1st Assignment

1.Company’s description


PT Berlian Laju Tanker Tbk is an Indonesia-based shipping company. The Company's principal activities comprise of local and overseas shipping including tanker, barges and tugboat operations. The Company provides cargo shipping services with concentration on liquid cargo transportation services in Indonesia, Asia, Europe and the United States. The Company has two branches in Merak and Dumai and representative offices in China, United Arab Emirates and Taiwan. The Group's principal activity is providing seaborne transportation specializing in liquid bulk cargo. The type of cargo transported by the Group includes crude oil and petroleum products, lubricating oil (base oil and additives), liquid chemicals (organic and inorganic), liquefied gas (LPG, propylene, propane and other pressurized gas), vegetable oils and animal fats. Its main business lines are categorized into Ship Chartering, Ship Operation and Ship Agency. Ship chartering is based on short term time charter, medium term time charter and long term time charter of vessels to third parties. The Group's fleet includes chemical tankers, crude oil tankers, oil product tankers, gas tankers and a floating production, storage and offloading (FPSO) vessel. Ship operation relates to cargo space services. Ship agency provides services for permit arrangement, port arrangement, providing supplies and general agent services.

2.Analysis








Closing Stock Price

The final price at which a security is traded on a given trading day. The closing price represents the most up-to-date valuation of a security until trading commences again on the next trading day. Most financial instruments are traded after hours (although with markedly smaller volume and liquidity levels), so the closing price of a security may not match its after-hours price. Still, closing prices provide a useful marker for investors to assess changes in stock prices over time - the closing price of one day can be compared to the previous closing price in order to measure market sentiment for a given security over a trading day.

Market Index

Measure of the investment performance of the overall market. Financial analysis need market index to summarize the return on different classes of securities. An index which is designed to measure price changes of an overall market, such as the stock market or the bond market. An example is Vanguard's Total Bond Market Index.

Standard Deviation

Standard deviation is a widely used measure of the variability or dispersion, being algebraically more tractable though practically less robust than the expected deviation or average absolute deviation. It shows how much variation there is from the "average" (mean). A low standard deviation indicates that the data points tend to be very close to the mean, whereas high standard deviation indicates that the data are spread out over a large range of values.

3. Conclusion


From the Data that we make, we can analysis that Berlian Laju Tanker has not stability value in stock price, because the graphic show us that the values are less than one. Beside that we also found negative values in the stock price. It means that people are lack of interest to buy the stock of Berlian Laju Tanker. Another reasons that make it's not attract, because people in indonesia think that Transportation company is not to profitable at Indonesia. The custom fees are to higher than the profits, so it makes every bussiness man think twice when they want to invest their money to the transportation company in Indonesia. The Stock Return of Berlian Laju Tanker,Tbk company is not have a big impact to the market index of LQ45. Because we can see that when the Stock Return Index of Berlian Laju Tanker Increase significantly, the market index of LQ45 is not increase significantly. So it's mean to that the Berlian Laju Tanker is less impact to the IHSG, because IHSG market index more expand than LQ45. So the change of the Berlian Laju Tanker is not to important to the IHSG market index.


4.Appendix


Pojok Bursa, BLTA company, LQ45, and IHSG.

The Group "Supervisor's" members

Ryan Iswanto Kusuma/ 081217169 / IBMP 2008 / Advanced Financial Management (KEU330)/ CLASS A

Hello everybody, my name is Ryan. I’m 19 years old and I’m still single. I like eating, sleeping, and playing game. Nice to meet you.

Anissa Mitasari Susanto / 081217169 / IBMP 2008 / Advanced Financial Management (KEU330)/ CLASS A

Hai friends… My name is Anissa Mitasari Susanto but you can call me MITA, simple but nice. I like shopping very much even though it spends much money. I like to buy dolls, clothes, and bags. The most interesting in is tries various ice creams. I love it very much, cold and soft. In my last holiday, my family asks me to work in a company. It became the end of my day because I couldn’t sleep anymore...

Adithia Rahayu Lumi / Exchange Student/ Advanced Financial Management (KEU330)/ CLASS A

Haai new friends! My name is Adithia Lumi. I am a exchange student from the Rotterdam Business School (The Netherlands). My hobby’s are playing soccer, swimming, traveling, chatting with friends, making new contacts and many more. I like to be in Yogya!

