Manajemen SDM (Wrap Up)

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1 Manajemen SDM (Wrap Up)

2 Strategi SDM 2 PERTANYAAN KRITIS
SDM yang seperti apa yang diperlukan dalam pengelolaan usaha, sehingga selaras dan sesuai dengan tujuan strategis usaha Strategi SDM Program dan inisiatif SDM apa yang harus dirancang dan diimplementasikan agar dapat mempengaruhi, mengembangkan serta tetap menjaga efektifitas kemampuan bersaing pegawai (SDM)

3 Job Analysis: A Basic Human Resource Management Tool
Tasks Responsibilities Duties Human Resource Planning Recruitment Selection Training and Development Performance Appraisal Compensation and Benefits Safety and Health Employee and Labor Relations Legal Considerations Job Analysis for Teams Job Descriptions Job Analysis Job Standards Job Specifications Knowledge Skills Attitudes

4 Human Resource Planning
Human Resource Planning Process External Environment Internal Environment Strategic Planning Human Resource Planning Forecasting Human Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Demand = Supply Surplus of Workers Shortage of Workers Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing Recruitment No Action Selection

5 Rekrutasi - Seleksi Rekrutasi Seleksi
IDENTIFIKASI LOWONGAN PEKERJAAN TUNTUTAN JOB REQUIREMENTS METODE REKRUTMEN PELAMAR YANG KAPABEL Rekrutasi Seleksi adalah proses mencari, menemukan dan menarik para pelamar yang kapabel, untuk dipekerjakan dalam dan oleh suatu organisasi adalah proses memilih pelamar sampai dengan memutuskan pelamar mana yang diterima atau ditolak untuk menjadi pegawai

6 Organizational structure Job requirements Institutional development Vision Mission Goals Career Opportunity Feedback ORGANIZATION Career path Career development Career goal EMPLOYEE Life plan Career plan Personal development

7 (Performance Appraisal)
PENILAIAN KINERJA (Performance Appraisal) SKILL ABILITIES EFFORTS BEHAVIOR PERFORMANCE APPRAISAL (Standard vs Accomplishment) (+)/(-) IMPROVEMENT RECOQNITION (+) (-)

8 Major phase of Compensation management
Job evaluation worth Match Labor market worth Pricing jobs Dept NAKER Employer association Professional associations Self conducted surveys Wage & salary surveys Job ranking Job grading Factor comparison Point system Job evaluation (develop a rational approach to pay) Position descriptions Job descriptions Job standards Job analysis Phase-I Identify & study jobs Phase-II Internal equity Phase-III External equity Phase-IV Matching internal and external worth Rate range for each job

9 KUALITAS KEHIDUPAN KERJA (Quality of work-life/ QWL)
Hubungan Industrial yg efektif PERUSAHAAN UU KKB Konvensi KARYAWAN HR DEP’T LINGKUNGAN KERJA Produktif Memuaskan EXIT SYSTEM TUJUAN PERUSAHAAN KEBUTUHAN KARYAWAN KUALITAS KEHIDUPAN KERJA (Quality of work-life/ QWL) KEUNGGULAN BERSAING

10 HRD HRIS HRM HR result Information HR research system Development
Training HRIS Labor relation Union Organization development HR result Productivity Quality Innovation Fulfillment Readiness for change Career Development Employee assistance Job design Compensation benefit planning HR Selection staffing Performance management system HRM

11 Organizational Strategic Plans Human Resource Management Plans
Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Benefits Safety Health Labor Relations Employee Relations Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/E-learning/Management Succession Compensation Programs Benefit Programs (e.g., prescription drug programs) Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies Employee Services Contribute Toward Achievement of: Human Resource Information System Organizational Strategic Plans Human Resource Management Plans