Why It is Important to Hire Non Local Staff at Particular Positions

          There are some big organizations which have sub-offices located in some areas depended to their project sites. This also reveals increasing staff requisitions as department needed.  Most Human Resource will only recruit staff for managerial levels who will be assigned to project sites. The other positions, below managerial level, are directly handled by Local Human Resource department. However, this system is not always used by HR. Sometimes an HR will be assigned to the project site for recruitment process only and no HR Department settled in the sites. By this system, all Human Resource scope of works is concentrated to central Office.

          Importance of hiring managerial level for Office Support and settled to Project areas depends on how big the project is. If the requisition meets, HR will make an open vacancy and the recruitment will be conducted. Two particular levels in Office Support which are considered better not be opened to local community are Finance & HR department. These positions handle all confidential duties of the organization as they handle mains of company’s asset; money and manpower. However, a company may recruit a capability person from the local staffs for the project leader as he/she can be a symbol of the organization and reflects a positive image.

          An HR Officer/Supervisor assigned to a project area have almost same responsibility with HR Manager in central office. This position has functions on day to day of HR duties especially about staff recruitment and development. Being neutral, wiser, and able to determine what is right and wrong are the most criteria of an HR managerial level. It will be useful for solving staff issues arise. If a local staff is recruited to this managerial level, a possibility to give a different treat and being injustice to staff will be bigger. Imbalance treats and career opportunity among staff based on their cultural background can be a problem to this organization. It is different if the HR is led by a non local staff. Automatically, staff majorly hired from local background as requested by the local government. And a chance to create different treat possibly will not happen as they will think objectively with no any purpose. However, hiring other HR positions below managerial level is possibly to local community. 

          Finance officer/supervisor has responsible to prepare financial reports, strategic plans, budget, & forecasts and develop accounting and management policies & procedures. The position must be fulfilled by someone who has a good leadership, abroad knowledge of Finance in an organization, honest, neutral, has a high commitment and loyal to his/her organization. This person must also be a big trustee from the owner. The owner or Executive Management tends to have a big trust to non local staff as they thing that the organization will be safely handled. Moreover, operational cost and budget of the project must only be known and managed by the managerial level, including HR too.

          You may agree or disagree to this discussion above. But, most organizations use this system as considered to their operational organization. Support Managerial level especially, is closed to organizational confidential system. In fact, either local or non local and ignoring any backgrounds of the manager, one thing should be reminded is to put and implement a fairness in every step of operational system and able to hold confidentiality of organization.

If HR Managerial Position Hasn’t Yet Been Fulfilled for a Long Time Period

          A weakness of a long term-emptiness to Managerial positioned in Human Resource of a big organization may give a bad impact to management system and less of implementation to company’s regulation.

          Human Resource holds everything related to Manpower and conducts implementation of regulations either from the company itself or the government. Indonesian government enforces all companies existed in this country to follow its Manpower Act No 3 Year 2003 as their guidance to manage their workers and labors. Instructions, Decisions or Rules of President and Governmental or Ministry Decisions are legally issued to give more explanations and support the Manpower Act. But, the government also gives a right to every organization to make their own rules, by, of course, legally approved from some authorities determined by the government. It’s only one aim from those rules and regulations that is to create a mutual gain between the company and workers/labors especially to society welfare as the responsibility of the Government.  

  

An HR position at managerial level is responsible to design, plan, & implement HR policies and procedures in charge of recruitment, salary, compensation & benefit, and career & development management by performance evaluation of staff. Commonly, in HR sector, a team is divided by some positions and is led by the managerial level. So, if in a long-term period, a missing leader happens, a big deviation might possibly arise.

          These deviations can happen to the management and staff levels. Deviation purpose reveals from taken over by non-authorization of HR responsibilities and its poor acknowledgment. To the management, it can be injustice hiring, less strict of company’s rule implementation, creating incompatibility of cultural organization to the rules, confusing managerial system and company’s rules & procedures by staff, especially to new hire, misconduct of Manpower rules & regulations and careless of Staff Development as considering them as the biggest company asset.

          People will choose to stay in a company/organization if they find the workplace is comfortable, a good & clear of management system & procedures, offer interested salary & benefits, care to the staff development and give fairly career improvement to all staff. Otherwise, people will not think that they are as the part of the organization and will not be enthusiastic to work if misconduct of HR policies a rise. A bad trait of staff and new hires, will impact to their weak synergy of work. While the statistic shows increasing turnover of manpower, it may result negative effect to company’s operational and staff cost. 

           A leader of an organization must be aware if in his under organization, this emptiness position happened. Human Resource is the most importance part in this structural organization and can’t be replaced by incapability person or the position removed. Human Resource is not only responsible to administrative duties as traditional perceptions. Today, decision maker to organization development and operational system also a part of an HR Manager responsibility together with other managers.