Heru kurnianto tjahjono
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HERU KURNIANTO TJAHJONO. PENDIDIKAN S1 MANAJEMEN UGM S2 MAGISTER MANAJEMEN UGM KONSENTRASI STRATEGI DAN BISNIS INTERNASIONAL S3 UGM PENGALAMAN PRAKTIK KONSULTAN ORGANISASI BMT ARTHAMANA (1995 SD SEKARANG) STAF OFFICER DEVELOPMENT PROGRAM PT. BANK BUMI DAYA (PERSERO) (1997-1998)

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HERU KURNIANTO TJAHJONO

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Heru kurnianto tjahjono

HERU KURNIANTO TJAHJONO

PENDIDIKAN

  • S1 MANAJEMEN UGM

  • S2 MAGISTER MANAJEMEN UGM KONSENTRASI STRATEGI DAN BISNIS INTERNASIONAL

  • S3 UGM

    PENGALAMAN PRAKTIK

  • KONSULTAN ORGANISASI BMT ARTHAMANA (1995 SD SEKARANG)

  • STAF OFFICER DEVELOPMENT PROGRAM PT. BANK BUMI DAYA (PERSERO) (1997-1998)

  • STAF DIVISI PERENCANAAN PT. BANK BNI (PERSERO)TBK (1998-2000)

  • DOSEN TETAP FAKULTAS EKONOMI UNIVERSITAS MUHAMMADIYAH YOGYAKARTA (UMY) (2000-SEKARANG)

Heru Kurnianto Tjahjono


Keterkaitan manajemen strategis dan msdm

KETERKAITAN MANAJEMEN STRATEGIS DAN MSDM

Administrative Linkage

One-way Linkage

Two-way Linkage

Integrative Linkage

Strategic planning

Strategic planning

Strategic planning

Strategic planning

HRM function

HRM function

HRM function

HRM function

Heru Kurnianto Tjahjono


Heru kurnianto tjahjono

Organizational

Effectiveness

McKinsey 7’s Model

Politics

Demographic

Strategy

Economic

Structure

System

Regulation

Shared

values

Social

Staff

Skill

Technology

Style

Globalization

Government

Bureaucracy

Human Right


Heru kurnianto tjahjono

Strategy implementation

Strategy formulation

HR practices

HRM PLANNING

JOB DESIGN

JOB ANALYSES

REKRUITMENT

SELECTION AND PLACEMENT

ORIENTATION

TRAINING AND DEV’T

PERFORMANCE APPRAISAL

COMPENSATION

MANAGING HEALTH AND SAFETY

EMPLOYEE RELATIONS

HUMAN RESOURCES INF SYSTEM, ETC

External analysis

Opportunities

Threats

Firm performance

Productivity

Quality

Profitability

Mission

Goals

Strategic choice

HR needs

Skills

Behaviors

Culture

Mission

HR capability

Skills

Abilities

Knowledge

HR actions

Behaviors

Results (Productivity, absenteeism, turnover)

External analysis

Strengths

Weaknesses

Strategy evaluation

Heru Kurnianto Tjahjono

Emergent strategies


Strategic choice and strategic approach to human resources management

STRATEGIC CHOICE AND STRATEGIC APPROACH TO HUMAN RESOURCES MANAGEMENT

  • STRATEGIES FOR HUMAN RESOURCE ACQUISITION AND PLACEMENT

    (Recruitment, Selection & Placement)

  • STRATEGIES FOR MAXIMAZING HUMAN RESOURCES PRODUCTIVITY

    (Orientasi, Training-dev’t, Performance appraisal, Kompensasi)

  • STRATEGIES FOR MAINTAINING HUMAN RESOURCES

    (Benefit plans, Managing health, safety-stress)

  • STRATEGIC SEPARATION (Restrukturisasi)


Heru kurnianto tjahjono

Menu Human Resource Management

Job Analysis and Design

Few tasks

Simple tasks

Few skills required

Specific job descriptions

Many tasks

Complex tasks

Many skills required

General job descriptions

Recruitment and Selection

External sources

Limited socialization

Assessment of specific skills

Narrow career paths

Internal sources

Extensive socialization

Assessment of general skills

Broad career paths

Training and Development

Focus on current job skills

Individual orientation

Train few employees

Spontaneous, unplanned

Focus on future job skills

Group orientation

Train all employees

Planned, systematic

Performance Management

Behavioral criteria

Developmental orientation

Short-term criteria

Individual orientation

Results criteria

Administrative orientation

Long-term criteria

Group orientation

Pay Structure, Incentives, and Benefits

Pay weighted toward salary & benefits

Short-term incentives

Emphasis on internal equity

Individual incentives

Pay weighted toward incentives

Long-term incentives

Emphasis on external equity

Group incentives

Labor and Employee Relations

Collective bargaining

Top-down decision making

Formal due process

Few employees as expense

Individual bargaining

Participation in decision making

No due process

Few employees as assets


How companies can increase organizational capabilities

FORMULATE CORPORATE STRATEGY

FORMULATE COMPLEMENTARY HUMAN RESOURCES STRATEGIES

ALIGNMENT-COMPLEMENTARY THE VISION STRATEGIES AND VALUES

ASSESS LEARNING NEEDS

PROVIDE LEARNING OPPORTUNITIES

ASSESS LEARNING RESULTS

PROVIDE MORE LEARNING OPPORTUNITIES

MODEL DESIRED BEHAVIORS

REWARD DESIRED BEHAVIORS

CONSTANTLY REINFORCE BEHAVIORAL CHANGE

HOW COMPANIES CAN INCREASE ORGANIZATIONAL CAPABILITIES


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