human resource management paper

HR strategy and design

LUCTURER: DJAKA ADIWINATA, SE., MM.

Arranged by:

Benny hardiyansyah

MANAGEMENT STUDY PROGRAM

FACULTY OF ECONOMIC AND BUSINESS

FALATEHAN UNIVERSITY
 PREFACE

First of all, thanks to allah SWT because of the help of allah,writer finished writing the
paper entitled “HR strategy and design” right in the calculated time.

The purpose in writing this paper is to fulfill the assignment that given by mr djaka
adiwinata as lecturer of macro economics

In arranging this paper, the writer trully get lots challenges and obstructions but with help
of many indiviuals, those obstructions could passed. writer also realized there are still many
mistakes in process of writing this paper.

because of that, the writer says thank you to all individuals who helps in the process of
writing this paper. hopefully allah replies all helps and bless you all.the writer realized tha this
paper still imperfect in arrangment and the content.  then the writer hope the criticism from the
readers can help the writer in perfecting the next paper.last but not the least Hopefully, this paper
can helps the readers to gain more knowledge about international trading.

Serang 19 12 2022

writer.

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 TABLE OF CONTENT

PREFACE..................................................................................................................................................2
CHAPTER 1...................................................................................................................................................4
PRELIMINARY...............................................................................................................................................4
1.1. BACKGROUND..................................................................................................................................4
1.2 PROBLEM FORMULATION..................................................................................................................4
1.3 DESTINATION.....................................................................................................................................4
CHAPTER 2...................................................................................................................................................5
DISCUSSION.................................................................................................................................................5
2.2 Process in human resource planning..................................................................................................5
2.3. Benefits of human resource planning................................................................................................6
2.4 Determine human resource requirements...........................................................................................7
CHAPTER 3...................................................................................................................................................8
CLOSING......................................................................................................................................................8
3.1 CONCLUSION.....................................................................................................................................8
3.2 suggestion..........................................................................................................................................8
BIBLIOGRAPY...............................................................................................................................................9

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 CHAPTER 1

PRELIMINARY

1.1. BACKGROUND

In management, planning is the process of defining organizational goals, creating

strategies to achieve those goals, and developing plans for organizational work activities.
Planning is the most important process of all management functions because without planning
other functions organizing, directing and controlling will not work. A good organization is a
business and non-business are inseparable from the role of workers. In order to empower
workers effectively, a human resource plan is needed. An organization according to Riva'i
(2004:35) "without the support of employees/employees who are appropriate both in terms of
quantitative, qualitative, strategic and operational terms, the organization/company will not be
able to maintain its existence, develop and advance in the future" Human resource planning
(human resource planning) is a management process in determining the movement of the
organization's human resources from the desired position in the future, while human resources is
a set of processes and activities carried out jointly by the human resource manager and this
manager to solve organizational problems related to humans The role of human resources in
organizations has actually existed since the introduction of the organization as a forum for joint
efforts in achieving a goal. With various kinds of individuals in a company organization. Where
there are differences in a person's background such as education, experience, economy, status,
needs, expectations and so on, it requires company leaders to be able to manage and utilize it in
such a way that it does not hinder the goals the organization wants to achieve.

1.2 PROBLEM FORMULATION

1. What is the meaning of HR planning?

2. What is the process in HR planning?
3. What are the benefits of HR planning?.
4. How to determine HR needs?

1.3 DESTINATION

1. To know the definition of HR planning

2. To know the process in HR planning
3. To know the benefits of HR planning
4. To find out the needs of human resources

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 CHAPTER 2

DISCUSSION

2.1. Definition of human resource planning

Planning is an activity or process that is very important in various activities within an

organization, including in human resource management, because planning is a prerequisite for
the implementation of activities to be carried out. This is understandable because in general
planning is the process of setting goals, evaluating various alternatives for achieving them. , and
determining the actions to be taken. Human resource planning is a systematic process used to
predict the demand for and supply of human resources in the future. Through a systematic HR
planning program, it is possible to estimate the number and type of workforce needed in each
specific period so that it can assist the HR department in planning recruitment, selection, as well
as education and training. The importance of human resource planning

