HRM - 01 - Introduction To HRM

Human Resources
Management
Dr.oec. HSG. Syarifa Hanoum, S.T., M.T., CSEP

Department of Business Management
Institut Teknologi Sepuluh Nopember (ITS)
2022
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Brief Background
Dr. oec. HSG Syarifa Hanoum
2018 PhD in Management
Specialization in Accounting & Controlling/Performance
Management)
Universität St. Gallen (HSG) Switzerland
2009 – Professional Certification Certified Strategic Execution

Professional (CSEP)
2005 – Master of Engineering

Master Program in Industrial Engineering and Management
Institut Teknologi Sepuluh Nopember (ITS) Indonesia
2001 – Bachelor of Engineering

Undergraduate Program in Industrial Engineering Institut
Career History
2019 – Now Victoria University, Melbourne
Associate at Decision Sciences and Modelling
Program, & Law and Economics program
2020 – 2024 ITS

Head of Department
2011 – Now ITS

Lecturer
2005 – 2011 ITS

Lecturer in Department of Industrial Engineering
2003 – 2004 TRANE Indonesia

Engineer assistant
2001 – 2002 Toyota Indonesia

Human
Copyright © 2017, 2015, 2013 Pearson Education, Inc. resources
All Rights Reserveddevelopment staff
Teaching & Research
Strategic & Performance Management

• Balanced Scorecard
• Data Envelopment Analysis
• Performance management for manufacturing
• Performance management in Project
Organization
• Enterprise Risk Management
Human Resource Management

• Strategic HRM
• Training & Development
• Performance Appraisal & Compensation
• HRM Seminar
Human Resource Management
Introduction to
Human Resource
Management
I
Where does human resource
management lay on the
company’s process
CIMOSA BUSINESS PROCESS MAPPING
Manage Process
Set Set Direct

Direction Strategy Business
HR IT Develop Get
Process Process Product Order
Fin/Accoun. Maintenance Fulfill Support

Process Process Order Product
Support Process Core Process

VALUE CHAIN
HUMAN RESOURCE VALUE CHAIN
II
What is human resource
management and how it relates
to the management process?
What Is Human Resource
Management? (1 of 2)
• The Management Process
– Planning
– Organizing
– Staffing
– Leading
What Is Human Resource
Management? (2 of 2)
The topics we’ll discuss should therefore provide
you with the concepts and techniques every
manager needs to perform the “people” or
personnel aspects of management.
What Is Human Resource Scopes in
Management
Management? cycle
“Planning, Organizing, Directing, Controlling of Procurement,

Development, Compensation, Integration , and Maintenance of
human resources to the end, that individual and

organizational objectives & social objectives are
achieved.“
The topics we’ll discuss

Objectives
should therefore provide you
with the concepts and
techniques every manager
needs to perform the
“people” or personnel
aspects of management.
HRM FUNCTIONS
Maitreyee
Organization of Human Resources
Department (An Example)
Human Resources Manager
Human
Employment Employee Compensation Labor
Development Relations Resources
Division Division
Division Division Planning
Recruitment Job Analysis Division
Interviewing Training Program Collective Forecasting
Operators Job Evaluation
Testing Supervisors Work Standards Bargaining Personnel
Placement Apprentices Wage Surveys Legal Inventories
Orientation Employee Grievance Planning
Reassignments Training Classification Suggestion Models
Terminations Instructors Plans
Records Bargaining Resource
Facilities
Materials Associations Information
Career Paths
Employee
Safety Medical Personnel Research Benefits
Division Equal
Division Division Division Opportunity
Safety Records and Reports Employer
Examinations Statistical Analysis Pensions
Campaigns First Aid Profit
Engineering Manuals
Medical Systems and Procedures Sharing Affirmative
Inspections Facilities Savings Action Planning
Education Policies
Health Program Personnel Audits Insurance Records
Treatment and Opinion surveys Cafeteria Discrimination
Accident Services Publications Complaints
Investigation Recreation Counseling and
Records Counseling Liaison
Awards
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights ReservedParking
Miscellaneous
Organization Chart for HR Department
(Another Example)
Composition of HR Department
Maitreyee
16
HR....is not just a responsibility of HR People....
but also all managers
© 2002 Southwestern College Publishing. All rights reserved.
2–17
Multiple Roles for HR (Ulrich, 1997)
Future/Strategic Focus
Mgmt of SHR Mgmt of Trans-

Formation/Change
Processes People
Mgmt of Firm Mgmt of Employee
Infrastructure Contributions
Day-to-day/Operational Focus
Definition of HR Roles
Role/Cell Deliverable/ Metaphor Core Activity

Outcome
Mgmt of SHR Executing corp. Strategic Partner Aligning HR and
strategy bus. Strategy
Mgmt of Firm Building an Administrative Reengineering org.
Infrastructure efficient Expert Processes
infrastructure
Mgmt of Increasing Employee Providing
Employee employee Champion resources to
Contributions commitment and employees
capability
Mgmt of Organizational Change Agent Managing
Transformation/Ch renewal transformation and
ange change,
Johnson Diversey Case
Current vs. Future State of HR
Strategic Partner Change Agent
35
20
25
40
Administrative Expert Employee Advocate

