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    Fungsi Manajemen Sumber Daya Manusia (Pertemuan Ke 4)

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    Wening Tyas Suminar
    The document discusses the functions and roles of human resource management (HRM) in organizations. It defines HRM and lists its major functions such as staffing, training, performance evaluations, and compensation. It also compares the characteristics of traditional HRM which focuses on following rules, with strategic HRM which aims to develop people and views human resources as strategic assets. The goals of HRM functions are to help organizations achieve their goals, efficiently employ workforce skills, and increase employee satisfaction.

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    Fungsi Manajemen Sumber Daya Manusia (Pertemuan Ke 4)

    Uploaded by

    Wening Tyas Suminar
    2K views9 pages
    The document discusses the functions and roles of human resource management (HRM) in organizations. It defines HRM and lists its major functions such as staffing, training, performance evaluations, and compensation. It also compares the characteristics of traditional HRM which focuses on following rules, with strategic HRM which aims to develop people and views human resources as strategic assets. The goals of HRM functions are to help organizations achieve their goals, efficiently employ workforce skills, and increase employee satisfaction.

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    FUNGSI

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    The document discusses the functions and roles of human resource management (HRM) in organizations. It defines HRM and lists its major functions such as staffing, training, performance evaluations, and compensation. It also compares the characteristics of traditional HRM which focuses on following rules, with strategic HRM which aims to develop people and views human resources as strategic assets. The goals of HRM functions are to help organizations achieve their goals, efficiently employ workforce skills, and increase employee satisfaction.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    2K views9 pages

    Fungsi Manajemen Sumber Daya Manusia (Pertemuan Ke 4)

    Uploaded by

    Wening Tyas Suminar
    The document discusses the functions and roles of human resource management (HRM) in organizations. It defines HRM and lists its major functions such as staffing, training, performance evaluations, and compensation. It also compares the characteristics of traditional HRM which focuses on following rules, with strategic HRM which aims to develop people and views human resources as strategic assets. The goals of HRM functions are to help organizations achieve their goals, efficiently employ workforce skills, and increase employee satisfaction.

    Copyright:

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    Download as pptx, pdf, or txt
    of 9

    FUNGSI

    MANAJEMEN SUMBER DAYA MANUSIA


    (Pertemuan ke 4)
    Peranan SDM dalam Organisasi

    • Terminologi sdm merujuk kpd orang-orang dlm organisasi. Ketika para


    manajer terlibat dlm kegiatan sdm sbg bagian dari pekerjaannya,
    mereka mencoba memfasilitasi orang-orang utk mewujudkan
    perencanaan dan strategi organisasi. Orang-orang (sdm) yang
    merupakan elemen umum dlm setiap organisasi; mereka mencipta
    strategi dan inovasi utk kemasyhuran organisasi. Patut menjadi
    perhatian thd sebuah slogan dari Union Carbide: “Assets make things
    possible, people make things happen”. Aset dpt membuat sesuatu
    kemungkinan; sedangkan orang dapat membuat sesuatu itu terjadi /
    terwujud.
    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
     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

    Secara fungsional MSDM memiliki beberapa fungsi di mana fungsi-


    fungsi tersebut terkait satu dengan lainnya, dan aktivitas yang dijalan
    kan MSDM sesuai dengan fungsi yang dimilikinya, dengan tujuan pe-
    ningkatkan produktivitas, kualitas kehidupan kerja, dan pelayanan.
    Tujuan dari Fungsi 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.
    lanjutan
    Beberapa pendapat mengenai fungsi-fungsi MSDM:
    • Edwin B. Flippo Dale Yoder
    1. Planning 1. Staffing
    2. Organizing - Recruitment
    3. Directing - Selection
    4. Controlling - Promotion
    5. Procurement - Placement
    6. Development 2. Employee, Development, and Training
    7. Compensation 3. Labour Relation
    8. Integration 4. Wage and Salary Administration
    9. Maintainance 5. Employee, Benefit and Service
    10. Separation 6. Research including the meritment of
    Record
    lanjutan
     Manullang Malayu SP Hasibuan
    1. Precuring 1. Perencanaan
    - Membuat anggaran kerja bagi Perusahaan 2. Pengorganisasian
    - Membuat job analysis, job description, dan 3. Pengarahan
    job specification.4. Pengendalian
    - Menentukan dan menghubungi sumber- 5. Pengadaan
    sumber tenaga kerja 6. Pengembangan
    - Mengadakan seleksi 7. Kompensasi
    2. Developing 8. Pengintegrasian
    - Melatih dan mendidik pegawai 9. Pemeliharaan
    - Mempromosikan dan memindahkan pegawai 10. Kedisiplinan
    - Mengadakan penilaian kecakapan 11. Pemberhentian
    3. Maintainancing
    - Mengurus pemberhentian
    - Mengurus pensiun
    - Mengurus kesejahteraan karyawan termasuk
    pembayaran upah , pemindahan, dll
    - Motivasi
    Karakteristik MSDM Tradisional dan MSDM Stratejik

    Traditional HRM Strategic HRM

    Responsibility for human resources Specialist Line managers


    and management

    Objective Better performance Improved understanding and strategic


    use of human assets

    Role of HRM area Respond to needs Lead, inspire, understand

    Time focus Short-term results Short.intermediate, long-term

    Control Rules, policies, position power Flexible, based on human resources

    Culture Bureaucratic, top-down, centralization Open, participative, empowerment

    Major emphasis Following the rules Developing people

    Accountability Cost centers Investment in human assets

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