Uploaded byugik sugiharto
Hrm chapter 2 2012
The document presents an overview of human resource strategic planning, emphasizing the importance of aligning organizational mission and capabilities with external opportunities and threats. It discusses key aspects such as HR planning, job analysis, and the development of competitive advantages through unique HR competencies. Additionally, it outlines the forecasting of HR needs based on internal and external factors in relation to organizational strategy.
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Hrm chapter 2 2012
- 1. HR Strategic Planning Presented by Sugiharto, SH. MM
- 2. Organizational Mission and Philosophy definitions Strategy Planning External identification Process Threats and opportunity Internal strengths and Weakness measurement Organization capability Prediction on opportunity In the environment Development Planning (strategy and goals) Organizational Mission and Philosophy definitions Controlling, maintenance application and planning evaluation
- 3. Organization strategy CORE COMPETENCIES COMPETITIVE ADVANTAGES Company Organizations HIGH VALUE FOR CUSTOMER COMPETITION ENVIRONMENT © HRM TWO Created by Sugiharto, SH.MM 2012
- 4. Organization strategy The HUMANRESOURCE STRATEGIC PLANNING Productivity The Effective HR influences Finance Positively on … Stock Market Values © HRM TWO Created by Sugiharto, SH.MM 2012
- 5. HUMAN – RTRANSFORMATION The HUMAN RESOURCE STRATEGIC PLANNING Extracting and maintaining Professional and special Capabilities of the HR Competence Human Resource Average Human Resource © HRM TWO Created by Sugiharto, SH.MM 2012
- 6. HUMAN – RTRANSFORMATION The HUMAN RESOURCE STRATEGIC PLANNING Funding the HR Training and Competency Development Competence Human Resource Average Human Resource © HRM TWO Created by Sugiharto, SH.MM 2012
- 7. HUMAN – RTRANSFORMATION The HUMAN RESOURCE STRATEGIC PLANNING Compensating and Remunerating Competence The HRs to keep their capability To compete Human Resource Average Human Resource © HRM TWO Created by Sugiharto, SH.MM 2012
- 8. Individual task Buatlah Makalah dengan Tema Berikut: “Membangun Kualitas dan Kualifikasi SUMBER DAYA INDONESIA yang mampu bersaing secara Global” Ketentuan Penulisan: Makalah ditulis tangan Diatas kertas Folio bergaris 2 lembar folio tidak bolak-balik Dikumpulkan pada pertemuan berikutnya © HRM TWO Created by Sugiharto, SH.MM 2012
- 9. Organization strategy The VRIOFactors COMPETITIVE ADVANTAGE © HRM TWO Created by Sugiharto, SH.MM 2012
- 10. Organization strategy The VRIOFactors The HR who is able to create value, is the Human Resource sensitive against outside Threat and Opportunity. © HRM TWO Created by Sugiharto, SH.MM 2012
- 11. Organization strategy The VRIOFactors Special capability of the HR organization which RARENESS brings big profit who has special and unique knowledge supported by skills and capabilities © HRM TWO Created by Sugiharto, SH.MM 2012
- 12. Organization strategy The VRIOFactors The Organization HRs must have special strategic value. They are not easily be imitated by other organization. Competitors who are trying to imitate the other organization HRs have to make a lot of changes on all their aspects of the HRs and organization © HRM TWO Created by Sugiharto, SH.MM 2012
- 13. Organization strategy The VRIOFactors The HRs must be well organized to contribute on the organization competitive advantage. They have to be forced to work effectively. © HRM TWO Created by Sugiharto, SH.MM 2012
- 14. ORGANIZATION’s Culture Expected Behaviors pattern Organization The Philosophic Values Culture Applied Ritual or Symbols The loyalty of HR External who has competence Point of View © HRM TWO Created by Sugiharto, SH.MM 2012
- 15. Planning on HR Organizations are made up of people who are represent one of the organization’s most valuable assets. Its supply of HR must be sufficient to ensure healthy Towards this object operation of the of continuing organization healthy operations, organization requires HR planning. © HRM TWO Created by Sugiharto, SH.MM 2012
- 16. Defining Planning onHR COMPANY Financial Resources Physical Resources Human Resources Specifically, HR Planning is analyzing process and identification of fulfilling the needs of sufficient HR, according on the organization needs and demand which are effectively and efficiently operating the tasks toward organization goals.
- 17. INFLUENCE FACTORS onPlanning on HR HR Planning Organization’s And Policy for: Strategy The NEED of Recruitment HR Organization’s On Level Quality Selection Culture Training and Development Competition Compensations Financial Financial Environment Resources Management on availability productivity Employee Recent Adjustment organization’s condition
- 18. Planning on HRActivities 1 Analyzing and developing the recent HR profiles 2 Reporting and inventorying HR To decide the HRD strategy in the future by adjusting to the recent challenges and needs. Individual selection for training development To decide the career path, transfer and promotion Challenges and Threats identification on HR as early as possible to create prevention by The organization
- 19. Planning on HR JOB Analysis JOBs Description JOBs Specification JOBs Evaluation © HRM TWO Created by Sugiharto, SH.MM 2012
- 20. JOBs Description Describing the jobs description Both Verbally and written As guidance for the new recruit On how to accomplish the tasks To compare between the actual Jobs done and the job description In performance evaluation © HRM TWO Created by Sugiharto, SH.MM 2012
- 21. JOBs Specification Tells about the tolerable minimum qualifications of HR to be able accomplishing the tasks. Identifying The Knowledge The Expertise The Capability The Effectiveness of doing the tasks
- 22. Planning on HR ExternalEnvironment Analysis To identify The Government factor The Economic Condition Demographic factor Available HR Composition HR Level Competition Working pattern © HRM TWO Created by Sugiharto, SH.MM 2012
- 23. FORECASTING on HR Predicting the future bases on the recent and past information Creating level analysis on external environment factors Identifying the organization’s strength and weakness Predicting the needs of HR in adjusting with organization strategy Short Term approx. 6 months – 1year (routine process) Mid. Term approx. 1 – 5 years (complicated process) Long Term approx. 5 years < © HRM TWO Created by Sugiharto, SH.MM 2012
- 24. The External offers FORECASTING on HR The Internal offers Inflow Sources UNIT Outflow Sources Transferring Quitting LEVEL HR HR Promotion Promoting Objectives in in Retire Recruitment Recent Human Death – R.I.P Re - Calling Resources Get fired © HRM TWO Created by Sugiharto, SH.MM 2012
- 25. THANK YOU For LISTENING IT Literacy DAY ONE Presented by Sugiharto, SH. MM Re-programmed Presentation created by ugik013 Presentation Pro Images provided by Corbis Personal collections Fotosearch.com Closing theme performed by OST mgs3 E-mail: ugik013@yahoo.com STIE GICI Business School © 2010 © HRM TWO Created by Sugiharto, SH.MM 2012