Case II manufacturing automobile part - Djoko AW

Assignment:
ADVANCE HUMAN RESOURCES MANAGEMENT
Lecturer: DR. ROMULO. H. BORSOTO-By; DJOKO ADI WALUJO – 11. 613174
DOCTOR PROGRAM-JOSE RIZAL UNIVERSITY
2
CASE II
MANUFACTURING AUTOMOBILE PARTS
PART I
Answer No. 1
When the company at the first stage, then the problems that arise can be said to be on a level
that is very easy to solve. But when the number of employees increased to 300 people with a
variety of fields, then it is not possible if the company does not perform engineering related
to HRM.
Therefore need specialized view of tasks such as:
a. Other activities such as payroll and incentive activities
b. Health activity and insurance activity of recruitment,
c. Performance assessment and planning activities of the training.
(Note: In this era of globalization and an increasingly open communication, then the competition
between companies should be the starting point of HRM planning. Structuring HRM must be professional
with professionalism, which includes-Expertise, responsibility and togetherness)
Answer No. 2
Labor
Answer no. 3
Director
(Aldo)
Divison Manager of Production
HR
Manager
Production
Manager
Mechanical
Manager
General
Affairs
Manager
Accounting
Manager
Secretary
Supervisor/
Inspector
Foreman/tec
hnicians
Supervisor
Foreman/
technicien
Supervisor
Payroll or
treasure
Administr
ator
Planning of
Organization
Welfare
General
Manager
Purchasing
Manager
Adm.
Supervisor
Labor
Divison Manager of Adm & Personnel

Assignment:
3
This is in line with the thinking Mc. Cleland. It is argued there are six characteristics of a person
who has a higher motive, namely:
a. Have a high responsibility
b. Dare to take risks
c. Have realistic goals
d. Having a comprehensive work plan and strive to realize their goals.
e. Utilizing concrete feedback in all work activities performed
f. Looking for an opportunity to realize the plan
Answer 4.
In actual reality of a supervisor should be responsible for the problems of human resources in the
department. This is supported by a rationale that a supervisor to obtain information in a complete
form of empirical experience. Starting from the individual behavior of employees, or groups of
employees when working. From this empirical experience, then a supervisor will obtain a
complete and specific data, so that when a decision will be more on target. Then this role is
called a specific role, while for the problems of a general nature and global role is performed by
a human resources manager. In conclusion human resource managers play a role in the
managerial or strategic areas, while the supervisors role in the tactical or operational.
PART II
FORMULATING HR POLICIES AND PROCEDURES.
Answer No. 1.a:
Recruitment: Testing, Interviewing, selection:
Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job. For some components of the recruitment process, mid- and large-size organizations often
retain professional recruiters or outsource some of the process to recruitment agencies.
The stages in recruitment include sourcing candidates by advertising or other methods, screening
potential candidates using tests and/or interviews, selecting candidates based on the results of the
tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role
effectively.
A job interview is a process in which a potential employee is evaluated by the company for
prospective employment in their company, organization, or company. During this process, the
employer wished to determine whether or not the applicant suitable for the job.
Job interview is considered as one of the most useful tools for evaluating potential employees. It
also requires significant resources of the employer, but it has proved notoriously unreliable in
identifying the optimal person for the job. Interview also allows candidates to assess corporate
culture and job demands.
For this case, the interview aimed at achieving employee who has:
(Experiential Factors)
Experience: Relevant job knowledge derived from previous experience
Education: the work of relevant knowledge derived from education before
Training: Relevant job knowledge derived from previous training

Assignment:
4
(Core elements of Work:)
Declarative knowledge: knowledge of applicants' learning
Procedural skills and abilities: the ability of Applicants' to complete the tasks required to perform
the job.
Answer No. 1.b:
Step determine HRM Requirements
In determining the human resource requirements of each job, steps should be done is the analysis
of needs (need assessment), while the content analysis refers to the following requirements:
 Turnover projection (as a result of resignations and dismissals)
 The quality and character of employees
 The decision to improve the quality of products / services or to enter new markets
 Technological Change and administration resulting in increased productivity
 Financial resources available to the company
Answer No. 2.a:
Training Program Objectives:
 Increase the number of skills and knowledge according to the realm of work
 Increase employee job satisfaction
 Increase employee flexibility in the form of "job enrichment" and "job enlargement"
 Increase employee productivity
 Increase the level Corporate profitability
lower the level of "turnover" of employees
Reduce anxiety and work accidents
Creation of Leadership and reliable management.
Answer No. 2.b:
Responsibility Training
The responsibility of training officers is the achievement of the objectives of the training
program and floating are as follows:
 To increase the quantity of output;
 To improve the quality of output;
 To reduce waste and maintenance costs;
 To decrease the number and cost of accidents;
 To reduce turnover, absence from work and increase job satisfaction, and
 To prevent employees antipathy
Answer No. 2.c :
Apprenticeship:
An increasingly rapid technological developments as a result of globalization requires firms to
adapt, it must be addressed quickly by the human resources manager. Technological
developments in essence also become an important factor in the company, in preparing human
resources. Based on the idea that companies should prepare for the institution of apprenticeship.

