B.individual managemet rewrite,seno hartono

Human Resources Prof. Syamsir Abduh
STRATEGY OF PERMANENT EDUCATION OF HUMAN RESOURCES
Najdeska, Katerina Angelevska, PhD; Rakichevikj, Gabriela. Faculty of Tourism and Hospitality
Management in Opatija. Biennial International Congress. Tourism & Hospitality Industry (2010):
712-716.

85

HUMAN RESOURCE
MANAGEMENT
B. individual Journal

SENO HARTONO
@Seno Hartono 1163620078 1

712-716.
Abstract:

This journal discusses education of human resources is necessary throughout the working life and that
for all employees (at different managerial and non-managerial levels). Education human resources is self-
improvement for individual company and may become manager who succeeded in his work. Therefore in
determining activity work, an approach systematic and specific training program required an appropriate
analysis in order identify needs exercise and good training for employees. With fact that the success of
job in hospitality and tourism, mostly depends quality human resources shall emphasized the importance
of increasing the and investment suit in ( in ) of human resources. The best ways to services provided;
service quality by / with employees is allocation hr enough. Development of human resources in ( in ) an
enterprise specif held through / until some format lesson. Most importantly of all are a company and
individual need to invest in education of human resources so that company employees can competent in
completing the job.

Headnote

Education for every employees of the company is a process that lasts all his life and as a means of
developing themselves to increase performance and gain. Education human resources for the company is
need along; the entire working time and that for all employees ( on a level not managerial and managerial
different ). Human resources development have the meaning of major importance for companies and a
responsibility to all the manager great success. In order to determine the activity of work, good a
systematic approach and training programs specif necessary. Hence, according to an analysis is necessary
in order to identify purposes exercises and training to referring to management.

With the fact that success in providing [Services; Services] and quality [by/with] employee is allocated a
sufficient HR. The development of human resources at (in) a specific company through organized/until a
few formatting lessons. Most important of all, both companies and individuals, the need to invest in
human scholars.

Keywords: permanent education, human resources, managers, training programs, strategies (Proquest: ...
denotes the formula omits.)

Introduction

Self-improvement employees company has the importance for corporations and accountability for
managers who success. Education is a process that lasts all; entire life, education human resources are
need throughout; all been working for all employees ( on the managerial distinctive and not ( any ) tiers
managerial ). It was an excuse for analysis corresponding to identify needs exercise. Management in turn
assign connection between a training and development programme in area specific and rested on it ' s
determined priority programs. All training programs have to indorse fees ( that ) important to realization.
Technical ability employees need to be differentiated and require special attention; especially once to
associated with employed in hospitality and tourism in direct contact with customers.

Education and training for those who enter into direct contact with tourists is very important by the proper
for is required to pay particular attention to the essential meaning to invest in training for associated with


712-716.
employees to speak more morphemes, to know psychology tourists, to be able to continue to increase to
offer better services.

Because a successful operation is requisite to provide staff touristic with knowledge tourism technical,
ability to successfully communicate with ( person ) on another and feelings / understanding
responsibilities at work. Is requisite to set goals long-term and the short, but also to kembang; right a plan
for achieving them / her. People must work for fixed a feeling / understanding people through / until
development goals from all members of the unity especially where / if program tourism may disturb
various interest. Hence, activity organisatoris need covering vice; example all groups interested.

1. STRATEGIC elements for HUMAN RESOURCE EDUCATION PERMANENT

An individual manner will acquire knowledge that they depending on several factors, but in general it
exercised spontaneously or sistimatically, or through / until experience and theoretical education system.
An element of self-improvement human resources have the strategic value of human resources for
education permanent is where companies who devises is: lessons, education, training and development. A
lesson is a change for the permanent or permanent ), concerning individuals ( under certain conditions
may be declared, ( which ) and which is the result of; teknologi previous activity of individual ',
( gibberish / putridity, radojnic, 1995 ). The process of a lesson involves the expansion of knowledge that
continues as / when practical and theoretical, with an intention ( over ) individuals to be able to continue
to increase to play a part for the operation of better, that which is effective and efficient ( over ) the
company.

Education as an element self-improvement employees of a company is the procurement of systematic
knowledge of through / until institutions, and on the other side is attended by a base densely for its very
interesting skills and knowledge into practice. The process by which the field of education ( over )
individual ailowed more easily overcome problems meeting in the workplace and outside the company. '
public education, education professional especially in ( in ) the area of specific ailowed, or at least make it
easier for some of the format of vocational training; teknologi specif ', ( chukich, 2004 ).

