Task 1

No. Health Care 2000 Health Care 2010

1. Analysis of empty positions ● managers will assume the primary
When a position is empty, it is responsibility for recruiting and selecting
important to analyze the position to staff, training necessary personnel and
determine whether it is still needed. supporting documentation
Procedure ● The HR Department will support managers
1. The manager notifies HR of the in this role
vacant position and asks for ● the time period for recruitment and
'permission to position form'. selection will be a maximum of two to
2. Managers complete their part of the three weeks
'permission to recruit form' which ● position analysis will be carried out on all
states the reason why the position empty or new positions
needs to be filled out and submitted it ● all vacant and new positions will be
to the HR department. advertised internally and externally for
3. Analysis of position requirements ten business days unless special
is carried out by the HR department, exceptions apply and are advertised
which they complete with the online and in leading national newspapers
remaining untuk permission to recruit ● special exceptions for internal recruitment
forms. must be approved by the general manager
Note: HR may need to question the ● all interviews must be conducted by a
manager about the position. trained selection panel
4. Complete permission to recruit ● selection of staff is subject to reference
forms' to be approved by senior checks carried out by the manager.
management.
5. After permission is obtained, the
HR department explores the
implications, options, legislative and
award requirements.
2. Description of position
Position description is an important
prerequisite for successful
recruitment and selection.
No. Health Care 2000 Health Care 2010
Estimated development and
validation time: three to five days.
Procedure
1. Description of position developed
by the HR department using a
position description template and
includes:
A. position title
b. The main purpose
c. qualifications needed
d. WHS Component
e. provisions
Note: HR can consult with managers
about position descriptions if
necessary.
2. Senior management to sign a
position description.
3. Advertising
Healthcare United's advertising
policy: unless there is special
authorization from senior
management, all positions must first
be advertised internally for a
minimum of ten working days in HU
bulletins before being externally
advertised for ten working days.
This newsletter is distributed through
the intranet every Friday morning and
copies are also placed on the bulletin
board in the office and lunch room.
Duration: 20-25 working days.
Procedure
No. Health Care 2000 Health Care 2010
1. The HR department makes
advertisements for HU bulletins on
the intranet.
2. HR sends advertisements to the
publication department to post on the
intranet.
3. SDM makes advertisements for
official external print media.
4. After the ad is installed internally
for ten working days, HR manages
external print media.
4. Applicants for short lists
Short lists are a process of
elimination. However, Healthcare
United requires all internal applicants
to be interviewed.
Duration: Minimum five days.
Procedure
1. Administrative staff to compile all
resumes and provide to the HR
department.
2. HR to read position descriptions
and advertisements.
3. HR to read each external
applicant's resume and share it into a
stack of 'yes', 'no' and 'maybe'.
4. HR to re-read 'yes' and 'maybe' to
continue and complete a short list
chart for external applicants.
5. SDM reads all internal applications
and completes a short list.
No. Health Care 2000 Health Care 2010
6. HR then collects all documentation
from selected internal applicants and
external applicants.
7. SDM arranges administrative staff
to send all external applicants not
included in the standard letter by post.
5. Preparation of interviews
Healthcare United uses the technique
of selecting interviews with
interviews conducted at the head
office. If possible, Healthcare United
needs a selection panel from two HR
personnel and representatives from
the relevant departments to interview
applicants.
Duration: one to two days interview
preparation.
Procedure
1. HR asks administrative staff at
headquarters to arrange:
A. convenient and quiet location
b. food and drink for the interview
panel
c. interview schedule.
2. HR to arrange documentation for
interviews which include:
A. Position description
b. resume for each selected candidate
c. agreed to check and issue a police
record form
d. Standard interview questions for
HR members of the interview panel
No. Health Care 2000 Health Care 2010
e. interview assessment form for
interviewers
f. use the checklist for documentation.
3. SDM held an interview panel: two
members of the HR department and
one staff member from the work
related department with one HR
member as chairman.
Note: Preferably experienced staff
members from related departments.
4. The Chair (HR) selects and advises
staff members their roles as 'experts'
and asks them to think of three job-
related interview questions.
6. Applicant interviews
Interviews are only conducted at the
head office. Interviews must be 30
minutes long with a five minute break
in between. No more than 12
interviews must be conducted in a
day.
Duration: scheduled interviews of
one to two days depending on the
number of applicants.
Procedure
1. The Chair welcomes the candidate
and makes an introduction.
2. The Chair opens the interview.
3. The HR panel member asks the
applicant for a series of standard
interview questions.
No. Health Care 2000 Health Care 2010
4. Staff members from work related
departments ask three questions.
5. The Chair asks the applicant if they
have questions.
6. The Chair informs the prospective
process.
7. The panel thanks the candidates for
attending.
8. Complete interview assessment
panel.
9. Select applicants panel.
10. Get approval
For senior management - subject to
reference checks.
7. Reference checks
Reference checks are an important
part of the selection process.
Healthcare United reference checks
must be carried out on internal and
external applicants by the HR
department.
Duration: one to two days depending
on the number of applicants.
Procedure
1. Call the applicant's workplace and
talk to the manager / referee.
2. Introduce yourself, the
organization and the purpose of the
call.
3. Ask standard questions about
applicants' knowledge and skills.
No. Health Care 2000 Health Care 2010
4. Ask about the personality of the
applicant.
5. Ask the manager about their
opinions about the applicant's work
standards.
6. Ask the manager if there is a
problem with the applicant.
7. Discuss references with other HR
people in the interview panel.
8. Job offers
Job offers need to be done
immediately after the reference
Reference.
Duration: one to five days.
Procedure
1. The HR Department arranges a
written contract to be prepared with
terms and conditions.
2. Administration to send employee
contracts to applicants.
3. After receiving the signed HR
contract, send new employee
suggestions about the induction
program.
9. Feedback for failed applicants
Healthcare United requires all
unsuccessful internal applicants to be
given feedback in individual
meetings with members of the HR
department.
Duration: one to two days depending
on the number of applicants.
 No. Health Care 2000 Health Care 2010
Procedure
1. The HR Department asks the
administration to schedule a 30-
minute meeting with each
unsuccessful internal applicant.
2. HR department representatives to
hold feedback meetings with
unsuccessful internal applicants.
3. HR department representatives to
call external applicants who are
unsuccessful and offer feedback.
4. The HR Department to submit a
copy of the record of unsuccessful
applicants.
2. At Healthcare 2000 recruitment In Healthcare 2010 the recruitment
procedures are more detailed and procedure was delivered briefly but more
conveyed clearly clearly
Task 2

