Senin, 28 Desember 2009

[Head-Hunter] Honesty and Integrity Pre-Employment Tests - 14 Januari 2010

 

HRD Forum One Day Workshop
Honesty and Integrity Pre-Employment Tests
 Rp 2.000.000
14 Januari 2010, Hotel The Acacia - Jakarta

 
A.  New survey reveals that?
Young workers (age 18 to 24 years old) in the United States are twice as likely as older colleagues to steal office supplies for home use without thinking it is wrong according to a April 2006 Spherion Workplace Snapshot survey. And all those missing paper clips and pens add up to more than $50 billion a year.
"A lot of people that steal don't consider it stealing. They just consider it taking things or that it's a fringe benefit," said John Case, head of Employeetheft.com, a security consulting firm based in Del Mar, California.
 
WORKPLACE THEFT
The types of cash, merchandise and property theft respondents most often admitted to were:
-      Taking company supplies for personal use (35%)
-      Taking merchandise or equipment (17%)
-      Giving or receiving refunds for unpurchased items (7%)
-     49 percent of the respondents admitted eating food without paying, many of the employees   indicated that they were allowed to
-      44 percent of the employees admitted engaging in some type of cash, merchandise or property theft
 
ABSENTEEISM AND TARDINESS
-       42 percent of the respondents had come to work late without permission
-       24 percent had left work early without authorization
-      19 percent had abused sick days
-      18 percent had been absent from work without good reason
-      In total, 59 percent of the sample admitted to some type of "time theft." Nineteen percent reported that they committed some type of time theft at least once a month.
Source :McGraw-Hill/London House and National Food Service Security Council survey of restaurant and fast food employees Copyright © 1995, McGraw-Hill/London House  
 
Nonproductive Computer Use at Work
-      Very few respondents (2.2%) reported spending more than 12 hours a week using their work computer to catch up on personal tasks (e.g., banking, shopping, vacation planning), with 18% spending at least one hour per week doing so. Approximately 50% indicated that they never used their work computer to catch up on personal tasks.
-      Only .4% indicated spending more than 12 hours a week using their work computers to "take breaks" from their day (e.g., sending personal email, surfing the web, playing games). Nearly 17% spent at least one hour per week "taking breaks" while 46% reported never doing so. These latter two questions, combined,
 (Source : Nonproductive Computer Use at Work: Results from the 2001 National Work Opinion Survey)
 
B.  What is HIPET?
There is wide-spread concern about the honesty and integrity of employees.  Most organizations have serious problems of pilferage, absenteeism, tardiness, employee disagreements that lead to violence, drug and alcohol abuse, and computer misuse.   The annual loss from these counterproductive behaviors is estimated in the billions of dollars.  There was a clear need for a brief assessment that could be used as part of the pre-employment screening process.   HIPET (Honesty and Integrity Pre-Employment Tests) was developed to meet that need.
HIPET  assesses six areas of potentially counterproductive behaviors by a self-descriptive inventory that taps six substantive areas of concern as well a Good Impression (validity) scale.  
  • Hostility
  • Conscientiousness
  • Integrity
  • Substance Abuse
  • Sexual Harassment
  • Computer Misuse
HIPET is modular with four "core" scales and then three additional scales that can be added as needed.   The core assessment is 80 true/false questions and if all the core scales are added, the assessment is 140 questions.  The scores produce a HIPET profile which can then be compared to successful and less successful incumbents in a variety of jobs.
Developed in an English and Bahasa Indonesia -language version, this assessment takes only 10-12 minutes to complete.   HIPET is a web-based system, but it can be given on paper if necessary (if given on paper, the responses would be entered into the scoring software in order to generating reports).
The HIPET Assessment provides three valuable reports for the user:
  • Interpretive Report:  Describes the score in each scale and what it means.
  • Graph Report:  A quick snapshot of the participant's scores and what level of concern they fall into.
  • Behavioral Interview Question Report:  Follow-up questions based on which assessment items the participant answered in a "counter-productive" manner.
C. Why HIPET? Learn Why HIPET Assessment beats the competition every time
 
Features
Benefits
Quick  
  • 8-15 minutes for HIPET Assessment
  •  Get great data quick.
  •  No proctoring required.
Easy to Use
  • No extensive training.
  • No professional Interpretation needed.
Descriptive 
  • Rather than just giving a score or a scale for a trait, Clues tells how candidate will function in a job.
  • No guessing or interpretation necessary. Any person can read and understand the reports.
Business use
  • Designed specifically for Business Use
  • Unlike many other tests including Meyers Briggs, 16PF, Caliper, and Berkman which were designed  as clinical tools.
Normative Instrument
  • Normed on general population using latest psychometric principles with the ability to norm for individual clients or groups.
  • Assessment results reflect comparison to general population as opposed to simply a score.
Faking Scale
  • Is candidate truthful, or just telling us what they think we want to hear?
  • Make sure you know the data is accurate
Honesty/Integrity  
  • Measures honesty, dependability and aggression
  • Includes optional scales for Substance Abuse, Computer Abuse and Sexual Harassment.
  • The most modern, encompassing honesty
    assessment on the market.
Respected Psychologists
  • Assessments are developed by world renowned and respected psychologists Dr. Leonard Goodstein and Dr. Richard Lanyon.
  • You gain from their years of experience and
    know the assessment is built right.
ROI
  • Most companies will achieve ROI of well over 60:1 using the Clues assessments
  • Tools are as cost efficient as they are informative.
Available in Multiple Languages
  • English  
  • Bahasa Indonesia  version
  • Consistency across the world for multi-nationals
 
