This person is piqued!!!

Today, I find an interesting issue discussed at an HR mailing list. It is about how to fire annoyed staff by not paying his compensation. This staff is complained that he deliberately shows unwell conviction to work by doing minor violations for getting fired and paid compensation from his organization. 

This problem is common to every HR. During my career experience in human resource sector for years, I remember to one annoying staff. Many misdemeanors he did without feeling guilty as he was under somebody’s wing in our company. Indeed, while I sent him Warning Letter twice, not long after that, “his angel” admonished me and with all of his argumentations, the manager advised me not to do it. 

“You must consider how many cost expense for his compensation should we pay before giving him the Warning Letter”, said the Manager.

I fed up at the time, but I took it as a positive advice and giving him a wise  explanation.  

Perhaps, my guidance below will come in useful someday for you:

1. Make a “Self Introspection” to find the exact problem inside by making a  communication to his/her manager line & team work after to the related staff
2. If it is needed, make a discussion meeting of both parties to solve the problem.
3. Give him a verbal warning after you point out Company’s Regulation and his misconducts
4. Make an evaluation and oversee his performance periodically.
5. If he still sets the rules at defiance, send him Warning Letter and ask his commitment by written notice to give a better performance.
6. The last, if those actions are unsuccessful, you may give him a mutation or make a both parties discussion to finish it. If in the final result, the company raises objection to pay his compensation (UU No. 3 Year 2003 Article 62), the termination without pay can be decided after he gets the 3^rd Warning Letter. By notes that unpaid salary, leave and other allowances as stated in UU No. 3 Year 2003 Article 156.

However, this is also HR duties to find out the reason why its staff does not endure to work with. In some companies, it is a procedure to fill in a form and gives a reason of resignation by the related staff. This is to analyze by HR and as reference of conducting good quality of work environment internally and compensation & benefit improvement. 

    

How to Determine Salary Structure as KEPMEN No 102 Year 2004

           Stipulation of determining salary structure in a company completely stated on Ministry Decision (KEPMEN) No 102 Year 2004 which implies that employees, who are classified as thinkers, planners, implementers, and/or controllers of an organization structure and have unlimited working time, are considered not to have overtime for their excess of working hours. Moreover, other supported regulations; these are; SE Dirjen Binawas No 02 Year 1987 gives explanation of staff salary & its overtime who works in remote area and Work Order Manual  NO : 018/PTK/X/2008/REVISI I, available to English Version; No: 018/PTK/V/2005 informs about Field Allowance to employees of Oil & Gas Industry.

          Concept stated in article 4 of the KEPMEN gives undefined kinds of position, compensated to overtime precisely. But, most of organizations categorize their employees into two levels; Staff & Non Staff. Staffs are persons with high grading leveled by job evaluation, high responsibilities, positioned at main structural organization, and get better paid, facilities, benefits and compensations from the company. In fact, Non Staffs are categorized below Staff level in accordance to the job evaluation, responsibilities, position, salary, facilities, benefits and compensations from its employer.

          

          An issue may appear while a non staff is promoted to be a staff. If it is compared to his previous monthly earning, in fact, he got a bigger cash rather than get promotion of being staff. And it will be a dilemma to the staff or a jealousy when the leader has to give approval of overtime for his subordinates.   

           It is the HR duties of being able to analyze and create a comprehensive Job Evaluation, Salary Structure, and Compensation & Benefit. Refer to the legal policy; Non Staff gets maximum 56 hours of monthly overtime. To determine salary structure of Staff & Non Staff, the employers need to calculate it from last 3 months salaries. At least, 20% - 30% staff salary is better to determine higher rather than Non Staff salary.

