task of manajement. .

A. How the stages of employee discipline. . .?

Discipline means different things according to some views. Below are presented some of the opinion that discussed the discipline.
A. Discipline is defined by Prijodarminto (1993), as a condition created and formed through a process of a series of behaviors that demonstrate the values ​​of obedience, obedience, loyalty, or good order and regularity.
In this case such attitudes and behaviors that are created through a process of assisted families, education and experience or recognition of the ideals of the environment. Discipline will make a person able to distinguish what things are supposed to do, that must be done, which may be done and that should not be done (because it is forbidden things).
This discipline has three aspects, namely:
a. Mental attitute (mental attitude), which is an obedient and orderly manner as a result of training or development, mind control and controlling character.
b. comprehension well of the system of rules of behavior, norms, criteria and standards in such a way as to foster understanding of the insight or awareness that the observance of rules, norms, criteria and standards is a prerequisite for success.
c.attitute behavior reasonably demonstrate sincerity to obey everything carefully and orderly.
A mix of attitudes with the cultural value system into the steering and guidance to realize the mental attitude of action and behavior. This is basically called a discipline.

2. Gibson, Ivancevich, and Donnelly (1985) 13 defines discipline as the use of some form of punishment or sanctions if the employee deviates. The use of punishment is used when managers are faced with the behavior of subordinates who are not in accordance with the rules and work performance is below the company standard. List of behaviors that can be put are as follows:
a. absenteeism,
b. inaction,
c. stealing,
d. asleep while working,
e. threaten the leadership,
f. violation of safety rules and policy work,
g. insubordination command,
h. treat customers unfairly,
i. slow down the work,
j. refused to cooperate with colleagues,
k. refuse to work overtime,
l. possess and use illegal drugs while working,
m. damage the equipment,
n. language / dirty words, and
o. an illegal strike.
To impose a disciplinary penalty for breach of the company, there are some conditions the application of penalties, namely:
a. Determination of Time (Timing). The application of punishment is important. Punishment can be implemented after the onset of the behavior that needs to be punished, immediately or some time later after the behavior. The results showed that the effectiveness of increased penalties if the penalty imposed immediately after the unwanted actions performed.
b. Intensity (Intensity). Penalty to achieve greater effectiveness if the stimulus is relatively strong it is not preferred. The purpose of this requirement is that to be effective, punishment must get immediate attention of the person being punished. High-intensity punishment or punishments can cause fear in certain workplace that prevent someone from doing things that are not in accordance with the rules of the company.
c. Scheduling (scheduling). The impact of the penalty depends on the enactment of the penalty schedule. Penalties may be applied after any unexpected behavior occurs (continuous schedule), the time change or a fixed time after the unexpected behavior occurs (variable or fixed interval schedule), or after the occurrence of a response to variable or fixed schedule (variable or fixed ratio schedule ). Consistency of application of each type of schedule is a crucial penalty. In order to operate effectively, consistently required the application of penalties against any employee who violated company rules.
d. Clarity reasons (Claryfying the Reason). Awareness or understanding to play an important role in the execution. By providing a clear reason as to why the penalty imposed and further notice of the consequences if the behavior is not expected to recur, in particular has proven effective in the employee disciplinary process. Giving reasons basically tell with certainty about things that should not be made to the person concerned.
e. Characteristically not Personal (impersonal). Punishment should be given to a particular response, not to people or the general pattern of behavior. If the punishment is not personal (just based on feelings of like or dislike the giver of punishment), it is unlikely that a person convicted of an emotional experience side effects or unexpected onset of a permanent estrangement relationship with the manager / supervisor. It requires strong self-control and patience of the people sentenced to punishment is not personal.
3. Hodges (in Avin, 1996), says that the discipline can be interpreted as an attitude of a person or group who intend to follow the rules that have been set. In relation to employment, labor discipline is an attitude and behavior of employees to the rules of the organization.
Intentions can be interpreted as a desire to do something or willingness to conform to the regulations. Attitudes and behaviors in work discipline is characterized by various initiatives, willingness and desire to obey the rules. That is, someone who is said to have high discipline is not merely to obey and abide by the rules are rigid and dead, but also have the will (intention) to conform to the rules of the organization.
Indicators in the discipline of work, is as follows:
a) Discipline does not work solely to comply with and obey the rules regarding working hours, for example, come and go according to schedule, not absent when it works, and does not steal time.
b) efforts in complying with regulations are not based on the existence of feelings of fear or necessity.
c) The commitment and loyalty to the organization, which is reflected by how the attitude of the work. Whether employees or not serious? Loyal or not? Is the work of employees have never complained, not pretending to be ill, not spoiled and work with high spirits? In contrast, behavior that often show indiscipline or break the rules can be seen from the high levels of absenteeism, abuse and lunch breaks must, leave work without permission, defiance, dishonesty, gambling, fighting, malingering, excessive spoiled attitude, smoking in time limits and behaviors that indicate low morale.
4. Stuart Emmel (2001) 4 defines discipline as a system of rules to control behavior. The main function of discipline in the workplace is to encourage employees who have not been satisfactory for the better. The focal point on the increase means that the discipline is about trying to achieve, and do not use the charge / bad intent. Punishment is used only at the last moment, when other means have failed. Therefore, the primary purpose of discipline according to Emmel is to improve, correct, prevent, and realign the actions that are inconsistent with the rules, bringing employees to comply with corporate standards and encourage the improvement and job performance at a higher level again.
Furthermore, Stuart Emmel divides into two criteria for the issue of discipline, namely:
a) behavior that deviates hurt. Harm behavior aberrant would normally make disciplinary action. hurt the other person can always be categorized as problems related to job performance and relationship issues / behaviors. Work performance problems include: poor attendance and absenteeism, poor work / careless, and failure to follow rules, such as health and safety. Labor relations is all about: the refusal to obey the commands in a logical and destructive behavior.
