Kuliah I MSDM

2,090 views

Published on

HR

Published in: Education
1 Comment
2 Likes
Statistics
Notes
No Downloads
Views
Total views
2,090
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
44
Comments
1
Likes
2
Embeds 0
No embeds

No notes for slide

Kuliah I MSDM

  1. 1. Selamat Datang di Kuliah<br />MANAJEMEN SUMBERDAYA MANUSIA (MSDM)<br />BY<br />DADANG ISHAK ISKANDAR<br />2010<br />1<br />stieratula 2010<br />
  2. 2. stieratula 2010<br />2<br />Strength, ability, bravery, and strategy.<br />
  3. 3. Deskripsi MK MSDM<br />3<br />stieratula 2010<br />Explainwhat human resource management (HR) is and how it relates to the management process.<br />Give examples of how managers can use HR concepts and techniques.<br />Illustrate the HR management responsibilities of line and staff (HR) managers.<br />Provide a good example that illustrates HR’s role in formulating and executing company strategy.<br />
  4. 4. “For many years it has been said that capital isthe bottleneck for a developing industry. I don’tthink this any longer holds true. I think it’s thework force and a company’s inability to recruitand maintain a good work force that doesconstitute the bottleneck….”<br />(F. K. Foulkes, 1975)<br />stieratula 2010<br />4<br />HRM – Its All About Result:<br />
  5. 5. Motto:<br />To Build a good factory we need <br />“a ThousandNuts”<br />But<br />To Ruin it we just need “One Nut”<br />Keterangan :<br />Nut = Mur & BautatauSukuCadang<br />Nut = OrangBodoh.<br />
  6. 6. MSDM dan Bidang Terkait<br />Teoritikal <br />Terapan <br />MAKRO<br />MIKRO<br />TINGKAT ANALISIS<br />6<br />stieratula 2010<br />
  7. 7. The 5 basic function of Management Process:<br />stieratula 2010<br />7<br />Planning (Perencanaan)<br />Organizing (Pengorganisasian)<br />Staffing (Penataan Staf)<br />Leading (Pengarahan/Kepemimpinan)<br />Controlling (Pengawasan)<br />
  8. 8. <ul><li>Perencanaan (Planning)
  9. 9. Tujuan dan standar (Goals and standards)
  10. 10. Peraturan dan prosedur (Rules and procedures)
  11. 11. Perencanaan dan peramalan (Plans and forecasting).
  12. 12. Pengorganisasian (Organizing)
  13. 13. Tugas-tugas (Tasks)
  14. 14. Departemen (Departments)
  15. 15. Pendelegasian (Delegating)
  16. 16. Wewenang (Authority) dan komunikasi (communication)
  17. 17. Koordinasi (Coordinating)</li></ul>stieratula 2010<br />8<br />Proses Manajemen<br />
  18. 18. <ul><li>PenataanStaf (Staffing)
  19. 19. Hiring
  20. 20. Rekrutmen (Recruiting)
  21. 21. Seleksi (Selecting)
  22. 22. Standar Kinerja (Performance standards)
  23. 23. Kompensasi (Compensation)
  24. 24. Evaluasi Kinerja (Evaluating performance)
  25. 25. Bimbingan (Counseling)
  26. 26. Pelatihan dan Pengembangan (Training and developing)
  27. 27. Pengarahan (Leading)
  28. 28. Getting the job done
  29. 29. Morale
  30. 30. Motivation
  31. 31. Pengawasan (Controlling)
  32. 32. Setting standards
  33. 33. Comparing actual performance to standards
  34. 34. Corrective action</li></ul>stieratula 2010<br />9<br />
  35. 35. The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising<br />Kebijakan dan praktek untuk mengelola “manusia” atau SDM dalam tingkatan posisi manajemen,termasukdidalamnyamerekrut, menyeleksi,melatih,memberiimbalan, menilaikinerjakaryawan, dan memelihara sertamempertahankankaryawan<br />stieratula 2010<br />10<br />Manajemen SDM<br />
  36. 36. Human Resource Management is the processof acquiring, training, appraising, andcompensating employees and attending totheir labor relations, health and safety, andfairness concerns.<br />stieratula 2010<br />11<br />Fungsi Manajemen SDM<br />
  37. 37. Fungsi MSDM meliputi:<br /><ul><li> FUNGSI MANAJERIAL:
  38. 38. Perencanaan
  39. 39. Perorganisasi
  40. 40. Pengarahan
  41. 41. Pengendalian
  42. 42. FUNGSI OPERASIONAL:
