Pengelolaan sdm dalam bisnis islami

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PENGELOLAAN SUMBER

DAYA MANUSIA DALAM

BISNIS

PENGELOLAAN SUMBER

DAYA MANUSIA DALAM

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DAFTAR REFERENSI

Ivancevich, John M, Human Resource Management, 9th

edition.

Ivancevich, John M, Human Resource Management, 9th

edition.

Wether, William B, and Davis, Keith, Human Resources and Personnel Management, 5th_edition.

Wether, William B, and Davis, Keith, Human Resources and Personnel Management, 5th edition.

Mangkunegara, Anwar Prabu, AA, Manajemen Sumber Daya Manusia Perusahaan, PT. Remaja Rosdakarya, Bandung, 2000

Ulrich, Dave and Wayne Brockbank, The HR Value Propotion, 2005

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(4)

Barang/ Jasa

Men,

Money,

Methods

Materials,

Machines

Produktifitas =

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• People are an organisation’s most important

assets.

• The tasks of a manager are essentially

people-oriented

. Unless there is some

understanding of people, management will be

unsuccessful.

(6)

Management….must have the

support of all employees. I can

not think of anything more

important

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Keberhasilan organisasi, dinilai dari kemampuannya

memadukan penggunaan sumber-sumber daya yang

dimiliki, secara efektif dan efisien dalam

pelaksanaan strateginya.

Meskipun demikian titik sentral pada setiap strategi

dan setiap metode pemanfaatan sumber-sumber

daya, adalah sumber daya manusia yang

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Kemampuan organisasi dalam

mendapatkan,

memelihara -meningkatkan kemampuan,

serta mempertahankan SDM-nya

, menjadi

penentu keberhasilan atau kegagalan

(9)

The Nature of Human Resources

Management (HRM)

• HRM:

– All activities involved in determining an

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Terms of HRM

• The terms "human resource management" and

"human resources" (HR) have largely replaced

the term "personnel management" as a

description of the processes involved in

managing people in organizations.

[1]

• In simple sense,Human Resource

Management(HRM) means employing

people,developing their resources, utilizing

maintaining and compensating their services in

tune with the job and organizational

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HRM

• Human Resource Management (HRM) is the

function within an organization that focuses on

recruitment of, management of, and providing

direction for the people who work in the

organization. Human Resource Management can

also be performed by line managers.

• Human Resource Management is the organizational

function that deals with issues related to people

such as compensation, hiring, performance

management, organization development, safety,

wellness, benefits, employee motivation,

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• _MSDM

_{, adalah suatu ilmu atau}

cara bagaimana mengatur sumber

daya yang dimiliki oleh individu

dapat digunakan secara maksimal

sehingga tujuan (

goal

) menjadi

maksimal. MSDM didasari pada

suatu konsep bahwa setiap

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MSDM

• Manajemen sumber daya manusia adalah

suatu proses menangani berbagai masalah

pada ruang lingkup karyawan, pegawai,

buruh, manajer dan tenaga kerja lainnya

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“

The purpose of Human Resources

Management is to improve the

productive contribution of people to

the organization in ways that are

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Peran, fungsi, Tugas &

Tanggung Jawab MSDM

• Melakukan persiapan dan seleksi tenaga

kerja / Preparation and selection

• Pengembangan dan evaluasi karyawan /

Development and evaluation

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FUNGSI

MANAJEMEN SDM (HRM)

FUNGSI

MANAJEMEN SDM (HRM)

• PERENCANAAN SDM (HR PLANNING)_{PERENCANAAN SDM (HR PLANNING)}

• REKRUTASI DAN SELEKSI_{REKRUTASI DAN SELEKSI}

• EMPLOYEE MOTIVATION_{EMPLOYEE MOTIVATION}

• EMPLOYEE EVALUATION _{EMPLOYEE EVALUATION}

• EMPLOYEE EDUCATION, TRAINING AND _{EMPLOYEE EDUCATION, TRAINING AND}

DEVELOPMENT

• PROVISION OF EMPLOYEE SERVICES_{PROVISION OF EMPLOYEE SERVICES}

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Planning for Human Resources

Needs

• Typical HR Issues:

– How many employees?

– What skills are needed to

satisfy plans?

– Availability of people in

the workforce?

– What qualifications must

employees have?

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Trai

• Readiness for change

Societal objectives:

• BenefitsBenefits

• Legal complianceLegal compliance • UnionUnion

Organizational objectives:

• HR planningHR planning

• Employee relationsEmployee relations • SelectionSelection

• T & DT & D • AppraisalAppraisal • PlacementPlacement • AssessmentAssessment

Functional objectives:

• AppraisalAppraisal • PlacementPlacement • AssessmentAssessment

Personal objectives:

• T & DT & D

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BUSINESS ENTITY

Strategi Bisnis

Strategi Fungsional

(Strategi pemasaran, Strategi operasi, Strategi SDM, etc)

Strategi Fungsional

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Apakah aktifitas-aktifitas pengelolaan SDM yang dilakukan telah menunjang pelaksanaan strategi

perusahaan ?