b) the fatal aberrant behavior. Deviant behavior will lead to a fatal termination. Again, this aberrant behavior can be categorized as either performance or relationship issues. Problems related to job performance is the neglect of the rule that caused fatal loss, a loss in the company, serious neglect of the rules of health and safety and the deliberate destruction of company property. Problems related to employment is a theft or forgery, assault or fight a cruel, destructive behaviors corporate reputation, the use of alcohol and illegal drugs in the workplace, and the fatal disobedience to the leadership.
To overcome the problem of discipline, Emmel suggests a three-step models. The first step is the investigation phase is to find the facts relating to disciplinary action. This approach to building an objective fact. Related questions at this stage are:
• What happened?
• When going on?
• Where there?
• Why is it happening?
• What happened?
• Who is involved?
The second step is a step that aims to check out the problem. After making the facts, the next is uncovering problems with:
• See if there are irregularities on the facts that really happened.
• Determine whether the behavior is included in the category of aberrant or deviant behavior is fatal.
• Determine the types of problems, whether related to performance or the relationship / behavior.
The third step is the decision stage where the leader decides what action is required. Once the facts are gathered and the problems have been clear, the next stage is the stage of decision making / action. Possible actions are as follows:
• Not doing anything. This action will result in problems that arise will be enlarged and increasingly deteriorating, suggesting that the leader is a procrastinator who never take a clear / firm and weaken the morale of others.
• Changing circumstances / situations. This can work well when the leader was confident that with the changing circumstances / situations can improve the performance and relationship / behavior in the workplace for the better.
• Changing people / employees. Steps that can be done to change the person / employee using approaches such as counseling, conduct training (training), and the use of disciplinary procedures.
5. Singodimedjo (2002, in Sutrisno, 2009), 5 defines discipline as the attitude and the willingness of a person's willingness to abide by and comply with regulatory norms applicable noram around. A good employee discipline will accelerate the company's goals, while the low discipline would be prohibitive and slow down the achievement of corporate goals.
Given the established order, not by itself its employees will comply. Condition necessary for the organization's employees with the discipline of organization / company. Singodimedjo (in Sutrisno, 2009), 5 states that the factors that affect the discipline of employees is as follows:
A. Large / small compensation.
Big or small it may affect the enforcement of discipline compensation. employees will comply with all applicable regulations, if he feels that hard work will get done remuneration commensurate with the efforts that have been given to the organization / company. When he receives adequate compensation, they will be able to work quietly and diligently, and always tried to work with the best. However, if the employer / employee receives compensation was far from adequate, then the effort will be uninterrupted work done, and try to find additional revenue outside or inside, thus causing it to frequently absent, often asking for permission to the outside, or take advantage of work as a means to supplement their income. In other words, the provision of adequate compensation, a little more will help the employee / employees to work in peace. Due to the received reasonable compensation, their primary needs will be met.
2. Presence / absence of exemplary leaders in the company.
Exemplary leader is very important, because in an organization / enterprise, all employees / employees will pay attention to how leaders are able to enforce discipline in him and how he can control himself from the speech, actions and attitudes that can harm the established rules of discipline. However, the leader is an example that will be emulated by his subordinates in attitude. Therefore, if a leader wants the enforcement of discipline in the company, he was the first to practice to be followed by other employees.
3. Presence / absence of certain rules that can be used as a handle.
Coaching discipline will not be implemented in the organization / company, if there is no written rule that is sure to hold on together. Discipline may not be enforceable if the rules are made on the basis that oral instructions may vary according to the conditions and situations. With the existence of a clear written rules, the employees will get certainty about what the guidelines should do's and don'ts. So will refrain from behavior that does not comply with these regulations.
4. The courage of the leaders in taking action.
If there is an employee who violated discipline, it is necessary to have the courage of leaders to take action in accordance with the level of violation made. Through a disciplinary action against the behavior, in accordance with the existing sanctions, then all employees will feel protected, and in his promise not to do similar things. In the circumstances, then all employees will avoid attitudes that violate the rules will ultimately cause harm to the organization / company. Vice versa, if the leaders do not dare to take action, despite the clear violations made by employees, will affect the working atmosphere within the organization / company. Where the employee will doubt the importance of discipline in the workplace.
5. Presence / absence of supervisory leadership.
In every activity undertaken the organization / company, the need for supervision, which will direct the employee to be able to carry out the work properly and in accordance with the standards of the organization / company. By realizing that human nature is always to be free, without being bound by the rules, the supervision is necessary for the sake of discipline in an organization / company.
6. Presence / absence of attention to employees.
Employees are human beings with different characters with each other. As humans, employees not only need an award to a higher compensation, but also requires the most attention from the leader. Complaints and the difficulty they want to be heard and find a way out, and so forth. Successful leaders give great attention to the employees will be able to create a good working discipline. Because he was not just physically close, but close in spirit. Such a leader will always be respected and appreciated by employees, so it will greatly affect the performance and employee morale.
7. The creation of the habits that support the enforcement of discipline.
Positive habits that include:
• Mutual respect when it met in a work environment.
• throw a compliment in accordance with the place and time so that employees will be proud to share the praise.
• Often involve employees in meeting and dealing with the fate of their jobs.
• Notify if you want to leave the workplace to co-workers, to inform where and for what matters, although the subordinate ones.

