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HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT. Henni Djuhaeni Public Health Department. Human Resource. Asset/ Capital. LABOUR. Strong Training anda Education Technology and Science Profesional Discipline Motivasion Work Ethic Creative Innovative Productive. Mind Feeling

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HUMAN RESOURCE MANAGEMENT

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  1. HUMAN RESOURCE MANAGEMENT HenniDjuhaeni Public Health Department

  2. Human Resource Asset/ Capital LABOUR • Strong • Training anda Education • Technology and Science • Profesional • Discipline • Motivasion • Work Ethic • Creative • Innovative • Productive • Mind • Feeling • Desire • Education • Status • Age • Gender

  3. Human Resource Management(HASIBUAN, MALAYU SP) ART AND SCIENCE ARRANGING RELATION AND ROLE OF LABOUR EFFICIENT EFFECTIVE Company Employees Society Profit TARGET Satisfied Quality of Service And Affordable

  4. 4 (FOUR) COMPONENT OF Human Resource Management • INDIVIDUAL • Ability • Knowledge • Personality • Values • Expectation HUMAN RESOURCE MANAGEMENT IS THE PROCESS OF BRINGING PEOPLE AND ORGANIZATIONS TOGETHER SO THAT THE GOALS OF EACH ARE MET. • JOB • Challenge • Variety • Autonomy • ENVIRONMENT • Economic • Social • Politics • Technological • ORGANIZATION • Size • Structure • Technology • Resource • Wisdom • Culture

  5. ECONOMICS • Inflation • Un employment Level • Rate of Interest • Etc • SOCIAL : • Patient/ Client • Employees/ • Officer/ Labour ENVIRONMENT • TECHNOLOGICAL • Raw Material • Request of Market • POLITICS : • Liberalism • Democracy Health Service

  6. Controlling Procurement Directing 4 3 5 2 Development Organizing FUNCTION HUMAN RESOURCE MANAGEMENT 6 1 Planning 11 Compensation 7 10 Separation 8 9 Integration Discipline Maintenance

  7. RECRUITMENT JOB DESCRIPTION SELECTION PLACEMENT JOB ANALYSIS JOB SPECIFICATION CARRIER PLANNING COMPENSATION JOB EVALUATION TRAINING & DEVELOPMENT

  8. JOB ANALYSIS INFORMATION WRITTEN ABOUT WORK WHAT TOBE DONE • REASONS FOR CONDUCTING JOB ANAYSIS • New Job are being Created & Old Jobs are Being Redesigned • Job Analysis Addresses The Fact that Change is Taking place TARGET • WORKER ACTIVITIES • WORK STANDARDS • BEHAVIOR • NEEDED APPLIANCES

  9. JOB DESCRIPTION • Clarify Expectations between manager and staff member • Guide the Induction and performance Management Process • Be Use for staff Development and career planning • Clarify and plan the Work of the team The Job Discription is the Basis for managers to not only effectively select, but Also manage their Staff

  10. TIPS ON WRITING JOB DESCRIPTION • Aim for a clear and concise description of the job • Focus on what you want the position to do • Describe the what, how, and why • Do not become preoccupied with unusual or short term job demands • Remember the goals of the organization !

  11. JOB SPESIFICATION : • A document containing the • Minimum acceptable • Qualifications, including • Educational Requirements • Experience • Personality Traits • Physical Abilities

  12. PROCUREMENT CONCEPT RECRUITMENT SELECTION PLACEMENT PROCUREMENT ORIENTATION INDUCTION

  13. RECRUITMENT : • Seeking Process and Enchanting Capable Candidate Capable to Work In Organization • Is the process through which the organization’s • Job openings are clearly defined, and prospective • Employees are found to fill those opening RECRUITMENT CONCEPT • SOURCE • Internal • External • METHOD • Closed • Open • BASIC • Job • Specification • Regulation of • Government • CONSTRAINT • Internal • Eksternal

  14. RECRUITMENT MATCHING THE NEEDS OF APPLICANTS AND ORGANIZATIONS INFORMATION FLOW ORGANIZATION Need For High Quality Employes POTENTIAL APPLICANTS Need For Suitable Jobs INTERNAL APPLICANTS ENVIRONMENT Economic Social Technological Political

  15. Employees • Family • Friends Quality of Employee <<< Application << CLOSED Recruitment Methods Advertisement, etc Application >>> Hr. Quality >>> OPEN Vertical Public hospital/ Organization Mutation Internal Horizontal Source of Recruitment • University/ college • Advertising • Employment agencies • Recruites • Special event • Internships Eksternal