1. Individual level Human

resource planning is very important for the interests of individual because planning can
help improve skills. Individual satisfaction can be more easily achieved through directed
career planning.
2. Company level
Organizations or institutions use human resource planning to increase their efficiency
and productivity in the long term. Organizations must recruit a high quality workforce to
be employed so that they can work productively.
3. National level
Human resource issues at the national level are related to the number, composition,
diversity and workforce that exists in a country. Technology, which plays a very
important role in the industry these days, really needs human resources who are more
skilled in science and technology, managerial and innovative to the changes that are
taking place. It is very necessary to prepare quality and superior resources to meet the
increasing need for better productivity and high social responsibility

2.2 Process in human resource planning

HR strategy is a tool used to help organizations anticipate and manage HR supply and
demand. This HR strategy provides overall direction for how HR activities will be developed and
managed. The development of the HR plan is a long-term plan. For example, in HR planning an
organization must consider the allocation of people to their duties for the long term, not just the
next six months or only for the next year. This allocation requires knowledge to be able to
predict the possibility of what will happen in the future such as expansion, reduction, operation,
and technological changes that can affect the organization. The planning process is

a) HR planning procedures

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 b) Define clearly the quality and quantity of human resources needed
c) Collect data and information about SDM
d) Classifying data and information and analyzing it
e) Establishing several alternatives
f) Choosing the best of the existing alternatives to become a plan.
g) Informing plans to employees to be realized. HR planning must start from
effective and efficient utilization (optimum ) HR that is already owned, and will
only add to or carry out the main tasks of the company

2.3. Benefits of human resource planning

With manpower planning it is hoped that it can provide several benefits for both the
company and for employees. These benefits include:

1. Companies can make better use of existing human resources within the company. Human
resource planning also needs to start with an inventory of existing human resources in the
company. The inventory includes:
a) Number of civilized employees
b)Various qualifications
c) Working period of each employee
d) Knowledge and skills possessed, both formal education and job training programs that
have been attended
e) Talents that still need to be developed
f) Interests of employees, especially those related to activities outside of worker duties.
2. Through careful human resource planning, work effectiveness can also be further
increased if the existing human resources are in accordance with the needs of the
company. Standard operating procedures (SOP) as work guidelines that are already
owned include: a conducive working atmosphere, work tools according to the tasks of
each human resource are available, there is occupational health insurance, all systems are
running well, organizational functions can be implemented properly and placement of
human resources has been calculated based on needs and workload..
3. One aspect of human resource management that is becoming increasingly important
today is the handling of employment information. The availability of fast and accurate
information is increasingly important for companies, and this will make it easier for
management to carry out human resource planning (human resources information) based
on sophisticated technology which is an unavoidable necessity in an era of fast-paced
change.

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2.4 Determine human resource requirements

