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"Performance analysis and consulting is a growing and critical topic. Most organizations struggle to find the best solution to improve performance, yet they often fail to consider methodical process to determine those solutions. Sometimes there is confusion about the degree of emphasis on performance colsulting and the...."

"Reinventing your training department into a performance consulting department requires a roadmap. This Infoline is your quick and dirty guide. Not only does the issue give you the basics of performance consulting, but it provides detailed descriptions of the responsibilities, duties, and competencies expected of new performance consultants. Your roadmap for change also includes advice on how to make the transition successful by following a carefully crafted transition plan."

"If you've ever wondered what it's really like to be a training and development consultant and what it takes to become a successful one, then you need this book. You'll learn about:The four things you must have before becoming a consultantHow to sell yourself, find clients, and develop proposalsThe client's point of view and how it impacts youSetting up your practice effectively and professionally.Consulting Basics is comprehensive, yet it's a quick and pleasant read. Get the insider's view of consulting, and find out how you can join the world of independent professionals."

"Dengan pemahaman bahwa kompetisi yang makin ketat dengan pesaing di industri yang sama, ditambah dengan gejala klien-klien yang menggunakan jasa headhzmrer yang semakin banyak tuntutamaya, maka sudah selayaknyalah GLC mempunyai strategi pemasaran yang lebih baik untuk mencapai objektif bisnisnya. GLC akan mampu mcmbedakan dirinya dari kompctitomya hanya pada kemampuan GLC dalam membcrikan pelayanan yang baik secara berkelanjutan. Kualitas kandidat, speed atau kecepatan dalam mcngirimkan kandidat dan kualitas hubungan dengan para klien itu sendiri menjadi sangat penting. Metadologi yang digunakan untuk dalam tesis ini adalah observasi dan wawancara. Metode ini dilakukan untuk memahami strategi pemasarnn yang dilakukan GLC. Diperlukannya pcnelitian lebih lanjut untuk memperkuat analisis dan pembahasan dari strategi pemasaran GLC ini.

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With an understanding that the competition is getting jiercer in the headhunter industry, and in addition the clients are more demanding in their necessities, it is apparent that GLC must have a better marketing strategy to achieve their business objective. GLC would be able to d@rentiate themselves from the competition by giving good services continuously. Quality of candidates, speed and the qualify of relationship with the clients are important. The methodology used in this thesis is observation and interview. This methodology is done to understand the marketing strategy of GLC. There is a need to conduct further research to strengthen the analysis and study of this marketing strategy of GLC."

"Didorong oleh kemajuan teknologi yang pesat sekarang ini, dunia bergerak dengan sangat cepat. Bisnis adalah salah satu hal yang sangat terpengaruh oleh perubahan itu, perusahaan dituntut untuk terus berinovasi dan memberikan value yang lebih pada customer dibandingkan kompetitornya dengan memiliki apa yang disebut sebagai Competitive Advantage (CA). 85% nilai suatu perusahaan didasarkan pada intangible assets, yang mana SDM termasuk di dalamnya. Ini menjadi sanagt mengkhatirkan karena, aset yang sedimikian berpengaruh, yaiut sumber daya manusia, malah jarang diperhatikan dan diukur. Padahal, Sumber Daya Manusia adalah salah satu aspek yang dimiliki dan sangat penting untuk setiap perusahaan. Maka dari itu, penelitian ini memiliki tujuan untuk dapat merancang suatu sistem pengukuran performa dari sumber daya manusia, agar bisa sesuai dengan tujuan perusahaan serta dapat digunakan sebagai alat pertanggung jawaban divisi SDM terhadap XYZ Consulting, sebuah perusahaan konsultan yang mana value dari perusahaan seperti itu sangat ditentukan oleh kualitas dari SDM-nya. Perancangan dilakukan dengan menggunakan metode Human Resource Scorecard, didasarkan pada tujuan, visi, misi, serta value dari XYZ, sampai kemudian dihasilkan Key Performance Indicator pada setiap sasaran strategis. KPI ini lalu dibobotkan menggunakan Analytical Network Process dan didapatkan 13 sasaran strategis yang dibagi menjadi 4 perspektif, dan didapatkan juga KPI berjumlah 44 yang terbagi menjadi Leading indicator sebanyak 22 dan Lagging Indicator sebanyak 22.

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Driven by today's rapid technological innovation, the world is changing at a breakneck speed. Business is one of the things that is greatly affected by this change, companies are required to continuolsly improving and provide more value to customers compared to competitors, by having strong Competitive Advantage (CA). 85% value of a company is based on intangible assets, which HR play a big role. Here’s where the problem is, because an asset that is so influential, namely human resources, is rarely considered and measured. In fact, Human Resources is one aspect that is owned and very important for every company. Therefore, this study aims to be able to design a performance measurement system for human resources, so that it fits the company's goals and can be used as a tool for the HR division's report to XYZ Consulting, a consulting firm where the value of this kind of company is really determined by the quality of its human resources. The design is carried out using the Human Resource Scorecard method, based on the objectives, vision, mission, and values of XYZ, until a Key Performance Indicator is generated for each strategic goal. These KPIs then were weighted using the Analytical Network Process and obtained 13 strategic targets which were divided into 4 perspectives, and obtained 44 KPIs which were divided into 22 for Leading indicators and 22 for Lagging Indicators."

"ABSTRAK Self-injurious behaviours, including nonsuicidal self-injury (NSSI) and suicidal behaviours, are remarkably prevalent and woefully understudied. This area of research involves numerous methodological, ethical, and practical challenges that have limited progress in understanding some of the most basic characteristics and correlates of self-injurious behaviour. To date, relatively little data are available to develop empirically based preventions or interventions, and no empirically supported treatments currently are available to reduce NSSI or suicidaliity in most populations. The articles in this special section offer examples of methodologically innovative, theoretically based worrrk that address these research needs. Articles in this special section include studies of functional models of NSSI, studies that examine more distal risk factors for NSSI, and studies of suicidality. A brief review of current research in these areas is offered."