16 Feb 2017

Coaching Hubungan Industrial - CHI

Coaching Hubungan Industrial (CHI) sebagai sebuah sumber daya baru dalam penciptaan iklim bekerja yang produktif dan harmonis memiliki banyak manfaat esensial bagi para pelakunya.

Di samping sebagai sebuah alternatif baru penyelesaian masalah hubungan industrial, CHI juga mampu memfasilitasi upaya-upaya pencegahan terjadinya konflik yang tidak diinginkan.

Bila upaya penyelesaian melalui jalur hukum, masih juga belum menemukan titik temu. Bila berbagai persoalan hubungan industrial silih berganti muncul sepanjang tahun.

Bila kasus hubungan industrial yang sama selalu berulang. Bila resistansi dan perselisihan antara Manajemen dan Serikat Pekerja selalu saja terjadi tanpa akhir.

Sudah saatnya Coaching Hubungan Industrial, Anda manfaatkan sebagai sebuah "BREAKTHROUGH"


Berikut beberapa manfaat spesifik Coaching Hubungan Industrial

1. Bagi Manager (HR Manager, Industrial Relation Manager, Employee Relation Manager)

πŸ‘‰ Skill Development.
πŸ‘‰ Komunikasi.
πŸ‘‰ Negosiasi.
πŸ‘‰ Leadership.
πŸ‘‰ Finance Management.
πŸ‘‰ Kolaborasi.
πŸ‘‰ Coaching.
πŸ‘‰ Management.
πŸ‘‰ Problem Solving.
πŸ‘‰ Goal Setting & Planning Skill.
πŸ‘‰ Conflict Resolution.
πŸ‘‰ Corporate Value & Culture.
πŸ‘‰ Change Management.
πŸ‘‰ Strategic Thinking.
πŸ‘‰ Creative & Innovative Thinking.
πŸ‘‰ Consulting & Counseling.
πŸ‘‰ Problem Solving.
πŸ‘‰ Performance Review.
πŸ‘‰ Goal Setting.
πŸ‘‰ Industrial Relation Master Plan Setting


2. Bagi Ketua atau Pengurus Serikat Pekerja

πŸ‘‰ Skill Development.
πŸ‘‰ Komunikasi.
πŸ‘‰ Negosiasi.
πŸ‘‰ Leadership.
πŸ‘‰ Finance Management.
πŸ‘‰ Kolaborasi.
πŸ‘‰ Coaching.
πŸ‘‰ Management.
πŸ‘‰ Problem Solving.
πŸ‘‰ Goal Setting & Planning Skill.
πŸ‘‰ Conflict Resolution.
πŸ‘‰ Corporate Value & Culture.
πŸ‘‰ Change Management.
πŸ‘‰ Strategic Thinking.
πŸ‘‰ Creative & Innovative Thinking.
πŸ‘‰ Consulting & Counseling.
πŸ‘‰Union Master Plan.
πŸ‘‰Yearly Goal Setting.
πŸ‘‰Performance Review.
πŸ‘‰Problem Solving.
πŸ‘‰Organization Analysis.
πŸ‘‰Organization Culture Development.
πŸ‘‰Resource Analysis.
πŸ‘‰Organization Capability Development.
πŸ‘‰Entrepreneurship Development Program.
πŸ‘‰Penyusunan dan Implementasi Management Perubahan.
πŸ‘‰ Leadership Development Program.
πŸ‘‰ Union Talent Pool Program.
πŸ‘‰ Organization Career
Development Program.


3. Bagi HR Director atau Direktur SDM

πŸ‘‰ Strategic IR Master Plan.
πŸ‘‰ Strategic IR Skill Development.
πŸ‘‰ Strategic IR Goal Setting.
πŸ‘‰ Performance Review.
πŸ‘‰ Problem Solving.
πŸ‘‰ Innovative Thinking.
πŸ‘‰ Organization Culture Development.
πŸ‘‰ Strategic Resource Analysis.
πŸ‘‰ Organization Capability Development.
πŸ‘‰ Penyusunan dan Implementasi Manajemen Perubahan.
πŸ‘‰ Executive Leadership.
πŸ‘‰ IR Talent Management.
πŸ‘‰ IR Career Development Program.


4. Bagi CEO atau Presiden Direktur atau Direktur Utama

Aligning IR Master Plan With Business Plan, vice versa Aligning Business Plan with:

πŸ‘‰ Strategic IR Plan.
πŸ‘‰ IR Goal Setting.
πŸ‘‰ Organizational Development Plan.
πŸ‘‰ IR Strategic Resources Plan.
πŸ‘‰ IR Organization Capability Development Plan.
πŸ‘‰ Change Management Plant.
πŸ‘‰ Executive Leadership Plan.
πŸ‘‰ IR Talent Management Plan.
πŸ‘‰ Mapping IR Issues.
πŸ‘‰ IR Strategic Skill Development

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