2. Why is discipline employees is one of the factors for achieving organizational success. . .?

Discipline is an important key keberasilan in implementing and maintaining a code of ethics within an organization. Disciplinary action will be undertaken to reduce fraudulent employees.
The following things can reduce the amount of fraud:
a. Investigation of an incident is always done within the framework of upholding the code of ethics or of violating the code of ethics in consistent
b. Treatment of a case should be proportionate and consistent.
c. Relevant control over the assignment and development.
d. Communication and training must be in accordance with the organization's values, needs and appropriate codes of conduct and expectations. View of the fraud must be a real consistensi disseminated to all employees. Employees should be disciplined with the time and resources. Each act of violation of organizational discipline will be penalized. Discipline employees who will be able to improve organizational culture.

3. Examples of discipline within the organization, and example. . .?


Discipline is needed in an organization or company, or by each individual, especially the discipline of human resources (HR). One of the things that distinguishes those who succeed with those who do not succeed, lie at the level of discipline.
People who are disciplined in general have a high level of discipline, both in terms of employment and other activities. A successful organization is the organization that are consistent in executing a strategy, in which the role of HR and the level of discipline determines its success.
We can point out examples of the importance of discipline for individuals and for an organization or company. For example, in 2009, one oil mill PT employees Lyman Stone Village District Buil leatherback Melawi District of West Kalimantan Province in an accident that resulted in the death of the employee.
This happens because of a lack of discipline on the employee. In addition, employees are less comply with applicable laws in the company, and head of state employees are also less noticed at work, resulting in an accident.
Another example of such a company, leaders often come too late. Besides lack of leadership also interact with subordinates, so that it is bad for the image of a leader. For that to be a leader respected by his subordinates, it should provide a good example for employees, for example by coming to the office on time and establish a good interaction of the subordinates, in order to create a good working relationship between superiors and subordinates. Leaders should make every effort to create a harmonious human relationships as well as binding. In order to create a harmonious human relations and the environment will create a comfortable working atmosphere.
Of some of the examples above, we can conclude that the discipline is very important in efforts to improve the performance of any person or organization or company, thus achieved an objective to be met effectively. In addition, discipline is also one element of human input, so that discipline is an important point for individuals and organizations and companies.
Discipline is a very important requirement in order to create a climate and working atmosphere for the benefit of the achievement of organizational goals. Labor discipline in an organization or company generally requires each member to comply with and obey the rules of employment, that all duties and responsibilities can be carried out by both the interests of organizations and companies.
The importance of improving discipline based paradigm, that none of the humans who make mistakes. Every human being has a fundamental desire in him, which resulted in putting the interests of himself above the interests of the organization or company. So we need a concept of discipline that can lead to obedience or adherence to the provisions of the existing members.
According to Ir Ahamd Tohardi MM (2002), discipline is a person's behavior in accordance with existing work procedures. HR discipline is divided into two kinds, namely the discipline of time and discipline to act or behavior. In addition, discipline is also having an impact on some things, such as the achievement of the objectives of an organization or company, which the company has many employees who lack the time or discipline to discipline against the rules do not exist, so it causes no achievement of corporate goals. This can cause harm to an organization or company. So because of not causing harm, we must be disciplined, be disciplined with time or discipline to the rules.
Discipline on a company's human resources can we form by imposing punishment (penalty) and reward (prize), which can be used in a strategy of enforcing existing regulations in a company or organization. For example, for each employee who came late to the office, then the question will receive a pay cut sanctions, and if carried out successively for three times, then the question should receive more severe sanctions than ever before. Fairness and firmness in the application of the rules is required, for success in the enforcement of discipline.
Good discipline reflect the person's sense of responsibility for the tasks given to him. It encourages morale, morale, and the realization of objectives of an organization or company, employees and communities. Therefore, every leader is always trying to have good discipline, in order to provide a good example to his subordinates as well.
High work discipline is a process of continuous learning. So that the learning process more effective, then the head of which is a change agent to be concerned about the principles that are consistent, fair, positive, and open.
Therefore, we need a disciplined investment process from an early age in order to achieve human resource goals of the organization or a company, because the success of an organization or company is located at the level of discipline on their members, which we know that the discipline of human resources is one of the input of the SDM.

Task of Management

Leadership is as a process of briefings and activities to influence others to want to work with voluntary groups to achieve goals.

In our leadership with applicable terms of approaches to study leadership

• Approach kesifatan
That leadership is seen or because they appear combination of properties that appear in a person.

• Approach behaviors (behaviors)
That pemimpimpin in or emerging from a personal view of someone who is in touch with its leadership.

• view situational (contingency)
This view considers that the conditions that determine evektivitas leadership varies with the situation of the tasks performed, the skills and expectations of subordinates, environmental organizations and so on.

The elements of leadership

• A cadre of movers
• The participants are moved, the existence of communication, the goals of the organization
• There mamfaat who not only enjoyed by some members.

A leader must perform the function of leadership, make decisions, develop information, maintain and develop the loyalty of its members, gave impetus and encouragement to its members, responsible, giving awards to outstanding members, and shall supervise the implementation of activities.

