Lima penyakit yang perlu di waspadai bagi usaha anda - oleh: Firman Bachtiar

Oleh : Firman Bachtiar

Seperti tubuh kita yang harus selalu di jaga kesehatannya, demikian juga usaha yang anda rintis perlu di waspadai dari penyakit penyakit ini:

·         Kurang perhatian pada  perkembangan teknologi baru:  sekitar 10 tahun yang lalu banyak bermunculan di tanah air usaha penyewaan VCD film seperti contoh EZ video/VCD rentalan di kota seperti Purworejo dan kota kota lain. Usaha ini mengkoleksi VCD film berbagai kelompok seperti drama, horor, sejarah dll sehingga pelanggan yang menjadi anggota dapat menyewa koleksi VCD itu dengan jangka waktu 2 sampai 3 hari sesuai dengan minat masing masing penyewa. Perkembangan  teknologi internet, TV dan parabola mini membuat masyarakat mempunyai pilihan yang lebih mudah dan murah dalam mendapat kan hiburan yang di inginkan. Dalam hitungan beberapa tahun saja amatlah sangat sulit bagi kita untuk dapat mencari usaha penyewaan VCD. Di dalam skala global dapat di jadikan  contoh merek Xerox yang dahulu merupakan pioner dunia untuk mesin foto kopi bahkan untuk beberapa golongan masyarakat mereka Xerox = foto kopi. Dalam dekade 1960 and dan 1970 an mereka di puji puji sebagai perusahaan teladan dengan harga saham yang meroket tinggi dengan jaringan penjualan yang tidak hanya di Amerika Serikat yang merupakan pusatnya juga eropa bahkan sampai ke negara negara berkembang seperti Indonesia. Namun setelah kurun waktu 1990 dan 2000 an mereka terlambat mengikuti perkembangan teknologi digital printer.

·         Kurang perhatian pada perkembangan selera konsumen: motto konsumen adalah raja memang ada benarnya, beberapa kurun waktu yang lalu ada beberapa jaringan toko diskon yang memfokuskan menjual barang barang yang murah, namun seiring dengan kemajuan ekonomi permintaan masyarakat berubah mereka ingin barang yang berkwalitas dan merek yang menyakinkan dengan harga yang terjangkau. Juga kemunculan jaringan toko Alfamart dan Indomaret di mana konsumen ingin dapat melihat, memegang dan memilih barang yang akan di beli dengan suasana yang terang dan nyaman dalam hal ini mungkin beberapa barang berada pada segmentasi yang lebih mahal tapi dalam hal ini menjadikan harga sebagai faktor no 2. Dalam hal ini kita tidak bisa menawar harga di tempat tersebut. Sebagai contoh yang lain semisal pada Mbah atau Kakek kita dahulu di rumahnya pada umum punya 1 unit mesin jahit, bahkan pada zaman tersebut mesin jahit di rumah merupakan barang yang elite serta rumah yang tidak punya mesin jahit di anggap sang Ibu kurang perhatian kepada keluarga. Bisa kita renungkan pada situasi sekarang, permintaan mesin jahit untuk keperluan rumah tangga sudah jauh berkurang bahkan pada keluarga muda sangat sulit di temukan yang memajang mesin jahit di ruang keluarganya.

·         Terlalu pede pada Prestasi gemilang di masa yang sudah lewat: perasaan puas dan nyaman biasanya di dasarkan pada pengalaman dan keyakinan pada kesuksesan di masa yang lampau akan berlanjut pada masa yang akan datang, dengan asumsi bahwa masa depan akan sama dengan sekarang bahkan lebih baik lagi.  Posisi ini menyebabkan lebih suka status quo, malas belajar lagi,  lambat mengambil keputusan dan birokratis. Sebagian contoh pada lingkungan  global seperti IBM yang pada masa gemilangnya dianggap sebagai perusahaan teladan serta visioner dengan semboyan “build to  last”. Budaya perusahaan menekankan penampilan kemeja putih, jas biru dan sikap berwibawa, IBM telah sukses dalam waktu lama sehingga bersikap puas diri, sehingga mantan CEO nya membuat autobiografi “who says elephant can’t dance?”. Sehingga sangat ironis kalau salah satu pencetus home komputer pada tahun 1980 an adalah IBM namun saat ini kenyataan pasar PC dan notebook berkata lain.

·         Sombong - dalam wirausaha sifat ini sebaiknya ditanggalkan :  memang ini adalah salah satu sifat yang tidak sepantasnya di miliki oleh manusia, sifat ini merupakan “selendang” sang Khaliq. Tanda-tanda dari arogansi adalah pada saat kita berhenti mendengarkan dalam artian berhenti mendengar suara lingkungan baik pelanggan bisa juga pemasok atau menyepelekan pendapat orang lain. Tanda lain adalah anda mulai berfoya-foya dan mau menang sendiri. Biasanya tidak ada orang atau perusahaan yang menjadi sombong dalam semalam, kebiasaan itu dapat tumbuh bertahun-tahun dan dapat tertancap dalam jiwa perusahaan. Kita seharusnya berterima kasih bila ada yang berani memberi masukan / komentar kepada kita. Jadikan itu sebagai salah satu sarana untuk perbaikan diri, karena kesempurnaan hanyalah milik ALLAH SWT.

Semoga dari beberapa ciri penyakit yang dapat merugikan usaha seperti contoh diatas dapat cepat di diagnosa dan cepat diambil tindakan untuk menjadikan usaha berkembang lebih baik menuju masa depan yang lebih cerah.

