From the description above mean career coaching premises can not be released to do HR planning, recruitment, and selection of staff within the framework of regulation. Of human resource management activities, must obtain a number of potential workers with the best quality. That’s the kind of labor should be given the opportunity to develop his career, so his ability to continue to increase in accordance with the demands of the business environment, not only able to maintain the organization’s existence, but also able to develop and advance.

Career development as a human resource management activities are basically aimed to improve and enhance the effectiveness of the work by the work by the worker, that the more able to contribute the best in realizing the organization’s business objectives.
Here are a new approaches to career development:

• Career development should be accepted not just mean promotion to the post / position higher. Here, career development is the motivation to advance in the work environment of an organization,
• Successful careers mentioned above means a worker making progress in the work, a sense of satisfaction in one or each position / positions that are trusted by the organization. Because it can be carried out effectively and efficiently.
• Success in developing a meaningful career progress in the work, is to increase knowledge and skills / expertise, to become more accomplished / productive as workers competitive.
• Workers should be aware that to make progress in the work is his own responsibility. In other words, developing a career in the hands of individual workers, who require the ability to manage themselves.

Thus, the use of the direction and development of career pathways and processes in accordance with the needs and interests of employees with the company towards mutual benefit.

Refferences: Human Resources Management Books

-Antipasti -                                             -Insalate-                                               -Cichetti-
1.  Angelo’s Mussels                        Bietole e Ricotta                              Arancini ai Funghi
2.  Antipasto Siciliano                   Ciabatta Pollo                                   Gamberi
3.  Antipasto Zizzi                            Spiedini di Gamberi                       Bruschetta ai Funghi
4.  Arancini                                         Tricolore                                           Italian Bread Board
5.  Bruschetta al Pomodoro                                                                        Spiedini di Pollo
6.  Calamari                                                                                                        Saccottini
7.  Courgette Fritti                                                                                         Salsiccia al Pepe Nero
8.  Crostini Formaggio di Capra
9.  Dough sticks
10. Garlic Bread

The above-mentioned dishes are the USP of this restaurant and therefore are more popular among the masses who visit this restaurant. The staffs of this restaurant are extremely professionals including the chefs, cooks and other members of the administrative desk. The zizzi’s management team selects people from different areas in the hospitality sector and involves them in new projects and generating new ideas.

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In general, job performance assessment carried out among others aims to assist managers in taking important decisions in terms of promotion, transfer, dismissal, and salary. Assessment was also conducted to determine training and development needs of employees. In detail the benefits of job performance ratings are as follows:

1. Repair Work Achievement
The feedback implementation of the work allows employees, managers and personnel departments can fix their activities to improve achievement.

2. Compensation adjustments
Job performance evaluations help decision-makers in determining wage increases, bonuses and other forms of compensation.

3. Placement Decisions
Promotion, transfer and demotion is usually based on past work performance or anticipated. Promotion is often a form of respect for the achievements of past work.

4. Needs training and development
Poor performance may indicate the need for exercise. Likewise, good performance may reflect the potential to be developed.

5. Career Planning and Development
Feedback accomplishments directing career decisions, which is about a specific career path that must be investigated.

6. Aberrations Staffing Process
Achievement is good or bad work reflects the strength or weakness of the personnel department staffing procedures.

7. Imprecision Informational
Poor performance may indicate errors in the information analysis office, human resource plans, or other components of information systems personnel management. Relying on inaccurate information can lead to decisions taken by inappropriate personnel.

8. Work Design Mistakes
Poor job performance may be a sign error in the design work. Performance appraisals help diagnose those mistakes.

9. Fair employment
Accurate assessment of work performance will ensure the internal placement decisions are taken without discrimination.

10. External challenges
Sometimes the performance is influenced by factors outside the work environment, such as family, health, financial condition, or other personal problems. With the achievement assessment of the personnel department might be able to offer assistance.

In addition to the assessment of work performance expected to be used as a tool to improve employee motivation, so employees can work better.

Planning a career that centered on the individual, rather than focusing on individual career needs of the organization. This is done its own employees, and individual skills into focus. This analysis is to consider the situation both within and outside the organization can develop one’s career.

After knowing the career definition, then each employee would want a career not dim or unclear. Career continues to climb is the desire of each employee. But realize that not every employee has made or has plans for the future of his career. For that some human resources experts suggest the importance of career planning, as follows:

According to Mondy, through career planning, individuals evaluate their own abilities and interests, to consider alternative career opportunities, develop career goals, and plan for the development of practical activities. The main focus in career planning should fit between personal goals and opportunities that are realistically available.

Basically career planning consists of two main elements of individual career planning and organizational career planning. Individual and organizational career planning can not be separated. An employee who is not his individual career plan can be met within the organization, sooner or later the employee will leave the company. Therefore, organizations also need to create a career plan for its employees so that the organization can thrive and be fulfilled their career development.

