The Resource-Based Model of Superior Returns. Superior Returns. Action required: Action required: Locate an attractive industry.

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1 1 The Resource-Based Model of Superior Returns Resources Capability Competitive Inputs to a firm s production Capacity process. for Advantage An Attractive integrated set of Industry resources Ability to of a firm to integratively outperform Location its rivals of an industry a task or activity. with opportunities that can be exploited by firm s resources & capabilities Action required: Locate an attractive industry. The Resource-Based Model of Superior Returns Action required: Select strategy that best exploits res.& capabilities relative to opportunities in environments. Resources Capability Competitive Inputs to a firm s production Capacity process. for Advantage An Attractive integrated set of Industry Strategy resources Ability to of a firm to integratively outperform Location Formulation a its rivals of an ind. and with opportunities Implementation task or activity. that can be exploited by firm s Strategic resources actions taken & capabilities to earn above-average returns an * an *

2 2 The Resource-Based Model of Superior Returns Resources Capability Competitive Inputs to a firm s production Capacity process. for Advantage An Attractive integrated set of IndustryStrategy resources Ability to of a firm to integratively outperform Location Formulation a its rivals of an ind. Superior and with opportunities Implementation Returns task or activity. Action required: Maintain selected strat. in order to outperform industry rivals. that can be exploited by firm s Strategic resources actions Earning taken of aboveaverage returns & capabilities to earn above-average returns From Results-Based Leadership to Why The Bottom Line Isn t an * Effective Leadership = Attributes Effective Leadership = Attributes X Results Why The Bottom Line Isn t: How To Build Value through People And Organization What factors drive Market Value? How does HR contribute? Customer Employee Investor Organization

3 HR s Role 3 Architecture for Building Intangibles Improve Organization Capabilities Put your Money Where Your Vision Is Keep Your Promises Clear Vision For Growth Accountability High performance matters

4 4 Shared Mindset Culture that resonates with customers Competence X Commitment Talent

5 5 Learning Generate then generalize ideas with impact Collaboration Whole is greater than sum of parts

6 Leadership Brand Right results the right way 6 High quality leaders = higher stock price

7 7 Speed Capability to make important things happen fast Increasing intangible value provides a roadmap for personal success 2. Clear Vision For Growth 1. Keep Your Promises 4. Improve Organization Capabilities 3. Put your Money Where Your Vision Is Your greatest asset is your reputation Keep current in your field, personal development, exercise, eat right, do service to others Personal life mission: Work, family, physical, spiritual Improve ability to work effectively with others- be accountable, a learner, a collaborator, a leader.. EXTERNAL STAFFING ON HRM (HRP) Oleh :

8 8 Dr. BASUKI RANTO,SE.MM. A. PENGERTIAN External staffing : recruitment = hiring new workers recruit a pool application (qualified &position) Selection = evaluate & select the best candidate testing Testing : TPA, Personality, Psichology, Medical, F&P, Capability and others. Selection Process 1. Application & Resume 2. Screening interviews 3. Ability & aptitude test 4. Physical Exam & test Sample Selection System: Application Or Resume Unqualified Fail Ability/Aptitude Tests Qualified Screening Interview Unqualified Qualified Pass Reference Checks Unqualified Fail Medical/Drug Tests Qualified Interview With Manager Unqualified Qualified Pass JOB OFFER Internal Staffing (Promotion): Close promotion System:

9 9 System which Managers, often informally, decide with workers are considered for promotion. Open Promotion system: System by which employees apply, test and interview for available jobs whose requirement TRAINING & DEVELOPMENT Designed overcome on the job short coming. To give employee to acquire new skill Prepare higher level responsibilities On the Job training: a. Training (formal, informal) b. Conducted c. Employees good work d. Training program Off the job training: a. Training conducted b. Controlled environment c. From the work site d. Simulated work Vestibule training: a. Off the job training b. Simulated environment c. Realistic (example : trains flight attendance, trains telephone) Management development program.: a. Program designed b. To enhance the conceptual, analytical and problem solving skill of

10 10 management personnel Net-working: a. Informal interaction b. Purpose of discussing: problem, solution and opportunities (convention&conferences, meeting, business lucnches, social gathering) Mentoring: a. Experienced manager who sponsors and teaches younger. b. Less experienced manager c. Role model & benefit PERFORMANCE APPRAISAL Evaluation Often in writing, of an employees job Diciplinary Action: Prinsip-prinsip yang perlu ditaati Action taken response Employee behavior suspensions condered dangerous or disruptive coll off Demotion: Action Removal to a lower position Taken by management in response to an employees s poor performance

11 11 Separation (termination) Dismissal of an employee For unacceptably poor performance Komponen-komponen yang harus dilakukan HR Policy Knowing time Downsizing Process of consolidating Internal operation to make Moreflexibe Productive Compensation System Total package offered by a company to employee in return for their labour. (Sejumlah paket yang diberikan perusahaan kepada karyawan sebagai pengembalian untuk pekerjaan mereka). ( include: Incentives & employees benefit program) Wages: Compensation in the form of money paid for time worked. Basic paid : Hours, unit Wages for Direct process, charges to Cost of production Salaries: Special compensation program designed to motivate high performance. Basic paid : Target (over cover)

12 12 Periodic, season or special program Incentive program: Compensation in the form of money paid for discharging the responsibilities of a job. Basic paid : Fixed cost Salaries charges to Operating expenses ( Sales, General & Administrative expense) Bonus: Individual performance incentive of the form of special payment made over and above the employees salary. Basic paid : Net income year end Compensation of Human Assets Merit salary system: Incentive program linking compensation to performance in non-sales jobs. Example : basket player etc Pay-for-performance/variable Individual incentive that rewards a manager for especially productive output.