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FUNGSI MANAJEMEN SUMBER DAYA MANUSIA ( Pertemuan ke 4)

FUNGSI MANAJEMEN SUMBER DAYA MANUSIA ( Pertemuan ke 4). Peranan SDM dalam Organisasi.

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FUNGSI MANAJEMEN SUMBER DAYA MANUSIA ( Pertemuan ke 4)

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  1. FUNGSI MANAJEMEN SUMBER DAYA MANUSIA(Pertemuanke 4)

  2. Peranan SDM dalamOrganisasi • Terminologisdmmerujukkpdorang-orangdlmorganisasi. Ketikaparamanajerterlibatdlmkegiatansdmsbgbagiandaripekerjaannya, merekamencobamemfasilitasiorang-orangutkmewujudkanperencanaandanstrategiorganisasi. Orang-orang (sdm) yang merupakanelemenumumdlmsetiaporganisasi; merekamenciptastrategidaninovasiutkkemasyhuranorganisasi. Patutmenjadiperhatianthdsebuah slogan dari Union Carbide: “Assets make things possible, people make things happen”.Asetdptmembuatsesuatukemungkinan; sedangkanorangdapatmembuatsesuatuituterjadi / terwujud.

  3. Definisi MSDM The major functions of a HRM / Departement include, staffing, performance evaluations, compensation and benefits, training and development, employee relations, safety and health, and personnel research (Cherrington 1995:11).Staffing/employment includes: HR planning,recruitment & selection. HRM is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals (Ivancevich 2001:4). HRM consist of numerous functions / activities, including:1.EEO compliance (memenuhi) . 2.Job Analysis. 3.HR planning. 4.Recruitment,Selection,Motivation & Orientation. 5.Performance evaluation & compensation. 6.Training & Development. 7.Labor relations. 8.Safety, health & wellness.

  4. lanjutan • HRM: a process consisting of the inception, development, motivation, and maintenance of human resources (de Cenzo & Robbins 1994:30). Inception is the function of HRM concerned with getting individuals into the organization,includes of recruiting and selecting employees,and orienting them to the company. • HRM refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance (Noe et.al. 2000:4). HRM practices: HR planning, recruiting, selection, training & development, compensation, performance management, employee relations.

  5. Fungsi-FungsidanAktivitas MSDM Secarafungsional MSDM memilikibeberapafungsidimanafungsi- fungsitersebutterkaitsatudenganlainnya, danaktivitas yang dijalan kan MSDM sesuaidenganfungsi yang dimilikinya, dengantujuanpe- ningkatkanproduktivitas, kualitaskehidupankerja, danpelayanan.

  6. TujuandariFungsi MSDM • Helping the organization reach its goals. • Employing the skills and abilities of the workforce efficiently. • Providing the organization with well-trained and well-motivated employees • Increasing to the fullest the employee’s job satisfaction and self- actualization. Developing and maintaining a quality of work life that makes employment in the organization desirable. • Communicating HRM policies to all employees. • Helping to maintain ethical policies and socially responsible behaviour. • Managing change to the mutual advantage of individuals, groups, the enterprise, and the public.

  7. lanjutan Beberapapendapatmengenaifungsi-fungsi MSDM: • Edwin B. Flippo Dale Yoder 1. Planning 1. Staffing 2. Organizing - Recruitment 3. Directing - Selection 4. Controlling - Promotion 5. Procurement - Placement 6. Development 2. Employee, Development, and Training 7. Compensation 3. Labour Relation 8. Integration 4. Wage and Salary Administration 9. Maintainance 5. Employee, Benefit and Service 10. Separation 6. Research including the meritment of Record

  8. lanjutan • ManullangMalayu SP Hasibuan 1. Precuring 1. Perencanaan - Membuatanggarankerjabagi Perusahaan 2. Pengorganisasian - Membuat job analysis, job description, dan 3. Pengarahan job specification. 4. Pengendalian - Menentukandanmenghubungisumber- 5. Pengadaan sumbertenagakerja 6. Pengembangan - Mengadakanseleksi 7. Kompensasi 2. Developing 8. Pengintegrasian - Melatihdanmendidikpegawai 9. Pemeliharaan - Mempromosikandanmemindahkanpegawai 10. Kedisiplinan - Mengadakanpenilaiankecakapan 11. Pemberhentian 3. Maintainancing - Menguruspemberhentian - Menguruspensiun - Menguruskesejahteraankaryawantermasuk pembayaranupah , pemindahan, dll - Motivasi

  9. Karakteristik MSDM Tradisionaldan MSDM Stratejik Traditional HRMStrategic HRM Responsibility for human resources Specialist Line managers and management Objective Better performance Improved understanding and strategic use of human assets Role of HRM area Respond to needs Lead, inspire, understand Time focus Short-term results Short.intermediate, long-term Control Rules, policies, position power Flexible, based on human resources Culture Bureaucratic, top-down, centralization Open, participative, empowerment Major emphasis Following the rules Developing people Accountability Cost centers Investment in human assets

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