Contact (Pemateri): Kanaidi, SE., M.Si., cSAP e-mail : kanaidi963@gmail.com atau kanaidi@yahoo.com HP. 0812 2353 284, WA:0878 2330 6608 -----------------------------------------------------

1. 10th Edition © 2008 by Prentice Hall
Human Resource
Management Functions
Fundamentals
Human Resources Management
TRAINING
By : Kanaidi, SE., M.Si., cSAP
kanaidi963@gmail.com HP. 08122353284

2. 10th Edition © 2008 by Prentice Hall
HR Branding
• Firm’s corporate image or culture
• Embodies values and standards that
guide peoples’ behavior
• People know what company stands for,
people it hires, fit between jobs and
people, and results it recognizes and
rewards
Important in getting highest quality
applicants to join firm

3. 10th Edition © 2008 by Prentice Hall
Basic Functions of HRM
• The process of HRM consists of 4 basic
functions:
1. Acquisition of human resources
2. Development of human resources
3. Motivation of human resources
4. Maintenance of human resources

4. • Process of identifying and employing
people possessing required level of skills
– Job Analysis
– HRP (Human Resources Planning)
– Recruitment
– Selection
• Proses mengidentifikasi dan mempekerjakan
orang yang memiliki tingkat keterampilan yang
diperlukan, antara lain:
Acquisition Function

5. Development Function
• Process of improving, moulding and
changing the skills, knowledge and ability
of an employee
– Employee Training
– Management Development
– Career Development
• Proses meningkatkan, mencetak, dan mengubah
keterampilan, pengetahuan, dan kemampuan
seorang karyawan

6. Motivation Function
• Process of integrating people into a work
situation in a way that it encourages them
to perform / deliver to the best of their
ability
– Understanding needs
– Designing motivators
– Monitoring
• Proses mengintegrasikan orang ke dalam
situasi kerja dengan cara yang
mendorong mereka untuk melakukan /
memberikan yang terbaik dari
kemampuan mereka

7. Maintenance Function
• Process of providing employees the
working conditions that help maintain their
motivation and commitment to the
organisation
– Satisfaction Levels
– Retention
• Proses memberikan karyawan kondisi
kerja yang membantu menjaga motivasi
dan komitmen mereka kepada organisasi,
yaitu:

8. Human Resource Management
• Utilization of individuals to achieve
organizational objectives
• All managers at every level must concern
themselves with human resource
management
• Five functions

9. 5 Functions of
Human Resource Management
1
Hum
an
Resource
Developm
ent
Human
Resource
Management
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health

10. Staffing
• Job Analysis
• Human Resource
Planning
• Recruitment
• Selection
1
Hum
an
Resource
Developm
ent
Human
Resource
Management
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health

11. Staffing (Cont.)
• Staffing - Process through which
organization ensures it always has proper
number of employees with appropriate
skills in right jobs at right time to achieve
organizational objectives
• Job analysis - Systematic process of
determining skills, duties, and knowledge
required for performing jobs in
organization
• Staffing - Proses melalui mana organisasi
memastikan selalu memiliki jumlah
karyawan yang tepat dengan keterampilan
yang tepat dalam pekerjaan yang tepat
pada waktu yang tepat untuk mencapai
tujuan organisasi
• Job analysis - Proses sistematis untuk
menentukan keterampilan, tugas, dan
pengetahuan yang diperlukan untuk
melakukan pekerjaan dalam organisasi

12. Staffing (Cont.)
• Human resource planning - Systematic process
of matching the internal and external supply of
people with job openings anticipated in the
organization over a specified period of time .
• Recruitment - Process of attracting individuals
on a timely basis, in sufficient numbers, and with
appropriate qualifications, to apply for jobs with
an organization
• Human resource planning - Proses sistematis
pencocokan pasokan SDM internal dan
eksternal dengan lowongan pekerjaan yang
diantisipasi dalam organisasi selama periode
waktu tertentu.
• Recruitment - Proses menarik individu secara
tepat waktu, dalam jumlah yang cukup, dan
dengan kualifikasi yang sesuai, untuk melamar
pekerjaan dengan organisasi

13. Staffing (Cont.)
• Selection - Process of choosing from a
group of applicants the individual best
suited for a particular position and the
organization

14. Human Resource Development
• Training
• Development
• Career Planning
• Career Development
• Organizational Development
• Performance Management
• Performance Appraisal
1
Hum
an
Resource
Developm
ent
Human
Resource
Managem
ent
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health

