Program ini bertujuan membentuk pemimpin yang mampu mengelola beban kerja dan merencanakan sumber daya manusia untuk mencapai target kinerja secara efisien. Program selama 3 hari ini akan memberikan pemahaman tentang pengelolaan beban kerja, perencanaan sumber daya manusia, dan simulasi untuk menerapkan strategi penyelesaian masalah."
A. Pengertian Perencanaan Sumber Daya Manusia
B. Pengadaan Tenaga Kerja dan Analisis Jabatan atau Pekerjaan
C. Menentukan Kualifikasi dan Kuantitas Tenaga Kerja
The decline in employee performance after so many years of work due to many factors, among others; employee relations, organization culture, compensation and benefits, career path and many more, which in turn will hurt the company because of the expected performance targets as the basis for measuring the growth be realized.
Handling problems caused by many factors, must be integrated and systematic manner, which begins with the activation potential force in the life of a professional organization, otherwise known as the "Turning Potential Into Professional Power".
A. Pengertian Perencanaan Sumber Daya Manusia
B. Pengadaan Tenaga Kerja dan Analisis Jabatan atau Pekerjaan
C. Menentukan Kualifikasi dan Kuantitas Tenaga Kerja
The decline in employee performance after so many years of work due to many factors, among others; employee relations, organization culture, compensation and benefits, career path and many more, which in turn will hurt the company because of the expected performance targets as the basis for measuring the growth be realized.
Handling problems caused by many factors, must be integrated and systematic manner, which begins with the activation potential force in the life of a professional organization, otherwise known as the "Turning Potential Into Professional Power".
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.
Failure to manage time to complete tasks and responsibilities would lead to increased production costs and the impact on the revenue to be received by the company.
The failure is caused because the strategy used by the leader, is not in accordance with the type of business, organizational culture, team and team members, as well as the strategic goals that have been set.
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.
Failure to manage time to complete tasks and responsibilities would lead to increased production costs and the impact on the revenue to be received by the company.
The failure is caused because the strategy used by the leader, is not in accordance with the type of business, organizational culture, team and team members, as well as the strategic goals that have been set.
Performance assessment carried out by managers, supervisors and leaders that occur when this is not done in an integrated manner, so that the report on the assessment submitted to the management or organization (company), can not give a real picture of the performance of the resulting wherein the performance results depend of many factors or elements that are not taken into account or taken into consideration when assessing the performance.
Elements that were never considered as a basis for consideration in assessing performance, are as follows:
1. The information that is clear, concise and do not have a dual understanding
2. Guide to conduct performance appraisal process
3. Availability of information needed to make strategic decisions on human resources
The success of the project depends on the leader or the person who is given the task to manage the project, which the leader qualifications that meet the standard requirements in terms of mastery of science, planning, organizing and managing projects implemented so that can be implemented in accordance with its objectives.
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
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.
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).
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.
Workload management & hr planning to business achievment
1. MODULE PROGRAM (SYLLABUS)
THEME : WORKLOAD AND HR PLANNING
TOPIC : WORKLOAD MANAGEMENT AND HR PLANNING TO BUSINESS ACHIEVEMENT
DURASI : 3 DAYS OR 18 HOURS EFFECTIVE
BACKGROUND
Penyebab kegagalan dalam mencapai keberhasilan dalam tugas dan tanggung jawab antara lain adalah
pengelolaan beban tugas dan tanggung jawab, dimana tidak teridentifikasikannya beban tugas yang
menjadi skala prioritas yang harus dilaksanakan oleh sumber daya manusia yang mempunyai kualitas
dan kompetensi yang dibutuhkan untuk menyelesaikan tugas tersebut.
Akibat dari beban tugas yang tidak dikelola dengan baik dan sumber daya manusia yang akan menerima
beban tugas tersebut tidak memiliki perencanaan, akan mengakibatkan kinerja yang dihasilkan tidak
memenuhi harapan, sehingga efisiensi dan efektifitas dari biaya, waktu dan sumber daya yang
dipergunakan menjadi tidak sebanding dengan hasil yang dicapai.
OVERVIEW
Program Workload Management and HR Planning merupakan program transformasi untuk melakukan
pengelolaan beban kerja dan perencanaan sumber daya manusia, sehingga target kinerja yang
dihasilkan dapat memenuhi harapan melalui penggunaan biaya, waktu dan sumber daya secara efisien
dan efektif.
