human capital vs ke suk se san org

8/13/2019 Human Capital vs Ke Suk Se San Org

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Pengaruh Human Capital

terhadap Kesuksesan Organisasi


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Pendahuluan

knowledge economy

Faktor kunci dalam produksi adalah

manusia, dan manusia adalah satu-

satunya faktor kesuksesan organisasi

yang tidak diperdagangkan sebagai

komoditas dagang organisasi

(Holbeche, 2005)


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Pendahuluan

Selama ini, pengukuran kinerja organisasi hanya diukur

melalui pencapaian finansial padahal pengukuran

tersebut tidak merefleksikan daya saing yang

sebenarnya dari organisasi dan belum mampu meramal

kinerja organisasi di masa depan

Modal intelektual dan potensi inovasi merupakan kunci

jangka panjang bagi kesehatan organisasi, dan bahwa

manusia atau human capital merupakan sumber

utama dari kedua aset tersebut


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PendahuluanNo. Pendapat Jumlah

1. Pendapat CEO tentang tantangan terbesar dalam perkembangan dunia ekonomi saat ini

Menemukan/ mempertahankan karyawan yang baik 47%

Strategi dan perencanaan usaha 21%

Kerjasama bisnsi/ beraliansi 10%

2. Dibandingkan dengan tiga tahun yang lalu, isu mengenai sumber daya manusia

Lebih penting 84%

Sama pentingnya 14%

Kurang penting 2%

3. Isu tentang sumber daya manusia yang paling penting adalah..

Menarik karyawan dengan potensi yang paling baik 39%

Mempertahankan/ memotivasi karyawan kunci 26%Mengatur perubahan 17%

4. Akankah mengembangkan potensi karyawan yang ada saat ini lebih penting daripada menambah

ketrampilan..

Setuju 62%

Sama pentingnya 34%

Tidak setuju 4%


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Human Capital

Human capital consider all human abil i t iesto be either innate or acquired. Attributeswhich are valuableand can be augmented by appropriate investmentwill be human

capital

(Schultz, 1961)

Human capital represents the human factorin the organization; the combinedintel l igenc e, sk i l ls and expert isethat gives the organization its dist inct ivecharacter.

The human elements of the organization are those that are capable of learning,changing , innov at ing and pro vid ing th e creat ivethrust which if properly motivated can

ensure the long-termsurvival of the organization

(Bontis et al, 1999)

The definition of human capital is The knowledge, skills,

competenciesand attributes embodied in individualsthat facilitate the creation of

personal, social and economic well-being

(Organisation for Economic Co-operation and Development (OECD), 2001, 18).


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Human Cap ital

Schuller (2000)

Inti dari human capital

adalah ketrampilan,

pengetahuan dankompetensi yang

merupakan faktor kunci

yang menentukan

kesejahteraan organisasi

Davenport (1999)

Karyawan seharusnya

tidak diperlakukan

sebagai aset pasif yangbisa dibeli, dijual dan

diganti oleh pemilik

organisasi, karyawan

juga secara aktif memiliki

kontrol terhadap

kehidupan kerjanya


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Human Cap italArmstrong (2006)

I ntellectual Capital

Social Capi tal Organizational Capital

Human Capital

1. Individuals generate, retain and use knowledge and skill (human capital) andcreate intellectual capital

2. Their knowledge is enhanced by the interactions between them (social

capital) and generates the institutionalized knowledge possessed by an

organization (organizational capital)


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Human Capital Measurement (OECD, 2001)

Three methods of measuring human capital,specifically:

measures of activities contributing to theinvestment or formation of human capital; for

example schooling, tertiary study, on-job trainingoutput or stock type

measures of human capital; for exampleindividual and group competencies, skills andcharacteristics

measures relating to the contribution of humancapital to individual and social outcomes; forexample future earnings and economic growth.


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Human Capital Effectiveness

Metrics Revenue Factor links the time and effort associated with the firms human capital to its revenue output by indicating

employee productivity

Expense Factor links the time and effort associated with the firms human capital to its operating expense output

Income Factor

links the time and effort associated with the firms human capital to its operating income output

EBITDA Factor links the time and effort associated with the firms human capital to its operations profitability without the

potentially distorting effects of changes in depreciation, amortization, interest and tax

Human Capital Value Added (HCVA) The formula for HCVA is; (Revenue - (Operating Expense - (Compensation + Benefits Cost) / Headcount

(temporary excluded))

Human Capital Return on Investment (HCROI) It calculates the return on investment on a company's employees

Human Economic Value Added (HEVA) It shows wealth created per average headcount in an organization


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Kesuksesan Organisasi

sukses

achievement of ones aim, fame, wealth, etc.

(Oxford Dictionary)

Penekanannya pada intensi, stabilitas dan return

terhadap equilibrium bagi kesuksesan usaha (Holbeche,

2005)


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Sebelum Abad ke-21

Ukuran kesuksesan lebih tertuju

pada the excellence and

entrepreneurship theories (1970-

an)

Lebih berfokus pada

kepemimpinan dan pelayanan

pada pelanggan (1980-an)

Mengacu pada learning

organization, re-engineering, core

competency, systems thinking,

agile company danempowerment

theories (1990-an)

Sesudah Abad ke-21

The 21st century company

has to promote and nurture the

capaci ty to improve and to

innovate.That idea hasradical implications. It means

learning becom es the axial

pr inc iple of organizat ions .It

replaces control as the

fundamental job ofmanagement.

(Holbeche, 2005)


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Ukuran Kesuksesan OrganisasiPorter & Tanner (2004)


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Pengaruh Human Cap ital Terhadap


An organizations success is the product of its peoples

competence. That link between people and performance

should be made visible and available to all stakeholders.

Armstrong (2006)

Inisiatif pimpinan Merasa dihargai/diperlakukan secara adil

Iklim organisasi yang baik

(terbuka)

Trust

Kinerja tinggi/ komitmentinggi


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Pengaruh Human Cap ital Terhadap


Karyawan yang

berkomitmen tinggiMencurahkan semua energi dan

kemampuannya untuk organisasi

Efektivitas & Efisiensi

OrganisasiProduktif

Daya ungkit bagi inovasi

organisasi

Nilai (value)yang dimiliki oleh

organisasi dapat tersampaikan kepada

customer melalui human capital


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TERIMA KASIH

We stand at the edge of the deepest power-shift in human

history. In years past, power equated to manpower and

horsepower. Today, and more so in the future,

knowledge and information are power

(To ff ler, 1991)

human capital vs ke suk se san org

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