Apakah aktifitas-aktifitas pengelolaan SDM yang dilakukan telah menunjang pelaksanaan strategi

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SDM yang seperti apa yang diperlukan dalam

pengelolaan usaha, sehingga selaras dan

sesuai dengan tujuan strategis usaha

Program dan inisiatif SDM apa yang harus dirancang

dan diimplementasikan agar dapat mempengaruhi,

mengembangkan serta tetap menjaga efektifitas

kemampuan bersaing pegawai (SDM)

2 PERTANYAAN KRITIS

Strategi SDM

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Meningkatkan kontribusi produktif pegawai kepada

perusahaan, dengan cara-cara yang dapat

dipertanggung jawabkan secara strategik, etika

maupun sosial

Meningkatkan kontribusi produktif pegawai kepada

perusahaan, dengan cara-cara yang dapat

dipertanggung jawabkan secara strategik, etika

maupun sosial

Unit Kerja Pengelola SDM bertanggung jawab untuk

menciptakan iklim kerja yang produktif dengan

mengupayakan peningkatan kualitas ‘work life’ organisasi

melalui aktifitas-aktifitas dan saran-sarannya kepada

unit-unit kerja lainnya

Unit Kerja Pengelola SDM bertanggung jawab untuk

menciptakan iklim kerja yang produktif dengan

mengupayakan peningkatan kualitas ‘work life’ organisasi

melalui aktifitas-aktifitas dan saran-sarannya kepada

unit-unit kerja lainnya

TUJUAN MANAJEMEN SDM (HRM)

PERAN UNIT KERJA PENGELOLA SDM (HRD)

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Persaingan

penduduk _Pengangguran_Pengangguran

Etika

Etika Pengobatan, _Makan,

Perumahan

TUNTUTAN DLM HRM

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Objectives Employee Relation

and Assessment

HRM Model & Subsystem

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Frameworks and

Challenges

External:

• Environment

• Changing demands of

workers

• International &

Domestic Competitors

• Pressure groups

• Professional ethics

• Goverment

Challenges in dealing with people

Internal:

• _{Competition between}

managers & other

departments

• _{Legal requirement}

for EEO

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Preparation and Selection

• Human Resources Information

System

• Analize and estimate the

organization’s future HR needs

• Preparing Job design

• Preparing Job Specification & Job

Description

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Development and

Evaluation

•Determine the needs for orientation,

training, development & career

counseling

• Evaluate employees (performance

appraisals conducted periodically)

•Feedback that help manager &

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Compensation and

Protection

• Provide employees with

a fair wages or salary

relative to their

productive contribution

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Employee Relation and

Assessment

• Provide effective programs to accommodate

the employee’s needs

• HR Departement responsible for dealing

with the union

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Inputs

Transformation Process

Outputs

Feedback

HR challenges - Education - Skills

HRM activities - Recruiting - Selection - Others

HR contributions -Capable workers -Motivated workers

Simplifikasi I/O Sistem M-SDM

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Possible HR Areas for Core

Competencies

Kapabilitas (unik) dari sebuah organisasi, yang memberikan nilai (corporate value) tinggi serta membedakan dari pesaingnya.

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International Challenges

• Challenges of workforce diversity

• Troubleshooting

• Cultural awareness

• Ethics & Laws for planning and staffing

organizations overseas

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• Memberikan kesempatan yang sama untuk semua orang,

untuk mengetahui, melamar dan bersaing dalam mendapatkan pekerjaan dan berkarir.

• EEO diberlakukan dalam semua aspek Manajemen SDM, a.l: – Recruitment

– Hiring – Tenure

– Compensation

– Committee Assignments – Layoffs, etc.

• Memberikan kesempatan yang sama untuk semua orang,

untuk mengetahui, melamar dan bersaing dalam mendapatkan pekerjaan dan berkarir.

• EEO diberlakukan dalam semua aspek Manajemen SDM, a.l: – Recruitment

– Hiring – Tenure

– Compensation

– Committee Assignments – Layoffs, etc.

What is Equal Employment Opportunity (EE0)?

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• Women earn approximately 77 cents for every dollar men earn;

• African American men with professional degrees earn only 79 percent of what white males earn;

• Audit studies, where white and minority job seekers were given the same resumes and sent to the same firms to apply for jobs, found that employers are less likely to interview/offer a job to the minority;

• A 1995 study of university faculty hiring practices found that once a minority goal was met, departments stopped seeking minority

applicants.

• Women earn approximately 77 cents for every dollar men earn;

• African American men with professional degrees earn only 79 percent of what white males earn;

• Audit studies, where white and minority job seekers were given the same resumes and sent to the same firms to apply for jobs, found that employers are less likely to interview/offer a job to the minority;

• A 1995 study of university faculty hiring practices found that once a minority goal was met, departments stopped seeking minority