Johnson Diversey Case
Current vs. Future State of HR
Strategic Partner Change Agent

Future
state
HR
35
20
25
40
Administrative Expert Employee Advocate

III
Trends Shaping Human
Resource Management
Trends in Human Resource
Management
• Workforce Demographics and Diversity Trends
• Trends in How People Work
• Improving Performance at Work: HR as a Profit
Center
• Globalization Trends
• Economic Trends
• Technology Trends
More on HR Technology Trends
• There are 5 main types of digital technologies
driving HR professionals to automation:
– Social Media
– Mobile Applications
– Gaming
– Cloud Computing
– Data Analytics (as known as Talent Analytics)
IV.
Today’s New Human Resource
Management
Today’s New Human Resource
Management
• A Brief History of Personnel/Human Resource
Management
• Distributed HR and the New Human Resource
Management
• Trends Shaping HR: Digital and Social Media
A Quick Summary
FIGURE 1-4
What Trends Mean
for Human Resource
Management
HR and Strategy
Strategic Human Resource Management
• Strategic human resource management –
means formulating and executing human resource
policies and practices that produce the employee
competencies and behaviors that the company
needs to achieve its strategic aims.
Improving Performance: The Strategic
Context
Building L.L. Bean
Let’s take a look at the heart of their strategy.
HR and Performance
The Human Resource Manager is expected to
spearhead employee performance.
Three Levers can be applied to do so:
1. Department Lever
2. Employee Cost Lever
3. Strategic Results Lever
HR and Evidence Based Management
• Evidence-based human resource
management – is the use of data, facts,
analytics, scientific rigor, critical evaluation, and
critically evaluated research/case studies to
support human resource management proposals,
decisions, practices, and conclusions.
HR and Adding Value
• Adding value – means helping the firm and its
employees improve in a measurable way as a
result of the human resources manager’s actions.
HR and Performance and
Sustainability
• It is about measuring companies in terms of
maximizing profits but also on their environmental
and social performance as well.
HR and Employee Engagement
• Employee engagement – refers to being
psychologically involved in, connected to, and
committed to getting one’s job done.
V.
The New Human Resource
Manager
The New Human Resource Manager
The Society of Human Resource Management
(SHRM) has a new “competency model” called the
SHRM Body of Competency and Knowledge that
itemizes what a New HR Manager needs
• What should they be able to exhibit?
• What basic functional areas of HR should they
have command?
The Skills of the New HR Manager
HR managers can't
just be good at
traditional personnel
tasks like hiring and
training, but must
"speak the CFO's
language" by
defending human
resource plans in
measurable terms.
Human Resource Manager
Certification
• HRCI Certifications
– PHR – Professional in Human Resources
– SPHR – Senior Professional in Human Resources
• SHRM now has its own competency and
knowledge based testing
VI
The Plan of this Course
The Basic Themes and Features
Themes and features are used to highlight
particularly important issues and provide continuity
from chapter to chapter.
Practical Tools for Every Manager
• Human resource management is the responsibility
of every manager—not just those in human
resources.
• Managers use HR techniques to improve
performance, productivity, and profitability
Outline of the course
• Chapter 1 – Introduction to Human Resource Management
• Chapter 2 – Strategic Human Resource Management
• Chapter 3 – Job Analysis and the Talent Management
Process
• Chapter 4 – Human Resource Personnel Planning
• Chapter 5 – Recruitment and Selection
• Chapter 6 – Training and Development
• Chapter 7 – Performance Management and Appraisal
Outline of the course
• Chapter 8 – Pay for Performance and Financial Incentives
• Chapter 9 – Benefits and Services
• Chapter 10 – Performance Management and Appraisal
• Chapter 11 – Industrial Relations
• Chapter 12 – Occupational Health and Safety, Risk
Management
• Chapter 13 – Managing Global Human Resources
• Chapter 14 – Managing Human Resources in Small and
Entrepreneurial Firms
MSDM - E
• Mohon ditentukan coordinator kelas
• Form 6 groups consist of 3 people each.
• Chapter Assignments:

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Human Resources

Dr.oec. HSG. Syarifa Hanoum, S.T., M.T., CSEP

2009 – Professional Certification Certified Strategic Execution

2005 – Master of Engineering

2001 – Bachelor of Engineering

2020 – 2024 ITS

2011 – Now ITS

2005 – 2011 ITS

2003 – 2004 TRANE Indonesia

2001 – 2002 Toyota Indonesia

Strategic & Performance Management

Human Resource Management

Set Set Direct

Fin/Accoun. Maintenance Fulfill Support

Support Process Core Process

“Planning, Organizing, Directing, Controlling of Procurement,

human resources to the end, that individual and

The topics we’ll discuss

© 2002 Southwestern College Publishing. All rights reserved.

Mgmt of SHR Mgmt of Trans-

Role/Cell Deliverable/ Metaphor Core Activity

Strategic Partner Change Agent

Administrative Expert Employee Advocate

Strategic Partner Change Agent

Administrative Expert Employee Advocate

Building L.L. Bean

Let’s take a look at the heart of their strategy.

• Form 6 groups consist of 3 people each.

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