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Sustainable Devolopment - business organization overview

Maret 2007

Creativity is measured by several criteria and could be interpreted by many points of view, but it is absolutely depended on the quality of leadership of the organization. 

Leadership is not a person but a system. People normally equate the term ’leadership’ with ‘the leader’. This is partly the result of the ‘cult of personality’ that has been gaining ground in our society as a whole, and partly the result of a growing business hagiography, which over the past decade has lionized. The effect has been to make us think that they, and they alone, have been the culture-makers, and that somehow the future of these cultures rests solely in their hands. 

People have made the mistake of over exaggerating the contribution of individual leaders to change culture. The fact of the matter is that in this area individual leaders, even those at the pinnacle of an organization, cannot actually lead, and it is time we stopped pretending that they can. The reasons are hard political ones. The power of symbolic and situational definition are, and probably always have been, too diffuse to assume any one person is or can ever be in control of the cultural process. 

We must therefore concur that there is a growing ‘crisis of leadership’ in society and organization, where the people at the top have begun to realize that they no longer have the power to determine opinion or make things happen, at least not in the way they would like. The existing pluralism within the culture of the organization conspires to prevent leaders from ‘taking charge and making change’. They are powerless in the face of the gigantic, enormous, multi-legged octopus we call culture and perplexed by the whole issue of how to intervene in, influence or change it. 

The problem with trying to lead to day, at least in the old-fashioned sense of the word, is that there are just too many unknowns, too many things requiring attention, too many forces and counter forces pulling in different directions, too many things to get done and too many different demand on human ingenuity and skill for any one person to be expected to shoulder on his or her own. Without the help and support of others, top leaders invariably end up the victim of their organization culture or to be more specific, the kind of paralyzing vicious circle of thinking described earlier. 

The strategist feels compelled to call a halt to development because he or she feels the culture no longer has the potential for delivering what it was originally set up to achieve. Its limits have been reached. It is seen as having lost its creative or reproductive capacity; the life has flowed out of it; it is withering and dying, in danger of being no more than an empty shell. Time and the natural ageing process have taken their toll. The organization is in decline, its strategies-in-use is no longer the right instruments for achieving its objectives, the ‘exhausted soil’ of culture, the cultural symbols being ‘all used up and worn out’ and its tools are ‘blunted’. 

Not only has the culture lost its creativity and vitality, and its ability to touch hearts and minds, it has also lost its direction: what was once a progressive linearity of development has become a regressive circularity of development; the ‘virtuous’ circle, with its infinite capacity for generating new combinations of the cultural material, has become a ‘vicious’ circle, a whirlpool or spiral of narrowing options and endless repetitions of constantly failing solutions; a framework of opportunities has become a framework of constraints. The strategy-in-use has become a straitjacket; the solution has become problem; and the ‘vision’ has become blind, shortsighted dogma, unable now see the wood for the trees. 

For betterment, we are in urgent need of a sea change in the way we think about and practice leadership, and I believe the culture perspective might help us to achieve our goals. What it does is depersonalize and dissenter the leadership concept, so that we start to perceive leadership as a cooperative or collective enterprise spread throughout the organizational network or system, a property of the system rather than of any single individual. Clearly, there are still individual leaders participating in, even initiating, the process of change, but now they are no longer portrayed as omniscient or omnipotent, but as links in a much bigger chain or ‘network of leadership’, the unit of cultural production. The culture perspective does not therefore rule out individualism, but makes it part of a bigger endeavor. From this viewpoint leadership thus moves from the singular to the plural, from the personal to the systemic, from a privilege exercised by the few to function exercised by the many. Change becomes a creative collective effort.

 Change is a highly complex business, difficult to understand, and because of its non-linear nature almost impossible to deal with systematically, or to write about convincingly. Certainly, if one’s ambition is to tell it ‘how it really is’ or was, the result is almost certain to be a story as labyrinthine and multilayered. Things, as they say, are going to take a whole lot of explaining.

In matters of culture it is nearly always a case of an ibis, therefore is never far from one’s mind. Nor can one ever be sure that things will come right in the end. 

Working with changes need a greater tolerance for complexity, however, will reward investigators with a deep understanding of the phenomena they are studying and a firmer basis for interpreting the data they collect. 

Given a highly attractive alternative, one might well ask what would induce anyone to read a book that promises no ‘keys’, no ‘solutions’, no ‘simple secrets’, not even an eight-point guide to ‘excellence’ or a single two-by-two matrix of strategic options for change. 

The guiding maxim of philosophy being proposed is that one should meet complexity with complexity, that is develop a framework sufficiently complex to embrace the complexity within the subject matter it is seeking to describe, but no so complex and life-size as to be as confusing as the ‘real thing. Unfortunately, it is here at the very first stage of conceptualization that one encounters a major problem: there are apparently no framework like this is available, we don’t even seem to have a reasonable way, i.e., a conceptual framework, for thinking about change.

 If an institution takes care its man who work with, by fulfilling their needs, provide them wealthier and happier condition, the institution will last for decades and hopefully will last for next generation. Human investment as a part of human development is the most important in every institution or business organization.  

When Jack Welch took over the GE management, he faced two options, either sold the GE’s assets or terminate the employers. He said that he rather lost the assets than good and creative personals. He said if the company will return wealthy, the company are able to buy any loosing assets, but if the company lost the good people, the company will have no power to fight against the competitors.

