Tugas bahasa inggris 4

Tugas Softskill Bahasa Inggris

Nama :

• Sarah Tasya ArtaPani (1A214042)
• Gita Safitri Ayuningtyas (14214589)

Kelas : 1EA23

Dosen : Ibu Dwinessa Anggraeni

Task 4

Article 1 : Educational Management

By : Sarah Tasya ArtaPani (1A214042)

Management education is a matter that should be prioritized for the continuity of education, so as to produce a desired output. In fact, many education institution that do not have good management in the management of education.

In the development, educational management needs / Good Management Practice / to management. But in practice, this is still an elusive thing. Many education providers who think that it is not an important thing, few things to note related to the management of education, among others:

1. Educational Goals : Aspects of affective

One major issue is the extent to which educational success afektifitas level possessed by students, whether to be more pious, virtuous character, have a sense of civic responsibility and nationality. This is the challenge that must be answered by education.

2. Teacher Management

Until now, the teacher as one of the most important resources of education still undermanaged or even mismanaged. Educational leadership in general still see the teacher as a factor of production. Whereas the management of teachers, is a very important thing for the success of an education.

3. Increased Control

In educational management, the monitoring function seems to occupy the weakest positions. There are still many aspects of education related to the achievement of the targets that still escape from supervision.

4. Education Manager

Successful management of education can not be separated from the role of manager / managing education. During this time many dual role which is run by the educational component, such as teachers occupy a position as head of the educational institution. Cost efficiency is often used as an excuse, although management is very different affair for schooling.

5. Participation Business Manager

In improving the management of education, there is no harm for education providers to utilize the skills of business managers menajerial. Management functions are universal and management skills can be transferred from one field to another.

6. Alliance between schools

Alliances among educational institutions can be a way to promote educational institutions, so as to learn from good management practice other educational institutions.

7. Government Policy

External factors such as government involvement in education also affect the management of education in the country. In summary, management education is needed by all parties concerned with education. However, its implementation was not as simple as imagined. There are many challenges and problems that must be faced, all parties must cooperate in order to resolve the problems of the educational ideals can be realized.

Article 2 :The Role Of Financial Management

By : Sarah Tasya ArtaPani (1A214042)

Financial management is the management of the financial functions. Financial functions include begaimana obtain funds (raising of funds) and how to use these funds (allocation of funds).

Financial management can be defined on the duties and responsibilities of financial managers. The principal tasks of financial management, among others, include the decision to invest, financing of business activities and the distribution of dividends a company, thus the task of the financial manager is planning to maximize the value of the company. Other important activities that must be performed financial manager involves four aspects, namely:

1. The financial manager should work with other managers are responsible for the general planning of the company.

2. Managers finance should focus on investment and financing decisions, and a variety of things related to it

3. The financial manager should work with managers in the company so that the company can operate as efficiently as possible

4. The financial manager should be able to connect the company with the financial market, in which companies can obtain funds and securities companies can be traded.

Article 3 : Business Management

By : Sarah Tasya ArtaPani (1A214042) and Gita Safitri Ayuningtyas (14214589)

Business is an activity in selling products or services in order to provide benefits to its owner. Business is a risky activity disadvantages in terms of both material and non-material. But if successful it will provide benefit and prosperity for its owner. To avoid the risks of business, the business should be run properly with careful planning and execution of serious and steady. Business consists of several key components that support and complement each other. If one component fails it will interfere with other components. Here are the components ofthebusinnes
• Management, which is part of the plan, manage, and run a business. This component can be called as a backend that is a component that is behind the scenes.
• The strength of the brand or image, the charisma, the emotional power of which is owned by the company and are the views / feelings of the people against the company or product.
• Products or services, components which are sold or offered to the market. This component can be called as a front end for these components in front. This component is dealing with the public.
•Partners,which is party to assist in running the business.
• Customers, the parties will accept the offer or purchase of products and services offered.

Article 4 : The Role Of marketing in The Company

By : Gita Safitri Ayuningtyas (14214589)

The role of marketing managers in companies related to the managerial level, the level korporet, strategic business unit level, and operational or functional level. Companies that wish to succeed need to focus on marketing. Such philosophy, called Concept Marketing help the company achieve its objectives with emphasis on customer satisfaction through coordination and integration between the fields of marketing with other activity areas. Marketing managers must work with many other areas in the company of each other interdependent and support in achievingcorporategoals.