Chisnell: What social media can offer HR

Chisnell: What social media can offer HR - a video from XpertHR - Employment Intelligence by Michael Carty

A Lesson Learn After Watching SpongeBob Cartoon Today

          I love SpongeBob. This character is funny, innocent, optimistic and always enthusiastic about everything in his life even though his acts sometimes uncontrolled and make a trouble to everyone around him. Love to see his eyes, especially, really bright and show happiness. :)

          This afternoon weekend, together with my siblings, I spend my time by turning on a TV channel and watching SpongeBob SquarePants cartoon movie. In this episode, when SpongeBob’s friend, Squidward; a mean, whinny, stick in the mud and egoist, showed off to his friend that he could do everything. By thinking and imagining he was a good operator crane, self-confidently, even it is too much, he operated the crane with closing his eyes and whispering “I am the operator crane” for many times. At first, yeah.. he was lucky. But then, the big & tall fork hit 3 tall buildings until damaged. It was really crazy but still entertained.

          In our reality, we are often settled in a position that we think we know everything and the pride together with our blood are raced along to the whole of our body. Our too confident on facing problems and solving some issues precisely will kill ourselves. Not like Squidward, our failure is not funny at all.  

          I remember a dialogue spoken by a leader in Ninja movie;

                              “Don’t ever underestimate your enemy” 

It implies us not to take something easily to be handled or underestimate your problems. Just be calm, relax but still focus and believe in yourself that you can solve it. Read your enemy/problem inside, not being blocked by the power/difficulty but find out the weakness inside. Be wiser and made a brilliant tactic to beat it.   

          People with a calm minded and low profile type will be easily to overcome pebbles in their life. And this character must be possessed by a decision maker or a manager.      

Kikim, Another Indonesian Housemaid Killed by Her Employer in Saudi Arabia

          Kikim Komalasari, 23 years old, was tortured and raped before she was killed and her body was founded in a rubbish dump. Moreover, Sumiati, 23 years old, was tortured until her mouth is snipped by her employer.  However, it’s been 10 days since smelled by media and her employer is just under arrested by the Arabian police today. It is very sad and disappointed to hear how late their action and less protection of Human Rights implemented there.

          I can’t imagine how come people conduct it easily and without feeling any guilty. It’s like we are back to Fir’awn era when slavery grind was still permitted and legalized. Recently, many Media in Indonesia critic the government of Saudi Arabian which doesn’t give Human Rights protection to Indonesian Labor settled in the country. This issue actually has emerged to public few years ago. Indonesian society also pushes Indonesian Government to improve protection to its citizen working there. There is a mutual advantage of hiring Indonesian labors, indeed, either by the Saudi Arabian or Indonesian. So, it is the main responsibility they must focus, serve labor welfare of security life. 

          There are 5.563 troublesome Indonesian housemaids (most of them are women) there. All of them gets maltreatment, unreasonably workplace, sexual harassment and unpaid. Possibility, some workers are submitted illegal and by manipulated their age, skill, and graduation.  

          This situation reminds me to essential criteria of recruiting staff. Good communication ability, high intelligent & intellectual of thinking, have a good ability and high skill as needed are the main qualification of what a candidate must need. “Put a man in a right time and a right place” is the common sentence used by an HR. And even, new qualified staff still need induction training and some training to adapt the cultural organization and his/her next responsibilities.

         The operational organization, moreover, must refer to legal Manpower Act by the government, its organization, and get approval from boards of labors, companies, and the government. Welfare to employees, indeed, is the basic of their track and vision.   

          Today, Indonesian government will strictly send its citizens to work abroad, especially to uneducated persons. Moreover, the government will prioritize to give a certified skill to self-defense and mobile phone to them.   

          Perhaps, this issue will be solved soon. Indonesia as the third biggest population in the world is rich by natural resources and even, 

Prof. Arysio Santos in his book “ATLANTIS; the Lost Continent Finally Found”  claims that this is Indonesia. 











The government should be able to maintain those assets and improving human resource of its society.

Reflections on "Best Blog" Lists

Reflections on "Best Blog" Lists

Honing Your HR Communication Skill | Anything HR by Ed

Honing Your HR Communication Skill | Anything HR by Ed

For women, a marriage doesn’t mean a roadblock of your dream.

           Just read an article “How to Feel Good About your Job”, it reminds myself. I took a move from my old company to a better class of organization but in different type of sector as my career enhancement. In fact, I found that the organization does not provide enrichment of what I am looking for. Some people consider to be hired in an organization is not only because they want to be in a safe position and career. A job is also a place where you can enrich your skill and knowledge. There is a pleasure I feel in it.

