Human resource management 2


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Human resource management 2

  1. 1. Human Resource Planning  The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing their tasks  Helps avoid sudden talent shortages and surpluses  Steps in HR planning    Assessing current human resources Assessing future needs for human resources Developing a program to meet those future needs
  2. 2. Strategic Planning The Human Resources Planning Process (R.Wayne Mondy & Robert M Noe) Human Resources Planning Forecasting Human Resources Requirements Comparing Requirements And Availability Demand = Supply Surplus Of Workers No Action Restricted Hiring, Reduced hour, Early Retirement Forecasting Human Resources Availability Shortage Of Workers Recruitment
  3. 3. Current assessment  Human Resource Inventory A review of the current make-up of the organization’s current resource status Job analysis An assessment that defines a job and the behaviors necessary to perform the job  Knowledge, skills, and abilities Requires conducting interviews, engaging in direct observation, and collecting the self-reports of employees and their managers.
  4. 4. Current assessment (cont’d)  Job description A written statement of what the job holder does, how it is done, and why it is done  Job specification A written statement of the minimum qualifications that a person must possess to perform a given job successfully
  5. 5. Recruitment and Decruitment  Recruitment  The process of locating, identifying, and attracting capable applicants to an organization  Is the process of generating a pool of capable people to apply for employment to an organization  Decruitment  The process of reducing a surplus of employees in the workforce of an organization  E-recruiting  Recruitment of employees through the internet  Organizational web sites  Online recruiters
  6. 6. Selection  Selection process  The process of screening job applicants to ensure that the most appropriate candidates are hired  Selection  An exercise in predicting which applicants, if hired, will be ( or will not be) successful in performing well on the criteria the organization uses to evaluate performance  Selection errors  Reject error for potentially successful applicants  Accept errors for ultimately poor performers
  7. 7. Rekruitmen dan seleksi  Rekruitmen adalah proses mencari, menemukan dan menarik para pelamar atau tenaga kerja baru untuk emmenuhi kebutuhan SDM untuk dipekerjakan dalam suatu organisasi atau perusahaan.  Pencocokan antara keahlian pelamar dengan kebutuhan perusahaan
  8. 8. Proses seleksi  Penerimaan lamaran  Pengisian formulir lamaran – ya/tidak  Wawancara pendahuluan – ya/ tidak  Testing psikologi - ya/tidak  Wawancara Intensif - Ya/tidak  Pemeriksaan Referensi - Ya/ tidak  Pemeriksaan kesehatan - ya/tidak  Persetujuan unit pemakai (pengguna) – ya/tidak  Penempatan pegawai
  9. 9. Internal factors Job analysis Recruitment and Selection Human Resources Planning Staffing needs Options internal/external Recruitment Pool of applicants Selection Job performances External factors
  10. 10. Major sources of potential job candidates Source Advantages Disadvantages ----------------------------------------------------------------------------------------------------------Internet Reaches large number of people, Generates many unqualified can get immediate feedback candidates Employees Knowledge about the organization May not increase the diversity Referrals provided by current employee, can and mix of employees generate strong candidates because a good referrals reflects of the recommender. Company Wide distribution, can be targeted Generate many unqualified Web sites to specific groups candidates College Recruiting Large centralized body of candidates Limited to entry level positions Professional Good knowledge of industry Little commitment to Recruiting Organization challenges and requirements organizations
  11. 11. Recruitment and Selection  Recruitment and selection are vital to the formation of a positive psychological contract, which provide the basic of organization commitment and motivation  Reflecting the organization’s strategy  The function of HR practice very important for the future growth of the organization
  12. 12. Recruitment and attraction The main approaches to attracting applicants can be summarized as follow :  Walk-Ins  Employee referrals  Advertising  Websites  Professional associations  Educational Associations  Professional agencies  E-recruitment  Word-of-mouth
  13. 13. Type of selection devices  Application forms  Written tests  Performance simulations  Interviews  Background investigations  Physical examinations
  14. 14. Written tests  Types of tests  Intelligence : how smart are you?  Aptitude : Can you learn to do it?  Attitude : how do you feel about it?  Ability : can you do it?  Interest : do you want to do it?  Legal challenges of tests  Lack of job relatedness of test to job requirements  Discrimination in equal employment opportunity against members of protected classes
  15. 15. Other selection approaches  Situational interviews Interviews in which candidates are evaluated on how well they handle role play in mock scenarios  Background investigations Verification of applicants data Reference check  Physical examinations
  16. 16. Performance simulation tests  Testing an applicant’s ability to perform actual job behaviors, use required skills, and demonstrate specific knowledge of the job Work sampling Assessment centers