Prepared By: Ratna Dwi Wulandari. Depart. Health Policy & Administration School of Public Health University of Airlangga

Transcription

1 HUMAN RESOURCES MANAGEMENT Prepared By: Ratna Dwi Wulandari Depart. Health Policy & Administration School of Public Health University of Airlangga

2 Definition Management of activities undertaken to attract, develop, motivate and maintain a high performing workforce within the organization (Bowin & Bruce, 2001) The design of formal systems in an organization to ensure the effectiveness and efficient use of human talent to accomplish the organizational goal (Mathis, 2000)

3 Staffing Process Human Resources Planning Recruitment Selection Training and development Performance appraisal Orientation and Placement Transfer Termination (Stoner, 1986)

4 Human Resources Planning A process which anticipates and maps out the consequences of business strategy on an organization's human resources. This is reflected in planning of skill and competence needs as well as total headcounts

5 Human Resources Planning (Cont d) The manpower planning approach which addresses questions such as: How many staff do we have/need? How are they distributed? What is the age profile? How many will leave in each of the next five years? How many will be required in one, five, ten years?

6 Job Analysis important to determine skill and competence needs by organization

7 JOB ANALYSIS The systematic process of determining the skills, duties, and knowledge required for performing specific job in an organization (Mondy et al, 2002) Process of obtaining information about jobs by determining what the duties, task, or activities of job are (Sherman & Snell, 1998)

8 Benefit of Job Analysis Human Resources Planning Task/Duties Responsibilities Activities Recruitment Selection Job Analysis Job Description Job Specification Human Resources Development Performance Appraisal Compensation & Benefits Safety & Health Knowledge Skills Abilities Employee & Labor Relations Human Resources Research Equal Employment Organizational Structure

9 Job Description Statement of the task, duties, and responsibilities of a job to the performed Job Specification Statement of the needed of knowledge, skills, and abilities of the person who is to perform the job Minimum acceptable qualifications that a person should possess in order to perform a particular job

10 Job Analysis Process Job analysis planning: a. Identify the job b. Choose the job will analysis c. Decide the data and information d. Decide the method e. Decide the source of information f. Decide enumerator g. Decide who is responsible Collect the information Data analysis Job description Job specification

11 Job Analysis Methods 1. Interview (individual, group, supervisor) 2. Observation (time & motion study): a. Continuous b. Intermittent (work sampling) 3. Questionnaire 4. Daily log 5. Benchmarking

12 Recruitment The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization (Mondy, 2002)

13 The Recruitment Process External Environment Internal Environment Human Resources Planning Alternative to recruitment Recruitment Internal Sources External Sources Internal Method External Method Satisfied Recruited Individual

14 Internal method Management and skill inventories Job posting (a technique that permits they posses the required qualifications to apply for posted job) Job bidding (a procedure for communicating to company employees the fact that the job are exists)

15 External Method Advertising Special events (Ex: Job fair) Walks in Others organization Agency Open house Nepotism

16 Selection The process of choosing from a group of applicant those individuals best suited for a particular position and organization (Mondy, 2002)

17 Selection (cont d) Work skills and motivation Reading and material skills Applicant work experience Verbal skills Math skills S e l e c t I o n

18 Placement Fitting a person to the right job matching process

19 Orientation Procedure to give information to new employee about: Vision, Mission & Goal organization Organizational culture Job characteristic

20 Orientation (cont d) Goals of orientation programs 1. Celebration 2. Speeding time to productivity 3. Anticipating & answering their questions 4. Becoming part of the team

21 Human Resources Development Planned, continuous, effort by management to improve employee competency levels and organizational performance through training, education, and development program

22 Training Activities that serve to improve an individual s performance on currently held job or one related to it Education Consist of learning new skills, knowledge and attitude that will enable the employee to assume a new job involving different task at some future time Development Involves learning oriented to both personal and organizational growth but is not restricted to a specific present or future jobs

23 Compensation

24 Performance Appraisal Process of evaluating how well employees perform their jobs when compared to a set of standards and then communicating that information to those employees (Mathis & Jackson, 2000)