There are several measurement could be used, i.e. financial audit, management audit, personnel performance assessment, institutional assessment, etc. It will provide a grade of good governance through institutional credibility and accountability, effectiveness and efficiency in operational activities, and the growth of core business.

 

Since sustainable development study focuses on the continuation of natural process, it automatically will change the perspective and one’s point of view. He or she will more concern about the long-term results rather than short ‘bombastic’ effort. By considering the better life for next generation, obviously, we have to provide a solid foundation through a holistic approach which covers an integrated solution for the future; and for the sake of ethics, norm and morality, we do not dishonor ourselves with ‘dirty’ thought and activities.

Human life is a journey, it is not valued by the length of time but by the good things that he or she has done for surrounding people, the people who care and share with, the people who work with and help to solve so many problems, the people who have been ignored and disgraced by a certain condition, and the people who never be appreciated properly.

Music therapy have proven can make human spirits more calm, people in highly stress defenedly need music to recover even the baby before birth, with 6 to 9 month in mother pregnant hear the clasical or soft music can response to the sound.

This analyze will put us to the point that we have to take care the eco-system; ‘back to nature’ is the perfect word to figure out our concern to the sustainability of environment.

There seven items should be considered regarding to sustainable environment:

1. Reduce
2. Reuse
3. Recycling
4. Environment consideration
5. Life-cycle costs
6. Energy conservation
7. Quality

Analysis support management is give service to the management for information need internally and externally. The dynamic change of the envifonment needs to watch and follow recent situation. The analysis report regularly sent to the management as reference to the decision. As the logistic of the information the analysis support management could affect the performance of the organization in the future, in kind of good analysis give and lead the organization in the right way

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the impact of corporate social responsibility towards sustainable development in micro and macro scheme of business entity

Maret 2007

Corporate social responsibility (CSR) is an expression used to describe what some see as a company’s obligation to be sensitive to the needs of all of the stakeholders in its business operations. 

A company’s stakeholders are all those who are influenced by, or can influence, a company’s decisions and actions. These can include (but are not limited to): employees, customers, suppliers, community organizations, subsidiaries and affiliates, joint venture partners, local neighborhoods, investors, and shareholders (or a sole owner). 

CSR is closely linked with the principles of "Sustainable Development" in proposing that enterprises should be obliged to make decisions based not only on the financial/economic factors but also on the social and environmental consequences of their activities. 

Some would argue that it is self-evidently “good” that businesses should seek to minimize any negative social and environmental impact resulting from their economic activity. It can also be beneficial for a company’s reputation to publicize (for example) any environmentally beneficial business activities. A company, which develops new engine technology to reduce fuel consumption, will be able (if it chooses) to promote its CSR credentials as well as increase profits. 

Some commentators are cynical about the true level of commitment of corporations to ideas like CSR and Sustainable Development, and their actual motivations for responsible behavior. (Corporations that create the appearance of acting responsibly just for its public relations value are said to be "green washing.") 

Such commentators also say, citing Friedman's dictum, that the idea of an “ethical company” is an oxymoron, since the corporation is by its nature compelled to maximize its own interest, whatever the external price. Corporate executives and employees in turn have strong incentives to internalize the corporation's statutory obligations to maximize profits, sometimes to the extent that they abdicate their individual moral and ethical obligations as human beings. This tendency is, of course, encouraged by the desire to keep one's job, and by a system that judges and rewards performance strictly by bottom-line returns. The results of this tendency were clearly seen in the many corporate scandals of the late twentieth and early twenty-first centuries. 

So the CSR movement may perhaps be understood as an attempt not so much to regulate the activities of corporations per se, as to remind the people who constitute these corporations that they nonetheless have other responsibilities beyond the corporate ones.

 

 

 

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Human diversity and virtual team

Workplace diversity, globally, workforces have become more diverse because they have included increasing numbers of the following groups of people:

1. Women;
2. Immigrants (and those who speak foreign languages);
3. Representatives of a minority religion or ethnic group;
4. People of various sexual orientations;
5. Members of unconventional family structures, including single-parent families,
6. Elderly people,
7. People with disabilities, 

Organizations who implement workplace diversity programs are concerned about the diversity of a global customer base. Foreign language and culture skills, ingenuity, humor, and careful listening, are examples of traits that workplace diversity programs typically require. It would appear that these evidence a general shift to the human capital point of view, and an acknowledgement that human beings do contribute much more to a productive enterprise than "work": they bring their character, their ethics, their creativity, their social connections, and in some cases even their pets and children, and alter the character of a workplace.

With diversity organization can using the advance of understanding various situations also costumers and use it to develop suitable decision and format in business situation.

 

Now days people working most with the semi system of the virtual team and face-to-face working groups. Like more people using the electronic mail, short/ multimedia massage service. Mobile phone, facsimile, even the teleconference but as human still need face-to-face meeting. The draft of agreement, the negotiation and so on but still at last the feeling and emotional of the human not yet replace by the virtual teams.

E-business, E-mail, E-banking, and E-learning are few examples in information technology era. The replacement of paper work and face-to-face interaction reduce transportation time, and make our world ‘flat’. Through the virtual computer programs people from the other side of world are able to communicate instantly beyond time and space frame.

 Electronics ways make everything seem easy and flexible. People have a huge access of information. Cyber net café replace classroom where people could study anything they like. To whom need study, website is a valuable unlimited source with a millions data and information. The sky is the limit.

