Review terhadap jurnal yang berjudul The Essence of Strategic Leadership : Managing Human and Social Capital, oleh Michael A. Hitt, Arizona State UniversityR. Duane Ireland, University of RichmondThe Journal of Leadership and Organizational Studies, 2002, Vol. 9, No.1
6, be & gg, fatinah ghiyats, hapzi ali, ethics and business ethical issue...FatinahGhiyats1
6, be & gg, fatinah ghiyats, hapzi ali, ethics and business ethical issues in human resource management, universitas mercu buana, 2019. -dikonversi
Review terhadap jurnal yang berjudul The Essence of Strategic Leadership : Managing Human and Social Capital, oleh Michael A. Hitt, Arizona State UniversityR. Duane Ireland, University of RichmondThe Journal of Leadership and Organizational Studies, 2002, Vol. 9, No.1
6, be & gg, fatinah ghiyats, hapzi ali, ethics and business ethical issue...FatinahGhiyats1
6, be & gg, fatinah ghiyats, hapzi ali, ethics and business ethical issues in human resource management, universitas mercu buana, 2019. -dikonversi
Digital Culture for Digital TransformationSeta Wicaksana
"Without laying a strong foundation for culture and aligning employees to a digital vision, it will be extremely difficult to make any meaningful progress on digital transformations"
Alignment HRBP with ISO 41000 - 2015, Material Training PresentationManagement_Team
By going to the enactment uniformly around the world on international standardization ISO 41000: 2015 - Facility Management, the Human Resources Business Partners (HRBP) are popular in organization, become irrelevant, due in concept HRBP, haven't yet the inclusion of a condition on the capability requirements for sustainable business growth, as implied in the ISO 41000: 2015.
One of the provisions of international standardization within the ISO 41000: 2015, in the form of competence in HRBP to ensure business growth on an ongoing basis, not implicit and explicit in the role, duties and responsibilities as HRBP, so that businesses run by function HRBP inadequate in providing certainty of sustainable growth.
Konsep dan teknik pelaksanaan pengurusan tangkas oleh Pn AzidaPersatuan Uitm
Pembentangan Konsep dan Teknik Pelaksanaan Pengurusan Tangkas oleh YBrs. Puan Azida Azmi Mantan Pendaftar UiTM pada Seminar Pengurusan Pentadbir (SePP) 2019 anjuran Anjuran Persatuan Pentadbir UiTM di ILD Bandar Enstek, Negeri Sembilan pada 22 - 24 Disember 2019
Objektif Seminar SePP 2019
1. Menjelaskan dan menerapkan teknik pembentukan dan pelaksanaan Pengurusan Tangkas.
2. Menjelaskan manfaat Internet of Thing (IoT)/Internet of People (IoP) dalam pengurusan.
3. Merealisasikan minda Cepat, Tepat dan Integriti (CTI) - Produktiviti, Kreatviti dan Inovasi (PCI).
4. Mempelajari teknik mengurus imej penampilan profesional serta penekanan dalam tatacara beretika dan adab dalam tugasan dan dalam setiap acara dan urusan.
5. Mempelajari teknik penyampaian dan komunikasi berkesan.
read more
http://ppuitmsa.blogspot.com/2019/11/seminar-pengurusan-pentadbir-2019.html
PRIHATIN & PROAKTIF
Laman web rasmi PPUiTM http://ppuitm.uitm.edu.my/
FACEBOOK: https://www.facebook.com/PPUiTM
TWITTER http://twitter.com/#!/ppuitm
INSTAGRAM http://instagram.com/ppuitm/
Lebih dari HR Manager: Ekspektasi dan Peran Strategis dalam PerusahaanNovia Widya Utami
Beberapa tahun terakhir, banyak perusahaan
yang mulai menyadari pentingnya seorang
HR atau Human Resources, terutama di level
managerial. Bukan hanya untuk melakukan
proses rekrutmen atau mengurus penggajian
karyawan. Lebih dari itu, seorang HR
Manager juga memiliki peran penting dalam
mengelola dan mengembangkan perusahaan
melalui pemanfaatan SDM.