The task of a leader is divided into 2:

a. Associated with keja
Such as taking the initiative, set the pace and direction, provide information, offer support, give ideas, take a decision

b. Related to the compactness of
Such as encouraging, friendly, and being accepted, being reconciled,
There are 2 styles of leadership style is task oriented (task oriented) and style with the orientation of employees (employee oriented)

In leadership there are several factors that affect leadership include: a leader, the ability and the quality of a leader is to lead an organization, and the followers or subordinates, ability and quality of followers in the receiving direction from their leaders that it can be seen from the Y affect the environmental situation of the followers or his subordinates.

Leadership is the ability for someone to mempenggaruhi others to work together according to plan plans to achieve the goals set earlier. Thus the leadership of a very important role in the management, even it can be stated is the core of management leadership.

Leader is someone who has a clear vision towards which they work, are consistently willing to match deeds with words, focusing on the future, not past.

The duties of a leader

- Taking the initiative is taking steps in handling a problem, a leader must have a high initiative to define a middle of a problem.

- Set the pace and direction of a supervisor must set the course

- The role of determining the direction (direction setter). This role is a role which presents a vision of a leader, or a convincing picture of the target for an organization, to be achieved in the future, and involve people from "the get-go." It is for experts in the study and praktekkepemimpinan is the essence of of leadership.As a determinant of the direction, a leader convey a vision, communicating, motivating and co-workers, and convince people that what is done is the right thing and support the participation at all levels and at all stages of the business into the future.

- Agent of change (the agent of change). Agent of change is the second important role of a visionary leader. In the context of change, the external environment is central. Economic, social, technological, and political changes occur constantly, some progress dramatically and the other takes place slowly. Of course, customer needs and preferences change as well as changes to the wishes of the stakeholders. Effective leaders must constantly adapt to changes and forward thinking about the potential changes and that can be changed. This ensures that the leader is provided to all situations or events that could threaten the success of organizations today, and most importantly the future. Finally, flexibility and calculated risk taking is also important to changing environments.

- Spokesman (spokesperson). Getting a "message" to the outside, and also spoke, so to speak is an important part of the dream of the future of an organization. An effective leader is also someone who knows and appreciates all forms of communication available, in order to explain and build support for a vision of the future. Leader, as a spokesman for the vision, should communicate a message that binds all people to get involved and touch visiorganisasi-internally and externally. The vision presented must be "useful, interesting, and menumbulkan depanorganisasi excitement about the future."

- Coach (coach). Effective visionary leader must be a good coach. By this means that a leader must use teamwork to achieve the stated vision. A leader optimizes the ability of all "players" to work together, coordinate their activities or business, toward "achieving victory," or toward the achievement of an organization's vision. Leader, as a coach, keeping the workers to concentrate on the realization of the vision by directing, encouraging, and building trust among the players that are important for the organization and its vision for the future. In some cases, it can be argued that the leader as a coach, more appropriate to be appointed as a "player-coach."


Leadership style is a method or way a boss to lead all work activities, motivate, and provide job performance of employees / subordinates to achieve a predetermined goal.

If I become a leader I will take the style of the orientation task (task oriented) of the managers mengarkan or supervise his subordinates to ensure the tasks carried out as desired.

Reasons:
 

I think this leadership style is more effective because, a leader can see and assess the work direct subordinates, and subordinates if the work was incompatible with that expected of a leader can immediately give warning to his subordinates

HOTEL DEPARTMENT

FRONT OFFICE DEPARTMENT
1. Reservation manager
Is a position that can be found at many major hotels. Incumbent is responsible for handling incoming reservation requests and noted specifically as a form of service. Specific duties of this job is really done continuously, aims to provide accurate information and confirmations to guests.
Reservation Manager is responsible for the smooth operational room reservation as a whole, including konfirmed reservation requests, request special services, answering requests for information from prospective guests and establish good communication with marketing and sales departments.

2. Reservation supervisor
Supervision sexy reservation is responsible for the supervision and smooth sexy operational reservation in working group (one shift). In addition, supervision of reservation is also tasked to create a schedule for his subordinates. He must ensure that his subordinates to get a proportional and balanced schedules, such as overtime, holidays, leave, and so forth.

3. Reservation clerk
Booking officer, namely operational officer who handles all bookings. Officer responsible for booking orders that go to a hotel room through various methods and from various sources.
These officers have the authority to accept and reject the reservation. Reservations can be rejected if the hotel room is full. In such case the officer must offer alternatives first. Handling includes carrying out data recording reservation on the reservation form, giving answers or konfirmation in writing, and archive data reservation. Archiving should be done accurately to facilitate the administration of guests at the guest check-in.

4. Receptionist
Staff working in the section reception room registration clerk or clerk. A receptionist job description is as follows:
a. Serving guests who check-in and check-out according to procedures established by management.
b. Selling to the guest rooms.
c. Knowing all the activity going on in the hotel.
d. Read the log book and bulletin board for the latest information.
e. Creating a visitor preparation of individual and group guests.
f. Setting up the arrival and departure lists.
g. Help guests fill out the registration card.
h. Update the status on the computer room or bedroom shelf.
i. Provide appropriate information to the guest, both about the hotel and outside the hotel information.
j. Addressing guests moved rooms.

5. Reception supervisor
Supervisors receptionist is responsible for arranging, coordinating, and monitoring the sales room. Receptionist supervisor job description is as follows:
a. arrange needs the use of forms
b. Oversee the smooth and precise handling of check in and check out.
c. Do match up with the housekeeping room status differences.
d. Provide guidance and direction to the receptionist about the sale room.
e. Delivering a new policy from the front office manager.
f. Keeping the special room rates remain accurate.

