Manajemen SDM (Wrap Up)

1. Manajemen SDM (Wrap Up)

2. 2 PERTANYAAN KRITIS SDM yang seperti apa yang diperlukan dalam pengelolaan usaha, sehingga selaras dan sesuai dengan tujuan strategis usaha Strategi SDM Program dan inisiatif SDM apa yang harus dirancang dan diimplementasikan agar dapat mempengaruhi, mengembangkan serta tetap menjaga efektifitas kemampuan bersaing pegawai (SDM)

3. Job Analysis: A Basic Human Resource Management Tool Tasks Responsibilities Duties • Human Resource Planning • Recruitment • Selection • Training and Development • Performance Appraisal • Compensation and Benefits • Safety and Health • Employee and Labor Relations • Legal Considerations • Job Analysis for Teams Job Descriptions Job Analysis Job Standards Job Specifications Knowledge Skills Attitudes

4. Human Resource Planning ProcessExternal EnvironmentInternal Environment Strategic Planning Human Resource Planning Forecasting Human Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Demand = Supply Surplus of Workers Shortage of Workers Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing Recruitment No Action Selection

5. IDENTIFIKASI LOWONGAN PEKERJAAN TUNTUTAN PEKERJAAN JOB REQUIREMENTS PELAMAR YANG KAPABEL METODE REKRUTMEN Rekrutasi Seleksi Rekrutasi - Seleksi adalah proses memilih pelamar sampai dengan memutuskan pelamar mana yang diterima atau ditolak untuk menjadi pegawai adalah proses mencari, menemukan dan menarik para pelamar yang kapabel, untuk dipekerjakan dalam dan oleh suatu organisasi

6. Organizational • structure • Job requirements Institutional development Vision Mission Goals Career Opportunity Feedback Career development ORGANIZATION Career goal Career path EMPLOYEE Career plan Life plan Personal development

7. SKILL ABILITIES PERFORMANCE APPRAISAL (Standard vs Accomplishment) EFFORTS BEHAVIOR IMPROVEMENT (+)/(-) (-) (+) RECOQNITION PENILAIAN KINERJA (Performance Appraisal)

8. Job analysis Phase-I Identify & study jobs Position descriptions Job descriptions Job standards Job evaluation (develop a rational approach to pay) Phase-II Internal equity Job ranking Job grading Factor comparison Point system Phase-III External equity Wage & salary surveys Dept NAKER Employer association Professional associations Self conducted surveys Phase-IV Matching internal and external worth Pricing jobs Labor market worth Job evaluation worth Match Rate range for each job Major phase of Compensation management

9. Hubungan Industrial yg efektif PERUSAHAAN • UU • KKB • Konvensi KARYAWAN HR DEP’T LINGKUNGAN KERJA Produktif Memuaskan EXIT SYSTEM TUJUAN PERUSAHAAN KEBUTUHAN KARYAWAN KUALITAS KEHIDUPAN KERJA (Quality of work-life/ QWL) KEUNGGULAN BERSAING

10. HRD HR research Information system Training Development HRIS Union Labor relation Organization development Career Development • HR result • Productivity • Quality • Innovation • Fulfillment • Readiness for change Employee assistance Job design Compensation benefit HR planning Selection staffing Performance management system HRM

11. Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Benefits Safety Health Labor Relations Employee Relations Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/E-learning/Management Succession Compensation Programs Benefit Programs (e.g., prescription drug programs) Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies Employee Services Contribute Toward Achievement of: Human Resource Information System Organizational Strategic Plans Human Resource Management Plans