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    Human Resource Management: Eva Andayani

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    Muhammad Zaqi Primadias
    This document discusses job design and job analysis. It defines job design as specifying job contents, methods, and relationships to satisfy technological, organizational, and personal requirements. The job design process considers organizational, environmental, individual, and feedback demands. Job analysis is collecting and analyzing job information to provide a job description and data for recruitment, training, evaluation, and management. It focuses on expected job holder tasks. Job analysis establishes rational bases for compensation structures and identifies environmental challenges. Its outputs include job descriptions, specifications, and performance standards.

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    Human Resource Management: Eva Andayani

    Uploaded by

    Muhammad Zaqi Primadias
    38 views15 pages
    This document discusses job design and job analysis. It defines job design as specifying job contents, methods, and relationships to satisfy technological, organizational, and personal requirements. The job design process considers organizational, environmental, individual, and feedback demands. Job analysis is collecting and analyzing job information to provide a job description and data for recruitment, training, evaluation, and management. It focuses on expected job holder tasks. Job analysis establishes rational bases for compensation structures and identifies environmental challenges. Its outputs include job descriptions, specifications, and performance standards.

    Original Description:

    Manajemen Sumber Daya Manusia

    Original Title

    Job Analysis

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    This document discusses job design and job analysis. It defines job design as specifying job contents, methods, and relationships to satisfy technological, organizational, and personal requirements. The job design process considers organizational, environmental, individual, and feedback demands. Job analysis is collecting and analyzing job information to provide a job description and data for recruitment, training, evaluation, and management. It focuses on expected job holder tasks. Job analysis establishes rational bases for compensation structures and identifies environmental challenges. Its outputs include job descriptions, specifications, and performance standards.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    38 views15 pages

    Human Resource Management: Eva Andayani

    Uploaded by

    Muhammad Zaqi Primadias
    This document discusses job design and job analysis. It defines job design as specifying job contents, methods, and relationships to satisfy technological, organizational, and personal requirements. The job design process considers organizational, environmental, individual, and feedback demands. Job analysis is collecting and analyzing job information to provide a job description and data for recruitment, training, evaluation, and management. It focuses on expected job holder tasks. Job analysis establishes rational bases for compensation structures and identifies environmental challenges. Its outputs include job descriptions, specifications, and performance standards.

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    SAP-4

    HUMAN RESOURCE MANAGEMENT

    EVA ANDAYANI
    JOB DESIGN & JOB ANALYSIS

    • INTRODUCTION
    • DEFINITION
    • JOB DESIGN PROCESS
    • JOB DESIGN COMPONENTS
    • JOB REDESIGN TECHNIQUES
    • THE ROLE OF JOB ANALYSIS
    • JOB ANALYSIS PROCESS
    INTRODUCTION
     LOWONGAN PEKERJAAN & POSISI
    DLM ORGANISASI MERUPAKAN
    PEMICU MUNCULNYA KEBUTUHAN
    AKAN SDM DLM ORGANISASI.
     A JOB CONSISTS OF A RELATED
    SET OF TASKS THAT ARE CARRIED
    OUT BY A PERSON TO FULFILL A
    PURPOSE.
     AGAR ORGANISASI DPT
    MEMPEROLEH & MEMELIHARA
    SATUAN KERJA YG DIINGINKAN,
    MAKA HRD HARUS MEMILIKI
    PEMAHAMAN TENTANG DESAIN
    PEKERJAAN (JOB DESIGN).
    DEFINITION
     JOB DESIGN HAS BEEN DEFINED BY DAVIS (ARMSTRONG,2003)
    AS: THE SPECIFICATION OF THE CONTENTS, METHODS &
    RELATIONSHIPS OF JOBS IN ORDER TO SATISFY
    TECHNOLOGICAL & ORGANIZATIONAL REQUIREMENTS AS WELL
    AS THE SOCIAL & PERSONAL REQUIREMENTS OF THE JOB
    HOLDER.
     JOB DESIGN HAS TWO AIMS: FIRST, TO SATISFY THE
    REQUIREMENTS OF THE ORGANIZATION FOR THE
    PRODUCTIVITY, OPERATIONAL EFFICIENCY & QUALITY OF
    PRODUCT & SERVICE, AND SECOND, TO SATISFY THE NEEDS OF
    THE INDIVIDUAL INTEREST, CHALLENGE, & ACCOMPLISHMENT.
     DESAIN PEKERJAAN DPT MEMPENGARUHI KUALITAS
    KEHIDUPAN KERJA YG TERCERMIN DARI KEPUASAN INDIVIDU
    PEMEGANG JABATAN DLM ORGANISASI.
     JOB ANALYSIS IS THE PROCESS OF COLLECTING, ANALYSING &
    SETTING OUT INFORMATION ABOUT THE CONTENT OF JOBS IN
    ORDER TO PROVIDE THE BASIS FOR A JOB DESCIPTION & DATA
    FOR RECRUITMENT, TRAINING, JOB EVALUATION &
    PERFORMANCE MANAGEMENT. JOB ANALYSIS CONCETRATES
    ON WHAT HOLDERS ARE EXPECTED TO DO.
    JOB DESIGN PROCESS
    PERMINTAAN
    ORGANISASIONAL:

    TUJUAN
    SASARAN
    STRATEGI
    RENCANA
    KEBIJAKAN
    KEGIATAN

    PERMINTAAN
    LINGKUNGAN:

    DESAIN PEKERJAAN YG
    TEKNOLOGI
    KONDISI EKONOMI PEKERJAAN PRODUKTIF &
    PEMERINTAH MEMUASKAN
    PERSAINGAN
    SOSIAL BUDAYA