Executive Summary:

This report is based on the 2000 and 2010 Healthcare United Recruitment and selection
guidelines for the recruitment, induction and selection procedures of the applicant. The proper
conducted analysis helps the recruitment and selection procedures. This helps the company to
get the exact person suitable for the required job. Moreover, the company carries out the
interview and selection procedures for getting the exact applicants.

Introduction:

This report is based on the information with comparison of 2000 Health care United
Recruitment making with 2010 Healthcare United recruitment. The healthcare company tries
to seek the best professionals in the healthcare (Moses et al. 2013).These come from the
backgrounds of candidates that belongs skill, interest on the working field. The recruitment
procedures are mainly based upon the candidate's on the interpersonal skills and performance.
There are many procedures conducted at the time of interview, in order to select the right
candidates for the perfect performance of the work. There are certain selection policy and key
areas for each procedure. This belongs to time frames, training, documentation, evaluation and
monitoring. These procedures are analyzed on the short list, vacant position, advertisement of
the vacant seats, interview applicant, position description of the job etc. These procedures help
to recruit the perfect candidates based on the recruitment and selection policy. 2010 Health
Care United Recruitment and Selection Policy are based upon the relevant legislation that is
made by FW Act and WHS Act (Friedberg et al. 2015). The firm mainly follows three steps
that are recruitment, selection and induction.

