MANAJEMEN SUMBER DAYA

MANUSIA

Mohammad Agung Saryatmo

asaryatmo@gmail.com

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.

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.

3

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

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

5

Tujuan MSDM

4 (Empat) Tujuan Manajemen SDM

1. Tujuan Organisasional

2. Tujuan Fungsional

3. Tujuan Sosial

4. Tujuan Personal

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.

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.

Tujuan Sosial

Organisasi atau perusahaan harus bertanggungjawab secara sosial dan etis

terhadap keutuhan dan tantangan masyarakat

dengan meminimalkan dampak negatifnya.

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.

THE HR IN SMALL BUSINESS

Sales

Manager / Owner

Production Finance

THE HR IN MEDIUM BUSINESS

Sales Manager

President

Production

ManagerFinance Manager HR Manager

MANAGEMENT FUNCTION

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)

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

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

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

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

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.

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

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

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

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