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Ratna Dwi Wulandari
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Prepared By:

Depart. Health Policy & Administration


School of Public Health University of Airlangga

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)

Staffing Process
Human
Resources
Planning

Recruitment

Selection

Training
and
development

Orientation
and
Placement

Performance
appraisal

Transfer

Termination
(Stoner, 1986)

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

Human Resources Planning (Contd)


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?

Job Analysis
important to determine skill and
competence needs by
organization

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)

Benefit of Job Analysis


Human Resources Planning
Recruitment
Task/Duties

Responsibilities

Activities
Selection

Job
Analysis

Human Resources Development

Job
Description

Performance Appraisal
Compensation & Benefits

Job
Specification

Safety & Health


Employee & Labor Relations

Knowledge

Skills

Abilities

Human Resources Research


Equal Employment
Organizational Structure

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

Job Analysis Process


Job analysis planning:
a. Identify the job
c. Decide the data and information
e. Decide the source of information
g. Decide who is responsible

b. Choose the job will analysis


d. Decide the method
f. Decide enumerator

Collect the information

Data analysis

Job description

Job specification

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

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)

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

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)

External Method

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

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

Selection (contd)
Work skills and motivation

Applicant work experience


Verbal skills
Math skills

SelectIon

Reading and material skills

Placement
Fitting a person to the right
job matching process

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

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

Human Resources Development


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

Training
Activities that serve to improve an individuals 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

Compensation

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)