Analyzing the 2000 Health Care United Recruitment and Selection Guidelines addressing
with the selection procedure of 2010 policy and legislation:

o Time Frames:

Time frames are the basic thing for estimation of the selection procedure. This provides a
framework continuing of the procedures of about 4 to 5 days. These procedures are followed
by the policy of 2010. This time frame is carried out for the maximum of 4 to 5 weeks
depending upon the selection of the candidate. This time frame is focused by the selection
committee of the company. This is the first procedure made by the Healthcare United
recruitment (Abelson, Blacksher, Li, Boesveld & Goold, 2013). This time frame is based on
the vacant position of the candidates. Time frames completely depend upon the applicant's
performing at the time of interview.

o Personal:

In the personal part, both the health care united recruitment of human resource and managers
are involved. The main responsibility are been carried out by the human resource team. After
the human resources intervening for the interview, the manager looks out into the matter. The
final research is made by the manager of the company. Moreover, the manager looks into the
personal involvement in order to properly completion of the interview process. Human resource
person also plays a vital role on the selection of the right candidates. From the H.R selection,
the managers execute the role properly and check the candidates based on the working of the
company.

o Documentation:

A proper documentation is provided to the right candidate after the selection for the required
position. This documentation belong all the necessary documents required by the company
after recruiting. It includes items such as advertising copy, description of the position, name of
the search or the questioning paper of the interview members. In the documentation parts also
includes with things related to the candidates. These are reference letter, resumes, reference
check notes, working samples and questionnaires. Moreover, the documentation belong all the
documents that are required at the time of hiring from the management. This documentation
provides the exact framework for the duty performed in the copy (Patterson et al. 2016). This
belongs as relevant information that are useful for the applicant in the future use. The
documentation is very much valuable for both the applicant and management of the firm. This
documentation provides farm evidence to the candidates at the time of joining in the
organization. This helps in providing the search of the relevant information that are required at
the time of interview. The documentation provides a relevant data at the time of admission in
college and school. The documentation are arranged in the organized manner at the time of
interview. Documentation provides the candidates to execute the planning of data properly at
the time of necessity.

o Training and support:

The training and support are the vital parts at the time of selection and recruitment. The firm
manager provides offer and support for the human resource at the time of procedure. This
procedure is based on guidelines of 2000 Health care United Recruitment. A proper training
and support needs to be implemented at time of 2020 Health care United Recruitment. In the
training, there depend certain procedures that are used in the proper execution of the training
(Murdoch & Geys, 2014). These depend on the right skills, attitudes and knowledge that are
required at the time of achieving the objectives. The exact selection depends on the right
candidates for the suitable position. The recruitment procedures can be done both internally
and externally. In the internal recruitment process depends on the recruitment formed inside
the company. In the external recruitment depends on the people that are recruited from outside
the firm. Training are based on the on and off the job performance of the workers. The proper
training and support encourage the employee to perform their duty on the skills and
performance. This is the responsibility of training department of the firm, to guide and train
the workers on the basis of skills and development. The professional training helps to develop
and build the career of the employee.

o Monitoring and evaluation:

The monitoring and evaluation helps in recruiting the employee based on the performance. In
the evaluation, there lies with the information that can be understood by the employee. The
proper monitoring helps to judge the employee based on that evaluation is made. Evaluation
acts as a tool that is used in the particular areas to improve the performance of the workers.
This monitoring helps in making of exact procedures at the time of recruitment of the
applicants. This monitoring and evaluation helps to judge the person based on their
performance. In the 2000 Health care recruitment Unit has tried to improve the selection and
interview procedures. From the 2010 Health care Recruitment has improved their working
procedure at the time of selection of right applicant based on the right job. The manager of the
company tries to carry out the monitoring policy after the working of human resources.
Moreover, the proper monitoring policy helps to judge the candidates based on the
interpersonal skills and training (van den Brink, Fruytier & Thunnissen, 2013). This helps to
highlight on the main working and performance of the candidate. In many company, the
monitoring are mentioned clearly at the time of daily performance of the employee.