6. Telephone operator
Officers at the front office department responsible for handling telephone connection, both incoming and outgoing hotel. Specifically telephone operator tasks are as follows:
a. operates switchboard correctly.
b. hygiene and neatness switchboard / workplace.
c. Implement telephone manners.
d. Serving local connection, interlokal, international.
e. Serving facsimile delivery of hotel management.
f. Serving guests who want to be woken demand at certain times.
g. Implementing rules of the hotel in case of fire.
h. Record and deliver messages from the guests.
i. Caring for and maintaining the telephone directory in order to stay up to date.
j. Create an account facsimile transmission.
k. Creating reports and international long-distance telephone connections.

7. Night auditor
The officer on duty at night, is responsible to check back all the work already done by the cashier before. This meant that the recording of transactions that occur can be done properly and correctly.

8. Front office cashier.
One department of the hotel which is located on the front and have the following main tasks:
a. Sell ​​the room.
b. Report the status of rooms.
c. To record payment of the guest account.
d. Resolving guest payments.

9. Porter
Often also called concierge or a Uniformed Service. In essence, this section has the duty and responsibility of the same, just different terms. In a large organization that has a number of hotel rooms over 300 and has a diverse system of services (various services), then the organization or the Uniformed concierge service is one part that stands alone as a department. In the hotel or the hotel is medium, the organization of this section is one section of the front office departments. While in a small hotel the porter or concierge is usually a subsection of section reception (reception).
Broadly speaking, the scope of the task of the porters are as follows:
a. Provide services in cargo handling newly arrived guest, move rooms, and guests who will leave the hotel.
b. Provide pick up and delivery service guests from and to the station or airport.
c. Giving guests a message delivery service.
d. Carry out other tasks related messenger guest services.


DEPARTMENT housekeeper
1. Executive House keeper
Main tasks of the executive house keeper is to mobilize and oversee all direct reports, as well as control operational daily maid so it can run smoothly.
Details of tasks:
a. Work program and budget plan housekeeping department.
b. Contact the front office to get information about today's expected arrival lists, guest in the house list, vip list, and the expected departure list, before taking up his duties and then forward it to every room supervisor.
c. Give special attention to vip guests.
d. Doing maintenance and recording of the hotel's belongings lost or damaged.
e. Accommodate and review and act your best compaint against all of the guests.
f. Conduct training and provide instructions for using the correct methods of work and create a harmonious working atmosphere in the housekeeping department.
g. Responsible for all costs for housekeeping purposes oprasinal, through the purchase of equipment and drugs cleaners, Lene, guest supplies, guest amenities, and others.
h. Making evaluation work of subordinates each month / year.
i. Harmonious relationship with the department head or other parts.

2. Assistant executive housekeeper
Main tasks of the assistant executive housekeeper is performing their duties and responsibilities if the party concerned is absent or is unable to carry out their duties. The details of these tasks are:
a. EHK help create a training program, the instructions executing tasks, and plan the implementation of employee training programs.
b. Controlling the work of subordinates, which includes discipline, work, and quality of work.
c. Monitor and control the situation room that has to do with the check-in, check-out, change rooms, and rooms that must be repaired (out of order).
d. antarpimpinan attend part when EHK was unable to attend.
e. Controlling the use of tools and cleaning materials and guest supplies.
f. Resolving problems that arise in HK department.
g. Apply for the purchase of equipment and cleaning materials, linen, and guest supplies to the EHK.
h. Lead and make the schedule work supervisor.
i. Coordinate supervisors and their subordinates.
j. Held a briefing with the supervisor.
k. Come build a cooperative relationship with the head of department, or other departments. He is responsible to the EHK.

3. Chief floor.
EHK has a notch below, and a floor section. Chief floor fully responsible oprasional room floor section or section is held.
Chief floor served:
a. Representing EHK (if unable to come), to convey instructions from superiors to the floor supervisors associated with oprasional in the floor section, especially in the handling of guest rooms.
b. Following the briefings or meetings that are held by management (department head meeting) represents the floor section.
c. Make time work schedule for the floor supervisor and the room boy / attendant.
d. Creating a work plan to the floor supervisor and room boy / attendant on the general cleaning, special cleaning and daily cleaning of guest rooms, especially at the time of room occupancy levels are low.
e. Giving pelatiahan (in-house tarining) to room boy / room attendant, both about how to use cleaning machines, cleaning tools, as well as those relating to the workings of the room boy to be able to work effectively and efeisien.
f. Provide direction to the floor and room sepervisor boy to confront and resolve guest complaints dikamar (floor area).
g. Apply to the employer for the addition of room boy when necessary.
h. Giving an assessment of subordinates, both floor supervisor and room boy.
i. Propose to management, through the executive housekeeper, in order to get an award for his subordinates as well as with reprimend or punissment for violations that do harm to the company.
j. Make monthly reports on the use of guest supplies and cleaning suplies to AEHK or EHK that can be used as inputs in the manufacture of floor budget section.
k. Inventory report as well as cleaning supplies, guest supplies that have been thinned so it can be made a purchase request (purchase request) by the office clerck / housekeeping secretary.
l. Receive reports from the floor supervisor when there is loss of goods belonging to the guest in the room, as well as the discovery of the belongings left in guest rooms as well as follow up.
m. Reporting to the assistant executive housekeeper or executive housekeeper if there are complaints from guests that he could not overcome.
n. Collaborate with the entire section in the housekeeping department and with other sections of the department.