          While I share it to people at my present society, I found, a disappointed concept of woman in career. People here, tend to choose a job which offer securing future life with less trial of career enhancement (please see my article "Which organization highly chosen is?"). Most educated women by age below 30 years old have had a concept to focus on marriage and have a career, is a plus. A mind set to think that being thankful for what God has given to you and just follow your destiny like how the water flows are better rather than take a risky stage for reaching your truly dream. I am surprised, in 2010, this concept is still well bloom at people's minds. 

          Thanks God, there is a man; a successful man gives his support for my dream. A defense words is given after people insinuate by saying that my ambitions is too high, impossible and less of being thankful to what God has given. He defense me by saying; “A success one will not easily feel pleasure for what he/she reached, an ambition followed by a big-smart trial to make a change is the essential way of success”.

          Life is a choice and opportunity only comes once. How bad/good an experience life will you get, is only you who truly feel it. Being wiser and selfish, sometimes, is needed in life. For women, a marriage doesn’t mean a roadblock of your career. Many success women can still keep their marriage and career happily in togetherness. 

         So, what’s your choice?

Which organization highly chosen is?

          Every organization has its own strategy of compensations and benefits to attract candidates and motivate its own competence and qualified staff to work productively. Commonly Human Resource is divided into two parts; Human Resource Development (HRD) and Human Resource Management (HRM). Concern to the roles and functions, HRD plans investment cost to Human Capital and HRM spends for compensation on services & contribution.

          But not all companies offer balance rewards to their staff. Some companies serve their staff by paying them highly in compensation by cash; big salary, allowances, bonus and incentives, by differed; termination allowance, insurance and profit sharing, and with benefit; medical insurance or compensation, good facilities, training & etc. In fact, some people sometimes are better to choose positive workplace rather than have a big wallet and bewitched saving account from another company. Each organization has its typical of benefits and compensations and use manpower act as the reference.

          For example, In Indonesia today, an opening vacancy from governmental department published every year can still be able to absorb a lot of young generations applying it. Even though the rate salary is lower, increment salary and career enhancement are slower rather than some private companies, people attention to this job is still bigger as the department offers an easier passing exams, a positive workplace and securing good future life.

Things That New Staff Need to Know

          Anyone will be happy if they get a good offering job from a prestige company. After signing a contract and get a picture of salary and benefits, most new staff will be highly enthusiastic to start their jobs. The outsiders firstly do not know exactly what the conditions, operations, systems and/or cultural organization are. At first working, some companies only give an outline introduction. A good welcoming treat, either formal or informal, from the organization will be useful. But, what about if you are, in a position of a new staff, and at first day of work; no desk, no table, no computer, no manager line, all people are busy to their duties, and no hand-over notes or less of induction to your responsibility,   get confused, bored and sorry after joining the organization possibly come into your mind.  There are some things for new staff needs to know at their first joining the organization.

1. Assure your salary, compensation, benefits & facilities package, long-term of contract, manager line, & workplace, and read carefully the legal document & job description before signing the contract.
2. Be assure that this is the job you are looking for, it is capable to your capability and commit to yourself to be a part of the organization
3. Don’t forget to ask anything you need to know before signing the legal document
4. At first day, you may ask and assure any facilities they promised are available, and also training/induction for new hire.
5. Communicate clearly to your manager line what your responsibilities & duties are and technical procedure of your jobs & organization have
6. Identify people in line with your duties and their responsibilities
7. Get a good communication and a close relationship with people at your office including your manager line and people in line with your job
8. Find out how the system, procedure & cultural of organization and personal characteristics of people there, but don’t forget to be objectively
9. Make a note if you need for something importance to be remembered
10. Please adapt to the structure, system and procedure but don’t leave your style as this is your identity. Just make it balance. If a conflict reveals, think positively that this is only a lesson learn for your improvement.   

          Now, can you tell me your experience of first joining to your organization? Did that list above include to your first day of working in your company? If any more information should be needed, please tell us. However, may those things will be useful for you.

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.