Analysis of improvements in recruitment procedures for Health care 2000

o Vacant Position Analysis:

The vacant position analysis is based on the contrary for the policy of 2010. In this analysis the
responsibility are shifted upon the manager from the human resource level. The recruitment
and the selection procedure are made on the exact vacancy of the applicants. In the 2000 policy,
it has not clearly mentioned about the analysis of the vacant position. In the year of 2010 policy,
there is a huge procedures made on the vacancy of the employment (Cushway, (2014).
Moreover, the vacant position analysis creates a huge demand on the recruitment procedure.
This position is properly controlled by the manager, in order to execute the right person for the
right position. Moreover, the exact person is known by the managers of the firm. This is not
based on the current legislation of the vacant position. The managers of the organization know
interview and selection process and helps in the recruitment process.

o Position description:

The description of the position is very important at the time of vacancy. The hiring manager
usually selects the applicants on the existing position. The manager knows the description of
the job and determines the exact position of the person that is applicants. The proper job design
helps in getting the exact working of the firm. The position description depends on determining
the accountability and the task required at the time of requirements.
o Advertisement:

The advertisement is the vital things at the time of selection and recruitment of the applicants.
These help the applicants to know the exact description of the work given (Bryson, James &
Keep, 2013). There are many advertisement option that includes with social media, flex
printing, advertisement in newspaper and websites. The advertisement provides the main
information about the company's requirement. These will help the candidate to get the right
person for the exact job of the firm.

o Shortlist:

The main process of shortlist is made by the manager of the company. The applicants are been
shortlisted based on the selection procedure. Short listings are also made by the company
selection committee of the firm (Cloke, 2013). The shortlist is the procedures that are enlist the
applicant outcomes for the final selection. The committee offered the short listing list based on
the merits of the candidates.

o Interview Preparation:

The interview committee and manager provide the interview preparation that is formed for the
applicants. The preparations of the interview are based on the merits of the applicants.
Committee forms the interview preparation properly to select the required candidates for the
job.

o Job offer:

This is the final steps that are performed by the company. The job offers are made by the
selection committee for the final candidates. Job offers are formed with a company policy based
on letter, to carry out the company rules and regulations.

o Interview Applicant:

The interview and selection is conducted on the applicant by the selection committee of the
firm. Moreover, applicants play the crucial role at the time of selection for interview (Shekelle
et al. 2013). The interview and selection are based on the merits of the candidates.

o Reference check:
The selection of the right candidates comes with the references of some persons for the
particular applicants. This helps the committee to get the candidate based on the merits or skills.
The exact reference helps in getting the suitable person for the job.

Recommendations:

In any organization Employees are the main pillar to run up a company; For that it is required
to analyzed the resource of those potential employees.

The HR department is responsible to notice and make assessment of the interview e candidate.
It should be a major matter for any organization that by the process of interview HR department
can judge the value of any candidate and making recruitment of those

By a potential and skilled staff a company can benefit themselves in terms of huge revenue.

The selection process should be more flexible by that one employee can expose their original
talent and no firm is become unable to recruit a well known skillful candidate for their agenda.

Task 3

Business Profile for Sunny Cupcakes

Area Description
product and/or services cute cupcakes with cartoon characters
for children

Clients Parents which have children under 12

years old

human resources this company recruits cooking school

graduates with ages 19-23 years old

Location Sydney

future direction o want to make funny cupcakes with

various characters go international
o develop marketing throughout the
world
No Question S SS R TS STS
1 Salaries can provide encouragement to work better
2 Old-age benefits to bind employees
3 The work given is very challenging
4 I want to develop my abilities while working in the company
5 Every work that has been carried out deserves an award
I work hard because of the opportunity given by the company to
6
occupy certain positions
The achievements that you have achieved now are very
7
satisfying
8 The income that you receive now is very satisfying
9 The incentives that you have received are very satisfying now