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think outside the box - change process

Maret 2007

1. How do civility frame change process

Frame change process

                                          i.    Mobilization the stake holder energy to support the change

                                        ii.    Develop the strategy to gain positive competitiveness

                                       iii.    Gain the organizational consensus to support the change as good solution

                                       iv.    Make the change as the organizational as the need to survive

                                        v.    Monitor the process and response positively

2. Who are the main stakeholders in change

The main stakeholders in change will the whole organization, because it need to keep the company survive in the hyper competition era, the need of good CEO in the process of change really in the critical point, as the case of Garuda Indonesia Airlines the CEO at that time Mr. Robby Johan make turnaround for the company and his successor Mr. Abdul Gani  from the bleeding of the company to the trustable and profitable airline in the domestic and international

3. How do they shape the change processes

They shape the processes through strategic change within need support and coordination from linkage unit. Change the value of the company need to linkage with the company environmental. The change of the workflow efficiency will increase the revenue and the resources

 

Change is ongoing and takes place through many small steps—that is, through continuous incremental change, On the surface, the advantages of continuous incremental change are many:

• Small changes are easier to manage.
• Small changes enjoy greater probability of success than big ones.
• Disruption is short-term and confined to small units at any given time.
• The organization and its people are kept in a constant state of competitiveness and change-readiness.

Transformational change makes the direction of the whole organization going to the different direction. These transformational changes make the break through of the organization and make whole new business process. The characteristic of the transformational change

1. Make new organization paradigm
2. Whole organization transformation
3. New management structure
4. Technology breakthrough
5. New product or new market

Incremental change will something continue happen in one organization to balance the equibrilium of the organization with small but continues. The most case, change only applies to one part of the organization and the impact will be affect to that part of the organization.

-       To make adjustment equibrilium of the organization

-       Change in the part of the organization

-       Through the ordinary management process

-       Existing technology with new finishing

-       Existing product with new finishing

 

The notion of continuous incremental  change as the ideal organizational state is fairly recent, so its long-term effects on individuals are not known. However, broad-based experience with continuous process improvement, primarily in Asia and less so in Europe and the United States, indicates that people can handle it.

The advantage of  incremental change, Small changes are easier to manage, small changes enjoy greater probability of success than big ones, disruption is short-term and confined to small units at any given time, the organization and its people are kept in a constant state of competitiveness and change-readiness.

 

The facts that we often fail to define our expectation clearly, we fail to provide true, effective support and we do not recognize people effectively.

The facts that we often significant consequences for failing to perform, and worse yet we fail to follow up on the execution of such consequences in those cases where they need to be enacted.

Sometimes change not built on the unique strength and values of the organization, the change should holistic because all part of the organization take the change if the focal system not include with the holistic system it will make the change in the stepping back.

More often the focal system make more complaining, sometimes the typical of the person were different, as usual the management more or less have the list to identify the focal, and take them into the negotiation process and progress in the fist move.

Change programe fail because of ;

·         Wrong visioner to the change program, misleading to read the situation and lead the change program to the wrong direction. Harley Davidson had been in the difficult time when the companies try to make effecien engine like honda or yamaha.

·         Sabotage in the process of change

·         Communicate will be very important to inform the goal of the change and if the information and communication during the change program not in the good condition may broke the progress.

·         Not support, the change is complicated progress it should be support by all element of the organization also the out side element that related to the companies.

Sometimes change not built on the unique strength and values of the organization, the change should holistic because all part of the organization take the change if the focal system not include with the holistic system it will make the change in the stepping back.

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How should we respond to multiple key stakeholders?

In the last decades of the 20th century, the word "stakeholder" has become more commonly used to mean a person or organization that has a legitimate interest in a project or entity. In discussing the decision-making process for institutions -- including large business corporations, government agencies, and non-profit organizations -- the concept has been broadened to include everyone with an interest (or "stake") in what the entity does. This includes not only its vendors, employees, and customers, but even members of a community where its offices or factory may affect the local economy or environment. In this context, "stakeholder" includes not only the directors or trustees on its governing board (who are stakeholders in the traditional sense of the word) but also all persons who "paid in" the figurative stake and the persons to whom it may be "paid out" (in the sense of a "payoff" in game theory, meaning the outcome of the transaction).

In the field of corporate governance and corporate responsibility, a major debate is ongoing about whether the firm should be managed for stakeholders, stockholders, or customers. Those who support the stakeholder view usually base their arguments on the following four key assertions:

 

1) Value can best be created by trying to maximize joint outcomes. For example, according to this thinking, programs that satisfy both employees' needs and stockholders' wants are doubly valuable because they address two legitimate sets of stakeholders at the same time. There is even evidence that the combined effects of such a policy are not only additive but even multiplicative. For instance, by simultaneously addressing customer wishes in addition to employee and stockholder interests, both of the latter two groups also benefit from increased sales or benefit.

 

2) Supporters also take issue with the preeminent role given to stockholders by many business thinkers, especially in the past. The argument is that debt holders, employees, and suppliers also make contributions and take risks in creating a successful firm.

 

3) These normative arguments would matter little if stockholders had complete control in guiding the firm. However, many believe that due to certain kinds of board of directors structures, top managers like CEOs are mostly in control of the firm.

