MANAJEMEN SUMBER DAYA MANUSIA

Presentasi berjudul: "MANAJEMEN SUMBER DAYA MANUSIA"— Transcript presentasi:

1 MANAJEMEN SUMBER DAYA MANUSIA
Dr. Sri Wahyu Lelly Hana Setyanti, SE., M.Si

2 Lecturer Overview What is human resources management (HRM)?
What are activities in HRM ? What is challenge in HRM ?

3 The Management Process
Planning Organizing Leading Staffing Controlling

4 PEOPLE is Important for HR Function
Basic HR Concepts PEOPLE is Important for HR Function

5 Manajemen Sumber Daya Manusia
Kebijakan dan praktek untuk mengelola aspek ‘manusia’ dalam sebuah jabatan manajerial, termasuk di dalamnya merekrut, menseleksi, melatih, memberi imbalan, menilai kinerja karyawan, dan memelihara serta mempertahankan karyawan

6 FUNGSI MANAJEMEN SUMBER DAYA MANUSIA
Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns.

7 Fungsi MSDM meliputi: HR Planning Job analyses Labor needs Staffing
Recruit Select candidates Training and Development Orient and train Train and develop Compensation Wages and salaries Incentives and benefits Performance Management Performance Communicate Train and develop Employee Relations Employee commitment Equal opportunity Health and safety Grievances/labor relations

8 Human Resource Management at Work
Acquisition Training Appraisal Compensating Labor Relations Health and Safety Fairness Human Resource Management (HRM)

9 Overall Framework for Human Resource Management
COMPETITIVE CHALLENGES Globalization Technology Managing change Human capital Responsiveness HUMAN RESOURCES Planning Recruitment Staffing Job design Training/development Appraisal Communications Compensation Benefits Labour relations EMPLOYEE CONCERNS Background diversity Age distribution Gender issues Educational levels Employee rights Privacy issues Work attitudes Family concerns

10 HRM CHALLENGE The most pressing competitive issues facing firms:
Going global Embracing technology Managing change Developing human capital Responding to the market

11 Going Global Globalization Impact of Globalization
The trend toward opening up foreign markets to international trade and investment. Impact of Globalization Partnerships with foreign firms “Anything, anywhere, anytime” markets Lower trade and tariff barriers NAFTA, EU, APEC trade agreements WTO and GATT

12 Embracing Technology Boundaryless Organization

13 Human Capital and HRM Creation of knowledge Utilization of knowledge
Application of knowledge

14 Developing Human Capital
The knowledge, skills, and capabilities of individuals that have economic value to an organization.

15 HUMAN RESOURCES PLANNING
Perencanaan SDM adalah suatu proses menganalisis dan mengenali kebutuhan untuk dan tersedianya SDM sehingga organisasi dapat mencapai sasarannya. Bertujuan untuk memastikan bahwa organisasi senantiasa memiliki orang dengan kemampuan yang benar tersedia untuk mengerjakan suatu pekerjaan.

16 HUMAN RESOURCES PLANNING ACTIVITIES
Demand Forecasting Supply Forescasting Determining Manpower Requirement

17 Performance Enhancements
ENVIRONMENT Empowerment Teams Leader support Culture Perf = f (A,M,E) MOTIVATION Job enrichment Promotions Coaching Feedback Rewards ABILITY Recruitment Selection Training Development

18 Competency Assessment Training and Development Program
Person Competency-based Need Analysis Competency Assessment Current competency level of the employee Required competency level for certain position Training and Development Program Competency Gap

19 People Management Framework based on Competency
Competency based people Strategy The competency framework will be the basis for all people functions and serve as the "linkage" between individual performance and business results BUSINESS STRATEGY BUSINESS RESULTS Recruitment & Selection Training & Development Performance Management COMPETENCY FRAMEWORK Reward Management Career Management

20 Bagaimana cara meningkatkan produktivitas SDM Indonesia ?
CASE STUDY PDB (Produk Domestik Bruto) untuk Tahun 2016 ini adalah sebesar Rp 10 ribu triliun Singapore, rata-rata produktivitas pekerja mereka adalah sebesar Rp 1 milyar per tahun. Malaysia adalah Rp 350 juta per tahun. Dan Thailand sebesar Rp 175 juta per tahun. Maka rata-rata produktivitas pekerja Indonesia hanya 1/10 dari pekerja Singapore, dan 1/4 lebih rendah dibanding pekerja Malaysia. Dan data terbaru tentang produktivitas karyawan sedunia menunjukkan angka : secara rata-rata produktivitas karyawan Indonesia hanya 1/10 dari produktivitas karyawan Singapore. angka rata-rata produktivitas karyawan/pekerja Indonesia untuk Tahun 2016 adalah sekitar Rp 83 juta per tahun (Rp 10 ribu triliun dibagi 120 juta pekerja). Bagaimana cara meningkatkan produktivitas SDM Indonesia ?

21 TERIMA KASIH