10 The power that you receive now is very satisfying

11 With power you can be more respected
12 You can complete teamwork together
13 You can socialize with other employees
14 You consider your colleagues to be family
15 Leader always pay attention to employees
16 In solving problems, the boss always acts wisely
Work relations between superiors and subordinates are good
17
and not rigid
Awarding employees who excel will provide employee
18
motivation
Leader provide training for employees to improve their abilities
19
and skills
Leader always communicate with bahwan everything related to
20
the effort to achieve the task
To support the continuity of this business, several elements of Human Resources (HR) are
needed. The Human Resources (HR) involved in the continuity of this business, namely:

o Distributor

In order for this business to survive and run well, we collaborate with raw material distributors,
so that the raw materials for making menus at sunny cupcakes are easily available. The
distributor we mean is the person who supplies the items we need such as bakeries, industrial
plants, and dairy factories that sell all the ingredients we need.

o Labor

In this culinary business we do not need expert human resources and special skills such as
scholars, etc., but what is needed is people who want to work diligently / patiently, patiently,
hard work and not prestige.

o Local communities

In addition to human resources from distributors and subsequent workforce, the community
also plays an important role in the smooth running of this business, because we also have to
have good relations with the local community, because if we do not have good relations, then
our business may not be liked desired. So this is where we as entrepreneurs must have a good
and honest attitude towards anyone.

Position title: Baker

Ass baker
 Shopkeeper

Accounting

Position reports to:

To help and give good service to consumen Sunny Cupcakes

Qualifications – essential
Male/ Female
19-23 years old
Diploma any mayor
Fresh graduate welcome

Key objectives
1. Honest

2. Careful

3. Patient

Key position functions

1. To serve customer

2. To help owner manage business

3. To develop business

Key selection criteria

To be responsible
careful
always want to learn
strong will to advance
OHS requirement
Wash hands before starting work
Be careful when using cooking tools
Wear gloves when making cake dough

Terms and conditions of employment

Business hours 7:00 to 22:00
Consisting of 2 shifts
Every 1 week, each day is changed for each employee
 After making the cake, the kitchen must be clean again
15 minutes before the store opens it must be clean
Always serving employees with smiles, greetings and greetings
The cashier who does not provide a payment note to the consumer
must replace it with a salary deduction

Benefits for employ:

o Basic salary
o Health Insurance
o Other benefits
o Turnover Bonus

Training evaluation form

Task description Not Yet

Competent
Competent

1. Skill 
o Making cupcakes
o Give decoration cupcakes
o Creating a new taste and variant of the
cupcake

2. Knowledge 
o Stages of making the right cupcakes
o Serve consumers well
o Take into account the ingredients for making
cupcakes

3. Attitude 
o friendly to serve consumers
o help consumers when choosing cupcakes
o Always smile when serving consumers

Method of delivery (please circle):

1. presentation e.g. lecture
 2. workshop e.g. classroom
3. one-to-one instruction
4. online interactive
5. other (please specify).

Rate the training:

unsatisfactory 
satisfactory
Was sufficient time allowed for session? 1 2 3 4 5

Were there adequate resources? 1 2 3 4 5

Was method of delivery engaging? 1 2 3 4 5

Was instruction clear? 1 2 3 4 5

Was sufficient time allowed for discussion? 1 2 3 4 5

Were supporting documents useful? 1 2 3 4 5

What further training is needed with this task?

Training in knowledge of cupcakes and ingredients used is very important in developing the
creation of cupcakes. Without baker's knowledge, it will be difficult to make cupcakes'
creations according to what consumers want

Are there any other areas/tasks that you would like training for? Please specify:

o Training on social media marketing

o Steps to open an online store

o Online marketing steps

Are you interested in conducting training in any areas? Please specify.

o During the training, paste the game in the middle of the explanation by the trainer
o There was outbound on the last day of training

Introduction Process

You might be looking for cupcakes that have high quality with a delicious aroma and
of course good taste. We have a solution, now we have cytrus cupcakes that provide delicious,
tasty and nutritious cupcakes that suit your taste. Cupcakes recipes are made using processing
cake dough machine so that it tastes more tender. In our place there are several different choices
of cupcakes that you can choose according to your taste. Various choices of flavor include:
orange, strawberry, blueberry, pandanus, chocolate, capucino, etc. These is our latest
innovation. You can enjoy it instantly.

