are four main types of agencies who conduct recruitment, with some agencies specializing in certain job markets, for example sales recruitment or hospitality recruitment or secretarial recruitment.

The recruitment agencies are usually paid by the companies wanting to fill a position, and not the candidates.

Traditional Agency

Traditional agencies are also known as employment agencies. Candidates can and do approach them directly, either by responding to an advertised vacancy, or to register onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients’ vacant positions.

Those candidates who best meet the selection criteria of the vacancy are short-listed and put forward for an interview with their clients.

Recruitment agencies are usually paid a contingency fee by the client once a recommended candidate accepts a job with the client company.

Typically, the fee is 20% to 30% based on the appointee’s first year base salary and usually comes with some form of guarantee (30 to 90 days is standard). Should the appointee fail to perform or leaves the company during the guarantee period, the agency would normally offer a replacement candidate at no further cost to the client company.

Headhunters

A ‘headhunter’ is a term used to describe a recruiter who seeks out candidates, often when the usual recruitment processes (e.g. advertising through an agency) fails. Headhunters usually have extensive industry experience and source their candidates through their contacts. There are headhunters who specialize in the sales recruitment industry.

However, because headhunters typically charge more than agencies (often more than 30% of the candidate’s annual compensation), they are usually employed to fill more senior sales management and executive level sales roles.

In-house Recruitment

Larger employers often will undertake their own in-house sales recruitment, usually through their human resources (HR) department. In-house HR staff either (i) co-ordinate external recruitment agencies who have been commissioned to find staff for the company, or (ii) conduct the end-to-end recruitment processes themselves, from advertising through to interviewing and hiring.

Passive Candidate Research Firms / Sourcing Firms

These firms conduct research to identify potential candidates and generate information about them. Often these research firms uncover candidates that cannot be found using other, more traditional methods. These firms usually charge a per hour fee or by candidate lead.

Tips For Sales Course Evaluation And Analysis

admin  Sales  

Sales course evaluation and analysis requires evaluating your sales development team and the sales training courses you are considering. Every investment must be researched and that includes an investment in training and development for your sales staff.

Sales training courses, or even one powerful sales course, can increase sales, motivate your staff, reduce staff turnover, and build your company’s credentials. A powerful sales course is one that fills and replenishes the express needs of the sales team and exceeds company objectives with the highest efficiency rate. The efficiency rate can not be determined without evaluating the return on investment the sales course will provide in the future; however, by thoroughly evaluating your sales team, your company and the sales training courses offered you will be able to find the sales course or sales training courses that will meet your goals.

No sales course or sales training courses should be committed to without determining the need for training. Even if the HR department is suggesting company training for no other reason than to satisfy company policy, a thorough determination of the training needs should first be determined. To accurately and narrowly define the training needs of your sales force, and to be able to select the sales courses and sales training courses for your sales team, you must systematically evaluate every task, process and policy. By drawing logical inferences from questioning and cross-examining, you will be able to narrowly define your sales training need and select the sales courses and sales training courses that meet your objective.

Once you clearly define the needs for the sales development staff, you should then examine your sales course choices based on the subject, the trainer, the company providing the courses, the content, the sales staff and your company.

The subject must clearly coincide with your accurately defined need. Review the subject matter of the sales course and sales training courses for engaging, problem-solving, concise and usable material and motivational delivery methods. The trainer and the sales course provider should have the credentials to train. In many cases, the higher the credentials the better the training but this is not true in all cases. Personality and method can drive effective training just as it drives sales.

The sales course or sales training courses you choose should clearly match the culture of your company. If you run a tight organization that adheres to strict standards, you would not want to invest in a course that expounds on the virtues of flexibility and freedom. This will backlash. Likewise, if your company is very flexible and focuses on individual creativity and ability, a sales training course in strict time management might stifle the creativity of your team (even if they need it).

Sales course evaluation and analysis of sales training courses will save your company from investing in ineffective training. Without sales course evaluation, your company might show a spike in motivation and sales, however it will quickly fall and taper as the refreshing beverage wears down. Sales course evaluation and analysis of sales training courses will turn the short spike into a solid step upwards. Each carefully evaluated sales course will be one more solid step up. And up is where you want your sales to be.

Hr Consultant, Konsultan Hrd, Manajemen Sdm, Konsultan Sdm, Recruitment Hrd, Konsultan Hr Manajemen,

admin  Sales  , , ,

HR CONSULTANT, KONSULTAN HRD, MANAJEMEN SDM, KONSULTAN SDM, RECRUITMENT HRD, KONSULTAN HR MANAJEMEN, KONSULTAN PERSONALIA, MANAGEMENT HR CONSULTANT, HRD CONSULTANT, JOB DESCRIPTION CONSULTANT, SALARY GRADING CONSULTANT, KONSULTAN ORGANISASI, HRD MANAJEMEN, CALL: REKO HANDOYO (Business Consultant) PT. SIEN Consultant Jakarta, HP: 081389411679, 081932985325, 021-98567515, email: [emailprotected], [emailprotected], http://konsultan-manajemen.com

