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HUMAN RESOURCE MANAGEMENT. Henni Djuhaeni Public Health Department. Human Resource. Asset/ Capital. LABOUR. Strong Training anda Education Technology and Science Profesional Discipline Motivasion Work Ethic Creative Innovative Productive. Mind Feeling

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human resource management

HUMAN RESOURCE MANAGEMENT

HenniDjuhaeni

Public Health Department

human resource
Human Resource

Asset/ Capital

LABOUR

  • Strong
  • Training anda Education
  • Technology and Science
  • Profesional
  • Discipline
  • Motivasion
  • Work Ethic
  • Creative
  • Innovative
  • Productive
  • Mind
  • Feeling
  • Desire
  • Education
  • Status
  • Age
  • Gender
human resource management hasibuan malayu sp
Human Resource Management(HASIBUAN, MALAYU SP)

ART AND SCIENCE

ARRANGING RELATION AND ROLE OF LABOUR

EFFICIENT

EFFECTIVE

Company

Employees

Society

Profit

TARGET

Satisfied

Quality of Service

And Affordable

4 four component of human resource management
4 (FOUR) COMPONENT OF Human Resource Management
  • INDIVIDUAL
  • Ability
  • Knowledge
  • Personality
  • Values
  • Expectation

HUMAN RESOURCE MANAGEMENT IS THE PROCESS OF BRINGING PEOPLE AND ORGANIZATIONS TOGETHER SO THAT THE GOALS OF EACH ARE MET.

  • JOB
  • Challenge
  • Variety
  • Autonomy
  • ENVIRONMENT
  • Economic
  • Social
  • Politics
  • Technological
  • ORGANIZATION
  • Size
  • Structure
  • Technology
  • Resource
  • Wisdom
  • Culture
slide5

ECONOMICS

  • Inflation
  • Un employment Level
  • Rate of Interest
  • Etc
  • SOCIAL :
  • Patient/ Client
  • Employees/
  • Officer/ Labour

ENVIRONMENT

  • TECHNOLOGICAL
  • Raw Material
  • Request of Market
  • POLITICS :
  • Liberalism
  • Democracy

Health Service

slide6

Controlling

Procurement

Directing

4

3

5

2

Development

Organizing

FUNCTION

HUMAN

RESOURCE

MANAGEMENT

6

1

Planning

11

Compensation

7

10

Separation

8

9

Integration

Discipline

Maintenance

slide7

RECRUITMENT

JOB

DESCRIPTION

SELECTION

PLACEMENT

JOB

ANALYSIS

JOB

SPECIFICATION

CARRIER PLANNING

COMPENSATION

JOB EVALUATION

TRAINING &

DEVELOPMENT

job analys i s
JOB ANALYSIS

INFORMATION WRITTEN ABOUT WORK

WHAT TOBE DONE

  • REASONS FOR CONDUCTING JOB ANAYSIS
  • New Job are being Created & Old Jobs are Being Redesigned
  • Job Analysis Addresses The Fact that Change is Taking place

TARGET

  • WORKER ACTIVITIES
  • WORK STANDARDS
  • BEHAVIOR
  • NEEDED APPLIANCES
slide9

JOB DESCRIPTION

  • Clarify Expectations between manager and staff member
  • Guide the Induction and performance Management Process
  • Be Use for staff Development and career planning
  • Clarify and plan the Work of the team

The Job Discription is the Basis for managers to not only effectively select, but Also manage their Staff

slide10

TIPS ON WRITING JOB DESCRIPTION

  • Aim for a clear and concise description of the job
  • Focus on what you want the position to do
  • Describe the what, how, and why
  • Do not become preoccupied with unusual or short term job demands
  • Remember the goals of the organization !
slide11

JOB SPESIFICATION :

  • A document containing the
  • Minimum acceptable
  • Qualifications, including
  • Educational Requirements
  • Experience
  • Personality Traits
  • Physical Abilities
slide12

PROCUREMENT CONCEPT

RECRUITMENT

SELECTION

PLACEMENT

PROCUREMENT

ORIENTATION

INDUCTION

slide13

RECRUITMENT :

  • Seeking Process and Enchanting Capable Candidate Capable to Work In Organization
  • Is the process through which the organization’s
  • Job openings are clearly defined, and prospective
  • Employees are found to fill those opening

RECRUITMENT CONCEPT

  • SOURCE
  • Internal
  • External
  • METHOD
  • Closed
  • Open
  • BASIC
  • Job
  • Specification
  • Regulation of
  • Government
  • CONSTRAINT
  • Internal
  • Eksternal
slide14

RECRUITMENT MATCHING THE NEEDS

OF APPLICANTS AND ORGANIZATIONS

INFORMATION

FLOW

ORGANIZATION

Need For High

Quality Employes

POTENTIAL

APPLICANTS

Need For

Suitable Jobs

INTERNAL

APPLICANTS

ENVIRONMENT

Economic

Social Technological

Political

slide15

Employees

  • Family
  • Friends

Quality of

Employee

<<<

Application

<<

CLOSED

Recruitment

Methods

Advertisement,

etc

Application

>>>

Hr. Quality

>>>

OPEN

Vertical

Public hospital/

Organization

Mutation

Internal

Horizontal

Source of

Recruitment

  • University/ college
  • Advertising
  • Employment agencies
  • Recruites
  • Special event
  • Internships