Self-improvement individual personal attended by the development of; teknologi skills and capacities.
Any part of them / her one / a man begets and kembang; right through / until the process of education, and
parts; part of what was the result of prakasa himself who acquire new knowledge, and skills who
( which ) a learned person to better fit inside the structure of an organ of the company. The chain of last is
in the process of human resources development, is training or instruction for directly affect the quality of
the implementation of the job in ( in ) the company. Training professional who is really involving
planning sensible and the study systematic ( over ) behavior of an individual in ( in ) doing / held upon
specific tasks

.

2. Necessity of education; teknologi hr permanent in conviviality ( in ) of the company


712-716.
The quality of the quality of services; the service mostly depends on the quality of human resources
twined together. That is why to emphasize the importance of care required in accordance and investment
sufficient in ( in ) human resources. Team management make a decision for election; teknologi of human
resources high quality in order to promote further. Particular attention should be given to the choice of an
employee the best business conviviality, presenting who ( which ) really mean they hired to attend the
company. Because of that it is essential to choose the one who has a positive thing energy and have a
positive approach to work ( they think positively, not just for themselves but for corporations ).

By monitoring the training, employees of the company should be able to carry out their respective skills.
Therefore the program it should be planned and the practical need to acquire skills to allow for effective
and successful. the most important skills that are important for (a) [the] success do (concerning) the work
had priority then follow the less important skills.

Practical experience increased/kan reputation and/assessment of maximum load (concerning the) trainer.
The choice of implementation success coach (concerning) training program. All that ought to have by
potens coaches need to have the ability to communicate with people, but also the ability to properly
[apply/apply] their knowledge by applying high standards of work. It should also be noted the importance
of the experience of the coach, because [it] increase/kan's chances [of ttg;] elections [which] right [of ttg;]
methods appropriate to motivate employees, and also the possibility of reference to practical examples.

A coach's ability to understand the high berkompetensi of human resources who work on (in)
[feeling/sense] are real, have the patience to listen and properly react to questions. They are these ranting
visionaries, has skills organisatoris, oversees the activities of the group, learned the fallacy and so
produce knowledge used to promote the work of their students.

Special exercises supervisory personnel is needed in order to allow for complete assessment. In detail, the
supervisor is responsible for evaluating the sections staff [of ttg;] aktip their duties. Particularly described
specific area if there is a need for training and development, based on the results obtained may be (is) is
planning to change the operation; human resources in the form of promotion, dismissal/dissolution and
transport of workers. According to investment in Nikolić (in) education (concerning) employees, on
[over] the average is about 5 times more profitable than investing in (in) equipment. Therefore (Nikolić.
et. Al., 1997):

*All employees can learn, but not with the same get/right knowledge, because they like to do with the
level of knowledge [main/first], capacities, degree level and speed of rote.
* Individuals must be motivated to learn (aware that there is a need for education, have a desire to learn
and become familiar with what should be taught). * With the fact that the lesson is a process aktip, have a
healthy mind more entangled in the (in) the process of [her] own
* With the fact that the lesson is a process aktip, have a healthy mind more entangled in the (in) the
process of [her] own.
* the biggest success in the (in) class achieved while [who] was carried out under an advisory. Do
(concerning) the prospective study and accelerate the process of providing feedback (whether is quite
extensive and the way the lesson).
* [It] was taught the use of a variety of manuals, books, computer [who] program packages and others *
is the time for the assimilation of knowledge, acceptance and confidence in earnings (in) utilization.
* Lessons should be more variety of Methods in order to avoid the boring nature. Inside [the
feeling/sense] that, even computer simulations do not become bored from time to time if modified and is
not attached by other methods.


712-716.
* Individual need to see advantages [of ttg;] a permanent increase (e.g. promotion, salary increase,
introduction, etc.).
* Need to set measurements and standard for [the] dynamic and quality lessons.
* Lessons should be adjusted according to the method of honest education (concerning) belongs to the
applicants/peminta, [age/age] and specific workplace.

Human Resources Development of a specific company hosted through until a few format/lessons, and
most important of all is that in the (in) human scholars need to invest together companies and individuals.
From the perspective of the company, shall be those that were in the process involved all the lessons can
be an employee (in) different way and with different intensity. Lesson organisatoris is a collective
process, but held purely primarily [as/when] individual [which] learned that which [is] possible and
supported by organizations (Cukic, 2004). Develop a lesson in (in) in order to implement company
policies or development strategies accordingly.