Assignment:
5
These institutions functioned to educate prospective college graduates or school, so after
graduation will quickly adapt to when working. Then when the company takes a sudden labor
will be resolved.
PART III
HR POLICIES AND PROCEDURES
Answer No. 1.a:
Service benefits provided to employees:
Employee benefits at the company:
1. loyalty : Any employee who has a high level of loyalty to the company,
they will be given a good position, this can be seen through the
attendance or performance at their disposal.
2. Morale : Companies must create an atmosphere and a conducive working environment
This will boost employee morale in carrying out duties
in an organization.
3. Cooperation: The company needs to develop and instill family relationships
among employees, allowing employees to cooperate in
corporate environment.
4. Initiative : This initiative needs to be developed and owned by either the employee or self
in a corporate environment.
5. Responsibility : This responsibility should be possessed by every employee whether he is at
high-level position or at a low level
.
Obligations to employees:
 Conducting the process of selection and placement of employees in a transparent manner
by inviting prospective employees from around the community to participate
 Gives the position of office and remuneration of salary and remuneration, and promotion
regardless of the origin of gender, ethnicity, national origin and seniority.
 Compliance with labor laws and regulations issued by the Government
Note:
1. Discrimination could hurt the company's own, because companies do not focus on the
capacity and capability of prospective applicants, but on other factors outside it. The
company has lost the ability competing because the company is not filled by people who
are competent in their field.
2. Discrimination is also insulting the dignity of the person discriminated against.
3. Discrimination is also not in accordance with the theory of justice. Especially distributive
justice.
Answer No. 1.b:
Employee benefits and services in order to achieve efficiency:
Improve the performance of Human Resource management requires a systematic and purposeful,
so that the process of achieving organizational goals can be implemented effectively and
efficiently. This means that the management of Human Resources is very important to the
success of a company, large or small, any type of industry (Schuller and Jackson, 1997:32),

Assignment:
6
Human Resource Management aspects occupy an important position in a company / organization
because each organization is formed by people, using their services, develop their skills,
encouraging them to high-performance, and guarantee them to continue to maintain a
commitment to the organization is a very important factor in the attainment of organizational
goals (De Cenzo & Robbins, 1999:8). According to Barney (Bagasatwa, (ed), 2006:12) Human
Resources system can support a continuous competitive advantage through human resource
development competencies in the organization
(Note : To manage the employee benefits and services in order to achieve efficiency is;
Providing training to employees associated with the procedure in this section - Provision of
facilities for employees who are high-level responsibilities - Giving rewards for employees who
are disciplined, and - Give punishment to discipline employees who violate)
Answer No. 2.a
Why Job evaluation?
The reason is; Job evaluation is a systematic procedure for determining the relative value of jobs.
Despite differences in approach, each approach to consider the responsibilities, skills, efforts, and
working conditions conducive to employment. This evaluation determines which jobs have a
higher value than others. Without an evaluation work, the HR department will not be able to
develop a rational approach to paying salaries, so that the results of the evaluation work
undertaken, will be able to be referenced in an increase in salary or employee benefits
Answer No. 2b.
The steps to implement the evaluation plan:
Steps should be done so that the evaluation plan can succeed, it must be set first:
• Job ranking system
• Job classification system
• Point system
• Work valuation
• Job matching
• Market pricing
( Note :Furthermore, also consider the following matters:
• There should be clarity & accuracy of the job description & job specification;
• The submission of ideas & information job evaluation results to all employees;
• Implemented a single reply assessment system
• Performed by committee / committee)
Jawaban 2.c
Step set salary:
Step - Step in Determining Salaries There are four important steps in the determination of salaries,
among others:

Assignment:
7
1. Analyzing the position or assignment
Job analysis is an activity to find information about the task - a task performed and the
necessary requirements in order to successfully carry out the task to develop job
descriptions, job specifications and standards for employment. This activity needs to be
done as a basis for evaluating the position.
2. Evaluating positions
Job evaluation is a systematic process for determining the relative value of a job
compared to other jobs. This process is done to seek to achieve internal equity within the
work as very important element in determining salary levels. Internal equity is the
perceived amount obtained in accordance with the given input compared to the same job
within the company.
3. Conduct a salary survey
Salary surveys conducted to seek external equity as an important factor in planning and
determination of salaries. Surveys can be done in various ways such as companies go to
get information about prevailing wage rates, make a formal questionnaire and others -
others.
4. Determining the level of salary
Once the job evaluation carried out, to create internal equity resulting ranking positions,
and conduct a survey of prevailing wages in the labor market is the determination of
salaries the next.
(NOTE Factor - Important Factors in Setting Salaries
Salaries fair means is that the salaries paid by a company to employees must be in accordance
with the position and his performance, so employees can feel satisfied with his work and was
pleased to serve on the company)
Answer 2.d
Employees at a monthly salary:
Employees will get a monthly pilgrimage, if the employee is a permanent employee, because
according to regulations of the Minister of Manpower of Indonesia that the employee who meets
the requirements of the experiment works, then it should be appointed as permanent employees,
so he was given a monthly salary
Answer 2.e
Who is getting daily wages:
Who get the daily wage workers who are working are not fixed, or outsourcing, contract labor
and others.
(Note, payroll practices in our country (special cases), the current debate, primarily related to
employee out sourcing. There is a morbid symptom of a few companies, namely to avoid the
appointment of permanent employees, hiring out sourcing company. The reason for power out
sourcing is cheaper than a fixed salary, and easy to dismissal if the employee is not disciplined
out sourcing)
Answer 2.f
The scope of benefits services program:

