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8/10/2019 Topic4sdm 141029230932 Conversion Gate01

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MANAJEMEN

TENAGA PENDIDIKAN

DAN

TENAGA KEPENDIDIKAN


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MTPTK = MANAJEMEN TENAGA PENDIDIKAN

DAN TENAGA KEPENDIDIKAN

MSDM = MANAJEMEN SUMBER DAYA MANUSIAHRM = HUMAN RESOURCES MANAGEMENT

Secara konseptual, MTPK kurang lebih sama

dengan MSDM

Jadi, kalau kita membicarakan MPTK maka

yang dibicarakan adalah MSDM

MTPK OR MSDM


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DEFINITIONS

HRM is all the

ctivities involved inacquiring, main-

taining, and deve-

loping an organi-zationshuman

resources

MTPTK adalah seluruh

aktivitas perencanaan,

perekrutan, seleksi, pe-

nempatan, pemberian

kompensasi, penghar-

gaan, pengembangan

(diklat), dan pember-

hentian TPTK.


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DEFINITIONS

Menurut UU 20/2003 ttg SPN pasal 1 ayat 5 dan 6:

Tenga Kependidikan

adalah seseorang yang

mengabdikan diri dan

diangkat untuk menun-

jang penyelenggaraan

pendidikan

Tenga Pendidik adalah orang yg

memiliki kualifikasi sebagai guru,

dosen, konselor, pamong belajar,

widyaiswara, tutor, instruktur, fa-

silitator dan sebutan lain yg sesuaidengan kekhususannya, dan yg

berpartisipasi dalam penyelengga-

raan pendidikan.


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HRM ACTIVITIES

Human Resources Planning

Job Analysis

Recruiting, Selection, and Orientation

Compensation and Benefits

Training and Development

Performance Appraisal


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HUMAN RESOURCES PLANNING

Human Resources Planning is the development strategies

to meet a firms human resource needs.

Human

Resources

Planningincludes: Forcasting Human Resources

Demand

Forecasting Human Resources

Supply

Matching Supply with

Demand


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In relation with the forecasting human resources

supply, a firm should have these two:

Replacement

Chart

Skills

Inventory

A list of key personnel and

their possible replacement

within the firm

A computerized data bank

containing information on

the skills and experience off

all present employees


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MATCHING SUPPLY WITH DEMAND

When demand is greater than supply

Action is Recruit and Select

When supply is greater than demand

The action is reduce work force

Methods of reducework force:

Lay-off

Attrition

Early Retirement

Fired


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J O B A N A L Y S I S

Job

Analysis

A systematic procedure for studyingjobs to determine their various

elements and requirements

Job

Description

A list of the elements that

make up a particular job.

Job

Specification

A list of the qualifications

required to perform a

particular job.


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RECRUITING

SELECTION

ORIENTATION


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RECRUITING

Recruiting is the process of attractingqualified job applicants

INERNAL

RECRUITING

External

Recruiting


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SELECTION

Selection is theprocess ofgathering infor-

mation aboutapplicants for aposition and thenusing thatinformation tochoose the mostappropriateapplicant

Some general methods ofselection:

Applications

Tests

Interview

References

Assessment Centers


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ORIENTATION

Orientation is the

process of acquaintingnew employees with

an organization.


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FOR DISCUSSUION

Diskusikanlah

bagaimana sistemrekrutmen, seleksidan orientasi guru-

guru di Indonesia.


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COMPENSATION

AND

BENEFIT


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COMPENSATION

Compensation is the payment thatthe employees receive in return for

their labor

Compensation System is the policies

and strategies that the determineemployee compensation


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Management of CompensationDecisions

The Wage-

levelDecision

The Wage-

structureDecisions

(Usually based

on the basis ofjob evaluation)

The Individual-wageDecisions Comparable worth


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TYPES OF COMPENSATIONS

Hourly Wage

Weekly or Monthly Salary

Commissions

Bonuses

Profit Sharing


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BENEFIT

Benefit is rewards that areprovided inderectly to

employees, consisting mainly

of services (such asinsurence) and employeeexpences (such as college

tuition).


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TRAINING

DEVELOPMENT

Training andDevelopmentMethods:

On-the-jobmethods

Classroomteaching andlecture

Vestibuletraining

Conferencesand seminar

Role Playing


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PERFORMANCE APPRAISAL

Performance appraisal is theevaluation of employees current

and potential level ofperformance to allow superiors

to make objective humanresources decisions


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COMMON EVALUATIONTECHNIQUES OF PERFORMANCE

APPRAISAL

Objective Methods

Judgemental Methods

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