Download - Week 1 Pengantar MSDM.pdf
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MANAJEMEN SUMBER DAYA
MANUSIA
Mohammad Agung Saryatmo
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Perbedaan Manajemen Personalia
dengan MSDM
Manajemen Personalia
Pendekatan secara klasik Terkandung pengertian bahwa karyawan (personalia)
hanya dianggap sebagai salah satu faktor produksi saja, yang tenaganya harus digunakan secara produktif bagipencapaian tujuan perusahaan
Manajemen Sumber Daya Manusia
Pendekatan secara modern
Terkandung pengertian bahwa karyawan (SDM) yang ada dalam perusahaan merupakan aset (kekayaan, milikyang berharga) bagi perusahaan, sehingga harusdipelihara dan dipenuhi kebutuhannya dengan baik.
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Mengapa MSDM diperlukan?
MSDM berperan penting memastikan kepuasan karyawanserta meningkatkan kinerja dan produktivitas.
MSDM dapat membangun keunggulan kompetitif yang berkelanjutan.
MSDM menjadi tanggung jawab setiap manajer pada semua bidang dan jenjang.
Tenaga kerja adalah aset organisasi yang paling penting, terutama bagi organisasi yang bergerak di bidang jasa.
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Why is HR Management Important to
All Managers?
We dont want to :
Hire the wrong person for the job
Find your people not doing their best
Waste time with useless interviews
Experience high turn over
Allow a lack of training to undermine your departments effectiveness
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Definisi
Manajemen Sumber Daya Manusia
Suatu proses perencanaan, pengorganisasian, pengarahan dan pengawasan kegiatan-kegiatan meliputi
pengadaan, pengembangan, pemberian kompensasi,
pengintegrasian, pemeliharaan dan pelepasan sumber
daya manusia agar tercapai berbagai tujuan individu,
organisasi dan masyarakat
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Tujuan MSDM
4 (Empat) Tujuan Manajemen SDM
1. Tujuan Organisasional
2. Tujuan Fungsional
3. Tujuan Sosial
4. Tujuan Personal
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Tujuan Organisasional
Sasaran formal yang dibuat untuk membantu organisasi mencapai tujuannya.
Memastikan bahwa MSDM berkontribusi padaefektivitas organisasional.
Departemen SDM membantu para manajer dan memberikan dukungan dalam hal-hal yang terkaitdengan pengelolaan SDM.
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Tujuan Fungsional
Menjaga kontribusi departemen SDM dalamtingkat yang layak bagi kebutuhan-kebutuhan
organisasi.
Sumber-sumber daya akan terbuang percumajika MSDM tidak direncanakan secara optimal
sesuai kebutuhan organisasi.
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Tujuan Sosial
Organisasi atau perusahaan harus bertanggungjawab secara sosial dan etis
terhadap keutuhan dan tantangan masyarakat
dengan meminimalkan dampak negatifnya.
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Tujuan Personal
Membantu para karyawan mencapai tujuan-tujuan pribadimereka sejauh tujuan-tujuan mereka mendorongkontribusi individual bagi organisasi.
Tujuan ini akan tercapai jika para karyawan dipelihara, dipertahankan, dan dimotivasi.
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THE HR IN SMALL BUSINESS
Sales
Manager / Owner
Production Finance
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THE HR IN MEDIUM BUSINESS
Sales Manager
President
Production
ManagerFinance Manager HR Manager
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MANAGEMENT FUNCTION
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Recruitment
The process by which a job vacancy is identified and potential employees are notified.
Main forms of recruitment through advertising in newspapers, magazines, internal vacancy lists, etc.
Job description outline of the role of the job holder
Person specification outline of the skills and qualities required of the post holder
Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
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Selection
The process of assessing candidates and appointing a post holder
Applicants short listed Selection process varies according to organisation: Interview most common method Presentation looking for different skills as well as the ideas of the candidate
In-tray exercise activity based around what the applicant will be doing, e.g. writing a letter to a customer
Psychometric testing assessing the personality of the applicants will they fit in? Aptitude testing assessing the skills of applicants
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Employment Legislation
Even in a small business, the legislation relating to employees is important
ex : chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
Employment Legislation
Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business
Discrimination
Crucial aspects of employment legislation: Race Gender Disability
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Discipline
Firms cannot just sack workers
Wide range of procedures and steps in dealing with workplace conflict
Grievance procedures
Informal meetings
Formal meetings
Verbal warnings
Written warnings
Working with external agencies
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Development
Developing the employee can be regarded as investing in a valuable asset
A source of motivation
A source of helping the employee fulfil potential
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Rewards Systems
The system of pay and benefits used by the firm to reward workers
Money not the only method
Flexibility at work
Holidays, etc.
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Training
Similar to development :
Provides new skills for the employee
Keeps the employee up to date with changes in the field
Aims to improve efficiency
Can be external or in-house
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Trade Unions
Importance of building relationships with employee representatives
Role of Trade Unions has changed
Importance of consultation and negotiation and working with trade unions
Contributes to smooth change management and leadership
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Productivity
Measuring performance:
How to value the workers contribution
Difficulty in measuring some types of output especially in the service industry
Appraisal
Meant to be non-judgmental
Involves the worker and a nominated appraiser
Agreeing strengths, weaknesses and ways forward to help both employee and organization
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Faktor Luar Yang Mempengaruhi SDM
Suatu Perusahaan
Pertimbangan Hukum Masyarakat Pasar Tenaga Kerja Serikat kerja Pelanggan Teknologi Pemegang saham Ekonomi Peristiwa yang tidak diharapkan/tdk diramalkan terjadi