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MANAGING HUMAN RESOURCES IN SMALL AND ENTREPRENEURIAL FIRMS

MANAGING HUMAN RESOURCES IN SMALL AND ENTREPRENEURIAL FIRMS. Arruneysha Cut Aldira R.C. Pentingkah UKM?. S uatu bentuk usaha kecil masyarakat yang pendiriannya berdasarkan inisiatif seseorang . S angat berperan dalam mengurangi tingkat pengangguran yang ada di Indonesia .

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MANAGING HUMAN RESOURCES IN SMALL AND ENTREPRENEURIAL FIRMS

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  1. MANAGING HUMAN RESOURCES IN SMALL AND ENTREPRENEURIAL FIRMS Arruneysha Cut Aldira R.C.

  2. Pentingkah UKM? • Suatubentukusahakecilmasyarakatyangpendiriannyaberdasarkaninisiatifseseorang. • Sangatberperandalammengurangitingkatpengangguranyang ada diIndonesia. • MenyerapbanyaktenagakerjaIndonesiayangmasihmengganggur. • BerkontribusibesarpadapendapatandaerahmaupunpendapatannegaraIndonesia. Sumber: seputarukm.com

  3. HRM pada UKM Berbeda • SIZE • PRIORITIES • INFORMALITY • THE ENTREPRENEUR • IMPLICATION

  4. HRM Pentingdalam UKM • HRM yang efektifwajibhukumnyadalam UKM • High-growth SMEs placed greater importance on training and development, performance appraisals, recruitment packages, maintaining morale, and setting competitive compensation levels than did low-performing firms • HRM yang efektifbisajadipeluanguntukmendapatkanpelanggan yang lebihbanyak.

  5. Memakai Internet & Program PemerintahuntukMendukung HR Effort • PatuhdenganHukumKetenagakerjaan • “bagaimanakontrakkerja?”, “apakaryawanharusdihitunglembur?”, dll • Employment Planning & Recruiting • -Web Based Recruiting • Employment Selection • - MematuhiHukum • Employment Training • Employment Appraisal & Compensation • Employment Safety & Health

  6. LEVERAGING SMALL SIZE: FAMILIARITY, FLEXIBILITY, FAIRNESS, INFORMALITY, AND HRM. Smallnessdiartikansebagaifamiliarity secara personal padakekuatan, kebutuhan, dansituasikeluargadarikaryawan. Dan jugadiartikansebagaikebijakandanpraktekkerjaperusahaanmenjadiflexible daninformal

  7. Simple, Informal Employee Selection Procedures A Streamlined Interviewing Process Work-Sampling Test • Preparing  Focus on knowledge and experience, motivation, intellectual capacity, and personality. • Specific Factors to Probe  ask a combination of situational questions + open-ended questions. • Conducting  Pengalamankulian, pengalamankerja part-time dan full time, tujuandanambisi, reaksiterhadappekerjaan yang berkaitan, self-assessment, pengalamanmiliter, danaktivitas lain yang sedangdilakukan. • Match the Candidate to The Job. A Work-sampling test means having the candidates perform actual samples of the job in question.

  8. Flexibility in Training • Four-Step Training Process • Write a job description. • Develop a task analysis record form. • Develop a job instruction sheet. • Prepare training program for a job. • Informal Training Method: • Offer to cover the tuition • Identify online training opportunities • Provide a library of tapes and DVDs • Encourage the sharing • Send people to special seminars and association meetings • Create a learning ethic

  9. Flexibility in Benefits and Rewards Improved Communication • Work-Life Benefits  Small business owners did a better job of “understanding when work/life issue emerge. • Recognition • Small Business Benefits for Bad Times • Simple Retirement Benefits • Newsletter • Online • The Huddle

  10. Fairness and the Family Business • Reducing such fairness problem involve: • Set the ground rules • Treat people fairly • Confront family issues • Erase privilege

  11. USING PROFESSIONAL EMPLOYER ORGANIZATIONS (PEO) Meliputi: managing personnel, danmemutuskanuntukmenyerahkanfungsi HR.

  12. How do PEOs Work? Why use a PEO?? • Umumnya, PEO menanggungtugas-tugasdari HRM. • PEO menanganiaktivitas yang berkaitandengankaryawan, sepertirekrutmen, hiring, payroll danpajak-pajak. • Fokuspadaperusahaandenganjumlahkaryawankurangdari 100 orang. • “Administrative service only” • Lack of Specialized HR Support. • Paperwork • Liability • Benefits • Performance

  13. Caveats “ If your PEO is poorly managed, or goes to bankrupt, you could find yourself with an office full of uninsured workers” • Guidelines for finding and working with PEOs: • Conduct a need analysis. • Review the service of all PEO firm. • Determine PEO’s accredited. • Check the provider’s bank, credit, insurance, and professional references. • understand how to the employee benefits will be funded. • See if the contract assumes the compliance liabilities in the applicable states. • Review the service agreement carefully. • Investigate how long the PEO has been in business. • Check out the prospective PEO’s staff. • “How will firm deliver its services? In person? By phone? Via the web?” • Ask about upfront fees and how these are determined. • Periodically get proof that payroll that taxes and insurance premium are being paid properly and that any legal issues are handled correctly.

  14. MANAGING HR SYSTEMS, PROCEDURES, AND PAPERWORK Basic Component of Manual HR Systems Basic Form  Tabel 18-3 Other Sources Automating Individual HR Tasks Packaged Systems Improved Transaction Prcessing Online Self- Processing Human Recource Information Systems (HRIS) Improved Reporting Capability HR System Integration HRIS Vendors HR and Intranets

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