Marketing activities also needs to be coordinated with environmental factors are largely beyond the control of the company. This means that companies need to be more direct employees conduct marketing activities that do not conflict with the ethical or environmental norms, and its products are safe before they are launched. To meet customer needs, decisions about the products integrated with decisions regarding pricing, distribution, and promotion. Fourth-marketing tools, namely product, price, distribution and promotion. Fourth-marketing tools, namely product, price, distribution and promotion, known as the marketing mix.Article 5 : Human Resource Management

By : Gita Safitri Ayuningtyas (14214589)

HR for HR
In doing HR for HR, there are three separate things that are still associated in the work that must be understood as follows:
1. Strategic HR
2. HR Strategy, and
3. HR Organization.
Strategic HR is the process of relationship HR practices on business strategy. Line managers and strategic HR function HR. Strategic HR creates a process to move from business strategy to organizational skills in HR practices.
HR Strategy talking about building an agenda on the HR function. HR Strategy create a destination and a focus on human resource functions.
HR organization is menegenal process and develop an HR function to deliver HR services. HR organization is carried out by the application of HR executives in HR Professionals.
STRATEGIC HR: PREPARATION OF BUSINESS STRATEGY ON PRIORITY HR
Managers of the company using the main strategy in conducting strategic human resources, preparation of business strategy in running the HR results. Strategy formulation serves three purposes. Namely:
1. discuss a strategy to guide the future of the business or in other words a vision, goals, objectives, mission or foresight.
2. The formulation of the resource allocation problem. The company has the resources, which focuses on various destinations. Since some companies have sufficient resources to work on stakeholders, in which the allocation of resources should be made.
3. explain the strategy formulation promises reflection commitments made in the discussion of strategy formulation.

Artikel 1 : Manajemen Pendidikan

Oleh : Sarah Tasya ArtaPani (1A214042)

Manajemen pendidikan merupakan hal yang harus diprioritaskan untuk kelangsungan pendidikan, sehingga menghasilkan keluaran yang diinginkan. Kenyataannya, banyak institusipendidikan yang belum memiliki manajemen yang bagus dalam pengelolaan pendidikannya.

Dalam perkembangannya, manajemen pendidikan memerlukan /Good Management Practice /untuk pengelolaannya. Tetapi pada prakteknya, ini masih merupakan suatu hal yang elusif. Banyak penyelenggara pendidikan yang beranggapan bahwa hal tersebut bukanlah suatu hal yang penting, Beberapa hal yang perlu diperhatikan terkait manajemen pendidikan antara lain: 

1. Sasaran Pendidikan: Aspek afektif 

Salah satu isu utama keberhasilan pendidikan adalah sejauh mana tingkat afektifitas yang dimiliki oleh anak didik, apakah menjadi lebih saleh, berbudi pekerti, memiliki rasa tanggung jawab kemasyarakatan dan kebangsaan. Inilah tantangan yang harus dijawab oleh pendidikan. 

2. Manajemen Guru 

Sampai saat ini, guru sebagai salah satu sumber daya terpenting pendidikan masih undermanaged atau bahkan mismanaged. Pimpinan pendidikan pada umumnya masih melihat guru sebagai faktor produksi saja. Padahal manajemen guru , adalah suatu hal yang sangat penting untuk keberhasilan suatu pendidikan. 

3. Peningkatan Pengawasan 

Dalam manajemen pendidikan, fungsi pengawasan sepertinya menempati posisi terlemah. Masih banyak aspek pendidikan yang berkaitan dengan pencapaian sasaran yang masih luput dari pengawasan. 

4. Manajer Pendidikan

Keberhasilan manajemen pendidikan tidak bisa dilepaskan dari peran serta manajer/pengelola pendidikan. Selama ini banyak peran ganda yang dijalankan oleh komponen pendidikan, seperti guru menempati posisi sebagai kepala institusi pendidikan. Efisiensi biaya sering dijadikan alasan, meski urusan manajemen sangat berbeda dengan urusan belajar-mengajar. 

5. Partisipasi Manajer Bisnis

Dalam membenahi manajemen pendidikan, tidak ada salahnya bagi penyelenggara pendidikan untuk memanfaatkan keterampilan menajerial para manajer bisnis . Fungsi manajemen bersifat universal dan keterampilan manajemen dapat ditransfer dari satu bidang ke bidang lain. 