Eksternal

slide16

SELECTION

  • Activity to Determine and Chosen Labor fulfilling criterion
  • Which Have Been Specified
  • The process through which representatives of an organization define a job to be filled, assess the people applying for that job,
  • OBJECTIVE
  • Make Decision Whether Some One is Accepted or Refused
  • Qualified human resource
  • Discipline
  • Human resource with motivation >>
  • Creative and inovatif
  • human resource
  • Turn over  <<
  • SELECTION PROCESS DEPENDS ON :
  • Work Load
  • Requirement of Human Resource
  • Recruitment
slide17

The selection process

Recruited

Individuals

Preliminary

Interview

Review of

Applications &

Resume

Reference &

Background

Checks

Employment

Interview

Selection test

Employed

Individual

Selection

Decision

Physical

Examination

slide18

INDUCTION

Process by which a new Staff member learning about and becomes part of the organization

BENEFITS OF INDUCTION

  • Employee adapts to job and work environment morecuickly
  • Establish good communication between supervisor and employee
  • Reduce anxiety and build up confidence
  • Reduce excessive cost
  • Public Relation  a Change to Promote Organization
slide19

ORIENTATION

  • Introduction to the organization
  • Definition of the individual’s term of employment
  • Acquantingthe employee in detail the requirements of the job is training so that Proficiency in the job is reached in the shortest possible time
  • Promoting confidence in the employee, both in ability to perform the job and in the Organization in general
  • To quickly establish a favorable attitude by the employee towards the organization So that the employee is more likely to stay
slide20

BENEFITS TO YOUR ORGANIZATION

BENEFITS TO YOUR

TEAM

  • Greater Productivity
  • Quality Improvement
  • Focused Customer Service
  • Effective Communitation
  • Commitment to Business plans & Goals
  • Improved Team Work
  • Better Understanding of team goals
  • Harmonious work place
  • Directed training & development
  • Greater inter – team cooperation
slide21

BENEFITS TO THE INDIVIDUAL

BENEFITS TO YOUR TEAM

  • Better Understanding of own contributions
  • Improved commitment & motivation
  • Enhanced knowledge & Skills
  • Realistic standards of performance
  • Recognition of a job well done
  • Improved Team Work
  • Better Understanding of team goals
  • Harmonious work place
  • Directed training & development
  • Greater inter – team cooperation
slide22

HUMAN RESOURCE PLANNING

WHY

The right Number of Health Man Power

At The Right Time

In The Right Place (Jobs)

Performing The Right Activities

To Achieve The Right Objectives

At The Right Price

slide23

METHODS OF HEALTH

MAN POWER PLANNING

  • HEALTH NEED
  • The Need of Health service by the Community
  • Utilities of Health center/ hospital
  • HEALTH TARGET
  • * 1 DOCTOR  6.000 VISIT TO HEALTH CENTER
  • * Coverage of MCH
  • HEALTH DEMAND
  • RATIO  HEALTH MAN POWER; POPULATION
  • 1 DOCTOR : 30.000 POPULATION
  • 1 NURSE : 5.000 POPULATION
slide24

HUMAN RESOURCE DEVELOPMENT

  • EFFORT SKILL

  • Technical skill
  • Knowledge
  • Moral
  • Attitude

Now &

Future

  • INDIVIDUAL EFFECTIVENESS
  • Well planned
  • “Sustainable”
  • Training and
  • Education
  • Mutation
  • Promotion
  • Progress of
  • Technology
slide25

OBJECTIVE OF DEVELOPMENT

  • Productivity
  • Efficiency
  • Damage of appliances <<<
  • Accident << expense of medication <<
  • quality of service
  • Moral
  • Career
  • Conceptual
  • Leadership
  • Reward
  • Satisfaction of consumer  quality of service
slide26

DEVELOPMENT CONSTRAINT

  • PARTICIPANT

* AGE

* EDUCATION

  • COACH/ INSTRUCTOR
  • FACILITY
  • BUDGET
slide27

Performance appraisal :

A system of review & evaluation

Of an individual’s or team’s job

Performance

Responsibility for appraisal

  • an effective system assesses accomplishment
  • an effective system envolves plans for development
  • performance management is important
  • Immediate Supervisor
  • Subordinates
  • Peers
  • Self Appraisal
  • Customer Appraisal
  • Human Resource Planning
  • Recruitment & Selection
  • Training & Development
  • Career Planning & Development
  • Compensation Program
  • Internal Employee Relation
  • Assesment of Employee Potential

Use of performance

appraisal

slide28

SEPARATION

CAUSES

  • Willingness one side or both side
  • ChronicDiseases
  • Old age
  • Bankrupt
slide29

COMPONENTS OF A TOTAL COMPENSATION PROGRAM

Compensation

Financial

Nonfinancial

Direct

Indirect

The Job

Job

Environment

slide30

PRIMARY DETERMINANTS OF INDIVIDUAL

FINANCIAL COMPENSATION

THE EMPLOYEE

THE

ORGANIZATION

JOB

PRICING

THE

LABOR MARKET

THE JOB

slide31

The employee as a determinant of

Financial compensation

The job as a determinant of

Financial compensation

  • Pay for Performance
  • Seniority
  • Experience
  • Membership in The Organization
  • Potential
  • Political Influence
  • Luck
  • JOB ANALYSIS
  • JOB DESCRIPTIONS
  • JOB EVALUATION
slide32

NON FINANCIAL COMPENSATION

  • THE JOB
  • JOB ENVIRONMENT
slide33

COMPENSATION

  • Wage/ Salaries
  • Benefits
  • Incentives

COMPENSATION

  • Work team
  • Participant
  • Motivation
  • Satisfaction
  • Disclipline
  • Mantaining Staff
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