    PERMINTAAN
    PERILAKU/
    INDIVIDUAL

    KEBUTUHAN
    MOTIVASI
    KEPUASAN KERJA UMPAN
    BALIK
    JOB REDESIGN TECHNIQUES
     TEKNIK PERANCANGAN KEMBALI PEKERJAAN DILAKUKAN UTK
    MEMPERBAIKI KONDISI PEKERJAAN YG TERLALU TERSPESIALISASI
    (OVERSPECIALIZATION) AGAR PEKERJAAN MENJADI LEBIH MENARIK
    & TIDAK MONOTON.
     TEKNIK PERANCANGAN KEMBALI PEKERJAAN ANTARA LAIN
    MELALUI ROTASI JABATAN (JOB ROTATION), PERLUASAN
    PEKERJAAN SCR HORISONTAL (JOB ENLARGEMENT) & PERLUASAN
    PEKERJAAN SCR VERTIKAL (JOB ENRICHMENT).
     JOB ROTATION: MEMINDAHKAN KARYAWAN DARI SATU PEKERJAAN
    KE PEKERJAAN LAIN.
     JOB ENLARGEMENT: PENAMBAHAN LEBIH BANYAK TUGAS PADA
    KARYAWAN UTK MENINGKATKAN VARIASI TUGAS & MENGURANGI
    SIFAT PEKERJAAN YG MONOTON.
     JOB ENRICHMENT: SUATU PERUBAHAN YG TERENCANA (PLANNED
    CHANGE) PADA BERBAGAI KEGIATAN PEKERJAAN UTK
    MEMBERIKAN VARIASI YANG LEBIH BESAR PADA KARYAWAN YG
    PUNYA PENGETAHUAN & KETERAMPILAN LEBIH. PARA KARYAWAN
    DIBERIKAN KESEMPATAN UTK BERPARTISIPASI DLM KEGIATAN
    MANAJERIAL DI SAMPING OPERASIONAL.
    JOB ANALYSIS
     THE PROCESS OF COLLECTING,
    ANALYSING AND SETTING OUT
    INFORMATION ABOUT THE
    CONTENT OF JOBS IN ORDER TO
    PROVIDE THE BASIS FOR A JOB
    DESCIPTION AND DATA FOR
    RECRUITMENT, TRAINING, JOB
    EVALUATION AND
    PERFORMANCE MANAGEMENT;
     JOB ANALYSIS CONCETRATES
    ON WHAT HOLDERS ARE
    EXPECTED TO DO.
    THE ROLE OF JOB ANALYSIS

     UTK MENETAPKAN BASIS RASIONAL DLM PENYUSUNAN


    STRUKTUR KOMPENSASI;
     UTK EVALUASI TANTANGAN LINGKUNGAN YG BERPENGARUH
    THD PEKERJAAN INDIVIDUAL;
     UTK MENGHAPUSKAN PERSYARATAN PEKERJAAN YG DPT
    MENYEBABKAN DISKRIMINASI DLM PENGADAAN KARYAWAN;
     UTK MERENCANAKAN KEBUTUHAN SDM DI MASA YAD;
     UTK MENYESUAIKAN LAMARAN & LOWONGAN PEKERJAAN;
     UTK MENETAPKAN STANDAR PRESTASI KERJA YG REALISTIS;
     UTK MEMPERKIRAKAN KEBUTUHAN PELATIHAN BAGI
    KARYAWAN BARU & LAMA;
     UTK MENEMPATKAN KARYAWAN PADA PEKERJAAN YG
    SESUAI DGN SKILL KARYAWAN;
     UTK MEMBANTU REVISI STRUKTUR ORGANISASI;
     UTK MENETAPKAN GARIS PROMOSI DLM SEMUA BAGIAN
    ORGANISASI.
    JOB ANALYSIS PROCESS

    APLIKASI:
    PENGENALAN PERSIAPAN
    ORGANISASI & JOB ANALYSIS: JOB DESCRIPTION
    JENIS PEKERJAAN PENYUSUNAN DAFTAR JOB SPESIFICATION
    SCR UMUM PERTANYAAN JOB PERFORMANCE
    STANDARDS

    PERSIAPAN PENGUMPULAN &


    JOB ANALYSIS: PENYEMPURNAAN SISTEM INFORMASI
    IDENTIFIKASI (PENGOLAHAN) SDM (HRIS)
    PEKERJAAN DATA
    HASIL/OUTPUT JOB ANALYSIS

     JOB DESCRIPTION: SUATU PERNYATAAN


    TERTULIS YG MENGURAIKAN FUNGSI, TUGAS,
    TANGGUNG JAWAB, WEWENANG, KONDISI
    KERJA & ASPEK PEKERJAAN TERTENTU
    LAINNYA.
     JOB SPESIFICATION: MERUJUK PADA SIAPA
    YG MELAKUKAN SUATU PEKERJAAN &
    FAKTOR-FAKTOR SDM YG DISYARATKAN.
    PERSYARATAN MENYANGKUT PENDIDIKAN,
    LATIHAN, PENGALAMAN, PERSYARATAN FISIK
    & MENTAL.
     JOB PERFORMANCE STANDARDS:
    BERFUNGSI SEBAGAI SASARAN/TARGET
    PELAKSANAAN KERJA KARYAWAN & SEBAGAI
    KRITERIA PENGUKURAN KEBERHASILAN
    KERJA KARYAWAN.
    APLIKASI INFORMASI ANALISIS JABATAN
    TERIMA KASIH

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