Tugas Psikologi Industri dan Organisasi Fakultas Psikologi Universitas Pancasila

2. PROFILE
0 Name : Nyi Raden Sekar Kadaton
0 NPM : 6019210065
0 Phone : 087782077111
0 Email : sekarkadaton01@gmail.com
0 Studies :
0 Psychology student Pancasila University 2nd semester

3. Definition Human Resource
Management
0 HRM is the managerial utilisation of the efforts, knowledge, capabilities
and committed behaviours which people contribute to an
authoritatively co-ordinated human enterprise as part of an
employment exchange (or more temporary contractual arrangement) to
carry out work tasks in a way which enables the enterprise to continue
into the future (Armstong, 2012)
0 manajemen sumber daya manusia (SDM) adalah penggunaan individu
untuk mencapai tujuan organisasi. (Wayne,2016)
0 Human resources management (HRM) Practices such as recruitment,
selection, retention, training, and development of people (human
resources) in order to achieve individual and organizational goals.
(Conte J. , 2013)

4. Human Resource Management
Function

5. The goals of HRM
● support the organization in achieving its objectives by
developing and implementing HR strategies that are
integrated with the business strategy (strategic HRM);
● contribute to the development of a high- performance
culture;
● ensure that the organization has the talented, skilled and
engaged people it needs;
● create a positive employment relationship between
management and employees and a climate of mutual trust;
● encourage the application of an ethical approach to people
management.

6. Scope of HRM

7. Who performs human resource
Management activities?
0 Human Resource Management Professional
0 Line Managers
0 Human Resources Outsourcing
0 Human Resources Shared Service Centers
0 Professional Employer Organizations

8. Dynamic Human Resource
Management Environment

9. Human Resource Management
Practices
Anderson (2001) quotes There are at least two
mechanisms by which HRM practices enhance
productivity and profitability (Neal & Griffin, 1999).
The first involves employee commitment, job
satisfaction, and motivation.
The second mechanism involves employee knowledge,
skill, and ability.

10. Practices such as selection and training are argued to
enhance employee knowledge, skill, and ability
(Huselid, 1995), which in turn enhance task
performance. Increasing task performance and
citizenship, and reducing absenteeism and turnover
should enhance organizational productivity.

11. Improve HRM
0 Combined with developing strategy, it is important to find
the focus and direction of HRM work.
0 Establishment of a Comprehensive Training System
0 Improve the Work of Recruiting and Configuration
0 Conducting Comprehensive Performance Management
0 Improve C & B Management
0 Improve the Relationships to Achieve Win-Win Situation
Wang, X., & Hu, J. (2015). Studies on the Human Resource
Management of X Company in Tai’an City, Shandong
Province. Open Journal of Business and Management, 3(04),
380.

12. REFERENCE
0 Armstrong, M. (2012). Armstrong's handbook of strategic human
resource management. Kogan Page Publishers.
0 Mondy, R. W., & Martocchio, J. J. (2016). Human resource
management. Boston: Pearson.
0 Wang, X., & Hu, J. (2015). Studies on the Human Resource
Management of X Company in Tai’an City, Shandong
Province. Open Journal of Business and Management, 3(04), 380.
0 Landy, F. J., & Conte, J. M. (2013). Work in the 21st century: an
introduction to industrial and organizational psychology. Malden,
MA: Blackwell.
0 Anderson, N., & Anderson, N. (2001). Handbook of Industrial,
Work & Organizational Psychology (Volume 2). Sage Publications.