4. Housekeeping secretary, office clerk, order taker.
In some hotels, housekeeping office is one of its own section in the housekeeping department.
Internal administrative activities include:
a. Making work schdule to floor supervisor, office clerk, as well as room boy / room attendant.
b. Create a daily report, weekly, or monthly for the use of various medications and cleaning by the room boy Houseman.
c. Receiving, recording, storing, and maintaining goods found in the area of ​​the hotel's guests.
d. Serving onsite work schedule and Housman room boy.
e. Serve applications for permission to boost the job, leave permission, or an extra day off housekeeping crew.
f. Recording and meleporkan to EHK if any belongings in the hotel room and then brought guests upon check out or destroyed by the guest.
g. Reporting to the EHK complain when there are guests that can not be overcome by a floor supervisor and chief floor.
h. Create in-house training schedule for the housekeeping crew.
i. Archive your outgoing mail, incoming mail, work schdule time, nor the letters permit the housekeeping staff.
The order taker tasks are:
a. Received a call from another section or from other departments as well as follow up.
b. Receive orders from guests in a room request and submit it to the boy rom or other personnel related to followed up.
c. Or telephone from outside and present it to the destination.
d. Receive and record messages from the guests to be submitted to the executive housekeeper or other staff.
e. Guest complaint noted that conveyed by telephone and guest slips for complaint in order to convey to executive housekeeper followed up.

5. Floor supervisor, supervisors room, floor captain
Details of duty as a room supervisor is as follows:
a. Held a briefing by the room boy on matters relating to state guests, for example about the VIP guests, ON, about the priority of the make-up room and room boys division.
b. Receive of assistant chief executive housekeeper or floor.
c. Sharing the pass key or keys and  room equipment to each room boy.
d. Distributing cleaning materials to the room boy according to the amount of room occupancy.
e. Make the report as a source of making room housekeeping report.
Details of supervisory tasks:
a. Using and directs human resources through his command. This means providing motivation to the subordinates to work with pleasure and passion, loved his job, and showed a good attitude and positive. This will provide encouragement, opportunities to learn and develop and be proud of his work.
b. Using, processing all available resources, such as manpower, materials, equipment, funding and methods.
c. Applying the steady regulation and company policy.
d. Implement a working relationship with all employees, ranging from superiors, peers, subordinates, and guests. A good supervisor will always strive to develop the spirit of effective cooperation.
e. Assessing the work of subordinates objectively. The subordinate should be told how well their achievements in meleksanakan work, and in an effort to improve the effectiveness of the organization, the supervisors should carry out assessment of subordinates work performance.
Department of food and beverage
 1. Food & Beverage Director
Description of duties and responsibilities:
• Set menus, presentation systems, sales strategy,
directs the implementation and assessing the success
• Conduct analysis of competitors
• Develop budget kitchen FB Productions, F & B service and Stewarding
• Formulate operational cost control policy
• Dealing with issues that require immediate treatment
• Creating a harmonious relationship with colleagues and customers
• Conduct briefing on the department
• Propose to the boss, the adjustment procedure and
environmental policy in the food & beverage department if necessary
2. Assistant Food & Beverage Manager
Description of duties and responsibilities:
• Coordinate the implementation of activities between kitchen, F & B
service and stewarding
• Develop work plan and assess its implementation
• Oversees the operational schedule of subordinates
• Monitor the results of physical inventory in the kitchen, F & B service and stewarding
• Monitor the implementation of the store room requisition
• Conduct performance assessment work of subordinates
• Implement the smooth operation of the various activities of the existing working relationship with the food & beverage department
• Coordinate and oversee the smooth preparation of the event event / function
• Dealing with problems who require immediate handling & reporting kpd boss
• Establish relationships with colleagues and guests
• Creating a harmonious relationship with colleagues and customers
• Provide direction and guidance to subordinates

3. Restaurant & Bar Manager
Description of duties and responsibilities:
• Coordinate operations at the outlet food & beverageservice
• Coordinate the preparation and overseeing the smooth implementation of the function / event
• Assist the smooth implementation of the physical inventory
• Establish and build relationships with guests
• Helps to make reports monthly sales report, F & B
• Conduct performance assessment work of subordinates
• who require handling problems and hold a maintain & report to superiors
• Handle and monitor the changes and deviations within the operational activities
• Monitor and supervise personal hygiene, grooming and sanitasion

• Handle and supervise direct service VIP guests
• Create and foster a healthy working atmosphere
4. Head Waiter
Job descriptions and responsibilites:
• Supervise the use of par stock irregularities
• Checking completeness and accuracy of the "mise en place"
• Examining the accuracy of daily sales reports
• Directing and overseeing the smooth service in a restaurant
• Dealing with guest complaints
• Set the division of "station"
• Checking personnel hygiene, grooming and sanitation
• Assisting in arranging buffet sous chef
• Handle guest service direct VIP (Very Important Person)
• Coordinating and overseeing the implementation of clear up
• Assist the smooth conduct of physical inventory
• Checking the completeness, accuracy procurement "store room requisition"
• Establish rapport with guests
• Create a work schedule of subordinates
• Supervise subordinate discipline
• Handle guest issues
• Conduct assessment of the work of subordinates
• Create and foster a healthy working atmosphere

