SEMINAR
Creating a Learning Culture

DAY / DATE / VENUE
Tuesday : 03 June 2008 : 08.00 – 16.00
The Financial Club, Graha Niaga 27th floor
Jalan Jenderal Sudirman Kav. 58
Jakarta 12190 – Indonesia

TOPICS COVERED
What is a learning culture
Strategies for developing a learning culture
Challenges in implementing a learning culture development program and how to overcome them.

SPEAKERS
IHRP Team

SEMINAR FEE
- Members : Rp 500,000.–
- Non members : Rp 1200,000.–
- Including lunch & refreshments

REGISTRATION
Ms. Pratami
Administration Officer IHRP Society
Phone: 021 – 70620373 Fax: 021-7452049
Website: www.ihrpsociety.com
Email: adminofficer@ihrpsociety.com

More articles can be found at:

http://www.infosdm.com/infosdmforum/index.php

(By Amy Maingault)

First, consider the impact of your actions on fellow co-workers. Will what you do affect their ability to complete their work? Will it offend any of their five senses—for example, cause a distracting noise? Will it draw undue attention to their mistakes or faults? If the answer to any of these questions is “yes,” then consider an alternative. While you will not be able to avoid affecting others through your actions all the time, considering the impact your actions have may help you minimize the impact.

READ THE FULL ARTICLE

As we move rapidly from a manufacturing to a service-based economy, the importance of human capital as a key marketplace differentiator has become increasingly evident. Companies have come to realize they need to hire, develop, and retain superior talent if they are to differentiate themselves from others and achieve competitive preeminence in the marketplace.

There should be little question in people’s minds about the importance of human capital to organizational success. Companies such as Microsoft and General Electric have long demonstrated that having a superior workforce is key to sustained market preeminence and business success. In fact, studies by McKinsey and others have consistently proven a factor frequently differentiating successful from unsuccessful companies is the time spent by their senior management in “talent management”. Leaders of highly successful organizations are known to spend better than 50% of their time in
the assessment, development and selection of their firm’s human assets.

What is not clearly understood by many, however, is the tie-in between people and profits. There should be no mystery here. There is a direct relationship between people and profits, and that relationship is captured in one word – “competencies”. It is the competency level of the workforce that determines how well that workforce plans, organizes and controls all other business assets (i.e., capital, raw materials, equipment, technology and people). A highly competent workforce will tend to manage these assets well, rewarding their employer with higher productivity and profits. Low competent workforces do just the opposite, draining profits away.

READ THE FULL ARTICLE

Market pay is vital

Is the pay in your organization competitive with the pay in today’s job market? You can answer this question by taking a look at the quantity and caliber of the applicants who you are attracting. Equally, high employee retention rates demonstrate a great deal about your organization’s competitiveness in the marketplace. Regardless of what workplace studies reveal, working is about compensation. Working can be about much more, too, but the bottom line for people is that their work must pay their bills. Employees desire reasonable, viable, and market-responsive salaries. Compensation is the visible demonstration that an employee’s work is valued. Consequently, effective compensation is one of an employer’s most important and powerful communication tools.

Collecting market pay data

Therefore, the value that you assign to jobs in your organization’s compensation system should be driven by the most up-to-date information about market pay. You can obtain practical market pay data, which includes information about salary, benefits, and bonuses, from a continual analysis of the competitive job market. Large organizations, which have many resources and compensation professionals, might even design and administer custom surveys to regularly obtain market pay data. Smaller organizations must use market surveys conducted by national, local, and professional associations.

Or you can match your jobs to commercially available compensation studies that provide compensation information for:

• Your industry
• Your geographic region
• Your company size
• The number of people that you employ
• Your job descriptions

Read The Full Article

Pray
Prayer is two-way communication, so talk to God and ask him for wisdom – then listen for his answer.

Define the Decision that Must be Made
Ask yourself: What am I trying to achieve with this decision? What is the problem that must be solved? What are my options? Avoid looking at the decision in either/or terms. There are often three or more options to any decision, so think creatively and expand your options.

Gather Information
Get as much information as possible – but don’t wait too long to decide. Avoid getting caught in “the paralysis of analysis.” Usually a good decision can be made with considerably less than 100 percent of the available information; 50 to 75 percent is usually sufficient.

Make a List of Pros and Cons
This will help you to think clearly and logically about the decision you must make.

