Kuliah I MSDM
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Transcript of Kuliah I MSDM
stieratula 2010 1
Selamat Datang di Kuliah
MANAJEMEN SUMBERDAYA
MANUSIA (MSDM)BY
DADANG ISHAK ISKANDAR
2010
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Strength, ability, bravery, and strategy.
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Deskripsi MK MSDM
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.
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.
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“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)
HRM – Its All About Result:
Motto:
To Build a good factory we need “a Thousand Nuts”
ButTo Ruin it we just need “One Nut”
Keterangan :
Nut = Mur & Baut atau Suku Cadang
Nut = Orang Bodoh.
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TEORI ORGANISASI(ORGANIZATIONAL THEORY)
PERILAKU ORGANISASIONAL(ORGANIZATIONAL BEHAVIOUR)
PENGEMBANGAN ORGANISASI(ORGANIZATION DEVELOPMENT)
MANAJEMEN SUMBERDAYA MANUSIA (HUMAN RESOURCES MANAGEMENT)
MSDM dan Bidang TerkaitTe
rap
an
Te
ori
tika
l
MAKRO MIKROTINGKAT ANALISIS
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The 5 basic function of Management Process:
Planning (Perencanaan) Organizing
(Pengorganisasian) Staffing (Penataan Staf) Leading (Pengarahan/
Kepemimpinan) Controlling
(Pengawasan)
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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)
Proses Manajemen
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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
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The policies and practices involved in carrying out the “people” or human resource aspects of a 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
Manajemen SDM
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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.
Fungsi Manajemen SDM
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Fungsi MSDM meliputi: FUNGSI
MANAJERIAL: Perencanaan Perorganisasi Pengarahan Pengendalian
FUNGSI OPERASIONAL: Pengadaan SDM Pengembangan Kompensasi Pemeliharaan Pemutusan
Hubungan Kerja (PHK)
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Tujuan MSDM 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
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The wrong person High turnover Poor results Useless interviews Court actions Salaries appear
unfair Poor training Unfair labor
practices
MSDM penting bagi semua manajer:Jangan biarkan hal-hal berikut ini terjadi pada saudara
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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 legal
Tren baru praktik manajemen Boundaryless organization, employee
empowerment, flatter organization, work team & process, power base disposition, commitment building
Mengapa peran MSDM berubah?
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Perubahan Lingkungan dan Respon Organisasional:Globalisasi, perkembangan teknologi, liberalisasi perdagangan, dan
perubahanlingkungan lain telah menciptakan realitas kompetisi baru, dan
mensyaratkankompetensi atau kapabilitas organisasional dan manajerial baru
Persaingan berbasis pengetahuan
(knowledge-based) dan kompetency
(Competency based)
Pergeseran paradigma
manajemen dan transformasi
organisasional
Pengetahuan, keterampilan,
kemampuan, sikap, dan perilaku
organisasional dan manajerial baru
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EVOLUSI SDM: EMPAT TAHAP PERKEMBANGAN
Tahap IPemelihara
anFile
Personalia
Tahap IIAkuntabilit
asPemerintah
Tahap IIIAkuntabilit
asOrganisasi
Tahap IVKeterlibata
nStrategik
Administrasi Personalisa
Manajemen Personalisa
Manajemen SDM
s/d pertengah 1960-an
pertengah 1960an – pertengahan 1970an
Akhir 1970 s/d1980-an
Dlm 1990-an s/d sekarang
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Perkembangan MSDM: Refocusing Fungsi MSDMManajemen SDM telah muncul, menggantikan administrasi personalia,
sebagai fungsi yang strategik. Perubahan evolusioner ini mencakup
DariAdministrasi PersonaliaTradisional: Orientasi administratif
(personnel issues) Bereaksi terhadap
masalah Fokus pada tertib
administrasi-internal Orientasi pendisiplinan
(control) Administrasi file atau
catatan personalia
KeManajemen SumberdayaManusia Kontemporer: Orientasi Strategik
(peoplerelated business issues)
Pengembangan program baru (bersifat proaktif)
Customerization (fokus pada pelanggan –“eksternal”
Orientasi pengembangan Manajemen sumberdaya
informasi personalia
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Perbandingan MSDM dengan MP (Kepegawaian)
Manajemen Sumber Daya Manusia (MSDM)
Manajemen Kepegawaian (MP)
1. Konsep dan Sistem Manajemen Sumber Daya Manusia
1. Konsep Manajemen Kepegawaian (MP)
2. Masalah-masalah Sumber Daya Manusia, pendekatan dan analisisnya dan penempatan pegawai.
2. Perencanaan, Pengadaan, seleksi.
3. Masalah Makro dan Masalah Mikro Manajemen Sumber Daya Manusia
3. Klasifikasi jabatan, uraian dan analisis pekerjaan/jabatan.
4. Masalah pada faktor Sumber Daya Manusia dan masalah pada faktor Non SDM-nya.
4. Human relations, Motivasi, dan Personnel Relations (Hubungan Kerja Kepegawaian).
5. Kebijakasanaan Pengembangan Sumber Daya Manusia.
5. Program Kompensasi Kepegawaian (penggajian, pengupahan, kesejahteraan dan perangsang-perangsang kerja lainnya).
6. Dimensi Filosofis Pengembangan Sumber Daya Manusia.
6. Keamanan dan Keselamatan Kerja.
7. Visi, Misi, Strategi Pengembangan Sumber Daya Manusia.
7. Pendidikan, Pelatihan dan Pengembangan Karier Pegawai.
8. Model-model Pengembangan Sumber Daya Manusia.
8. Penilaian Pekerjaan dan Ketepatan Kerja Pegawai.
9. Kebijaksanaan Pengembangan Sumber Daya Manusia di Indonesia dalam Era Globalisasi.
9. Pemberhentian Pegawai.
10. Organisasi Kepegawaian yang efisien.
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Manajemen SDM
INPUTSISTEM YG MEMOTIVA
SI
OUTPUT
REKRUTMEN
Seleksi Pelatihan &
pengembangan
Evaluasi kinerja
Kompensasi & tunjangan
Isu-isu & tantangan Baru MSDM
KINERJAPRODUKTIVITASKEUNGUULAN