6. Aliansi antar sekolah 

Aliansi antar institusi pendidikan bisa menjadi jalan memajukan institusi pendidikan, sehingga dapat belajar dari good management practice lembaga pendidikan lain. 

7. Kebijakan Pemerintah 

Faktor eksternal berupa keterlibatan pemerintah dalam pendidikan juga mempengaruhi manajemen pendidikan di negara tersebut. Singkatnya, manajemen pendidikan sangat diperlukan oleh semua pihak yang terkait dengan pendidikan. Meski demikian, penerapannya ternyata tidak sesederhana yang dibayangkan. Ada banyak tantangan dan problematika yang harus dihadapi, Semua pihak harus bekerja sama menyelesaikan problematika tersebut agar cita-cita pendidikan bisa terealisasi.

Artikel 2 : Peran Manajemen Keuangan

Oleh : Sarah Tasya ArtaPani (1A214042)

Manajemen keuangan merupakan menajemen terhadap fungsi-fungsi keuangan. Fungsi-fungsi keuangan tersebut meliputi begaimana memperoleh dana (raising of fund) dan bagaimana menggunakan dana tersebut (allocation of fund).

Manajemen keuangan dapat didefinisikan dari tugas dan tanggung jawab manajer keuangan. Tugas pokok manajemen keuangan antara lain meliputi keputusan berinvestasi, pembiayaan kegiatan usaha dan pembagian deviden suatu perusahan, dengan demikian tugas manajer keuangan adalah merencanakan untuk memaksimumkan nilai perusahaan. Kegiatan penting lainnya yang harus dilakukan manajer keuangan menyangkut empat aspek yaitu :

tugas bahasa inggris 3

Nama : Gita Safitri Ayuningtyas

Npm : 1A214042

Kelas : 1EA23

Active and Passive

Active :

Nama : Gita Safitri Ayuningtyas

Npm : 14214589

1. The customer call the call center to ask the product warranty information
2. The enterprise take the profit from customer trust
3. The owner of that car do the periodic service every 3 months
4. The human resources make competitive recruitment for the company
5. The employee must report the PPH every year
6. Linda, thom and nagita are working in the same company for 3 years
7. The factory takes the product material supply from another country
8. Both of the company sign their cooperation contract
9. Smart people pay their tax
10. I do my work perfectly

Passive :

Nama : Sarah Tasya ArtaPani

Npm : 1A214042

1. The call center called by the customer to ask the product warranty information
2. The profit of the enterprise taken from customer trust
3. The owner did every 3 months periodic service
4. For the company the human resources make competitive recruitment
5. The PPH must reported every year by the employee
6. They were worked in the same company for 3 years
7. The product material supplied to the factory from antoher country
8. Their cooperation contract were signed by both of the company
9. Tax paid by smart people
10. I did my work perfectly

tugas bahasa inggris 2

Name: Gita Safitri Ayuningtyas

NPM: 14214589

Class: 1EA23

Employee Engagement and

Its Relationship to Talent Management

Effective talent management policies and practices that demonstrate commitment to human capital result in more engaged employees and lower turnover. Consequently, employee engagement has a substantial impacton employee productivity and talent retention. Employee engagement, in fact, can make or break the bottom line. Employees who are most committed perform 20% better and are 87% less likely to resign. In addition, the foundation for an engaged workforce is established by the quality, depth and authenticity of communication by HR and senior management to employees, as well as the quality of supervision. The role of the manager as the most important enabler of employee commitment to the job, organization andteams cannot be overemphasized. Furthermore, when done well, practices that support talent management also support employee engagement (e.g., work-life balance programs—flex time, telecommuting, compressed workweeks, reward programs, performance management systems).

Rewards and recognition also help both to retain talent and to improve performance. A Carlson/ Gallup study on employee engagement and business success showed that employees who were extremely satisfied at work were four times more likely than dissatisfied employees to have a formal measurement process in place as well as receive regular recognition. Increasingly, organizations are putting formal and informal reward programs in place. For example, according to SHRM’s 2005 Reward Programs and Incentive Compensation Survey Report, 84% of companies offer some form of monetary and/or nonmonetary reward programs to employees. To be most effective, however, organizations must regularly communicate to employees about reward programs. Discussing reward programs as early as during the interview process demonstrates that the organization values its employees.