15. Human Resource Development
(Cont.)
• Training - Designed to provide learners
with knowledge and skills needed for their
present jobs
• Development - Involves learning that goes
beyond today's job; it has more long-term
focus
• Career planning - Ongoing process
whereby individual sets career goals and
identifies means to achieve them
• Training - Dirancang untuk memberi kepada
para karyawan pengetahuan dan keterampilan
yang dibutuhkan untuk pekerjaan mereka saat
ini
• Development - Melibatkan pembelajaran yang
melampaui pekerjaan saat ini; ini memiliki
fokus jangka panjang
• Career planning - Proses yang sedang
berlangsung dimana individu menetapkan
tujuan karir dan mengidentifikasi cara untuk
mencapainya

16. Human Resource Development
(Cont.)
• Career development - Formal approach
used by organization to ensure that
people with proper qualifications and
experiences are available when needed
• Organization development - Planned
process of improving organization by
developing its structures, systems, and
processes to improve effectiveness and
achieving desired goals
• Career development - Pendekatan formal
yang digunakan oleh organisasi untuk
memastikan bahwa orang-orang dengan
kualifikasi dan pengalaman yang tepat tersedia
saat dibutuhkan
• Organization development - Proses yang
direncanakan untuk meningkatkan organisasi
dengan mengembangkan struktur, sistem, dan
prosesnya untuk meningkatkan efektivitas dan
mencapai tujuan yang diinginkan

17. Human Resource Development
(Cont.)
• Performance management - Goal-oriented
process directed toward ensuring
organizational processes are in place to
maximize productivity of employees, teams,
and ultimately, the organization
• Performance appraisal - Formal system of
review and evaluation of individual or team
task performance
• Performance management (Manajemen
kinerja) - Proses yang berorientasi pada
tujuan diarahkan untuk memastikan proses
organisasi tersedia untuk memaksimalkan
produktivitas karyawan, tim, dan pada
akhirnya, organisasi
• Performance appraisal (Penilaian kinerja) -
Sistem formal peninjauan dan evaluasi
kinerja tugas individu atau tim

18. Compensation
Compensation - All rewards
that individuals receive as a
result of their employment
1
Hum
an
Resource
Developm
ent
Human
Resource
Managem
ent
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health

19. Compensation …
• Direct Financial Compensation - Pay that
person receives in form of wages, salaries,
bonuses, and commissions.
• Indirect Financial Compensation (Benefits) - All
financial rewards not included in direct
compensation such as paid vacations, sick
leave, holidays, and medical insurance.
• Nonfinancial Compensation - Satisfaction that
person receives from job itself or from
psychological and/or physical environment in
which person works.
• Direct Financial Compensation - Bayaran yang
diterima karyawan dalam bentuk upah, gaji,
bonus, dan komisi.
• Indirect Financial Compensation (Manfaat) -
Semua imbalan finansial tidak termasuk dalam
kompensasi langsung seperti liburan berbayar,
cuti sakit, liburan, dan asuransi kesehatan.
• Nonfinancial Compensation - Kepuasan yang
diterima seseorang karyawan dari
pekerjaannya atau dari lingkungan psikologis
dan / atau fisik di mana orang itu bekerja.

20. Safety and Health
Employees who work
in safe environment
and enjoy good health
are more likely to be
productive and yield
long-term benefits to
organization.
1
Hum
an
Resource
Developm
ent
Human
Resource
Managem
ent
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health
Perlindungan dan jaminan
karyawan yang bekerja di
lingkungan yang aman dan
menikmati kesehatan yang
baik lebih cenderung
produktif dan memberikan
manfaat jangka panjang
bagi organisasi.

21. Safety and Health …
• Safety - Involves protecting employees
from injuries caused by work-related
accidents
• Health - Refers to employees' freedom
from illness and their general physical and
mental well being
• Safety - Melibatkan melindungi karyawan
dari cedera yang disebabkan oleh
kecelakaan terkait pekerjaan
• Health - Mengacu pada kebebasan
karyawan dari penyakit dan kesejahteraan
fisik dan mental mereka secara umum

22. Employee and Labor Relations
• Private-sector union membership
has fallen from 39 percent in
1958 to 7.8 percent in 2005.
• Business is required by law to
recognize a union and bargain
with it in good faith if the firm’s
employees want the union to
represent them
• Human resource activity is often
referred to as industrial relations
• Most firms today would rather
have a union-free environment
1
Hum
an
Resource
Developm
ent
Human
Resource
Managem
ent
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health