Source :Robert L. Mathis dan John H. Jackson, Human Source Management

The cycle of process improvement initiatives broadly divided into three main activities, discovery and design, deploy and execute, and monitor and control. Discovery starts with identifying the needs of the process. Starting from the drivers, values, strategy, until the results of the business organization. This identification will support the “raison d’etre” of the process. Further identification was followed by an inventory of the process that has been running both the main and supporting processes. This inventory is more photographing how its workflow, how much it cost, cycle time and so forth. Also needs to be mapped, if a process adds value or not.

Categorization results of value analysis is useful for determining priorities in the improvement process. In fact, if necessary, a process that does not add value since this stage can be trimmed. Just need consideration carefully before cut it. But it also does not have to linger to let the process that does not bring added value is increasingly becoming a burden. Like letting the goods were actually thrown away unused, but unfortunately it makes the waste burden.

The results of the inventory had been followed up by determining who is subsequently responsible for a process (process ownership). The first responsibility of the owner of this process is to develop and inculcate the culture of continuous improvement. In the spirit of continuous improvement, as the standard parameter set of performance indicators covering aspects of the process time, cost, and quality. The criteria of this standard is made clear, measurable, and accessible. So based on earlier standards can be assessed how far the performance gap of the process that had been running. Root cause analysis can be done to get into what factors trigger. By knowing these trigger factors can be identified opportunities for improvement, whether it be through the adoption of technology, improved management practices, improved workflow, or the other.

The next stage is to design a new model that is able to optimize the performance of business processes in accordance with the characteristics that have been found. Learning from the experiences of others through benchmarking with “best practices” of related industries will help to get out of the traps looking inward, reducing risks and costs and keep the company remains in the rails towards the award of the competition.

Before being implemented, the new model is simulated, as an experiment to changes that occur, how successful this design improvements running. This simulation will reduce operational risks by anticipating the lack of new models. If the simulation is successful then the model can be implemented while monitored by analyzing and controlling the results. Still in the spirit and the cycle of continuous improvement.

In each of these stages, human resources are very vital role, both in his role as Process Designer, Process Executor, and Process Manager. Thus, continuous training and implemented across sectors is needed to improve their competence. In addition an understanding of employee perceptions become mandatory for the company menu. Pride as an employee who feels his skills as a valuable corporate asset that should get attention proportional. The pride and sense of worth can increase employee engagement against the company and can be a very strong emotional cord to stimulate internal motivation. Make ‘enjoy’ work every day and feel how their work adds value for customers. If an employee is ‘enjoy’ their work will certainly be growing willingness in carrying out their duties wholeheartedly. Sincerity in serving the external and internal customers will improve the quality of the service.

Of course, this customer orientation can not be forgotten in the management of business processes, because the customer who will determine whether the added value of process improvement is meaningful or not. Customers do not want to know the process, they will only see the output.

Translate from article that wrote by AB. Susanto, Managing Partner The Jakarta Consulting Group

Some marketing experts explain it as follows:

Corporate image by Nguyen and Leblanc defined as: “corporate image is described as overall impression made on the Minds of the public about organization”.

Leblanc and Nguyen explained that there are five factors that affect the company’s image, namely: “Corporate identity, Reputation, Service oferring, Physical environtment, and Contact Personnel”

Nguyen and Leblanc further revealed that there are two main components of corporate image, namely the functional and emotional, in which the functional components associated with attributes that can be easily measured, while the emotional component associated with psycological dimensions based on the consumer’s experience when interacting with companies.

According to Normann in Kandampully, corporate image can be sourced from: advertising, public relations, physical image, word of mouth, and the actual experience of consumers in using the goods or services. Among these, which is considered the most important is the actual experience of consumers in using the goods or services. Therefore, any company can have more than one image depending on the condition of the company interactions with different groups, such as: customers, employees, shareholders, where each group has different experiences and relationships with the company.

However, currently building a brand is no longer necessarily from advertising but is determined on the dominance and power of communication. In side sales, product no longer sold through the store, but on line. Next, if the first manufacturer to sell a product for everybody right now is concentrated on companies that have a clear target market.

This mindset is also changing, the current pattern of global and local thought, not what it used to just think locally only. And an important marketing today think of how valuable consumers for long-term connections and collaboration systems.

According to Josée Bloemer, Ruyter and Wetzel of customer satisfaction can provide multiple benefits, including the relationship between the company and its customers to be harmonious, provide a good foundation for the repurchase, could encourage the creation of customer loyalty, and the emergence of customer willingness to pay a reasonable price for services received.

According to Hawkins, loyal customers or customers who are committed (commited customer) against a company or brand, have an emotional love for a brand or company. The customers who like the company or brand can be reflected in attitude or style that is similar to friendship. This illustrates the attitude of customers towards the company’s commitment.

Therefore, amid increasingly fierce competition of this effort is needed to foster good relationships between service providers and customers, so the establishment of long-term partnerships with customers continuously is expected to generate repeat business. With these efforts are expected to gain customer satisfaction according to his expectations, willing to pay a set price and have a strong sense of commitment to the company so willing to use them in the future.