3. The implementation of the program for education hr permanent

The implementation of various programmes for the education and professional development of employees
to strive for positive things. Especially emphasized is the embodiment of goals, [who] i.e. increasing;
right quality [Services; Services]. Regarding education, which includes street (which) have different
implementations, it should be also noted the possibility of increasing (right) [feeling/sense of] a group of
friendship/partnership, cooperation and scholarship. As a result, [it] achieved a reduction in conflict
situations between [a] [the] employees at [one/people] hand and a reduction in absenteeism and
fluctuation (concerning) the work, from that side. Cooperation/collaboration and human relations noted
[when; like] among the management staff, then between [a] other employees or principals that soon as
well.

Rapture/High employment resulting in cost reductions (reduction of wastes), the ever-increasing
productivity, reducing the need to control what the other hand causes increased [feeling/sense] self-
assurance among staff, strengthen the professionalism, and others Create a positive climate, things work
or relax environmental work permitting a reduction of fatigue among employees, [feeling/sense of] [the]
safety improved on (in) job, and also suppresses release of relief;the relief of tension and release;
reducing accidents in the workplace (in) it.

conclusion

Permanent education in all its forms, is one (concerning the) the most important activity in the field of
companies serving the sector. Therefore, it is an integral part of the work (concerning) was building a
squad managerial strategies for human resource education permanent. So directly affect the quality of the
work or supplies [Services; Services] peak quality. Employees who are well trained to be more trained;
self-confident and on (in) their capabilities, live longer (in) company, fulfilling their commitment with the
client and greater passion be more people

Managers who have high competence and success in the company concluded that all their competitors
[who] easily copying, in connection with asset, benefit, to organize and arrange property rights in a
manner similar to even offer similar hospitality or similar products. Competent managers know that invest
in HR only way it allows companies [who] is constant to be one step ahead of; the competition for quality
of work [that] they implement and client satisfaction depends on it.

References


712-716.
REFERENCES

1. Armstrong, M., A Handbook of Human Resource Management Practice, Kogan Page Limited, London
(UK), Milford (USA), 2001.

2. Armstrong, M., Personnel Management Practise, Clays Ltd, St. Ives plc., England, 1996.

3. Cacic, K., Poslovanje preduzeca u turizmu, Ekonomski fakultet Beograd, Beograd, 1995.

4. Chukic, B., Integrativni menadzment ljudskih resursa, ICIM plus, Kragujevac, 2004

5. Radosavljevic, Z., Menadzment turizma i ugostiteljstva, Turisticka stampa, Beograd, 1992

6. Rot, N., Radonjic, S., Psihologija, Zavod za udzbenike i nastavna sredstva, Beograd, 1995.

7. ...

AuthorAffiliation

KATERINA ANGELEVSKA NAJDESKA, Ph.D., Assistant Professor

GABRIELA RAKICHEVIKJ, Ph.D., Associate Professor

Faculty of Tourism and Hospitality, Ohrid, University "St. Kliment Ohridski"

Macedonia

Copyright University of Rijeka, Faculty of Tourism & Hospitality Management 2010

Jumlah kata: 2018

Pengindeksan (detail)

Kutip
Subjek
Studies;
Hospitality industry;
Human resource management;
Quality of service
Klasifikasi
9130: Experiment/theoretical treatment, 8380: Hotels & restaurants, 6100: Human resource planning,
2400: Public relations
Judul
Pengarang
Najdeska, Katerina Angelevska, PhD; Rakichevikj, Gabriela
Judul publikasi


712-716.
Faculty of Tourism and Hospitality Management in Opatija. Biennial International Congress. Tourism &
Hospitality Industry
Halaman
712-716
Jumlah halaman
5
Tahun publikasi
2010
Tanggal publikasi
2010
Tahun
2010
Bagian
REVIEW
Penerbit
University of Rijeka, Faculty of Tourism & Hospitality Management
Tempat publikasi
Opatija
Negara publikasi
Croatia
Subjek jurnal
Travel And Tourism, Hotels And Restaurants
Jenis sumber
Scholarly Journals
Bahasa publikasi
English
Jenis dokumen
Feature
ID dokumen ProQuest
763422396
URL Dokumen
http://search.proquest.com/docview/763422396?accountid=49910
Hak cipta
Copyright University of Rijeka, Faculty of Tourism & Hospitality Management 2010
Terakhir diperbarui
2010-11-11
Basis data
ABI/INFORM Complete


B.individual managemet rewrite,seno hartono

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