Fungsi manajemen sumber daya manusia pertemuan ke 4
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FUNGSI MANAJEMEN SUMBER DAYA MANUSIA ( Pertemuan ke 4). Peranan SDM dalam Organisasi.

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FUNGSI MANAJEMEN SUMBER DAYA MANUSIA ( Pertemuan ke 4)

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Fungsi manajemen sumber daya manusia pertemuan ke 4

FUNGSI MANAJEMEN SUMBER DAYA MANUSIA(Pertemuanke 4)


Peranan sdm dalam organisasi

Peranan SDM dalamOrganisasi

  • Terminologisdmmerujukkpdorang-orangdlmorganisasi. Ketikaparamanajerterlibatdlmkegiatansdmsbgbagiandaripekerjaannya, merekamencobamemfasilitasiorang-orangutkmewujudkanperencanaandanstrategiorganisasi. Orang-orang (sdm) yang

    merupakanelemenumumdlmsetiaporganisasi; merekamenciptastrategidaninovasiutkkemasyhuranorganisasi. Patutmenjadiperhatianthdsebuah slogan dari Union Carbide: “Assets make things possible, people make things happen”.Asetdptmembuatsesuatukemungkinan; sedangkanorangdapatmembuatsesuatuituterjadi / terwujud.


Definisi msdm

Definisi MSDM

The major functions of a HRM / Departement include, staffing, performance evaluations, compensation and benefits, training and development, employee relations, safety and health, and personnel research (Cherrington 1995:11).Staffing/employment includes: HR planning,recruitment & selection.

HRM is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals (Ivancevich 2001:4). HRM consist of numerous functions / activities, including:1.EEO compliance (memenuhi) . 2.Job Analysis. 3.HR planning. 4.Recruitment,Selection,Motivation & Orientation. 5.Performance evaluation & compensation. 6.Training & Development. 7.Labor relations. 8.Safety, health & wellness.


Lanjutan

lanjutan

  • HRM: a process consisting of the inception, development, motivation, and maintenance of human resources (de Cenzo & Robbins 1994:30). Inception is the function of HRM concerned with getting individuals into the organization,includes of recruiting and selecting employees,and orienting them to the company.

  • HRM refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance (Noe et.al. 2000:4). HRM practices: HR planning, recruiting, selection, training & development, compensation, performance management, employee relations.


Fungsi fungsi dan aktivitas msdm

Fungsi-FungsidanAktivitas MSDM

Secarafungsional MSDM memilikibeberapafungsidimanafungsi-

fungsitersebutterkaitsatudenganlainnya, danaktivitas yang dijalan

kan MSDM sesuaidenganfungsi yang dimilikinya, dengantujuanpe-

ningkatkanproduktivitas, kualitaskehidupankerja, danpelayanan.


Tujuan dari fungsi msdm

TujuandariFungsi MSDM

  • Helping the organization reach its goals.

  • Employing the skills and abilities of the workforce efficiently.

  • Providing the organization with well-trained and well-motivated employees

  • Increasing to the fullest the employee’s job satisfaction and self-

    actualization. Developing and maintaining a quality of work life that makes employment in the organization desirable.

  • Communicating HRM policies to all employees.

  • Helping to maintain ethical policies and socially responsible behaviour.

  • Managing change to the mutual advantage of individuals, groups, the

    enterprise, and the public.


Lanjutan1

lanjutan

Beberapapendapatmengenaifungsi-fungsi MSDM:

  • Edwin B. FlippoDale Yoder

    1. Planning1. Staffing

    2. Organizing - Recruitment

    3. Directing - Selection

    4. Controlling - Promotion

    5. Procurement - Placement

    6. Development2. Employee, Development, and Training

    7. Compensation3. Labour Relation

    8. Integration4. Wage and Salary Administration

    9. Maintainance5. Employee, Benefit and Service

    10. Separation6. Research including the meritment of

    Record


Lanjutan2

lanjutan

  • ManullangMalayu SP Hasibuan

    1. Precuring1. Perencanaan

    - Membuatanggarankerjabagi Perusahaan2. Pengorganisasian

    - Membuat job analysis, job description, dan3. Pengarahan

    job specification.4. Pengendalian

    - Menentukandanmenghubungisumber-5. Pengadaan

    sumbertenagakerja6. Pengembangan

    - Mengadakanseleksi7. Kompensasi

    2. Developing8. Pengintegrasian

    - Melatihdanmendidikpegawai9. Pemeliharaan

    - Mempromosikandanmemindahkanpegawai 10. Kedisiplinan

    - Mengadakanpenilaiankecakapan 11. Pemberhentian

    3. Maintainancing

    - Menguruspemberhentian

    - Menguruspensiun

    - Menguruskesejahteraankaryawantermasuk

    pembayaranupah , pemindahan, dll

    - Motivasi


Karakteristik msdm tradisional dan msdm stratejik

Karakteristik MSDM Tradisionaldan MSDM Stratejik

Traditional HRMStrategic HRM

Responsibility for human resourcesSpecialistLine managers

and management

ObjectiveBetter performanceImproved understanding and strategic use of human assets

Role of HRM areaRespond to needsLead, inspire, understand

Time focusShort-term resultsShort.intermediate, long-term

ControlRules, policies, position powerFlexible, based on human resources

CultureBureaucratic, top-down, centralizationOpen, participative, empowerment

Major emphasisFollowing the rulesDeveloping people

Accountability Cost centersInvestment in human assets


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