Saat ini para CEO mulai memperhatikan
peran HR Manager, baik dari segi fungsi
maupun sebagai individu. Pada umumnya,
CEO mengharapkan seorang
HR Manager harus mampu berpartisipasi
dalam tim untuk memecahkan masalah yang
sedang dihadapi oleh perusahaan secara
bersama. Bukan hanya hal-hal yang
menyangkut HR, tetapi juga semua hal yang
dibahas di dewan direksi, baik itu masalah
sales, marketing, internal control, atau
masalah apapun. Seorang HR diharapkan
dapat berkontribusi untuk mencari jalan
keluar dan solusi terbaik.
Dalam ebook ini, Anda akan menemukan
beberapa hal yang diharapkan CEO terhadap
seorang HR Manager, meliputi fungsi, peran,
dan juga tren seputar HR di 2020. Di sisi lain,
ebook ini memberikan gambaran yang lebih
menyeluruh tentang apa saja hal yang bisa
diekspektasikan oleh CEO dari HR Manager
di perusahaannya.
Pada esensinya keberadaan Corporate University adalah untuk membantu perusahaan dalam leveraging/ mengungkit:1.Pengembangan SDM, sehingga memiliki kompetensi yang selaras dengan kompetensi perusahaan, yg pada gilirannya akan berkinerja excellent (unggul). Oleh karenanya Learning Program harus sistematis sejak dari perencanaan, pelaksanaan dan evaluasi, dimana dalam dunia Corpu disebut dengan Learning Value Chain (Learning Diagnostic, Design & Development, Delivery dan Evaluation).
2.Pemecahan permasalahan Business yang tidak dapat disolusi dengan learning, maka dibentuk CoP (Community of Pratice).
3.Meningkatkan kemampuan Leadership dan Personal Qualities pada aspek Core Competency serta Soft Competencies.
4.Pengelolaan Pengetahuan (Knowledge Management), Research dan Innovation.
Modal Manusia Sebagai Keunggulan Organisasi: Membangun Engagement InternalSeta Wicaksana
“Appreciate everything your associates do for the business. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free and worth a fortune.” – Sam Walton
“Creating Innovation and Solution to provide the best services for a better future of all our stakeholders in sharia way .”
Our Vision
“To be an inspiring Sharia Company in providing the best Innovation and Solution of each given HR services by Digital Technology 2025”
Sebagai HR profesional, cara menghadapai kemajuan
teknologi harus diketahui. Banyak yang beranggapan
bahwa langsung mempraktekkan semua teknologi
yang ada itu lebih baik. Beberapa yang lain memilih
mengamati terlebih dahulu dan lebih selektif pada
teknologi mana yang akan digunakan, apa saja manfaat
dan kerugiannya, apakah benar-benar dibutuhkan
perusahaan, dan lain-lain.
Efek jangka panjang dari fenomena tersebut yang
berpengaruh pada HR secara umum adalah
menurunnya kebutuhan menggunakan HR pemula
secara signifikan. Karena dengan adanya teknologi
tersebut, banyak tugas HR dasar yang akan diambil alih
oleh teknologi. Sehingga pada akhirnya hanya
kemampuan softskill HR yang akan dibutuhkan.
Digital Culture for Digital TransformationSeta Wicaksana
"Without laying a strong foundation for culture and aligning employees to a digital vision, it will be extremely difficult to make any meaningful progress on digital transformations"
Alignment HRBP with ISO 41000 - 2015, Material Training PresentationManagement_Team
By going to the enactment uniformly around the world on international standardization ISO 41000: 2015 - Facility Management, the Human Resources Business Partners (HRBP) are popular in organization, become irrelevant, due in concept HRBP, haven't yet the inclusion of a condition on the capability requirements for sustainable business growth, as implied in the ISO 41000: 2015.
