4.

PERENCANAAN SDM DAN

PENARIKAN

Fakultas Ekonomi
Universitas Padjadjaran
Bandung 2004
 Hubungan antara analisis jabatan
dan Perencanaan
 Having identified the behavioral requirements
of jobs, the organization is in a position to
identify the numbers of employees and skills
required to do those jobs, at least in the short
term.
 Further, an understanding of available
competencies is necessary to allow the
organization to plan for the changes to new
jobs required by corporate goals.

Source : Cascio
 Hubungan antara perencanaan SDM
dengan perencanaan stratejik
 Workforce planning itself can be strategic (long-term
and general) or tactical (short-term and specific)
 It may be done organization wide or it may be
restricted to divisions, departments, or any common
employee groups.
 If Workforce planning is to be genuinely effective, it
must be linked with the different levels of general
business planning. Not as end or goal in and of itself,
but rather as a means to the end of building more
competitive organizations.

Source : Cascio
 Impact of three levels of business
planning on workforce planning
Strategic Planning: Operational Planning: Budgeting: Annual
Long-Range Middle-Range Perspective
Business Perspective
Perspective
Planning Budgets Unit, individual
Corporate philosophy,
Process Environmental scan Planned programs, performance goals,
Strengths and Resources equired, Program scheduling and
constraints, Objecyives Organizational strategies, assignment, Monitoring
and goals strategies Plans for entry into new and control of result
businesses acquisitions,
divestitures

Issues Analysis Forecasting Actions Plans

requirements
Business needs, External Staffing authorizations,
Workforce
factors, Internal supply Staffing levels, staffing Recruitment, Promotions
Planning analysis, management mix (qualitative), and transfes,
Process implications Organization and job Organizational changes,
design, Training and
Available/projected Development,
resources, Net Compensation and
Source : Cascio
requirements benefit, Labor relations
 Permintaan (demand) SDM :
Cause of Demand
External Organizational Workforce
Challenges Decision Factors
 Economics  Strategic Plans  Retirement
 Social-Political-  Budgets  Resignations
legal  Sales and  Terminations
 Technology production  Deaths
 Competitors forecasts  Leave of absence
 New ventures

 Organization and

job design
Source : Wherther & Davis
 Permintaan (demand) SDM :
Forecasting Techniques

Expert forecast Trend projection Other forecast

forecast methods
 Informal and  Extrapolation  Budget and
instant decision  Indexation planning analysis
 Formal expert  Statistical  New-venture

survey analysis analysis

 Nominal group  Computers

technique models
 Delphi technique

Source : Wherther & Davis

 Penawaran (supply) SDM :
Factors that determine the future
supply of Human Resource

Audit of Internal
Succession Replacement
human
planning charts Supply of
resources
External Labor Human
needs market Resource
analysis External

Source : Wherther & Davis

 Penawaran (supply) SDM :
Estimates of External Supply
 External needs
 Labor market analysis
 Community attitudes
 Demographics

Source : Wherther & Davis

 Penarikan sebagai tindakan
stratejik
 Recruitment is a form of business
competition, and it is fiercely
competitive. Just as corporations
compete to develop, manufacture and
market the best product or service, so
they must also compete to identify,
attract, and hire the most qualified
people.
Source : Cascio
 Penarikan dari sumber internal
 Job-Posting Programs
Job posting programs inform employees about
openings and required qualifications and invite
qualified employees to apply.
The purpose of job posting is to encourage
employees to seek promotions and transfers
that help the HR department fill internal
openings and meet employees’ personal
objective.
 Departing employees
Source : Wherther & Davis
 Penarikan dari sumber
eksternal
 Walk-ins and Write-ins
 Employee Referrals
 Advertising
 State employment security agencies
 Private placement agencies
 Professional search firms
 Educational institutions
 Professional Associations
 Labor organizations
 Military operations
 Government-funded and Community training programs
 Temporary help agencies
 Leased employees
 Open house
 International recruiting

Source : Wherther & Davis

 Mengelola operasional
penarikan
 Reengineered Recruitment in the Information Age
- Use Optical character recognition (OCR)
- Use Knowledgebase software that contains 25,000 skills
- Provides instant on-line access to resume and skill information in
the database
 Evaluation and control of Recruitment Operations
- Cost of operations
- Cost per hire
- Number and quality of resumes by sources
- Acceptance/offer ratio
- Analysis of post-visit and rejection questionnaires
- Salary offered-acceptance versus rejections
 Realistic Job Preview

Source : Cascio