  16. SELECTION • Activity to Determine and Chosen Labor fulfilling criterion • Which Have Been Specified • The process through which representatives of an organization define a job to be filled, assess the people applying for that job, • OBJECTIVE • Make Decision Whether Some One is Accepted or Refused • Qualified human resource • Discipline • Human resource with motivation >> • Creative and inovatif • human resource • Turn over  << • SELECTION PROCESS DEPENDS ON : • Work Load • Requirement of Human Resource • Recruitment

  17. The selection process Recruited Individuals Preliminary Interview Review of Applications & Resume Reference & Background Checks Employment Interview Selection test Employed Individual Selection Decision Physical Examination

  18. INDUCTION Process by which a new Staff member learning about and becomes part of the organization BENEFITS OF INDUCTION • Employee adapts to job and work environment morecuickly • Establish good communication between supervisor and employee • Reduce anxiety and build up confidence • Reduce excessive cost • Public Relation  a Change to Promote Organization

  19. ORIENTATION • Introduction to the organization • Definition of the individual’s term of employment • Acquantingthe employee in detail the requirements of the job is training so that Proficiency in the job is reached in the shortest possible time • Promoting confidence in the employee, both in ability to perform the job and in the Organization in general • To quickly establish a favorable attitude by the employee towards the organization So that the employee is more likely to stay

  20. BENEFITS TO YOUR ORGANIZATION BENEFITS TO YOUR TEAM • Greater Productivity • Quality Improvement • Focused Customer Service • Effective Communitation • Commitment to Business plans & Goals • Improved Team Work • Better Understanding of team goals • Harmonious work place • Directed training & development • Greater inter – team cooperation

  21. BENEFITS TO THE INDIVIDUAL BENEFITS TO YOUR TEAM • Better Understanding of own contributions • Improved commitment & motivation • Enhanced knowledge & Skills • Realistic standards of performance • Recognition of a job well done • Improved Team Work • Better Understanding of team goals • Harmonious work place • Directed training & development • Greater inter – team cooperation

  22. HUMAN RESOURCE PLANNING WHY The right Number of Health Man Power At The Right Time In The Right Place (Jobs) Performing The Right Activities To Achieve The Right Objectives At The Right Price

  23. METHODS OF HEALTH MAN POWER PLANNING • HEALTH NEED • The Need of Health service by the Community • Utilities of Health center/ hospital • HEALTH TARGET • * 1 DOCTOR  6.000 VISIT TO HEALTH CENTER • * Coverage of MCH • HEALTH DEMAND • RATIO  HEALTH MAN POWER; POPULATION • 1 DOCTOR : 30.000 POPULATION • 1 NURSE : 5.000 POPULATION

  24. HUMAN RESOURCE DEVELOPMENT • EFFORT SKILL   • Technical skill • Knowledge • Moral • Attitude Now & Future  • INDIVIDUAL EFFECTIVENESS • Well planned • “Sustainable” • Training and • Education • Mutation • Promotion • Progress of • Technology

  25. OBJECTIVE OF DEVELOPMENT • Productivity • Efficiency • Damage of appliances <<< • Accident << expense of medication << • quality of service • Moral • Career • Conceptual • Leadership • Reward • Satisfaction of consumer  quality of service

  26. DEVELOPMENT CONSTRAINT • PARTICIPANT * AGE * EDUCATION • COACH/ INSTRUCTOR • FACILITY • BUDGET

  27. Performance appraisal : A system of review & evaluation Of an individual’s or team’s job Performance Responsibility for appraisal • an effective system assesses accomplishment • an effective system envolves plans for development • performance management is important • Immediate Supervisor • Subordinates • Peers • Self Appraisal • Customer Appraisal • Human Resource Planning • Recruitment & Selection • Training & Development • Career Planning & Development • Compensation Program • Internal Employee Relation • Assesment of Employee Potential Use of performance appraisal

  28. SEPARATION CAUSES • Willingness one side or both side • ChronicDiseases • Old age • Bankrupt

  29. COMPONENTS OF A TOTAL COMPENSATION PROGRAM Compensation Financial Nonfinancial Direct Indirect The Job Job Environment

  30. PRIMARY DETERMINANTS OF INDIVIDUAL FINANCIAL COMPENSATION THE EMPLOYEE THE ORGANIZATION JOB PRICING THE LABOR MARKET THE JOB

  31. The employee as a determinant of Financial compensation The job as a determinant of Financial compensation • Pay for Performance • Seniority • Experience • Membership in The Organization • Potential • Political Influence • Luck • JOB ANALYSIS • JOB DESCRIPTIONS • JOB EVALUATION

  32. NON FINANCIAL COMPENSATION • THE JOB • JOB ENVIRONMENT

  33. COMPENSATION • Wage/ Salaries • Benefits • Incentives COMPENSATION • Work team • Participant • Motivation • Satisfaction • Disclipline • Mantaining Staff

  34. THANK YOU

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