 

4) The greatest value of a company is its image and brand. By attempting to fulfill the needs and wants of many different people ranging from the local population and customers to their own employees and owners, companies can prevent damage to their image and brand, prevent losing large amounts of sales and disgruntled customers, and prevent costly legal expenses. While the stakeholder view has an increased cost, many firms have decided that the concept improves their image, increases sales, reduces the risks of liability for corporate negligence, and makes them less likely to be targeted by pressure groups.

 

Types of stakeholders

 

·         People who will be affected by an endeavor and can influence it but who are not directly involved with doing the work. In the private sector, examples include managers who are affected by a project, process owners, people who work with the process under study, internal departments that support the process, the financial department, suppliers, and even customers.

·         People who are (or might be) affected by any action taken by an organization or group. Examples are parents, children, customers, owners, employees, associates, partners, contractors, suppliers, people that are related or located near by. Any group or individual who can affect or who is affected by achievement of a group's objectives.

·         An individual or group with an interest in a group's or an organization's success in delivering intended results and in maintaining the viability of the group or the organization's product and/or service. Stakeholders influence programs, products, and services.

·         Any organization, governmental entity, or individual that has a stake in or may be impacted by a given approach to environmental regulation, pollution prevention, energy conservation, etc.

·         A participant in a community mobilization effort, representing a particular segment of society. School board members, environmental organizations, elected officials, chamber of commerce representatives, neighborhood advisory council members, and religious leaders are all examples of local stakeholders.

 

‘Mutual benefit’ is the key word. In considering multifaceted interests of stakeholder, an organization has to set programs wisely.  Sometime people just did the easiest way, just decided from the ‘right’ and the ‘wrong’ items and yet it is not as simple as right-wrong question. It needs a serial of thought and understanding to differentiate the ‘right’, the ‘good’, the ‘nice’ and the ‘appropriate’ ways.

 

Even we end up with the best solution we still have to find ‘second opinion’ to assure that the implementation of policies would have no negative impact to stakeholders, especially to marginal people.

 

Sometimes we can manipulate the real condition to meet the requirement of stakeholders, sometimes we reengineer data and information and find out the most common sense reason or argumentation, hence it seems everything has done appropriately and properly, but cheating is still the biggest crime in civilized society and far away from ethics and norms, particularly in educational institution. Therefore, we should response to multiple key stakeholders with honest, realistic, and accountable data. Let people decide with their opinion whether it is good or bad things without any distortion.

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The Benefit of being open system

Feb 2007

Open systems management is one that is capable of self-maintenance on the basis of throughput of resources from the environment and the change of the environment. It takes in (raw materials, capital, skilled labor) and converts them into goods and services (via machinery, human skills) that are sent back to that environment, where they are bought by customers. Contrarily a closed system is self contained, does not interact with its external environment and risks to develop they closed systems.

1. The IBM compatible it like so long time ago, but the concept of the open system can be draw from the IBM open system, at the earlier of 80 the computer era just starting in, at the time there are 2 major company for the personal computer it was apple with the apple I and apple II and the IBM compatible with Microsoft as compliment operating system (dos). Apple was very good computer with nice software (already have graphic interface), the IBM a bit way behind with line programming, but IBM make the system open means the other company can do and sell what IBM made and come the market a lot of companies and the US like Dell, Hp, Compaq, in Japan with Toshiba, NEC, Fujitsu and all around the world. Open system makes the system it self develop so well and fast.
2. LINUX operating system, the open source code programming made to cheap operating system to everybody with possibility people around the world to develop the program
3. Wikimedia encyclopedia, open source information system welcome people to add information to the contents
4. GSM system for mobile communication was dominating the world. Compare to the CDMA which any vendor have to buy the chip from the qualcom for $ 40 per chip.
5. The racing of the open system and close system could be obseve by earlies of 2000, Sony announce they set up new standar of music and applied to all new product of sony while in the USA a small companies set up new standard of music (MP3) with opend system that any one can have it (free) and contributing, as now the MP3 become so popular and even Sony it selt using it.

The world standar for the open system maintain the standar quality of the product and so on. The ISO cerfitication also force the companies/ organization to follow the system and rules of the ISO. The ISO procedure also the open system and make clear to the organisation, like using the same filing method, in the hardcopy and the filing system of the computer, so if one person absen in the office of sickness his/ her friend can help the jobs. The open system of the ISO also make clear the what to do to the every body.

The benefit of the open system it makes the development of the system will be faster, people work base on the habit and open system make the same habit to most of the people and they can contribute more to the system.

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Strategi altenatif hotel dalam menghadapi "high season"

Dibuat pada bulan 7 tahun 2000

LATAR BELAKANG

 

Industri perhotelan di Indonesia merupakan salah satu penunjang yang penting dalam pariwisata, letak hotel yang menarik, pelayanan hotel yang khas keramah tamahan ketimuran merupakan ciri khas pelayana hotel di Indonesia

KUNJUNGAN WISMAN DAN PEROLEHAN DEVISA 1989 S.D 2000

TAHUN	WISMAN	DEVISA (US $ JUTA)	PERTUMBUHAN ( % )
			WISMAN	DEVISA
1989	1.625.965	1.284,50	25,00	25,00
1990	2.177.566	2.105,29	33,92	63,90
1991	2.569.870	2.522,01	18,02	19,79
1992	3.064.161	3.278,19	19,23	29,98
1993	3.403.138	3.986,58	11,06	21,61
1994	4.006.312	4.785,26	17,72	20,03
1995	4.324.229	5.228,34	7,94	9,26
1996	5.034.472	6.307,69	16,42	20,64
1997	5.185.243	5.321,46	2,99	-15,64
1998	4.606.416	4.331,09	-11,16	-18,61
1999	4.727.520	4.710,22	2,63	8,75
2000*)	1.948.365	1,959,80	-	-