23. Human Resource Research
• Human resource
research is not
separate function.
• It pervades all HR
functional areas.

24. Interrelationships of HRM
Functions
• All HRM functions are
interrelated
• Each function affects
other areas

25. Dynamic Human
Resource
Management
Environment

26. 10th Edition © 2008 by Prentice Hall 26
Environment of Human Resource Management
EXTERNAL ENVIRONMENT
INTERNAL ENVIRONMENT
1
Human
Resource
Management
Other
Functional
Areas
OperationsMarketing
Finance
LegalConsiderationsEconomy
Technology
Society
Shareholders
Unions
Customers Competition Labor Market
Hum
an
Resource
Developm
ent
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health
UnanticipatedEvents

27. Labor Market
• Potential employees
located within
geographic area
from which
employees are
recruited
• Always changing
• Karyawan potensial
yang berada dalam
area geografis
tempat karyawan
direkrut
• Selalu berubah

28. Legal Considerations
• Federal, state
and local
legislation
• Court decisions
• Presidential
executive orders

29. Society
• No longer content to accept, without
question, the actions of business
• Ethics - Discipline dealing with what is
good and bad, or right and wrong, or
with moral duty and obligation
• Social responsibility - Implied,
enforced or felt obligation of
managers to serve or protect
interests of groups other than
themselves
• Tidak lagi puas dan menerima begitu saja
tanpa pertanyaan, atas tindakan bisnis.
• Ethics (Etika) - Disiplin berurusan dengan
apa yang baik dan buruk, atau benar dan
salah, atau dengan tugas dan kewajiban
moral
• Social responsibility (Tanggung jawab
sosial) - Tersirat, ditegakkan atau dirasakan
kewajiban manajer untuk melayani atau
melindungi kepentingan kelompok selain diri
mereka sendiri

30. Unions
• Group of employees
who have joined
together for purpose of
dealing collectively with
their employer
• Become a third party
when dealing with the
company

31. Shareholders
• Owners of corporation
• Because they have invested money
in firm, they may at times challenge
programs considered by
management to be beneficial to
organization

32. Competition
• Firms may face
intense competition in
both their product or
service and labor
markets
• Must maintain a
supply of competent
employees
• Bidding war often
results
• Perusahaan menghadapi
persaingan yang ketat baik
dalam hal produk atau
layanan dan pasar tenaga
kerja
• Harus menjaga
ketersediaan karyawan
yang kompeten
• Perang penawaran sering
terjadi

33. Customers
• People who actually use firm’s
goods and services
• Management has task of
ensuring its employment
practices do not antagonize
members of market it serves
• Workforce should be capable of
providing top-quality goods and
services
• Orang yang
memanfatkan/konsumsi/
menggunakan produk dan
layanan perusahaan
• Manajemen memiliki tugas untuk
memastikan praktik
ketenagakerjaan tidak memusuhi
konsumen yang dilayaninya
• Tenaga kerja harus mampu
menyediakan produk dan layanan
berkualitas tinggi

34. Technology
• The world has never before seen
technological changes occur as
rapidly as they are today.
• Created new roles for HR
professionals
• Additional pressures on them to
keep abreast of technology
• Saat ini, perubahan teknologi
terjadi begitu cepat.
• Menciptakan peran baru untuk
profesional SDM
• Tekanan tambahan bagi SDM
untuk mengikuti perkembangan
teknologi

35. Economy
• In general, when
economy is booming, it is
often more difficult to
recruit qualified workers.
• When a downturn is
experienced, more
applicants are typically
available.
• Secara umum, ketika
ekonomi sedang
booming, seringkali lebih
sulit untuk merekrut
pekerja yang berkualitas.
• Ketika penurunan terjadi,
biasanya lebih banyak
pelamar tersedia.

36. Unanticipated Events
• Occurrences in the external
environment that could not be
foreseen
• Every disaster, whether manmade or
by nature, requires a tremendous
amount of adjustment with regard to
human resource management
• Kejadian di lingkungan eksternal yang
tidak bisa diramalkan
• Setiap bencana, baik buatan manusia
atau alam, membutuhkan sejumlah
besar penyesuaian terkait dengan
MSDM

37. Cyberwork
• Possibility of never-ending
workday
• BlackBerrys, cell phones, text
messaging, and e-mail create
endless possibilities for
communication
• Some workers believe their
employer wants them available
24/7
• Memungkinkan hari kerja yang
tidak pernah berakhir
• Wa, BlackBerry, ponsel, pesan
teks, dan email menciptakan
kemungkinan komunikasi tanpa
akhir
• Beberapa pekerja percaya
bahwa majikan mereka
menginginkan mereka tersedia
24/7