Transformasi yang dilakukan di dalam program ini, meliputi transformasi pengetahuan, ketrampilan dan
pengalaman, sehingga peserta memiliki wawasan sebagai bekal dalam menerapkan ketrampilan pada
saat melaksanakan tugas dan tanggung jawab melalui pemanfaatan sumber daya manusia yang sesuai
dengan kualitas dan kompetensi sebagai hasil dari perencanaan yang tepat.
UNDERSTANDING
Program Workload Management and HR Planning adalah program untuk membentuk pemimpin yang
memiliki kemampuan dalam mengelola beban tugas dan tanggung jawab serta merencanakan sumber
daya manusia yang tepat untuk menerima penyerahan pelaksanaan tugas dan pekerjaan, untuk
memenuhi target kinerja yang diharapkan.
Kemampuan pemimpin baik adalah kemampuan dalam mengelola beban tugas dan tanggung jawab
serta merencanakan sumber daya manusia dengan memanfaatkan se-efisien dan se-efektif mungkin
atas biaya, waktu dan tenaga, sehingga hasil yang diperoleh memiliki nilai lebih tinggi dibanding dengan
effort yang dikeluarkan.
OBJECTIVE
1. Mampu mengelola beban tugas dan tanggung jawab berdasarkan skala prioritas penyelesaian
2. Mampu mengidentifikasi tugas dan tanggung jawab dalam mencapai keberhasilan
2. 3. Mampu mengidentifikasi sumber daya manusia yang akan menerima penyerahan tugas, guna
menunjang keberhasilan
4. Mampu merencanakan sumber daya manusia yang sesuai dengan kualitas dan kompetensi yang
dibutuhkan dalam penyelesaian tugas dan tanggung jawab
5. Mampu meningkatkan efisiensi dan efektifitas penggunaan biaya, waktu dan sumber daya dalam
mencapai keberhasilan, dimana nilai keberhasilan lebih tinggi dari nilai yang dikorbankan untuk
mencapai keberhasilan tersebut.
6. Membentuk pemimpin yang dapat membantu bawahan dalam pelaksanaan tugas dan tanggung
jawab untuk mencapai keberhasilan yang diharapkan
OUTLINE
1. Pengertian Workload Management dan HR Planning
2. Dapat mengukur beban tugas dan tanggung jawab
3. Menentukan beban tugas dan tanggung jawab
4. Aspek terbaik dalam praktek untuk mengelola sumber daya manusia
5. Menentukan suatu posisi yang membutuhkan sumber daya manusia yang tepat
6. Strategi rekruitmen, retensi, mengelola dan meningkatkan kinerja
7. Perencanaan sumber daya manusia dan dimensi perencanaannya
8. Manfaat dari perencanaan sumber daya manusia
9. Tahapan dari perencanaan sumber daya manusia
10. Komponen pada pengelolaan sumber daya manusia
11. Standard kepatutan pada sumber daya manusia
12. Permintaan sumber daya manusia dan karakteristik yang dibutuhkan
13. Kombinasi ketrampilan dalam pengelolaan sumber daya manusia
14. Evaluasi dan menentukan ketrampilan yang dibutuhkan
15. Kerangka kerja dalam menentukan fungsi sumber daya manusia
METHODE
1. Melakukan tutor, diskusi dan umpan balik dalam menyelaraskan pemahaman tentang pengelolaan
beban tugas dan tanggung jawab serta perencanaan sumber daya manusia, sehingga peserta
memiliki wawasan yang luas dan mengenal ketrampilan pemimpin yang dibutuhkan.
2. Memberikan studi kasus dalam rangka memperkenalkan permasalahan yang dihadapi dan contoh
menyelesaikan permasalahan tersebut, sehingga peserta memiliki pengetahuan secara mendalam
dan dapat melakukan inovasi terhadap tugas dan tanggung jawab yang harus diselesaikan
3. Melakukan simulasi dengan memberikan penugasan kepada individu atau kelompok, guna
memberikan latihan untuk menjadi pemimpin yang dapat menyelesaikan berbagai permasalahan
yang dihadapi, dalam suatu proses imitasi, sehingga mampu mengimplementasikan dilingkungan
kerja.
RUN DOWN
1. Pengenalan topic bahasan, selama 30 menit
2. Pendalaman permasalahan yang dihadapi, selama 1,5 jam
3. Pengenalan strategy untuk menyelesaikan permasalahan, selama 1,5 jam
4. Penerapan studi kasus sebagai latihan membangun strategi, selama 1 jam
5. Simulasi untuk menerapkan strategi sebagai proses imitasi, selama 1 jam
6. Evaluasi dan pengukuran keberhasilan, selama 30 menit
3. REFERENCE
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