Sumber Departemen Parsenibud

 

Menurut sumber dari Deparsenibud jumlah wisatawan mancanegara meningkat dengan tajam dari mulai tahun 1989 sampai dengan tahun 1996 dan sedikit mengalami penurunan pada tahun 1996 dan tahun 1997 yang dikarenakan adanya berbagai krisis di Indonesia namun pada tahun 1999 mulai adanya kenaikan sebesar 2,63 % kenaikan kedatangan wisatawan dari mancanegara, dari nilai perolehan dapat di lihat bahwa mulai tahun 1993 sampai dengan tahun 1999 pendapatan devisa yang di peroleh Indonesia adalah rata rata 5 milyar dollar Amerika serikat pertahun dimana jumlah yang cukup besar untuk devisa kita, pendapatan terbesar di peroleh pada tahun 1996 yaitu sebesar 6,3 milyar dollar Amerika serikat.

TINGKAT PENGHUNIAN KAMAR HOTEL
MENURUT KLASIFIKASI BINTANG
DI 10 DTW BULAN JUNI 1999
 

NO.	PROVINSI	TPK HOTEL (%)
		JUNI	JAN - JUN
1.	Bintang 1	31,48	33,07
2.	Bintang 2	35,76	38,19
3.	Bintang 3	38,53	41,76
4.	Bintang 4	32,76	38,33
5.	Bintang 5	43,38	44,04
Jumlah Seluruh Bintang		36,99	39,86

Sumber Departemen Parsenibud

 

Salah satu permasalahan yang selalu di hadapi oleh hotel hotel adalah tingkat hunian hotel yang tidak merata dalam suatu kurun waktu, semisal di sebagian hotel ramai pada hari kerja seperti di kota kota besar di Jakarta, Surabaya, Medan dan mengalami penurunan dalam tamu hotel pada hari hari libur kerja seperti sabtu dan minggu, atau hotel hotel yang melayani kebutuhan wisatawan dari manca negara seperti di tempat tempat rekreasi di pantai Carita, Bali, Lombok mereka mengalami kenaikan tingkat hunian hotel pada saat saat tertentu seperti Desember atau bulan Juni juga pada saat adanya liburan Natal, tahun Baru dan juga pula liburan Lebaran.

Saat saat musim ramai dibutuhkan sumber daya yang sangat maksimal sedangkan sumber sumber daya tersebut seringkali tidak termafaatkan pada saat bukan musim yang ramai dan juga perlu di perhatikan bahwa pada saat saat penuh para konsumen dari hotel harus tetap mendapatkan pelayanan yang memadai sesuai dengan standar pelayana hotel yang sejenis di tempat lain.

Seperti contoh yang terjadi pada daerah tujuan wisatawan pulau Batam pada awal tahun mengalami kedatangan turis yang luar biasa dari mancanegara, Hari pertama di tahun 2000, Kota Batam sudah kebanjiran turis dari  berbagai negara yang masuk dari beberapa pintu pelabuhan             internasional di Batam. Batam memiliki potensi wisata yang sangat luas untuk mendatangkan orang asing, antara lain  memiliki pantai dan dikelilingi pulau-pulau yang indah dan sarat dengan sejarah Kerajaan Melayu. Belum lagi, Pulau Galang-bekas kamp pengungsi Vietnam-yang sudah dapat dijangkau lewat darat untuk menengok sedikit kenangan perang Vietnam. Dalam kurun waktu oktober 1998 sampai dengan oktober 1999 pulau Batam kedatangan wisatawan yang mayoritas dari Singapura, Malaysia dan Korea Selatan sebanyak 1 juta orang dan waktu kedatangan dari para turis ini memenuhi hotel hotel pada saat tertentu saja seperti akhir tahun, yang pada saat ini tingkat hunian hotel di pulau Batam seringkali mencapai tingkat maximum yang seringkali membuat pelayanan hotel menjadi turun secara tajam, belum lagi kesiapan dari bagian logistik dalam menyiapkan makanan dan minuman di pulau Batam yang untuk kebutuhan airnya mengandalkan air hujan dan penampungan air di daerah sekupang, Batam.

KEGIATAN pariwisata tidak berdiri sendiri, melainkan terkait dengan berbagai sektor secara luas meliputi seluruh spektrum pekerjaan. Dengan demikian, sektor ini bisa berfungsi sebagai katup pengaman atas berbagai persoalan ketenagakerjaan yang makin serius di masa-masa mendatang. Pada tahun 1995 kegiatan pariwisata Indonesia memberikan pekerjaan untuk sekitar 42,5 juta orang, sekitar 2,6 juta di antaranya merupakan dampak kegiatan wisatawan Nusantara. Sekitar 16 persen lapangan kerja yang tercipta merupakan dampak langsung dari kegiatan pariwisata, termasuk lapangan kerja di sektor pertanian, perdagangan, hotel dan sebagainya.

Lapangan kerja yang tercipta dari kegiatan pariwisata merupakan 5,3 persen dari lapangan kerja secara keseluruhan (80.110.060 orang) pada tahun 1995 atau menyediakan satu dari setiap 18,8 pekerjaan. Pada tahun 1997 kegiatan ini menciptakan satu dari 12,6 tenaga kerja dan pada tahun 2007 diperkirakan mencapai satu dari 11,4 tenaga kerja.