38. HR’s Changing Role: Questions
That Are Being Asked
• Can some HR tasks be performed more
efficiently by line managers or outside
vendors?
• Can some HR tasks be centralized or
eliminated altogether?
• Can technology perform tasks that were
previously done by HR personnel?
• Many HR departments continue to get
smaller
• Bisakah beberapa tugas SDM dilakukan
lebih efisien oleh manajer lini atau vendor
luar?
• Bisakah beberapa tugas SDM dipusatkan
atau dihilangkan sama sekali?
• Bisakah teknologi melakukan tugas2
yang sebelumnya dilakukan oleh
personel SDM?
• Banyak departemen SDM yang terus
mengecil

39. HR’s Changing Role:
Who Performs Human
Resource Management Tasks?
• Human Resource Managers
• HR Outsourcing
• HR Shared Service Centers
• Professional Employer Organization
(Employee Leasing)
• Line Managers

40. Human Resource Manager
• Acts in advisory or staff capacity
• Works with other managers to
help them deal with human
resource matters
• Today HR departments continue
to get smaller because others are
accomplishing certain functions
• Bertindak dalam kapasitas penasihat
atau staf
• Bekerja dengan manajer lain untuk
membantu mereka menangani
masalah SDM
• Saat ini departemen SDM terus
menjadi lebih kecil karena yang lain
juga melakukan fungsi-fungsi
tertentu

41. HR Outsourcing
• Transfers
responsibility to an
external provider
• Market for HR
outsourcing is
growing dramatically

42. Ways HR Outsourcing is Done
• Discrete services
• Multi-process
services
• Total HR outsourcing

43. Discrete Services
• One element of business process or
single set of high-volume repetitive
functions is outsourced to a third-
party
• Large majority of companies
outsource transactional HR activities,
such as 401(k) administration
• Satu elemen dari proses bisnis atau
satu set fungsi berulang volume
tinggi di-outsourcing-kan kepada
pihak ketiga
• Sebagian besar perusahaan
melakukan outsourcing bagi aktivitas
SDM transaksional.

44. Multi-process Services
• Complete outsourcing of
one or more human
resource processes
• Example: Procter &
Gamble outsourced
entire training
operations

45. Total HR Outsourcing
• Transfer majority of HR services to
third party
• Example: Whirlpool Corporation
signed 10-year deal to outsource HR
business processes for 68,000
employees to Convergys Corporation

46. HR Shared Service Centers
(SSCS)
Takes routine,
transaction-based
activities that are
dispersed and
consolidates them in
one location
Terhadap aktivitas
rutin, berbasis
transaksi yang
tersebar dan
mengkonsolidasikann
ya dalam satu lokasi

47. Professional Employer
Organization (Employee Leasing)
Company that
leases employees
to other
businesses.

48. Professional Employer
Organization (Cont.)
• Company releases its employees who are
then hired by PEO
• PEO pays the employees
• PEO is the employees’ legal employer and
has the rights to hire, fire, discipline, and
reassign an employee
• Charges a fee of from 1 to 4 percent of the
customer’s gross wages
• Perusahaan melepaskan karyawannya
yang kemudian dipekerjakan oleh PEO
• PEO membayar karyawan
• PEO adalah pemberi kerja resmi karyawan
dan memiliki hak untuk merekrut,
memecat, mendisiplinkan, dan
menugaskan kembali seorang karyawan
• Mengenakan biaya mulai dari 1 hingga 4%
dari upah kotor pelanggan

49. Line Managers Performing
HR Tasks
• Involved with human resources
by nature of their jobs
• Line managers are now
performing some duties typically
done by HR

50. HR as a Strategic Partner
• HR executives must
understand complex
organizational design
• Sharp deviation from
what has traditionally
been an administrative
type role for HR

51. Strategic Activities CEOs Want
from HR
• Make workforce strategies integral to
company strategies and goals
• Leverage HR’s role in major change
initiatives
• Earn the right to a seat at the corporate
table
• Understand finance and profits
• Help line managers achieve their goals
• Jadikan strategi tenaga kerja sebagai
bagian integral dari strategi dan tujuan
perusahaan
• Manfaatkan peran SDM dalam inisiatif
perubahan besar
• Memahami keuangan dan keuntungan
• Bantu manajer lini mencapai tujuan
mereka

52. Contact Us :
Ω Problem Statement Ω Strategic Direction
Ω Mapping ►►► Conclusion