Everyone must want to be a boss in his own business or business. Only narrow-minded
people who want to become payers for the rest of their lives. There are so many paths to
success, one of which is by creating a business forerunner that is expected to be able to develop
the power of creativity and innovation. This really requires extraordinary courage. Only big-
hearted people are able to pour out a number of funds for an uncertain hope. Business is
learning, which requires a very deep analysis of the prospects and feasibility of the business.
Therefore, the business must start early so that we have a lot of time to be able to think and
process the brain for the success of the business. Business opportunities in sight, there's nothing
wrong if we start now. This is the background of the establishment of a Cake Shop called Sunny
CupCake. Lately, we often see television, newspapers, and the internet, there is a lot of news
about cupcakes, especially cupcakes that use cream, which feels really creamy, which is very
trendy in the world, which is widely used by the public, and therefore we were inspired to make
a Cake Shop called Sunny CupCakes.

Various problems faced in this globalization era, one of which is a problem increasing
population but not supported by the availability of the field employment, so that welfare
becomes a rare item. Likewise in one companies sometimes also experience the same problem
of having resources many people, but the company has not been able to maximize the potential
that exists that is. This is what encourages companies to improve the quality of their workforce.

In the process of recruitment, the company must be selective, this is the case aims to get a
workforce that is truly competent and reliable so that company goals can be achieved. Workers
who are able to adjust to a new work environment and can work well what the company needs.
Besides production factors such as machinery, capital, and production tools need to be
improved, human resources also need to be improved. Therefore the company needs to hold
training and skills improvement to improve employee performance so companies can develop
or even advance.

It is necessary to have good management in a company within handling employees. In the

process of receiving employees must adjust to the job description, education, and abilities
possessed by job applicants. Selected employees must know the ins and outs of what they have
to know do it If the company does not pay attention to this, then it is often the workforce
received is not as expected.

Training and upgrading employee skills is one of the most important parts in the overall process
of the company's progress. This is said because of good employees neither old nor new
employees have the initiative and creativity to improve their performance to advance the
company. Employees are usually satisfied with what they produce or do without taking the
initiative to improve it.

A creative employee is definitely better than the less creative, especially those who are not
creative at all. An employee is required to have thoughts, perceptions and concepts that are
wide, long and even widespread. An employee will get a plus if creative. Therefore, an
employee really needs to improve ability.

Employees who have received training and participated in the development program skills are
expected to be able to provide new ideas, dare to be different and can raises thoughts that are
not yet popular. Employees who often need ideas and his opinion so that he could solve the
problem or make an innovative use the company's progress.

1. Practical method (on the job training)

The on the job training techniques are the most practice method used. Exercises using this
method are carried out in the workplace really is. Employees are trained in new jobs with direct
supervisers an experienced trainer. This training method is very economical, because no need
to finance trainers and trainees, no need to provide equipment and special room. There are
several training methods on the job training, namely:

1) Understudy or Coaching

Coaching is a form of training and development carried out at workplace by superiors by

guiding officers to carry out their work securely informal and usually unplanned, for example
how to do work, how to solve problems.

2) Job Rotation

Job Rotation is a program that is formally planned in a way assign employees to several
different jobs and in sections different from the organization to increase knowledge about work
in the organization. Example: An employee who was originally at the finance department is
rotated to the marketing position. The employee will get new experience from that position.

Benefits of job rotation:

a.) Provide a general background about work and organization.

b.) Promote cooperation between departments because managers have seen various sides of the
problem.

c.) Periodically presented a fresh perspective to various the unit.

d.) Increase organizational flexibility of employees through formation extensive human

resources.

3) Job Instruction Training (Job instruction training)

Job instruction training is training where someone is determined acting as a coach to instruct
how to do certain jobs in the work process. For example: an existing manager experienced
during the work process teaches his knowledge to staffs in the work process and at certain
times.