Expected Corporate Benefits From Using CluesAssessments
§          Dramatically Reduce Cost Per Hire
§          Reduce Turnover Rates By 10-50% in First Year
§          Increase Productivity Due to Better Job Fit
§          Improved Employee Morale
§          Reduce Workers Compensation Costs 5-15%
§          Identify Future Leaders and Corporate Bench Strength
 
D.    Investment 
Rp. 2.500.000 (Early bird Rp 2.000.000,-jika pembayaran sebelum 14 Januari 2010) per participant including :
-      Lunch and Coffee Break
-     HIPET  Introductory Kit; (includes HIPET Manual, Scoring templates, Assessment Booklets, HIPET Behavioral Interview Guide, includes Scoring Software with Unlimited Version)
 
E.     Participants
HR Practitioner, Loss Prevention Manager, Store Manager, Psychologist, Recruiter, Head Hunters, etc.
 
Venue
Hotel The Acacia - Jakarta
 
No Account
BCA - KCP Ahmad Yani - Bekasi
No. Rek : 739 041 0829  a/n  Bahari Antono

Informasi & Pendaftaran :
Ms. Rani Kartika
Ms. Citra Permata Sari
 
Hotline
08788-1000-100
08788-1888-899
021-70692748
0815 1049 0007

email :
Event@HRD-Forum.com



Formulir Pendaftaran HIPET
Nama                   : ..........................................................
Perusahaan         : ..........................................................
Alamat                 : ..........................................................
Telp/HP               : ..........................................................
Email                   : ..........................................................
Tanggal Transfer   : ..........................................................
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[Head-Hunter] The Psychology of Talent Management |12-13 Januari 2010

 

HRD Forum Two Days Workshop
The Psychology of Talent Management
Rp. 3.500.000,- /participant
 12 - 13 Januari 2010 | Salah Satu Hotel di Jakarta

All organizations are looking for gifted, motivated and loyal staff. They recognize this as a major key to their future success.
 
But what is talent? Where you find it? How can you measure it? And what are the issues in managing talented individuals? Are talent types particularly prone to breakdown? Can you take 'average types' and exploit their talent?
 
This course will answer these questions by bringing together findings from many of the social sciences, particularly organizational psychology.


Course Content
 
Day 1
Main stream of Talent Management : Strength Based Vs. Weakness Based
Identifying and measuring high-flyers
Defining talent, fast-stream, high-flyers
o       who are they?
o       what is their typical background?
·        The psychology of giftedness, genius and creativity
o       what do we know about especially creative individuals in the arts and sciences?
o       is talent born or made?
·        Cognitive ability and social intelligences
o       what is the ability profile of high average vs. high-flyers?
o       what are their preferences and values?
·        Case studies of high-flyers
o       can we develop a profile of what to look for when trying to recruit and select high-flyers?
o       what motivates the high-flyer?
·        Case studies from organizations that have adopted talent management
o       how can the organization gain competitive advantage by managing talent?
 
 
Day 2
·        Assessing, managing and developing talent in people
·        Assessment centers for special talent
o       Instruments to assess talent
o       Personality Assessment Tools : MBTI, DiSC, 16 PF
o       Intellectual and Aptitude Tools : WPT, Hay Battery test
o       Attitude, Preference and  Interest Tools : SDS, RMIB
o       Strength Finder Tools
·        Coaching, mentoring and developing the best
o       coaching people to develop their knowledge, social skills and political awareness
o       succession planning and career development
o       How do organizations retain these talented people?
·        The Icarus syndrome: preventing derailment and spotting problem cases early
o       personality disorders associated with narcissism and sociopath
·        Rewarding talented people
o       do talented people need different reward incentives?
o       social vs. monetary rewards
·        A cost-benefit analysis of seeking out the very best as opposed to the very good.
 
Who Should Attend
 
Those involved with recruitment and selection, coaching and mentoring, developing and advising fast-stream, talented joiners and those identified as high-flyers in middle management.
 
By the end of the course you will be able to
 
describe the characteristics of talented people
measure the abilities, preferences and values of individuals in order to evaluate talent
use various empirically tested conceptual models of
a creativity
personality disorders
cognitive ability
social intelligences
explain where to recruit talented individuals
consider the implications of managing, coaching and developing fast-stream high-flyers.
assess some of the special needs with regards to rewarding talented individuals and their possibly special reward packages.
 