HR manajemen (manajemen sumber daya manusia) adalah bidang manajemen yang khusus mempelajari hubungan dan peranan manusia dalam organisasi perusahaan. HR manajemen lebih fokus membahas mengenai pengaturan peranan manusia dalam mewujudkan peranan yang optimal. Pengaturan itu meliputi masalah perencanaan, pengorganisasian, pengarahan, pengendalian, pengadaan, pengembangan, kompensasi, pengintegrasian, pemeliharaan, kedisiplinan, dan pemberhentian tenaga kerja untuk membantu terwujudnya tujuan perusahaan.
Peranan HR Manajemen dapat diringkas menjadi beberapa hal berikut:
1. menetapakan jumlah, kualitas tenaga kerja di perusahaan yang efektif sesuai dengan kebutuhan perusahaan berdasarkan job description, job spesicifation, job requirement, dan job evaluation.
2. Menetapkan penarikan, seleksi dan penempatan karyawan berdasarkan asas the right man in the right place and the right man in the right job.
3. Memonitor dan mengimplementasikan undang-undang dan peraturan yang berlaku mengenai ketenagakerjaan.
4. Menetapakan program kesejahteraan, pengembangan, promosi dan pemberhentian.

Fungsi pertama dari manajemen sumber daya manusia (HR manajemen) adalah pengadaan atau procurement. Proses pengadaan bukanlah proses yang mudah justru sebaliknya karena untuk mendapatkan dan menempatkan orang-orang yang kompeten, serasi, serta efektif tidaklah semudah membeli dan menempatkan mesin.
Karyawan adalah asset utama perusahaan yang menjadi perencana dan pelaku aktif dari setiap aktivitas organisasi. Pengadaan karyawan harus didasarkan pada prinsip apa baru siapa. Apa artinya kita harus terlebih dahulu menetapkan pekerjaan-pekerjaannya berdasarkan uraian pekerjaan. Siapa artinya kita baru mencari orang-orang yanng tepat untuk menduduki jabatan tersebut berdasarkan spesifikasi pekerjaan.
Job Analysis perlu dilakukan agar dapat mendesign organisasi serta menetapkan uraian pekerjaan dan evaluasi pekerjaan. Job Analysis adalah menganalisa dan mendesain pekerjaan apa saja yang harus dikerjakan, bagaimana mengerjakannya dan mengapa pekerjaan ini harus dilakukan.
SIEN Consultants adalah perusahaan konsultan manajemen dimana salah satu divisinya adalah services dibidang HR Manajemen yang meliputi:
a. HR Consultation
b. Training and Development
c. People and Organization Assessment
d. Manpower Supply and Outsourcing
e. Organization Development
f. Payroll Outsourcing
g. Business Process Development
h. Job Analysis
i. Employee Grading and Appraisal
Jika Anda membutuhkan informasi mengenai HR manajemen (manajemen sumber daya manusia) silahkan hubungi Business Consultants Mr. REKO HANDOYO untuk memberi informasi yang Anda butuhkan. Terimakasih.
CALL: REKO HANDOYO (Business Consultant) PT. SIEN Consultant Jakarta, HP: 081389411679, 081932985325, 021-98567515, email: [emailprotected], [emailprotected], http://konsultan-manajemen.com

Shaping Quality Management Processes

admin  Management  

Whether you offer services or products to your customers, ensuring quality to your customers is vital to help to shape a better and more profitable business. You cannot, however, just expect quality and especially if you are running a busy and hectic company you need to have good quality management processes in place to ensure that quality is consistent throughout the organisation.

Before setting the processes involved in quality management, you need to decide what kind of level of service you are expecting in other words, to write a quality policy which sets out a baseline level for the quality you expect each member of staff in your organisation to give. With this policy, everybody knows where they stand and exactly what is required of them in their day to day work tasks.

Quality management isnt only about ensuring customers are happy, although youre likely to want to include a way in which you handle complaints and customer feedback in your management processes but it can also benefit the business in a number of different ways. It will help, for example, to track make records of invoices and receipts in a more efficient and effective way, ensure your staff members are correctly trained and working towards their personal development aims alongside good HR processes and an overall higher level of service or product.

Once youve identified your quality policy, and the areas you would like to cover, the next step is to outline the processes which you already have in place youll find that even if you dont think you have processes in place, there will be a few informal ones you already use. If youve noticed problem areas, or find places where you think there should be some improvement, this is the time to tweak the way in which you work to iron out any of these issues.

Check these processes against the quality policy youve written and identify any that will need processes adding to them to ensure your policy can be upheld before creating a process document. It is really important to remember that your quality management system should adapt and change as your company develops and as new issues arise youre unlikely to get it right first time, so dont be afraid to make changes until you get it right.

You shouldnt be afraid that your business is too small to have a quality management system in place. In fact, smaller companies have a big advantage over large companies when implementing systems of this nature, because having the processes in place early gives a good framework for development and growth.

Remember to include forward thinking processes in your organisation; ensure someone is keeping up to date with the latest changes in legislation and regulations to keep your business one step ahead of the wheel.

Although there is no reason why companies cannot simply use their own resources and people for the task of setting up a quality management policy, help can always be found if youre looking for an expert to give you a hand. Business consultants can help you really lay down good processes and there are standards that you can be accredited to so that you can prove that your quality management system really is of a high quality.