Chapter 1

Manajemen Human Resource

SDM II Management in
Organizations
Managing people in changing organizations is
part of what is currently being done by
supervisors, managers, and executives.
People as human assets are the “glue” that
holds all the other assets, such as financial
and physical ones, together and guides their
use to better achieve results.
Human Resource Management
Designing management systems to ensure that human
talent is used effectively and efficiently to accomplish
organizational goals.

‘A strategic and coherent approach to the management

of an organization’s most valued assets – the people
working there who individually and collectively
contribute to the achievement of its objectives.’

People in organizations can be a core competency

Core Competency
A unique capability that creates high value and
differentiates an organization from its
competition.
Employee Engagement
The extent to which individuals feel linked to
organizational success and how the organization
performs positively.
Current and Future HR Management Challenges

Organizational Cost
Economics and Job
Pressures and
Changes
Restructuring

Workforce
Globalization of
Demographics and
Organizations and HR
Diversity

HR Technology
CONCLUSION: Goals of HRM
1. Managing people as assets that are fundamental to the competitive
advantage of the organization.
2. Aligning HRM policies with business policies and corporate
strategy.
3. Developing a close fit of HR policies, procedures and systems with
one another.
4. Creating a flatter and more flexible organization capable of
responding more quickly to change.
5. Encouraging teamwork and co-operation across internal
organizational boundaries.
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6. Creating a strong customer-first philosophy throughout the
organization.
7. Empowering employees to manage their own self-development
and learning.
8. Developing reward strategies designed to support a performance-
driven culture.
9. Improving employee involvement through better internal
communication.
10. Building greater employee commitment to the organization.
11. Increasing line management responsibility for HR policies.
12. Developing the facilitating role of managers as enablers.
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