One of the provisions of international standardization within the ISO 41000: 2015, in the form of competence in HRBP to ensure business growth on an ongoing basis, not implicit and explicit in the role, duties and responsibilities as HRBP, so that businesses run by function HRBP inadequate in providing certainty of sustainable growth.
Konsep dan teknik pelaksanaan pengurusan tangkas oleh Pn AzidaPersatuan Uitm
Pembentangan Konsep dan Teknik Pelaksanaan Pengurusan Tangkas oleh YBrs. Puan Azida Azmi Mantan Pendaftar UiTM pada Seminar Pengurusan Pentadbir (SePP) 2019 anjuran Anjuran Persatuan Pentadbir UiTM di ILD Bandar Enstek, Negeri Sembilan pada 22 - 24 Disember 2019
Objektif Seminar SePP 2019
1. Menjelaskan dan menerapkan teknik pembentukan dan pelaksanaan Pengurusan Tangkas.
2. Menjelaskan manfaat Internet of Thing (IoT)/Internet of People (IoP) dalam pengurusan.
3. Merealisasikan minda Cepat, Tepat dan Integriti (CTI) - Produktiviti, Kreatviti dan Inovasi (PCI).
4. Mempelajari teknik mengurus imej penampilan profesional serta penekanan dalam tatacara beretika dan adab dalam tugasan dan dalam setiap acara dan urusan.
5. Mempelajari teknik penyampaian dan komunikasi berkesan.
read more
http://ppuitmsa.blogspot.com/2019/11/seminar-pengurusan-pentadbir-2019.html
PRIHATIN & PROAKTIF
Laman web rasmi PPUiTM http://ppuitm.uitm.edu.my/
FACEBOOK: https://www.facebook.com/PPUiTM
TWITTER http://twitter.com/#!/ppuitm
INSTAGRAM http://instagram.com/ppuitm/
Lebih dari HR Manager: Ekspektasi dan Peran Strategis dalam PerusahaanNovia Widya Utami
Beberapa tahun terakhir, banyak perusahaan
yang mulai menyadari pentingnya seorang
HR atau Human Resources, terutama di level
managerial. Bukan hanya untuk melakukan
proses rekrutmen atau mengurus penggajian
karyawan. Lebih dari itu, seorang HR
Manager juga memiliki peran penting dalam
mengelola dan mengembangkan perusahaan
melalui pemanfaatan SDM.
Saat ini para CEO mulai memperhatikan
peran HR Manager, baik dari segi fungsi
maupun sebagai individu. Pada umumnya,
CEO mengharapkan seorang
HR Manager harus mampu berpartisipasi
dalam tim untuk memecahkan masalah yang
sedang dihadapi oleh perusahaan secara
bersama. Bukan hanya hal-hal yang
menyangkut HR, tetapi juga semua hal yang
dibahas di dewan direksi, baik itu masalah
sales, marketing, internal control, atau
masalah apapun. Seorang HR diharapkan
dapat berkontribusi untuk mencari jalan
keluar dan solusi terbaik.
Dalam ebook ini, Anda akan menemukan
beberapa hal yang diharapkan CEO terhadap
seorang HR Manager, meliputi fungsi, peran,
dan juga tren seputar HR di 2020. Di sisi lain,
ebook ini memberikan gambaran yang lebih
menyeluruh tentang apa saja hal yang bisa
diekspektasikan oleh CEO dari HR Manager
di perusahaannya.
Pada esensinya keberadaan Corporate University adalah untuk membantu perusahaan dalam leveraging/ mengungkit:1.Pengembangan SDM, sehingga memiliki kompetensi yang selaras dengan kompetensi perusahaan, yg pada gilirannya akan berkinerja excellent (unggul). Oleh karenanya Learning Program harus sistematis sejak dari perencanaan, pelaksanaan dan evaluasi, dimana dalam dunia Corpu disebut dengan Learning Value Chain (Learning Diagnostic, Design & Development, Delivery dan Evaluation).