5. Assistant (Head Waiter Captain)
Description of duties and responsibilities:
• Assist the head waiter duties
• Completing the completeness, accuracy of the mise en place
• Make daily sales reports
• Complete storage and use of par stock
• Supervise and assist the smooth precision of execution
sales service and presentation of food and beverages
• Make repair and maintanance order
• Dealing with VIP guest services directly
• Addressing the guest complaints
• Supervise and direct subordinate smooth service
• Assist the smooth implementation of the physical inventory
• Establish rapport with guests
• Create and foster a healthy working atmosphere

6. Waiter / Waitress
Description of duties and responsibilities:
• Prepare the technical completeness of service
• Implement the preparation set-up the mise en place
• Conduct direct services to guests
• Taking orders / orders from the captain to be forwarded guests
the kitchen
• Implement the presentation of dishes to the guests
• Implement clear up from the coffee table
• Prepare and take the needs of linen napkin, wares, supplies
• Collecting and transporting soiled linen and dirty dishes to the laundry / stewarding
• Perform the setup table set up and clear up
• Implement and follow the orders of captain in carrying out his duties
• Clean up work area
• Establish relationships with guests
• Attend daily briefing

7. Chief Bartender
Description of duties and responsibilities:
• Supervise the storage, use of bar stock
• Completing the completeness, accuracy of the mise en place
• Make daily sales reports
• Mngawasi smooth, precise execution of mixing drinks, presentation, sales & service
• Mnysun portion standards, standard receipts, standard beverage cost b'sma with F & B cost control
• Directing, supervising the smooth service
• Addressing the guest complaints
• Set the division of "station" and oversee its implementation
• Checking personnel hygiene, grooming and sanitation
• Dealing with VIP guest services directly
• Assist the smooth implementation of the physical inventory
• Checking the completeness, accuracy procurement "store room requisition"
• Creating and maintanace repair orders
• Supervise subordinate discipline
• Handle guest issues
• Conduct assessment of the work of subordinates
• Create and foster a healthy working atmosphere

8. Room Service Order Taker
Adan job description responsibilities:
• Handle reception, recording room service to order room service captain danmenyampaikan
• Recommend and assist guests in selecting the menu
• Contacting visitors for the implementation of clear up
• Receive guest complaints and report to head waiter
• Maintain a healthy work atmosphere
• Attend briefings head waiter




Accounting department
Accounting Department.
Accounting Leadership Garuda Plaza Hotel organizationally is Executive
Assistant Manager of Administration, while the day-to-day operational
under the responsibility of Accounting Manager. The main task of leadership is
establish a personnel accounting, supervision and
implementing guidance and implementation, governing the administration of bookkeeping
that records all financial transactions that give rise to increases or
loss of property or debts of the company something.
Other duties are;
 Conducting Analise careful about the situation of the company for materials  !
decision-making for Gen eral Manager.
 Develop a pattern of financial administration in accordance with the accounting cycle with  !
any application and save the document ~ okumennya.
 To report regularly to all the company's development to  !
Board of Directors
 and help planning the internal organizational structure of Accounting  !
Department in accordance with its activities and budget arrangement merenC8nakan
company at the end of each year.
Accounting Manager assisted by several staff as in the structure
organization that is:
1. Bookkeeper
2. General Store
3. Secretary
4. General Cashier
5. Accounts Receivable
6. Cost Control
7. Cash Flow
8. Payroll
9. Income Auditor
10. Accounts Payable
11. Government Tax
12. Reseiving
13. Bill Collector
14. Nite Auditor
15. Front Office Cashier
16. Restaurant & Bar Cashier.


Human Resource Management in Hospitality
One of the most important departments of any hotel staff is human resources management. Human resource management right can distinguish between run hotel with very good or bad in a hospitality industry. Human resources manager can control almost the whole hotel. This makes the importance of human resource management for hotels.
Employees who are employed at the hotel can really change the quality of service and overall atmosphere of the hotel. This means that it is very important to select workers who are optimistic, dedicated workers for every position. It is the task of human resource managers to ensure that good and qualified people selected to work at the hotel.
Retention of employees is a major issue in the service business hotel. Because so many employees do not have a job as a destination hotel end of their careers, many of them only work in a hotel for a short amount of time. Other employees may have to come out because of poor work ethic or anything else. However, there are ways that human resource managers can curb some desire and the possibility of employees will move to another job quickly. The importance of human resource management for the hotel is very big in this field. Managers can provide good training and incentive programs that will cause employees to stay longer at the hotel. Have a clear development plan to progress to higher levels, the service also will cause employees to survive much longer. Employee development and promotion issues, another major issue for the hotel industry. Hotels that provide ways for employees to advance in position, or provide training for employees so they can acquire the necessary skills to advanced position is very important for employee retention rate.

importance of human resource management for very large hotel. There are thousands of ways that a human resource manager can make a hotel run more smoothly and more efficiently. There are many areas that could benefit from the experience and guidance of a human resources manager. It is therefore very important not to underestimate the importance of managers. Without a hotel human resource manager can not provide quality service to customers and employees.