4) Internship Program

The internship program combines training and experience at work with instructions
obtained from the classroom. A new employee assigned to employees that exist today during
that period determined. During this period new employees work under supervision members
of regular organizations and are expected to gradually obtain related expertise. Internships are
used extensively on manual labor and hand expertise.

5) Temporary Placement

Placement of employees in managerial positions or as committee members certain for a

specified period of time. Employees involved decision making and solving organizational
problems real. For example, an employee who was originally in a staff position was given the
opportunity to occupy a managerial position for a certain period of time. The employee will be
trained to solve the problems faced a manager so that the employee will be easier to deal with
problem in the position below it.

1. Motivation
Motivation is encouragement, encouragement in the form of counseling or coaching about
awareness that employees are subjects in a company. As the subject of the employee is the
driving force towards the course of the company will be determined by the quality of work of
existing employees. So that only employees are qualified and have a large contribution the
company is eligible to obtain positions and facilities. With giving this awareness is expected
that employees can always be motivated improve the knowledge and quality of work. Form of
motivation in the form of briefings in meetings, giving motivation in internal events through
calls to employees in person by the leadership.

2. Education and training

In improving the performance of employees of Sunny Cupcakes has a purpose which is

focused on improving the effectiveness and efficiency of work within implement and achieve
the intended work program objectives by the company. With the training and development held
will certainly provide benefits obtained in the company's strategy improve employee
performance, namely:

a. Increases satisfaction and fosters morale and taste confident in employees.

b. Improve work methods and systems so that they can streamline the process work and time
efficiency.

c. Reducing work errors so reducing the burden waste.

d. Communication and cooperation between employees is better so that creating a comfortable

working atmosphere. Education and skills development is organized by PT. Script Solopos.
The time of execution depends on the material provided.

3. Position Promotion

Promotional Promotion is given is giving trust to employees to occupy certain positions at

certain levels or echelon. Job promotion is one of the requirements for employees to occupy
existing positions. If there are job vacancies in the structure organization then the leader will
consider employees who have training certificate in addition to having the capacity and
capability in accordance with the task, authority and responsibility for the vacant position.

Evaluation

To assess the programs that have been held for improve employee skills through training and
skills development employee, an evaluation of training and development has been held,
whether the set targets have been achieved or not. Evaluation is carried out on purpose, the
assessment is carried out after employees must take part in training and develop their skills
provide a written report to the company. Reports contain employee performance that is related
to the knowledge that has been gained from the training and skills development.

Reports received by the company from employees who attended training and development will
continue to be examined to determine the development of capabilities the employee. For
employees who experience increased ability and want teaching it to other employees will get
an award from the company, fine in the form of bonuses and promotions.

Survey

Facilitator / speaker (appearance, mastery of material, method of delivery etc.)

1. The facilitator / speaker in this training in my opinion:

a. Good / good, reason: ………………………………………………………………… ... ...

Enough, reason: ……………………………………………………………………………….

b. Not good / interesting, reason: ………………………………………………………………

2. The most interesting facilitator: ………………………………………………………………

reason: …………………………………………………………………………………………..

Training materials (amount of material, suitability with training objectives)

1. Material provided:

a. Good, reason: ……………… .. ……………………………………………………

b. Enough, reason: ………………………………………………………………………

c. Less, reason: ………………………………………………………………………

2. The most interesting / pleasant material in your opinion: ……………………….

reason: …………………………………………………………………………

3. The most unattractive material: …………………………

reasons: …………………………………………………………………………

The methods / approaches used in this training:

a. Interesting / fun, because …………………………………………………… ...

b. Pleasant enough, because ……………………………………………………… ..

c. Less interesting / boring,

reason: …………………………………………………………………………………………..

Other benefits that you feel / get from this training: ………………………………….
…………………………………………………………………………………………………..

The most impressive thing for you in this training is:

…………………………………………………………………………………………………..

Your input to improve the quality of this kind of training:

…………………………………………………………………………………………………..