2.Pemecahan permasalahan Business yang tidak dapat disolusi dengan learning, maka dibentuk CoP (Community of Pratice).
3.Meningkatkan kemampuan Leadership dan Personal Qualities pada aspek Core Competency serta Soft Competencies.
4.Pengelolaan Pengetahuan (Knowledge Management), Research dan Innovation.
Modal Manusia Sebagai Keunggulan Organisasi: Membangun Engagement InternalSeta Wicaksana
“Appreciate everything your associates do for the business. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free and worth a fortune.” – Sam Walton
“Creating Innovation and Solution to provide the best services for a better future of all our stakeholders in sharia way .”
Our Vision
“To be an inspiring Sharia Company in providing the best Innovation and Solution of each given HR services by Digital Technology 2025”
Sebagai HR profesional, cara menghadapai kemajuan
teknologi harus diketahui. Banyak yang beranggapan
bahwa langsung mempraktekkan semua teknologi
yang ada itu lebih baik. Beberapa yang lain memilih
mengamati terlebih dahulu dan lebih selektif pada
teknologi mana yang akan digunakan, apa saja manfaat
dan kerugiannya, apakah benar-benar dibutuhkan
perusahaan, dan lain-lain.
Efek jangka panjang dari fenomena tersebut yang
berpengaruh pada HR secara umum adalah
menurunnya kebutuhan menggunakan HR pemula
secara signifikan. Karena dengan adanya teknologi
tersebut, banyak tugas HR dasar yang akan diambil alih
oleh teknologi. Sehingga pada akhirnya hanya
kemampuan softskill HR yang akan dibutuhkan.
Consato schützt fränkische Wirtschaft vor Cybergefahrenbhoeck
Consato bietet Schutz vor Cyberattacken und Erpressungsversuchen durch Beratung und Prüfung der IT-Sicherheitskonzepte. Kostenlose Kennenlern-Projekte bieten konkrete Hilfestellung und schaffen Vertrauen.
INTEGRATED HR MANAGEMENT BETWEEN THEORY AND PRACTICE AT ENVIRONMENTSetiono Winardi
Many companies have barrier when managing human resources at an environment to provide achieve sustainable business growth and the issues come such as employees turn over, excellent organization culture, individual performance, business growth, business competitive
Developments in science, changing times and demands of organizations in adapting to the environment as well as adjustments to business demands, causing changes in the concept of human resource management of personnel management into human resources management, which resulted in demands for the management of human resources activities in enhancing the ability and skills, in changing mindset and views so that the organization's strategic objectives can be achieved through the performance generated by employees employed.
Failure to change the strategy of human resource management from concept into human resources management personnel management, often late understood and realized, so that adjustment measures or impose improper strategy could result in problems, such as high turnover, stress management, organizational culture forced and not achieving employee satisfaction to the conditions experienced.
General management for business in an environmentSetiono Winardi
The success of a business run by the organization depends on the success in managing and empowering the four main factors; capital, human resources, products and services, which the management and empowerment should be integrated, so that businesses can achieve successful run in line with the strategic objectives of the organization.
The problems most frequently encountered and perceived is the leader's ability to function as a manager and empower 4 (four) the main factor, not be integrated (integrated), so that the growth target that has been set can not be achieved and the defeat in the face of global competition can occur
Execution strategy to lead the business in an environmentSetiono Winardi
Failure in business lead because in the working environment there are many obstacles (barriers) facing, so unpreparedness leader in facing the challenges resulting in not achieving the expected performance targets, including the occurrence of refraction strategic goals set by the shareholders and / or founder.
Obstacles encountered, derived from the changing times, the development of science and culture of the organization where the management set a strategic goal to lead to efficiency and effectiveness of performance and cost, but the other members of the organization is not ready to lead and entered a new era, namely competition in the global market , regional (asia) and international (worldwide).