Dengan demikian, sumbangan sektor pariwisata di Indonesia cukup signifikan, meski proporsinya masih kecil dibandingkan dengan negara wisata lain di kawasan Asia-Pasifik yang sekitar 10,7 persen, di tingkat dunia sekitar 10,6 persen.

Secara keseluruhan dampak dari kegiatan pariwisata akan meningkatkan lapangan kerja secara langsung rata-rata sebesar 6,2 persen per tahun, dengan total lapangan kerja sebesar 7,29 persen per tahun. Kenaikan tersebut untuk Indonesia disebabkan oleh kenaikan jumlah wisatawan mancanegara yang diperkirakan mencapai pertumbuhan rata-rata empat sampai 16 persen per tahun, setelah situasi politik membaik.

Jumlah wisatawan mancanegara yang menurun dari 5,185 juta pada tahun 1997 menjadi 4,606 juta pada tahun 1998, diperkirakan kembali meningkat menjadi sekitar enam juta orang pada tahun 2000 dan sekitar 12 juta pada tahun 2004, dengan perolehan devisa sekitar 130 milyar dollar AS.

Permasalahan yang selalu di hadapi oleh hotel hotel adalah tingkat hunian hotel yang tidak merata dalam suatu kurun waktu, semisal di sebagian hotel ramai pada hari kerja seperti di kota kota besar di Jakarta, Surabaya, Medan dan mengalami penurunan dalam tamu hotel pada hari hari libur kerja seperti sabtu dan minggu, atau hotel hotel yang melayani kebutuhan wisatawan dari manca negara seperti di tempat tempat rekreasi di pantai Carita, Bali, Lombok mereka mengalami kenaikan tingkat hunian hotel pada saat saat tertentu seperti Desember.

ALTERNATIF PEMECAHAN MASALAH 

1.                    untuk mengurangi kunjungan para tamu hotel, wisatawan dari dalam dan luar negeri dapat dilakukan dengan cara pemberian diskon khusus untuk para tamu atau konsumen hotel yang akan menggunakan fasilitas dari hotel di luar hari hari atau musim yang sibuk dan sangat sibut, diskon dilakukan untuk para pellangan dan dapat di tawarkan paket khusus ke biro perjalanan yang dapat memasukan tamu di luar hari hari peak season, besarnya tingkat diskon dapat bervariasi yang di perkirakan akan menarik pelanggan untuk wisatawan dari dalam negeri, atau untuk para eksekutif yang sibuk mereka tidak akan tertarik pada diskon kecil untuk waktu liburan di luar hari hari yang di rencanakan libur jika diskon yang ditawarkan kurang besar, atau juga untuk para pelajar dan mahasiswa jika diskon yang ditawarkan besar namun saat itu adalah saat mereka sedang melakukan ujian maka diskon itu tidak akan menarik perhatian mereka. Pemberian diskon di luar musim sibuk dapat dijadikan alternatif untuk dapat melakukan pemerataan para tamu hotel dan juga agar dapat memanfaatkan load faktor dari hotel.

2.                    penambahan fasilitas fasiltas tambahan di sekitar hotel yang dilakukan pada saat ramai atau peak season. Seperti hotel hotel di kawasan pantai pada saat saat ramai mereka menambah fasilitas tenda tenda tempat untuk bersantai di sekitar pantai, penambahan fasilitas bar terbuka di pantai agar tamu hotel biarpun dalam keadaan yang penuh dan ramai akan selalu merasa di perhatikan dan di istimewakan oleh pelayanan hotel.

3.                    penambahan personel yang bekerja secara paruh waktu dan dilatih untuk mengisi saat saat penuh seperti mereka yang bertugas untuk menjaga keamanan dan kenyamanan di pantai atau bertugas untuk selalu siap dengan pelayanan komplain atau pelayanan room service, ada banyak pekerjaan di hotel yang dapat di kerjakan oleh para pekerja secara paruh waktu yang harus dilakukan dengan menggunakan training yang  singkat dan mudah.

4.                    pihak hotel bekerja sama dengan perusahaan penunjang lain yang dapat menambah kenyamanan dan kenikmatan di hotel seperti hotel di daerah pantai dapat pantai dapat bekerja sama dengan perusahaan menyewaan jet ski, perusahaan atv (all tetrain vehicle), bisa juga perusahaan untuk menyediakan makanan dan minuman kerjasama antar perusahaan perusahaan yang dapat melakukan sub kontraktor penujang hotel sangat di butuhkan pada saat ramai, sehingga pihak management hotel dapat berfokus penuh pada kepuasan para tamu hotel di masa ramai tersebut.

5.                    pihak hotel bekerja sama dengan perusahaan travel untuk dapat mengatur jadwal perjalanan yang tetap dan teratur untuk jangka waktu yang baik sehingga hotel dapat merencanakan penyiapan sumber sumber daya dalam rangka tetap menjaga kwalitas pelayanan dan keyamanan dari hotel.

6.                    Kerjasama dengan perusahaan penerbangan, perusahaan angkutan laut dan perusahaan sejenis, seperti memberikan spesial diskon kepada pada pilot dan pramugrari dari maskapai penerbangan atau juga memberikan potongan khusus yang dapat di padukan dengan harga tiket sehingga akan menjadi suatu kombinasi yang baik antara potongan harga tiket perjalanan dan potongan dari tarif hotel dan menjadikannya kombinasi potongan yang menarik untuk dapat mengisi saat saat yang kurang ramai.

