HR PRACTICES: RECRUITMENT AND TRAINING ISSUE IN NONA MANIS CREATIVE PLANNER

• Main Author: Amalia Putri (NIM: 29115126), Lifianti
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/28602
• Institution: Institut Teknologi Bandung

Nona Manis Creative Planner is young event decoration startup business, established in December 2015. Their mission is to create a budget-based and customized decoration to suit its customer taste. Started as a home-based business that handled small events, nowadays Nona Manis focuses in small to medium wedding decoration <br /> <br /> business. As a growing start-up business, there are many problems that come up and must be solve to reach sustainability. <br /> <br /> <br /> One of the main problems is the Human Resources Strategy, especially in hiring and training. The study of this research is started with internal and external analysis. The tools include internal analysis through the SWOT analysis, supported by SW <br /> <br /> (Strength and Weakness) analysis in Business Model Canvas (BMC), and external analysis of OT (Opportunity and Threat) analysis by PEST analysis. The internal and external analysis will be valuable in discovering the initial and additional strengths and weaknesses in Nona Manis Creative Planner. <br /> <br /> <br /> The result shows that Nona Manis Creative Planner has concerns in hiring new employee, one is because the possibilities that they will be the source of the declining company’s image. Another concern is due to the employee becoming a financial burden for the company, if not trained properly. In recommendation, Nona Manis Creative Planner will be able to keep and increase the current company quality standard, if the company set a fair and appropriate workforce that do not overlapping <br /> <br /> with each job position. The company also needs to train the new and current employee with suitable skills that will improve their job performance according to their position. The company’s image can be preserve by following the Standard Operational Procedure (SOP) properly and maintain it through systems of reward and punishment.