Salah satu peran HR yang sangat penting adalah menjadi “Administrative Expert” yang terampil mengelola semua data sumber daya manusia dengan baik dan mampu menyajikannya kepada manajemen saat itu juga (on real time basis) serta memungkinkan B2E (Business to Employee), sehingga setiap karyawan mengakses data pribadinya seperti: data pribadi, absensi, cuti, karir, gaji, penilaian karya dll.
2. HUMAN CAPITAL FRAMEWORK
Corporate Strategic
Business Plan
As response to environmental
Opportunities & challenges
Corp HC
Planning
Retaining Acquiring
Maintaining Developing
Maintain
Expansive
Retrench
Analyze, set Direction & Control organization
Congruency with the demand of the strategic business
Objective & plan
Organization Strategy
Manpower Planning Strategy
Recruitment & Selection
Placement Strategy
Dynamic HC Cycles
Which is led by Corporate
Business Plan
Integration of maintaining & retrenchment
Retirement Analysis
Bench strategy
C&B Strategy
Corporate family
Work-family life balance program
T&D Strategy
PMS Strategy
Career Strategy
Competency Database
Competency Dev.Strategy
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3. Business & HR Strategic Path
pool of
talent
strength
identification
right
fit
great
managers
engaged
employees
engaged
customers
profit
increase
Org.
value
sustainable
growth
Financial
Perspective
Customer
Perspective
Internal Process
Perspective
Learning & Growth
Perspective
(Adapted from Kaplan)
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4. Stages in HR Functional Development
COMPETITIVE
ADVANTAGE
(Consolidation)
Total line manager accountability
Internal consultants
Add value
Integral to company success
Long term vision and strategyBUSINESS
PARTNERS
(Integrated)
Integral contribution to business plan
Strong influence on other departments
Member of top team
Quality systems and processes
Service management
Intellectual capital/knowledge management
Workforce empowerment and teams
Return on investment
Cost/benefit analysis
Comprehensive database
PROACTIVE
(Rapid growth) Customer/needs focused
Pro-active/improvement
Management development
Leadership training
Succession planning
Workforce planning
Performance management
Workforce productivity
INTERNAL
POLICE
(Emerging)
Policies and manuals
Controls — headcount, hiring, restructuring, travel, relocation
Reporting systems & budgets
Basic measures — turnover, absenteeism
Technical and skills training
IR disputes, grievances
OH&S procedures
SUPPORTS
Canteen
Car park
Security
Gym/sport
Social club
Coy event/party
BASIC ROLE
Recruitment
Induction
Payroll
Admin/Records
Leave
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5. Selection
Best People & Best Performance
Vision
Best People
Best Partner
Best Performance
Comp &
Benefits
Employee
Adm.
PMS People Dev
HR Processes IR
HRIS
Medical
Services
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6. HRIS
• Company realizes that one of the important key success to achieve
its business objectives and growth is to have tools such as
Information Technology solutions. To become the Best Company
and the Star Performer in market place and in order to further
improve its business, Company is embarking a strategic
improvement of its Human Capital Management System.
• Now we are in the “Knowledge Era” and as businesses begin to take
advantage of the internet, Company recognizes the critical nature of
retaining and developing human capital.
• Optimizing the workforce has predominated as a principal goal
within the HR arena, however internet has now placed it center
stage as a critical success factor. Internet-based automation can
transform the business to employee (B2E) relationship, providing
unprecedented internal efficiencies and proactive knowledge
optimization. Improved online capabilities in the execution of HR
activities stands as a critical component to an overall strategy
targeting enrichment of the B2E relationship.
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7. Apa itu HRIS?
• HRIS = Human Resources Information
System (Sistem Informasi Sumber Daya
Manusia) adalah sebuah aplikasi untuk
penyimpanan data, penelusuran data dan
informasi data yang dibutuhkan
Manajemen tentang kekuatan sumber
daya manusia yang dimiliki dalam sebuah
perusahaan dengan basis sistem
informasi dan atau web.
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8. Apa itu HRIS? Contd..
• Secara umum HRIS menyediakan semua informasi yang mencakup:
– Informasi semua karyawan seperti:
• Kehadiran, mutasi, promosi, terminasi
• Penggajian
• Penilaian prestasi kerja
• Training
• Penghargaan
• Histori karyawan termasuk kompetensinya
– Laporan dan Analisa dari informasi karyawan
– Mempermudah administrasi karyawan seperti:
• Perubahan status/informasi personel
• Permohonan Ijin, Cuti, Sakit
• Slip gaji elektronik
• Kalendar hari kerja
– Terintegrasi dengan sistem penggajian
– Informasi mengenai pelamar dan resume-nya termasuk e-recruit
– Dll
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9. Apa itu HRIS? Contd..
• Dengan adanya HRIS, semua karyawan dapat meng-
akses data pribadinya (self service) misalnya untuk
melihat histori/riwayat kepegawaiannya, mengajukan
permohonan cuti dll.
• Untuk menerapkan HRIS ini, dibutuhkan informasi-
informasi yang berhubungan dengan karyawan seperti:
– informasi karyawan
– data keluarga
– jenis/nomor lisensi yang dimiliki
– nomor paspor
– jadwal kerja (roster)
– dll.
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10. Profil Trainer
Cecilia Sri Hayani
Memiliki sertifikasi HR dan memiliki pengalaman sebagai professional HR di berbagai jenis
industri multinasional selama lebih dari 15 tahun. Selama karirnya di HR berbagai posisi
pernah diembannya seperti Head of Regional HR Operation, Business
Affairs/Administration Manager, Organization Support Manager dan People
Manager. Termasuk di dalamnya beberapa penugasan international dan regional.
Pengalaman yang lengkap di dunia praktek HR ini diperkaya dengan pengalamannya
sebagai trainer dan HR Consultant untuk berbagai industri.
www.valueconsulttraining.com (021 7919 8730)