7.                    Service khusus pada saat ramai atau peak season, pelayanan khusus dapat diadakan dan diberikan pada saat tertentu, semisal pada saat peak atau ramai di konter check in atau pada saat check out akan terjadi antrian orang yang dapat mengakibatkan kekesalan pelangga di dalam menunggu dapat dilakukan service tertentu seperti pemberian jus buah yang dingin yang dapat memberikan rasa nyaman dan sejuk atau bisa juga pada saat itu pihak dari managemen hotel mengundang band yang dapat melantunkan lagu lagu yang tenang, ada banyak sekali service yang dapat dilakukan pihak managemen untuk menyenangkan hati para tamu di saat saat ramai di mana setiap tamu hotel tetap mendambakan pelayanan dan kenyamanan yang baik.

8.                    Pihak managemen membuat kontak dengan hotel hotel yang sekelas dengan hotelnya, seperti yang terjadi pada saat penyelengaraan pekan olah raga nasional  (PON) kemarin di kota Surabaya, pihak hotel hampir semuanya mempunyai posissi full book namun hotel mempunyai jaringan komunikasi yang sangat baik, karena mulai hari pertama pertandingan atlet yang mengalami kekalahan biasanya akan segera pulang, jaringan hotel yang baik akan saling menginformasikan jika ada atlet yang pulang kepada satu dan lainnya sehingga jika ada tamu non atlet yang datang untuk urusan dinas akan segera mendapatkan kamar hotel di tempat lain dengan perantaraan hotel langganan mereka sebelumnya. 

KESIMPULAN

KEGIATAN pariwisata tidak berdiri sendiri, melainkan terkait dengan berbagai sektor secara luas meliputi seluruh spektrum pekerjaan. Dengan demikian, sektor ini bisa berfungsi sebagai katup pengaman atas berbagai persoalan ketenagakerjaan yang makin serius di masa-masa mendatang. Pada tahun 1995 kegiatan pariwisata Indonesia memberikan pekerjaan untuk sekitar 42,5 juta orang, sekitar 2,6 juta di antaranya merupakan dampak kegiatan wisatawan Nusantara.

Salah satu permasalahan yang selalu di hadapi oleh hotel hotel adalah tingkat hunian hotel yang tidak merata dalam suatu kurun waktu, semisal di sebagian hotel ramai pada hari kerja seperti di kota kota besar di Jakarta, Surabaya, Medan dan mengalami penurunan dalam tamu hotel pada hari hari libur kerja seperti sabtu dan minggu, atau hotel hotel yang melayani kebutuhan wisatawan dari manca negara seperti di tempat tempat rekreasi di pantai Carita, Bali, Lombok mereka mengalami kenaikan tingkat hunian hotel pada saat saat tertentu seperti Desember.

Untuk mengurangi kunjungan para tamu hotel, wisatawan dari dalam dan luar negeri dapat dilakukan dengan cara pemberian diskon khusus untuk para tamu atau konsumen hotel yang akan menggunakan fasilitas dari hotel di luar hari hari atau musim yang sibuk dan sangat sibuk.

Penambahan fasilitas fasiltas tambahan di sekitar hotel yang dilakukan pada saat ramai atau peak season.

Penambahan personel yang bekerja secara paruh waktu dan dilatih untuk mengisi saat saat penuh seperti mereka yang bertugas untuk menjaga keamanan dan kenyamanan di pantai.

Pihak hotel bekerja sama dengan perusahaan penunjang lain yang dapat menambah kenyamanan dan kenikmatan di hotel.

Pihak hotel bekerja sama dengan perusahaan travel untuk dapat mengatur jadwal perjalanan yang tetap dan teratur untuk jangka waktu yang baik sehingga hotel dapat merencanakan penyiapan sumber sumber daya dalam rangka tetap menjaga kwalitas pelayanan dan keyamanan dari hotel.

Kerjasama dengan perusahaan penerbangan, perusahaan angkutan laut dan perusahaan sejenis, kombinasi yang baik antara potongan harga tiket perjalanan dan potongan dari tarif hotel dan menjadikannya kombinasi potongan yang menarik untuk dapat mengisi saat saat yang kurang ramai.

Service khusus pada saat ramai atau peak season, pelayanan khusus dapat diadakan dan diberikan pada saat tertentu. 

DAFTAR PUSTAKA, 

1.    Diktat mata kuliah managmen pemasaran perhotelan dan perbankan ,     Dr Choiril Maksum.

2.    “Distribusi kunjungan wisatawan mancaneraga menurut pintu masuk 1998 dan tahun 1999”  Statistik Deparsenibud

3.    “ Kunjungan wisatawan mancanegara dan perolehan devisa dari tahun 1989 sampai tahun 1999 dan pertengahan tahun 2000” Statistik Deparsenibud

4.    “Tingkat hunian hotel di sepuluh daerah tujuan wisata utama tahun 1999” Pusat informasi Deparsenibud.

5.    “ Kunjungan Turis Australia ke Bali Fluktuatif “ Kompas,Jumat, 14 Juli 2000,

6.    “Naik 44 Persen, Jumlah Turis Eropa ke Bali “ Kompas, 1 maret 1999

7.    “Peluang yang terbuka di sektor parawisata “ Kompas 3 desember 1999

 

 

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