Alignment HRBP with ISO 41000-2015 to Achieve Business on GlobalizationRidwan Ibrahim
By going to the enactment uniformly around the world on international standardization ISO 41000: 2015 - Facility Management, the Human Resources Business Partners (HRBP) are popular in today's organizations, become irrelevant, due in concept HRBP, yet the inclusion of a condition on the capability requirements for sustainable business growth, as implied in the ISO 41000: 2015.
One of the provisions of international standardization within the ISO 41000: 2015, in the form of competence in HRBP to ensure business growth on an ongoing basis, not implicit and explicit in the role, duties and responsibilities as HRBP, so that businesses run by function HRBP inadequate in providing certainty of sustainable growth
The success of a business run by the organization depends on the success in managing and empowering the four main factors; capital, human resources, products and services, which the management and empowerment should be integrated, so that businesses can achieve successful run in line with the strategic objectives of the organization.
The problems most frequently encountered and perceived is the leader's ability to function as a manager and empower 4 (four) the main factor, not done in an integrated manner, so that the growth target that has been set can not be achieved and the defeat in the face of global competition can occur.
Human Resource Management - Training and DevelopmentNaomiAngeline
Terimakasih telah membaca materi mengenai "Training and Development" saya. Apabila ada kekurangan atau salah kata silahkan ketik di kolom komentar. Don't forget to like and comment!
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Contact Person
Gmail : naomiangelinef@gmail.com
Makalah ini diajukan untuk memenuhi tugas MSDM Stratejik.
Tujuan dari makalah ini adalah .Agar kita dapat mengetahui yang dimaksud dengan MSDM.Memahami Lingkungan External & Global.Mengetahui analisis Pekerjaan & Rancangan Pekerjaan.Mengetahui hal-hal dalam Perencanaan Pekerjaan SDM.Memahami tentang Analisis Kebutuhan SDM.Mengetahui apa saja yang harus diperhatikan dalam Rekrutmen & Seleksi.Mengetahui teknik dan tata cara dalam wawancara.Paham dengan apa yang dimaksud dengan Pelatihan & PengembanganMengetahui hal-hal yang perlu diketahui dari Orientasi, Penempatan & PHK.Memahami Perencanaan & Pengembangan karir.Mengetahui tentang Manajemen Kompensasi.Serta memahami hal yang berkaitan dengan Penilaian Kinerja. Dan semoga makalah ini bermanfaat.
Be the global certified professional training firmSetiono Winardi
Creating local training providers become international, in order to develop businesses in the local and international markets.
Google Terjemahan untuk Bisnis:Perangkat Penerjemah
Suplements for micro, medium and small business enterprisesSetiono Winardi
The President briefing, Mr. Ir.H. Joko Widodo to his Cabinet that does not have the performance in improving the economy, especially in the micro, medium and small (MMS)'s sector, where the impact of the economic decline felt by the middle and lower layers of society.
On the other hand, the number of complaints by the banking sector, that the provision of financing facilities for MMS's many failures occurred, which caused the growth of the business after receiving financing facility is still not able to compete with other businesses and grew as expected by creditors.
Based on research conducted by RBS Cipta Kreasi Nusantara, as professional institutions find fundamental problems in the lending business to MMS's sector, lies in the problem as follows:
1. Less understood by banking institutions when providing financing facilities to businesses run by MMSs, because the benchmark is done, not based on the market trading system, strategy of penetration and distribution channels.
2. Actors MMS does not have the skills in doing business that is run, so that the problems that occurred in the time before receiving the financing facilities after receiving the financing facilities, always the case.
Suplemets for micro, small and medium business enterprisesSetiono Winardi
The President's briefing, Mr. Ir.H. Joko Widodo to the Cabinet Work that does not have the performance in improving the economy, especially in the micro, small and medium (MMS) sector, where the impact of the economic decline felt by the middle and lower layers of society.
On the other hand, the number of complaints by the banking sector, that the provision of financing facilities for MMS business on many failures occurred, which caused the growth of the business after receiving financing facility is still not able to compete with other businesses and grew as expected by creditors.