Assignment:
8
If a company is careful in view of global change, then the service program must be priorities.
Moreover, if a company wished for a world class company. All activities must be changed, from
paradigm to paradigm enterprise customers. From a rational reason, then the company must
provide service, and always do the training of employees. If this is done will result in employees
characterized as follows:
no casual workers, all workers must comply with applicable company rules, namely: Discipline,
work time, rest time, and carry out its obligations as an employee according to applicable
legislation, if so, then the condition of the company can achieve the desired target and produce
great benefits, so employees get incentives and bonuses are satisfactory.
Answer 3.a
The duties of an employee benefits and services section is;
Provide explanations relating to employee welfare movement, the movement of welfare and
service industry, requires proper treatment by the organization to employees. This movement
contributed to the concept of health programs, recreation programs, workplace facilities, and
continuing education programs.
Answer 3.b
The scope of employee benefits programs and services:
The scope of employee benefits programs and services are, the Company provides insurance
protection in the form of compensation to employees and families when misfortunes befall
employees. Income Protection Program generally includes and consists of two types of insurance
coverage, namely: Disability Insurance and Life Insurance,
First, the Disability Insurance companies apply to employees with the purpose of providing
benefits and compensation in case of an employee's accident.
Generally, the company sponsoring this program to provide benefits for employees when they
have an accident so that employees can not do the job as usual. Coverage can vary the selected
program, including time limits specified by the payment of benefits provided and the type and
place of the accident.
Second, the company sponsoring the Life Insurance program to provide a sense of ease and
comfort for those employees in carrying out tasks and jobs respectively.
In this case, the company provides life insurance protection in the form of benefits or
compensation payments to families as heirs. When something goes wrong, for example, most
companies will pay money compensation to the families of employees. The size of these benefits
can be several times the basic salary received by employees
PART IV
Formulate your personnel policy in the following areas:
The relationship between employer and employees
( Employer-employee relations)

Assignment:
9
Answer 1.a.
Pointing to the country's philosophy of your personnel:
The philosophy of our country known as the five principles or "Pancasila", contains a teaching
that can also function as a cornerstone in arranging the inter-human relations, including relations
between employers and workers. As for its application if associated with the relationship
between employers and workers, are as follows:
 The relationship between employers and workers must be based on any principle of
religion / religious.
 The relationship between employer and worker must uphold the values of humanity
 The relationship between employer and worker must ensure the integrity
 The relationship between employers and workers should be based on a democratization /
negotiation / equality
 The relationship between employers and workers should be based on the values of justice
(Note: about Pancasila- Philosophy State:
1. Godhead is One God
2. Humanity which is Civil and Judgement
3. United Indonesia
4. Led by the populist Wisdom In parley / Representative
5. Social Justice For All Indonesian People)
Answer.1.b
Duties and responsibilities of the employer-employee relationship;
The existence of an equality, workers give full devotion, and employers offering higher
salaries as a reward for achievement, and this relationship on the basis of:
 Mutual responsibility
 Mutual understanding
 Mutually responsive
 Mutual respect
In conclusion, if the relationship between worker and employer relationship can be harmonious
and equality will be able to be used as a weapon in the competition
Answer 1.c
Reasons about The labor Union:
The constitution of our country, there is a statement which states that every citizen has the right
to associate, assemble and issue opinions. This is used as a referral that, all companies must
ratify the constitution. The existence of this labor organization will protect workers, and workers
who have a sense of security, will result in increased productivity. This fact is consistent with
theories of motivation such as two-factor theory (Dr. Frederick Herzberg), Abraham Maslow's
motivation theory, and theory of motivation (Mc. Cleland)
Answer 2.

Assignment:
10
At disciplined handling, complaints and grievances:
In order to guarantee stability of employment, the employer must make employment
agreements between employers and workers. This is done so that there is a sense of fairness
between workers and employers. The agreement further work can be used as the software if
there are deviations disciplined, labor complaints and grievances of workers.
If a deviation occurs then the discipline must be applied penalty system, and if there is an
increase in productivity of labor applied to the award system (Reward system and
punishment).
Furthermore, this rule can also function as a basic rule in case of employee complaints.

Case II manufacturing automobile part - Djoko AW

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