The purpose of Human Resource Management
Human Resource Management is needed to improve the effectiveness of human resources in organizations
The goal is to give the organization an effective working unit. To achieve this goal, the study of personnel management will demonstrate how the company should acquire, develop, use, evaluate, and maintain employees in the amount (quantity) and type (quality)
Human resource management is a process to handle the various issues on the scope of the employee, employees, workers, managers and other workers to be able to support the activities of the organization or company to achieve its intended purpose
 Parts or units that usually take care of tablespoons is a human resources department or in English is called HR or human resources department. According A.F. Stoner human resource management is an ongoing procedure that aims to supply an organization or company with the right people to be placed in proper position and the position at organizations need it

HRM objectives consist of four objectives, namely
1. Organizational Objectives
Intended to be able to recognize the existence of human resource management (HRM) in contributing to the achievement of organizational effectiveness. Although formally a human resources department was created to help the managers, however, the managers remain responsible for employee performance. Human resources department assist managers in dealing with matters relating to human resources.
2. Functional Objectives
Intended to maintain the contribution of the department at a level appropriate to the needs of the organization. Human resources become worthless if the human resource management have a criterion which is lower than the level of the organization's needs.
3. Social Objectives
Intended for ethically and socially respond to the needs and challenges of society through actions minimize the negative impact on the organization. The failure of the organization in using its resources for the benefit of the community can cause barriers.
4. Personal Objectives
Intended to assist employees in achieving the goal, at least the goals that can enhance individual contributions to the organization. Personal objectives of employees should be considered if parakaryawan should be retained, retired, or motivated. If it is not considered personal goals, performance and employee satisfaction can be decreased and the employee can leave the organization. [5]
Roles, Functions, Duties and Responsibilities of Human Resource Management
EMPLOYEES AND THE ROLE The role of HRM employees for a company in the form of their involvement in the planning, systems, processes and objectives to be achieved by the company. Speaking about the role of labor, must be distinguished between those who have jobs and those who work. R. Kyosaki call it in four stages (quadrant), namely self-employed, employe, businessmen and investors. Employees are those working on other people to sell their services, time, energy and thoughts for the company and get kopensasi of those companies. But speaking of labor is still common. Because there is no work, that work (on other people / state / private) and those who work alone. In HRM who want ditelah are employees (those who sell services, thoughts, energy and time-to another person or company. Here occurs a bond or contract regarding the rights and obligations of each.
HRM ROLE IS SETTING AND SETTING staffing PROGRAMS INCLUDE: 1. QUANTITY, QUALITY AND PLACEMENT OF LABOR D EFFECTIVE IN ACCORDANCE WITH ITS NEEDS. MUST be described in JOB DESCRIPTION. 2. WITHDRAWAL SET, SELECTION AND PLACEMENT EMPLOYEES UNDER THE PRINCIPLE IN MAN rigt rigt THE RIGHT PLACE AND THE MAN IN THE RIGHT JOB. 3. WELL-BEING SET PROGRAM, DEVELOPMENT, PROMOTION AND DISMISSAL 4. KNOWING labor laws DLL. (BY Felix Atawollo) (
Plan
Preparation and selection of labor (Preparation and selection)
Preparation. In the process of preparation to do the planning human resource requirements by determining the various jobs that may arise. What can be done is to estimate / forecast will be the vacant job, the amount, time, and so forth. There are two factors to be considered in the preparation, ie internal factors such as the number of new employees' needs, organizational structure, existing departments, and others. External factors such as employment law, labor conditions pasa, and so forth.
Recruitment & Selection
1. Workforce recruitment / Recruitment. Recruitment is a process to find potential employees or candidates, employees, workers, managers, or a new workforce to meet the needs of tablespoons oraganisasi or company. In this stage the existing job analysis necessary to create a job description / job description and job specification / job specification
2. Labor Selection / Selection. Selection labor is a process of finding the right employment of the many existing candidate or candidates. The initial phase needs to be done after receiving the applicant is looking at a resume / cv / curriculum vittae owned by the applicant. Then the applicant do the sorting of cv between applicants who will be called by that fail to meet standards of a job. Then the next is called the candidate elected to do a written test exam, job interview / interviews and other selection processes.

According Zurnali Cut (2010), an organization or company should be able to find and attract prospective employees who have the ability to work with using information and communications technology, commonly referred to as knowledge workers (knowledge workers). Quoting Drucker (2002:135): The most important contribution management needs in the 21st century is to increase the productivity of knowledge work (knowledge work) while increasing the productivity of knowledge workers (knowledge workers). The productivity of knowledge work (knowledge work) means the company increased its coverage on the use of technology-based knowledge, including use as closely as possible the use of information and communication technologies in enhancing profitable while strengthening the competitiveness (competiveness) company. Working knowledge is a reality that must be faced by any company or any organization, whether profit organization (agency, or corporation) and nonprofit organizations (such as government offices or NGOs). While the increased productivity of knowledge workers (knowledge workers) how to make the most meaningful knowledge and skills of knowledge workers in carrying out any work or tasks assigned to their company.

Zurnali Cut (2010) defines knowledge workers or knowledge worker (K-Worker) as an employee of an organization that is responsible to design, build, test, maintain, and operate the infrastructure and applications with the touch of organizational information and communication technology so as to achieve organizational goals effective and efficient and can provide satisfaction for the stakeholders of the organization.

Further explained that distinctiveness lies in the existence of knowledge workers to enjoy the freedom of autonomy on the job, moving, and against the command and control culture. During its development, K-workers tend to have the ability to operate a company so they have one or more firms that can be either commercial or non-profit company. A variety of enterprise knowledge can choose to help put the area of ​​knowledge and technology usually reserved for the development of skills in key industries such as telecommunications industry, mining, automotive, semi conductor, and biotechnology.



1. Workforce that works for the organization or company must master the job duties and responsibilities.
2. Compensation is very important and adapted to labor market conditions that exist in the external environment. Protection also should be given to workers in order to carry out his job with quiet performance and contributions of workers so that they can stick to a maximum from time to time.