Listen to Your Instincts and Intuition
This does not mean, “trust your feelings.” Feelings are never a good substitute for clear-eyed analysis. But most decisions are improved by listening to your intuition as well as your logic.

If Still Undecided, Consider Your Worst-Case Scenario
What is the worst thing that can happen if you decide this way or that way? Considering your worst-case scenario will help you identify the uncertainty and anxiety that keep you from deciding – and it will bring clarity to your thinking.

Seek Counsel from Trusted Advisors
“In the multitude of counsellors there is safety.” Sometimes an outside perspective can bring clarity to the situation. You don’t have to take the advice of other people, but it is wise to listen and at least consider it.

Make a Decision
Don’t stall, don’t procrastinate – decide. Then act on your decision and trust the guidance God gave you in answer to your prayer.

If you think you are beaten, you are;
If you think you dare not, you won’t.
If you like to win, but don’t think you can,
It’s almost a cinch you won’t.

If you think you’ll lose, you’ve lost.
For out in the world you’ll find
Success begins with a fellow’s will;
It’s all in a state of mind.

If you think you’re outclassed, you are;
You’ve got to think higher to rise.
You’ve got to be sure of yourself before
You can win a prize.

Think big and your deeds will grow.
Think small and you’ll fall behind.
Think that you can, and you will.
It’s all in a state of mind.

Life’s battles don’t always go
To the stronger, faster man;
But sooner or later the man who wins
Is the fellow who thinks he can.

A recent research in Australia and New Zeakand by Human Synergistics, a specialist NZ leadership and culture company, shows that men tend to be more dissatisfied at work.

The study was conducted in April to evaluate employee job satisfaction and staying-power in 182 New Zealand and Australian companies, using Human Synergistics’ Organisational Effectiveness Inventory (OEI). 11,658 individuals were involved and the conclusion was that generally women are much happier in their jobs, and are much more satisfied with their employment, than their male colleagues.

READ THE FULL ARTICLE

Executives, managers and organization staff members universally explore ways to improve business results and profitability.

Many view team-based, horizontal, organization structures as the best design for involving all employees in creating business success.

If your team improvement efforts are not living up to your expectations, this self-diagnosing checklist may tell you why. Successful team building, that creates effective, focused work teams, requires attention to each of the following.

1. Clear Expectations: Has executive leadership clearly communicated its expectations for the team’s performance and expected outcomes? Do team members understand why the team was created?

READ THE FULL ARTICLE

1.Recognize your skills, interests, and values.
Success in your career starts with you, so it makes sense to start your career search with a thorough understanding of what you do best, what you enjoy doing, and what is most important to you. Clicking on this section will offer you a variety of on-campus and internet resources to help you describe yourself in terms of your skills, interests, and values.

2.Explore the possibilities.
Knowing what you want and what you are good at doing is a starting point. A next step is to determine the kinds of industries, organizations, and work settings that will make the best use of what you want and you have to offer. Clicking on this section will lead you to a list of resources for discovering what is “out there.”

3.Connect your skills, interests, and values with majors.
While some occupations require specific fields of study–you can’t be a surgeon, for example, without a medical degree–many fields allow entry from a variety of majors and career preparation programs. Similarly, a single major can provide preparation for a wide range of career opportunities. So, it is important to find out what majors can lead you in the career directions you want to go and what completing those majors will involve. You will also want to know how minors, certificates, and electives can add to the skills developed by your major. Clicking on this section will take you to a list of resources for finding out more about academic programs at UNI and for connecting majors with job titles.

4.Gather information on specific careers.
Once you have identified majors and broad fields of interest, you’ll want to find out more about the occupations related to those majors and fields. What would you do on a day-to-day basis? What is the employment outlook? What salary ranges are possible? What does it take to get your first job and to move ahead in the profession? Clicking on this section will provide you with a variety of resources for finding out more about the specific career areas that interest you.

5.Develop career-related skills and experience.
Employers look for more than a college degree when they hire. In addition to academic preparation, they want personal qualities like flexibility and initiative and functional skills such as oral and written communication, relationship-building, and organizing and planning, which apply across career fields. In addition, surveys of what employers look for in new college graduates have consistently emphasized the importance of career-related experience. Clicking on this section will lead you to a menu of ways to develop your career-related skills and add to the experience you can list on your resume.