Based on research conducted by RBS Cipta Kreasi Nusantara, as professional institutions find fundamental problems in the lending business to MMS sector, lies in the problem as follows:
1. Less understood by banking institutions when providing financing facilities to businesses run by MMS's, because the benchmark is done, not based on the market trading system, strategy of penetration and distribution channels.
2. Actors MMS does not have the skills in doing business that is run, so that the problems that occurred in the time before receiving the financing facilities after receiving the financing facilities, always the case.
Failure or not achieving the set performance and expected by the organization, lies in the ability of the leader in implementing the tasks and responsibilities within the organizational structure, especially in the lead member of the team in performing work according to the job description (job descriptions) that have been agreed between the leaders, members team and organization.
Leader in the scope of the organization based on a common structure, can be categorized into two (2) main groups, namely; Supervisor and Manager who each have different tasks and functions.
Supervisor is the office of a low-level management positions, which is based on authority over one or several workers related to work or costs, which have the authority to take action to instruct and / or commands to employees who are below and beertanggung responsible for employment and The employee actions.
The manager is the person who manages or is responsible for a function at the department in the company (organization) including guiding the people who work for them, so that they can make decisions about things as follows; planning, organizing, leadership, coordinating and controlling
Failure or not achieving the set performance and expected by the organization, lies in the ability of the leader in implementing the tasks and responsibilities within the organizational structure, especially in the lead member of the team in performing work according to the job description (job descriptions) that have been agreed between the leaders, members team and organization.
Leader in the scope of the organization based on a common structure, can be categorized into two (2) main groups, namely; Supervisor and Manager who each have different tasks and functions.
Supervisor is the office of a low-level management positions, which is based on authority over one or several workers related to work or costs, which have the authority to take action to instruct and / or commands to employees who are below and beertanggung responsible for employment and The employee actions.
The manager is the person who manages or is responsible for a function at the department in the company (organization) including guiding the people who work for them, so that they can make decisions about things as follows; planning, organizing, leadership, coordinating and controlling.
Google Terjemahan untuk Bisnis:Perangkat Penerjemah
Mergers and Acquisitions as an introduction to the training, as a guide to conduct mergers and acquisitions, as a strategy to face competition and increase profits, through the empowerment of the maximum available resources
Strategy Execution for Organization DevelopmentSetiono Winardi
Strategy Execution for Organization Development on Human Capital is describe the stages for organization development to achieve the human capital target which has economic value
Risk Management for Global Standardization ISO 31000-2009Setiono Winardi
Failure in a business occurs when the causes of the events of the first (priority) and will result in the greatest loses, often overlooked by businesses, including in the level of directors, general manager and manager.
Assessing risk in a union very difficult, because it takes skill to balance all resources held for use in reducing the risks that would occur, where high possibility of the occurrence of a risk but has a low value of the losses will be faced with little likelihood of a risk, but has high-value losses.
Business coaching for micro, small and mediumSetiono Winardi
Technical and management assistance to the micro, small and medium after obtaining the credit facility, the maximum has not been done by the banks that distribute micro, small and medium enterprises, as the provider of technical and management assistance mastered yet or not the business is run by sector micro, small and medium enterprises.
As a result of not or do not do technical and management assistance to the micro, small and medium enterprises, resulted in many businesses in this sector experiencing problems when carrying out its obligation to repay the loan to the bank.
Revenue decline in sales in the business often caused several things, among others; Sales Person's inability to accept the duties and responsibilities to market and sell goods / services that have been targeted, but do not pay attention to major causes affecting the decrease of the revenue; never done basic evaluation of the product and the price required and as expected by customers; the presence of substitute products or the company's competitors are entering the market that has been mastered.
In such conditions, the organization (company) is required to improve financial performance Revenue derived from the sale or marketing, so the company (organization) is able to maintain a well-run business and the increase in sales / marketing, and able to beat or recapture market entered by product replacement (substitution) which is derived from a rival company, and even to protect market dominated from the entry of substitute products (substitution).
