Kuliah i ii msdm - introduction

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Kuliah i ii msdm - introduction

  1. 1. MANAJEMEN SUMBERDAYA MANUSIA (MSDM) BY DADANG ISHAK ISKANDAR 2011KULIAH I DAN II stieratula 2010 1
  2. 2. Strength, ability, bravery, and strategy. stieratula 2010 2
  3. 3. 1. Explain what human resource management (HR) is and how it relates to the management process.2. Give examples of how managers can use HR concepts and techniques.3. Illustrate the HR management responsibilities of line and staff (HR) managers.4. Provide a good example that illustrates HR’s role in formulating and executing company strategy. stieratula 2010 3
  4. 4. “For many years it has been said that capital is the bottleneck for a developing industry. I don’t think this any longer holds true. I think it’s the work force and a company’s inability to recruit and maintain a good work force that doesconstitute the bottleneck….” (F. K. Foulkes, 1975) stieratula 2010 4
  5. 5. To Build a good factory we need “a Thousand Nuts” But To Ruin it we just need “One Nut”Keterangan :Nut = Mur & Baut atau Suku CadangNut = Orang Bodoh.
  6. 6. Terapan Teoritikal TEORI ORGANISASI PERILAKU (ORGANIZATIONAL ORGANISASIONAL THEORY) (ORGANIZATIONAL BEHAVIOUR) PENGEMBANGAN MANAJEMEN ORGANISASI SUMBERDAYA (ORGANIZATION MANUSIA (HUMAN DEVELOPMENT) RESOURCES MANAGEMENT) MAKRO MIKRO TINGKAT ANALISIS stieratula 2010 6
  7. 7.  Planning (Perencanaan) Organizing (Pengorganisasian) Staffing (Penataan Staf) Leading (Pengarahan/ Kepemimpinan) Controlling (Pengawasan) stieratula 2010 7
  8. 8.  Perencanaan (Planning)  Tujuan dan standar (Goals and standards)  Peraturan dan prosedur (Rules and procedures)  Perencanaan dan peramalan (Plans and forecasting). Pengorganisasian (Organizing)  Tugas-tugas (Tasks)  Departemen (Departments)  Pendelegasian (Delegating)  Wewenang (Authority) dan komunikasi (communication)  Koordinasi (Coordinating) stieratula 2010 8
  9. 9.  Penataan Staf (Staffing)  Hiring  Rekrutmen (Recruiting)  Seleksi (Selecting)  Standar Kinerja (Performance standards)  Kompensasi (Compensation)  Evaluasi Kinerja (Evaluating performance)  Bimbingan (Counseling)  Pelatihan dan Pengembangan (Training and developing) Pengarahan (Leading)  Getting the job done  Morale  Motivation Pengawasan (Controlling)  Setting standards  Comparing actual performance to standards  Corrective action stieratula 2010 9
  10. 10. The policies and practices involved in carryingout the “people” or human resource aspects ofa management position, including recruiting,screening, training, rewarding, and appraising Kebijakan dan praktek untuk mengelola “manusia” atau SDM dalam tingkatan posisi manajemen, termasuk di dalamnya merekrut,menyeleksi, melatih, memberi imbalan, menilai kinerja karyawan, dan memelihara serta mempertahankan karyawan stieratula 2010 10
  11. 11. Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. stieratula 2010 11
  12. 12.  FUNGSI MANAJERIAL:  FUNGSI OPERASIONAL:  Perencanaan  Pengadaan SDM  Perorganisasi  Pengembangan  Kompensasi  Pengarahan  Pemeliharaan  Pengendalian  Pemutusan Hubungan Kerja (PHK) stieratula 2010 12
  13. 13.  Conducting job analyses (determining the nature of each employee’s job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment stieratula 2010 13
  14. 14.  The wrong person High turnover Poor results Useless interviews Court actions Salaries appear unfair Poor training Unfair labor practices stieratula 2010 14
  15. 15.  Globalisasi Kemajuan teknologi Deregulasi Perubahan sifat pekerjaan o Service jobs “knowledge” workers HRM  focus on human capital  the knowledge, education, training, skills, Keragaman pekerja Aspek legalTren baru praktik manajemen Boundaryless organization, employee empowerment, flatter organization, work team & process, power base disposition, commitment building stieratula 2010 15
  16. 16.  Pergeseran Pengetahuan,Persaingan berbasis paradigma keterampilan, pengetahuan manajemen kemampuan, sikap, (knowledge-based) dan dan perilaku dan kompetency transformasi organisasional dan(Competency based) organisasional manajerial baru stieratula 2010 16
  17. 17. EVOLUSI SDM: EMPAT TAHAP PERKEMBANGAN Tahap Is/d pertengah 1960-an Pemeliharaan Administrasi File Personalisa Personalia Tahap IIpertengah 1960an – Akuntabilitaspertengahan 1970an Pemerintah Manajemen Personalisa Akhir 1970 s/d Tahap III Akuntabilitas 1980-an Organisasi Tahap IV Dlm 1990-an s/d Keterlibatan Manajemen SDM sekarang Strategik stieratula 2010 17
  18. 18. Dari KeAdministrasi Personalia Manajemen SumberdayaTradisional: Manusia Kontemporer: Orientasi administratif  Orientasi Strategik (personnel issues) (peoplerelated business Bereaksi terhadap masalah issues) Fokus pada tertib  Pengembangan program administrasi-internal baru (bersifat proaktif) Orientasi pendisiplinan  Customerization (fokus pada (control) pelanggan –“eksternal” Administrasi file atau catatan  Orientasi pengembangan personalia  Manajemen sumberdaya informasi personalia stieratula 2010 18
  19. 19. Manajemen Sumber Daya Manusia Manajemen Kepegawaian (MP) (MSDM)1. Konsep dan Sistem Manajemen Sumber Daya 1. Konsep Manajemen Kepegawaian (MP) Manusia2. Masalah-masalah Sumber Daya Manusia, 2. Perencanaan, Pengadaan, seleksi. pendekatan dan analisisnya dan penempatan pegawai.3. Masalah Makro dan Masalah Mikro Manajemen 3. Klasifikasi jabatan, uraian dan analisis Sumber Daya Manusia pekerjaan/jabatan.4. Masalah pada faktor Sumber Daya Manusia dan 4. Human relations, Motivasi, dan Personnel masalah pada faktor Non SDM-nya. Relations (Hubungan Kerja Kepegawaian).5. Kebijakasanaan Pengembangan Sumber Daya 5. Program Kompensasi Kepegawaian Manusia. (penggajian, pengupahan, kesejahteraan dan perangsang-perangsang kerja lainnya).6. Dimensi Filosofis Pengembangan Sumber Daya 6. Keamanan dan Keselamatan Kerja. Manusia.7. Visi, Misi, Strategi Pengembangan Sumber Daya 7. Pendidikan, Pelatihan dan Pengembangan Manusia. Karier Pegawai.8. Model-model Pengembangan Sumber Daya 8. Penilaian Pekerjaan dan Ketepatan Kerja Manusia. Pegawai.9. Kebijaksanaan Pengembangan Sumber Daya 9. Pemberhentian Pegawai. Manusia di Indonesia dalam Era Globalisasi. 10. Organisasi Kepegawaian yang efisien. stieratula 2010 19
  20. 20. SISTEM YG INPUT OUTPUT MEMOTIVASIREKRUTMEN  Seleksi KINERJA  Pelatihan & PRODUKTIVITAS pengembangan KEUNGUULAN  Evaluasi kinerja  Pengembangan Karir  Kompensasi & tunjangan stieratula 2010 20

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