Tutors
Heru Wiryanto
Beliau adalah Lulusan Psikologi Universitas Padjadjaran, Mantan Ketua Kompartemen Alat Ukur dan Metode Pemeriksaan Psikologi Himpunan Psikologi Indonesia (Pengurus Pusat Himpsi), Member dari American Psycholgist Association, British Psychologist Society, beliau juga Assisted the International Personnel Management Assoc Assessment Council, Master Trainer for Graphology and Psychometric Tools. Sekarang beliau sedang menyelesaikan program S3 di Universitas Indonesia.

Tanggal & Waktu
12 - 13 Januari 2010
9.00 s/d 16.00 WIB

Lokasi
Salah Satu Hotel di Jakarta

Investasi
Rp. 3.500.000,-

Tempat Terbatas !!
 
Informasi & Pendaftaran
Ms. Rani Kartika
Ms. Citra Permata Sari
 
Hotline
08788-1000-100
08788-1888-899
021-70692748
0815 1049 0007   
              
No Account
BCA - KCP Ahmad Yani - Bekasi
No. Rek : 739 041 0829  a/n  Bahari Antono

Visit Our Website
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Our Mailing List
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Formulir Pendaftaran "The Psychology of Talent Management"
Nama                   : ..........................................................
Company              : ..........................................................
Alamat                 : ..........................................................
Telp/HP                : ..........................................................
Email                   : ..........................................................
Tanggal Transfer   : ..........................................................

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[Head-Hunter] Training : WORKLOAD ANALYSIS - analisa beban kerja | 11 Januari 2010

 

 
HRD Forum One Day Workshop
WORKLOAD ANALYSIS
analisa beban kerja
Bonus: Manual Panduan Workforce Planning (MPP)
11 Januari 2010
Investasi Hanya Rp. 1.250.000,-

LATAR BELAKANG

Salah satu titik kritis dan strategis dalam measurement adalah workload analysis atau analisa beban kerja. Dari sinilah kemudian berkembang berbagai teori dan turunannya seperti Full Time Equivalent Employment dan masih banyak lagi. Karena strategisnya, beban kerja mampu mempengaruhi KPI dan strategic iniciative-nya yang pada akhirnya mempengaruhi hasil dari individual/group performance. Hal inilah yang kemudian menjadikan workload masuk kedalam berbagai rumus Human Capital.

HR Planning atau man power planning baik jangka pendek maupun jangka panjang juga tidak akan lepas dari analisis beban kerja. Analisanya cukup sederhana, pembagian beban kerja pada setiap individu/group akan mempengaruhi Man Power Planning sehingga berpengaruh pula dalam recruitment baik internal maupun eksternal dan akhirnya pada corporate planning. Bahkan pada Business Process Re-engineering (BPR), workload analysis cukup mendapat perhatian yang serius karena pada prinsipnya bertujuan untuk membuat proses organisasi lebih efektif dan efisien.
Karena strategisnya workload analysis, HRD Forum menyajikan workshop yang akan membantu peserta dalam menganalis beban kerja secara komprehensif, step by step, mulai dari persiapan sampai penyajian laporannya sehingga layak untuk konsumsi user.
 
Outline:
09.00 - Selesai
1. Pengantar
2. Prinsip-prinsip dasar workload analysis
3. Fungsi dan kegunaan workload analysis:
    - Beban kerja per individu / Unit kerja
    - Man Power planning
    - Reenginering Business process
    - Efisiensi
4. Pendekatan workload analysis dengan FTE
5. Latihan-latihan menghitung workload analysis
    Mengingat hampir separuh waktu training menggunakan latihan, maka peserta diharapkan membawa alat hitung (kalkulator)
 
Metode: Kelas interaktif (ceramah dan studi kasus)
 
NO ACCOUNT
BCA - KCP Ahmad Yani - Bekasi
No. Rek : 739 041 0829  a/n  Bahari Antono
 
LOKASI
Hotel Bintang Griya Wisata
 
INFORMATION & PENDAFTARAN
Ms. Rani Kartika
Ms. Citra Permata Sari
 
Hotline
08788-1000-100
08788-1888-899
021-70692748
0815 1049 0007

Email: Event@HRD-Forum.com
Website: http://HRD-Forum.com

Form Pendaftaran Workload Analysis -  11 Januari 2010
Name               : ……………………
Company           : ………………
Address             : ………………..
Phone/HP          : ……………..
E-mail                : …………………..
Date of Transfer   : ……..

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[Head-Hunter] vacancy at shipping company as Temporary Secretary

 

We are containerized public listed shipping company looking for qualified and highly motivated candidates for the following positions:

 

TEMPORARY SECRETARY

 

Qualification :

  1. Female, 23 - 25 years old
  2. Diploma degree from secretary with min. GPA 3.00 out of 4.00 scale.  3. Has 1 year experience as secretary
  3. PC literate (Excel (advance), Word, Aces, Visio, & Power Point).
  4. Good analytical thinking, initiatif, fast learner, leadership skill, managerial skill

If you meet above requirements or interested, please submit your complete application Letter, CV and Latest Photographs to:

PT. Pelayaran Tempuran Emas Tbk.
Jl.Tembang No.51
Tanjung Priok -- Jakarta Utara
Jakarta 14310
Indonesia
E-mail : recruitment@temasline.com

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---------
agenda lengkap ada di :
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