Workload management & hr planning to business achievmentSetiono Winardi
Causes of failure in achieving success in the tasks and responsibilities include the management of workload and responsibilities, which are not identify load the priority tasks to be implemented by the human resources that have the qualities and competencies required to complete the task.
As a result of the burden of tasks that are not well managed and human resources that will accept the burden of the task does not have a plan, will result in the resulting performance does not meet expectations, so that the efficiency and effectiveness of the cost, time and resources be used not comparable to results achieved.
Month of fasting (Ramadan) is a difficult time for the company to increase sales, which caused declining performance of individuals or organizations on the side of the seller and buyer, where most of the employees who are Muslims reasoned because it will be more focus on religious worship, while employees who are not Muslims affected with the condition.
As a profit-oriented organization, then these conditions can not be a reason that companies are required to incur additional costs, such as providing religious holiday allowance and provide certain feast as a means of approach among fellow employees or setting aside some advantage in implementing social responsibility to the environment in the form of, donations to the orphans, poor, orphans and elderly.
1. PROGRAM MODULE (SYLLABUS)
THEME : HUMAN RESOURCES BUSINESS PARTNER
TOPIC : DEVELOPING HUMAN RESOURCES BUSINESS PARTNER TO
ENSURE SUSTAINABLE BUSINESS GROWTH
PROGRAM : 1. INHOUSE TRAINING WORKSHOP; OR
2. COACHING, MENTORING AND CONSULTING
Background
Keberhasilan dalam pencapaian kinerja organisasi pada banyak perusahaan sering terjadi karena factor
keberuntungan yang dimiliki perusahaan atas anggota tim yang memiliki kemampuan yang selaras dengan
anggota lainnya, dan mereka dapat bekerjasama untuk saling melengkapi kekurangan anggota tim lainnya.
Permasalahan akan timbul dalam bentuk penurunan kinerja yang berkesinambungan dari tahun ke tahun,
manakala 2 (dua) atau lebih dari anggota tim organisasi tidak lagi menjadi anggota tim organisasi tersebut
yang disebabkan karena berbagai alasan.
Keterlambatan untuk menyadari bahwa, pertumbuhan bisnis yang berkesinambungan akan dapat dicapai
melalui pembentukan, pemberdayaan dan eksistensi Human Resources Business Partner (HRBP)
mengakibatkan Top Level Management dan Pemegang Saham harus mengambil langkah kebijakan,
“apakah akan tetap mempertahankan bisnis dengan menggunakan effort yang maksimal?” atau “apakah
bisnis yang dijalankan lebih baik dilikuidasi karena tindakan untuk perbaikan kinerja berakibat terkurasnya
assest yang dimiliki perusahaan?”
Overview
Program HRBP merupakan program untuk meningkatkan kemampuan sumber daya manusia dalam
melaksanakan tugas dan tanggung jawabnya, dengan menggunakan strategic thinking “out of the box”,
sehingga dapat bekerja sama dengan para pemimpin senior organisasi untuk mengembangkan agenda
sumber daya manusia yang erat dalam mendukung tujuan keseluruhan organisasi.
Di dalam program peserta akan mendapatkan pengetahuan secara mendalam dan strategy implementasi
HRBP pada faktor-faktor yang mempengaruhinya seperti factor internal: performance; rumors; leadership;
dan influencing others; dan factor external: engagement, competivite advantage, sharing idea, talent
acquisition, aspiration, fun, administration, collaboration dan branding.
Understanding
Program HRBP to ensure sustainable business growth adalah program yang ditujukan untuk menciptakan
sumber daya manusia sebagai mitra bisnis bagi perusahaan, sehingga jaminan pertumbuhan bisnis secara
berkesinambungan dapat tercapai karena berbagai factor, internal dan eksternal telah mendapatkan
penyelesaian sehingga permasalahan yang dihadapi tidak lagi menjadi penghambat pertumbuhan bisnis
dimasa depan.