  43. 43. Pengadaan SDM
  44. 44. Pengembangan
  45. 45. Kompensasi
  46. 46. Pemeliharaan
  47. 47. Pemutusan Hubungan Kerja (PHK)</li></ul>stieratula 2010<br />12<br />
  48. 48. stieratula 2010<br />13<br />Tujuan MSDM<br />Conducting job analyses (determining the nature of each employee’s job)<br />Planning labor needs and recruiting job candidates<br />Selecting job candidates<br />Orienting and training new employees<br />Managing wages and salaries (compensating employees)<br />Providing incentives and benefits<br />Appraising performance<br />Communicating (interviewing, counseling, disciplining)<br />Training and developing managers<br />Building employee commitment<br />
  49. 49. The wrong person<br />High turnover<br />Poor results<br />Useless interviews<br />Court actions<br />Salaries appear unfair<br />Poor training<br />Unfair labor practices<br />stieratula 2010<br />14<br />MSDM pentingbagisemuamanajer:Janganbiarkanhal-hal berikut ini terjadipadasaudara<br />
  50. 50. Globalisasi<br />Kemajuanteknologi<br />Deregulasi<br />Perubahansifatpekerjaan<br /><ul><li>Service jobs “knowledge” workersHRM focus on human capital the knowledge, education, training, skills,</li></ul>Keragamanpekerja<br />Aspek legal<br />Trenbarupraktikmanajemen<br /><ul><li>Boundaryless organization, employee empowerment, flatter organization,work team & process, power base disposition, commitment building</li></ul>stieratula 2010<br />15<br />Mengapaperan MSDM berubah?<br />
  51. 51. stieratula 2010<br />16<br />Perubahan Lingkungan dan ResponOrganisasional:Globalisasi, perkembanganteknologi, liberalisasiperdagangan, dan perubahanlingkungan lain telah menciptakanrealitaskompetisibaru, dan mensyaratkankompetensiataukapabilitasorganisasional dan manajerialbaru<br />Pergeseran paradigma manajemen dan transformasi organisasional<br />Pengetahuan, keterampilan, kemampuan, sikap, dan perilaku organisasional dan manajerial baru<br />Persaingan berbasis pengetahuan (knowledge-based) dan kompetency (Competency based)<br />
  52. 52. stieratula 2010<br />17<br />EVOLUSI SDM: EMPAT TAHAP PERKEMBANGAN<br />Tahap I<br />Pemeliharaan<br />File Personalia<br />s/d pertengah 1960-an<br />Administrasi <br />Personalisa<br />Tahap II<br />Akuntabilitas<br />Pemerintah<br /> pertengah 1960an – <br />pertengahan 1970an<br />Manajemen <br />Personalisa<br />Tahap III<br />Akuntabilitas<br />Organisasi<br /> Akhir 1970 s/d<br />1980-an<br />Tahap IV<br />Keterlibatan<br />Strategik<br />Manajemen SDM<br /> Dlm 1990-an s/d <br />sekarang<br />
  53. 53. stieratula 2010<br />18<br />Perkembangan MSDM: Refocusing Fungsi MSDMManajemen SDM telah muncul, menggantikanadministrasipersonalia,sebagai fungsi yang strategik. Perubahanevolusioner ini mencakup<br />Dari<br />Administrasi Personalia<br />Tradisional:<br /><ul><li>Orientasiadministratif(personnel issues)
  54. 54. Bereaksiterhadapmasalah
  55. 55. Fokuspadatertibadministrasi-internal
  56. 56. Orientasipendisiplinan(control)
  57. 57. Administrasi file ataucatatanpersonalia</li></ul>Ke<br />Manajemen Sumberdaya<br />ManusiaKontemporer:<br /><ul><li>OrientasiStrategik(peoplerelatedbusiness issues)
  58. 58. Pengembangan programbaru (bersifatproaktif)
  59. 59. Customerization (fokuspadapelanggan –“eksternal”
  60. 60. Orientasipengembangan
  61. 61. Manajemen sumberdayainformasipersonalia</li></li></ul><li>stieratula 2010<br />19<br />Perbandingan MSDM dengan MP (Kepegawaian)<br />
  62. 62. stieratula 2010<br />20<br />Manajemen SDM<br />INPUT<br />SISTEM YG MEMOTIVASI<br />OUTPUT<br />REKRUTMEN<br />KINERJA<br />PRODUKTIVITAS<br />KEUNGUULAN<br /><ul><li>Seleksi
  63. 63. Pelatihan &pengembangan
  64. 64. Evaluasi kinerja
  65. 65. Kompensasi &tunjangan
  66. 66. Isu-isu & tantanganBaru MSDM</li>

×