The process of building employee engagement is ongoing. Beyond compensation and benefits, employee engagement is best fostered through a meaningful and emotionally enriching work experience. Effective employee engagement—a mixture of tangible and intangible factors—fosters an environment of stimulation, development, learning, support, contribution and recognition. However, a recent study found that less than one-fifth of employees were highly engaged, one-fifth of the workforce was disengaged and about two-thirds were moderately engaged. The impact of employee dissatisfaction varies, depending on work experience (e.g., overwhelming workloads, distant and noncommunicative senior leadership, few developmental opportunities). The risk is that moderately engaged employees may move toward being disengaged. The opportunity and challenge for HR, working with senior management, is to increase the strength of employee engagement. Focus on engagement demands strong leadership, a sense of shared destiny, autonomy, accountability and opportunities for development and advancement. To better engage workers, companies must work harder to inspire people and provide a sense of passion, pride and mission. Ultimately, it is organizational culture that determines employee engagement and retention of talent.

Aktive to Passive :

1. management policies and practices that demonstrate commitment to human capital

• Commitment is demonstrated by management policies and practices to human capital

2. employee engagement has a substantial impacton employee productivity

• A substantial impacton employee productivity had by employee engagement

3. The role of the manager as the most important enabler of employee commitment to the job

• The most important enabler of employee is commitmented by the role of the manager to the job

4. practices that support talent management

• Talent management is supported by practices

5. Rewards and recognition also help both to retain talent and to improve performance.

• Talent and to improve perfomence are to retained rewards and recognition also help both

6. organization values its employees

• Employees are organizationed values

7. intangible factors—fosters an environment of stimulation

• An environment of stimulation is intangible factors

8. Focus on engagement demands strong leadership

• Strong leadership is demanded focus on engagement

9. companies must work harder to inspire

• To Inspire had worked harder to companies

10. organizational culture that determines employee engagement and retention of talent.

• Employee engagement and retention are determined by organizational culture of talent

Sumber : http://www.shrm.org/research/articles/articles/documents/0606rquartpdf.pdf

tugas bahasa inggris 1

Nama : Gita Safitri Ayuningtyas

Kelas : 1EA23

NPM : 14214589

Mata Kuliah : Bahasa Inggris 2

I Like Gunadarma

The first time I came to gunadarma, I felt proud, happy, nervous, and afraid. I was afraid if I can’t have friends here, because I’m the type of person who hard to combine with new people. I felt proud because I’m not from here, I’m original brebes, the city which is longway from Jakarta. That’s why I’m so proud to study at Gunadarma University. I was so excited the first time I saw the building, such a cool campus.

When I was on student orientation, I met many friends similar to my major, I met the lecturers and seniors too. They’re all very kind. When the student orientation started, I was looking for my room, the first thing I felt when I came in to the room is very clean and nice. May be because that was new building, but I thought the facilities aren’t good enough. For example is the lift, its not always active so sometimes we should walk up stairs to get to the high floor. And the Wi-fi isn’t very good because it often had many connection problems. Last but not least the online site of gunadarma (BAAK) which is connected to many informations about IP information, Student Site that connected us to send any tasks, etc. All of them still doesn’t work good.

But there’s a thing that makes me comfortable here is that gunadarma had good location which is connect to many important spots like sevel, Lawson, etc. The view here is nice too, because its not dirty. The IT quality is the best here, everybody knows. The mosque never gets empty, its always full of people to pray or just sit on the side of the mosque. The library is really good, the book of economics is the most recently I always read. I like being there, specially when I had so many duty and have just a little time at home, so I will be there to complete my task before get home. Although the books at the library isn’t very complete, but I can deal with it because I can buy the other books which is not available here at Kober—the cheapest book store I’ve ever know.

Almost everyday I sit near the lecturers. Because I wanna understand what the lecturers said in class so I should pick the nearest chair to them. But sometimes I felt unlike that when the lecturers gave us tasks but they don’t give us enough time to clear it carefully. About the quis from them, I have no problem with it. I just felt some lecturers gave too many rules in class that aren’t easy to deal with.

My wishes for gunadarma is I hope that gunadarma will be better at the quality and the facilities, and I hope gunadarma will born not only one and two but many best people who had many good skills.