2. Program ini diselenggarakan dengan 2 (dua) kategori, yaitu program yang diselenggarakan dalam bentuk
training workshop yang membutuhkan waktu selama 3 (tiga) hari kerja atau 18 (delapan belas) jam secara
efektif; dan program yang diselenggarakan dalam bentuk mentoring, coaching dan consulting, yang
membutuhkan waktu selama + 12 (dua belas) bulan dengan opsi penambahan waktu selama + 6 (enam)
bulan.
Metode pembelajaran di dalam program ini dilakukan melalui transformasi pengetahuan, ketrampilan dan
pengalaman melalui tutor (lecturing), diskusi, umpan balik, studi kasus, simulasi dengan teknik proses
imitasi dalam membentuk dan membangun strategi dan evaluasi dan pengukuran keberhasilan peserta, pada
saat mengikuti program.
Benefits
1. Training Workshop
1.1. Menekan biaya penyelenggaraan program pengembangan sumber daya manusia
1.2. Waktu yang efisien atau durasi program yang singkat
1.3. Free of charges (zero costs) pada saat membutuhkan mentoring, coaching dan consulting secara
online
2. Coaching and Mentoring
2.1. Mendapatkan bimbingan secara penuh melalui tatap muka
2.2. Mendapatkan contoh untuk membangun strategy eksekusi melalui on-job training
2.3. Berinteraksi dengan fasilitator atau konsultan atas permasalahan krusial yang dihadapi dan
strategy menyelesaikannya
Objective
1. Membentuk, membangun dan mengimplementasikan strategy HRBP secara berkesinambungan untuk
memberikan kepastian pada pertumbuhan yang berkelanjutan dimasa depan
2. Mendefinisikan berbagai faktor baik internal maupun eksternal serta menyelesaikan berbagai
permasalahan yang dihadapinya
3. Menentukan role and responsibility HRBP yang akan dibebankan kepadanya, dalam memberikan
kepastian pertumbuhan bisnis yang berkesinambungan
4. Menguasai proses bisnis bekerjanya HRBP dalam memberikan kepastian kepada organisasi untuk
mencapai pertumbuhan bisnis yang berkesinambungan
What will you get?
1. Pengertian secara mendalam tentang Human Resources Business Partner (HRBP).
2. Mengetahui factor eksternal dan internal yang mempengaruhi kinerja HRBP
3. Mengenal environment HRBP dalam melaksanakan tugas dan tanggung jawabnya.
4. Mengenal modern Human Resources Management Model
5. Benefit HRBP
6. Risks pada HRBP
7. Keutamaan fungsi HRBP
8. Memahami perbedaan antara HRBP dengan HRM, dan HRBP dengan Human Capital Management
9. Career path Human Resources pada common business practice
10. Strategy keberhasilan HRBP dalam memberikan kepastian pertumbuhan bisnis yang berkelanjutan
11. Skill dan kompetensi HRBP yang dipersyaratkan
3. 12. Requirement for HRBP position
13. Evaluate and Measuring HRBP performance
14. ROI pada pengembangan fungsi HRBP
Strategy Execution
1. Memberikan berbagai pengertian yang terkait dengan topic bahasan
2. Mengembangkan wawasan untuk mempertajam pengertian/pemahaman
3. Memberikan studi kasus untuk mengenal berbagai strategy, dan menentukan pilihan strategy yang akan
dipergunakan
4. Latihan untuk membangun strategy yang akan diterapkan pada lingkungan kerja
5. Simulasi pada organization development for human capital
6. Evaluasi dan measurement keberhasilan program
Reference
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Consultant Profile
Setiono Winardi, SH.MBA
1. http://pt.linkedin.com/in/setionow
2. http://uid.academia.edu/SetionoWinardi
3. Email : winardi67@gmail.com, setiono.winardi@cbtalents.com, Mobile +62-813-1542-1509