Why we choose "Supervisor" as our group name

We choose ‘supervisor’ as our group name because it is responsible for the productivity and actions of a small group of employees. The Supervisor has several manager-like roles, responsibilities, and powers. Two of the key differences between a Supervisor and a Manager are (1) the Supervisor does not typically have "hire and fire" authority, and (2) the Supervisor does not have budget authority.

Lacking "hire and fire" authority means that a Supervisor may not recruit the employees working in the Supervisor's group or does the Supervisor have the authority to terminate an employee. The Supervisor may participate in the hiring process as part of interviewing and assessing candidates, but the actual hiring authority rests in the hands of a Human Resource Manager. The Supervisor may recommend to management that a particular employee be terminated and the Supervisor may be the one who documents the behaviors leading to the recommendation but the actual firing authority rests in the hands of a Manager.

Lacking budget authority means that a Supervisor is provided a budget developed by management within which constraints the Supervisor is expected to provide a productive environment for the employees of the Supervisor's work group. A Supervisor will usually have the authority to make purchases within specified limits. A Supervisor is also given the power to approve work hours and other payroll issues. Normally, budget affecting requests such as travel will require not only the Supervisor's approval but the approval of one or more layers of management.

As a member of management, a supervisor's main job is more concerned with orchestrating and controlling work rather than performing it directly.

The meaning of "Supervisor"

Definition: A supervisor is the lowest, or most-junior, management position. It is usually a step above lead (Accounting Supervisor is senior to Lead Accounting Specialist), but below Manager.

A supervisor is responsible for the day-to-day performance of a small group. It may be a team, or a shift. The supervisor has experience in what the group does, but is not necessarily better at it than everyone he/she supervises. The supervisor's job is to guide the group toward its goals, see that all members of the team are productive, and resolve problems as they arise.

A supervisor generally does not have the power to hire or fire employees or to promote them. A supervisor usually recommends such action to the next level of management. The supervisor does, however, often have the authority to change the work roles of the members of the team, for instance deciding which individual will work at which station.

A supervisor holds a job position that can vary tremendously from company to company. In many businesses, the supervisor’s job is to oversee the actual work the company produces, train new employees in their jobs, give performance reviews, and create work schedules. The supervisor in some settings may do some of the work, or they may merely implement management’s wishes and work on employee training and production, acting as a go-between for employees and managers, and occasionally assist with work as needed.

The position can hold a lot of responsibility or relatively little depending upon each company’s definition. Sometimes the supervisor is merely the lead person for a particular section of a company. In sales, supervisors commonly are required to sell merchandise too, and occasionally, the title supervisor is given to trustworthy personnel in retail stores who handle a few more tasks than the average sales person, like granting returns and doing the books for the night.

In larger companies, supervisors can have numerous tasks. They may need to address employee problems directly, taking disciplinary action when necessary. They’re often involved in the hiring process of new employees and may sit on a panel with managers and other supervisors to make choices about who gets hired. They implement employee safety recommendations, and naturally they give orders as requested by heads or managers of companies.

Most supervisors don’t directly get to hire or fire people. At least they don’t necessarily make the decision of who stays or goes at a company. Many do have the disagreeable task of conveying the news to employees that their services are no longer required, and may take care of any last minute details associated with terminating a person’s employment.

A supervisor also does not usually get to make decisions about employee raises, except that they may recommend an amount to managers based on employee performance. If a company decides not to give raises during a certain year, the supervisor can’t override this decision, since he or she doesn’t have control over the budget. Sometimes employees view these “overseers” as the bearer of bad messages, when a company is not doing well and workers are not given even minimum pay increases.

It is true that supervisors often have to be “the bad guy” in an organization, and have many disagreeable tasks to perform to appease upper level management. Even a good supervisor can be disliked by employees as a pawn of the management, and be at the same time, under constant pressure from the management to improve work output. It can be a disagreeable position in some cases, because it may not win you a lot of friends.

(http://management.about.com/od/policiesandprocedures/g/supervisor1.htm)