1. .External environment
Environmental changes are difficult to predict in the short term and sometimes
impossible to predict in the long term
2. Organizational Decisions,
Various key organizational decisions affect the demand for human resources
3. Employee Supply Factors.
The demand for human resources is modified by employee activities; retirement, leave
requests, terminations, and deaths all raise personnel requirements. Past data on these
factors and their development trends can serve as an accurate planning guide
4. 2. Melalui perencanaan sumber daya manusia yang matang, efektifitas kerja juga dapat
5. lebih di tingkatkan apabila sumber daya manusia yang ada telah sesuai
dengan
6. kebutuhan perusahaan. Standart operation procedure (SOP) sebagai pedoman kerja yang
7. telah di miliki meliputi: suasana kerja kondusif, perangkat kerja sesuai dengan tugas
8. masing-masing sumber daya manusia telah tersedia, adanya jaminan kesehatan kerja,
9. semua sistem telah berjalan dengan baik, dapat di terapkan secara baik fungsi organisasi
10. serta penempatan sumber daya manusia telah di hitung berdarkan kebutuhan dan beban
11. kerja.
12. 3. Produktivitas dapat lebih ditingkatkan apabila memiliki data tentang
pengetahuan,
13. pekerjaan, pelatihan yang telah diikuti oleh sumber daya manusia. Dengan
14. mengikutsertakan karyawan dalam berbagai pendidikan dan pelatihan, akan mendorong
15. karyawan untuk emningkatkan produktivitas kerjanya. Melalui pendidikan dan pelatihan
16. dapat meningkatkan kemampuan dan ketrampilan sumber daya manusia yang diikuti
17. dengan peningkatan disiplin kerja yang akan menghasilkan sesuatu secara
lebih
18. professional dalam menangani pekerjaan yang berkaitan langsung dengan kepentingan
19. perusahaan.
20. 4. Perencanaan sumber daya manusia berkaitan dengan penentuan kebutuhan tenaga
kerja
21. di masa depan, baik dalam arti jumlah dan kualifikasinya untuk mengisi berbagai jabatan
22. dan menyelenggara berbagai aktivitas baru kelak.
23. 5. Salah satu segi manajemen sumber daya manusia yang dewasa ini di rasakan semakin
24. penting ialah penanganan informasi ketenagakerjaan. Dengan tersedianya
informasi
25. yang cepat dan akurat semakin penting bagi perusahaan, dan ini akan
memudahka
26. manajemen melakkan perencanaan sumber daya manusia (human recources
27. information) yang berbasis pada teknologi canggih merupakan suatu kebutuhan yang
28. tidak dapat di hindari di era perubahan yang serba cepat.

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 CHAPTER 3

CLOSING

3.1 CONCLUSION

Human resource planning is a systematic process that is used to predict the demand for
and supply of human resources in the future. Through a systematic HR planning program, it is
possible to estimate the number and type of workforce needed in each specific period so that it
can assist the HR department in planning recruitment, selection, as well as education and
training. In implementing this, human resources must be adapted to a certain strategy. This is
intended to minimize gaps so that objectives are realistic and at the same time facilitating
organizational effectiveness can be achieved. Human resource planning must be integrated with
the short-term and long-term planning objectives of the organization

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3.2 suggestion

HR planning is directly related to the goals that the company wants to achieve, because
basically the company's goal is to achieve the goals that have been set. Companies that do not
make HR plans often find that they cannot meet HR needs in accordance with the goals of an
efficient and effective company. The productivity of a company will increase if the human
resources in the company are people who have been planned and adjusted to the needs of the
company.

BIBLIOGRAPY

Mangkunegara Anwar Prabu. 2008, manajemen sumber daya perusahaan.

Bandung:PT.Remaja RosdakaryaYustika

Ahmad Erani, 2007, Perekonomian Indonesia, FE UNIBRAW, malang.

Nursanti,T, Desy, 2002, Strategi terintegrasi dalam perencanaan SDM, dalam

Usmara,A(ed), paradigm baru manajemen sumber daya manusia, Yogyakarta, Amara Books.

https://hendrytha.blogspot.com/2012/10/makalah-perencanaan-sumber-daya-manusia.html

http://nurullmardiah.blogspot.com/2013/01/makalahperencanaan-sumber-daya-manusia.html

https://maetchsyaroni.blogspot.co.id/

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Mangkunegara Anwar Prabu.
2008, manajemen sumber
daya perusahaan. Bandung:PT
Remaja Rosdakarya
Yustika Ahmad Erani, 2007,
Perekonomian Indonesia, FE
UNIBRAW, malang.
Nursanti,T, Desy, 2002,
Strategi terintegrasi dalam
perencanaan SDM, dalam
Usmara,
A(ed), paradigm baru
manajemen sumber daya
manusia, Yogyakarta, Amara
Books
10
Mangkunegara Anwar Prabu.
2008, manajemen sumber
daya perusahaan. Bandung:PT
Remaja Rosdakarya
Yustika Ahmad Erani, 2007,
Perekonomian Indonesia, FE
UNIBRAW, malang.
Nursanti,T, Desy, 2002,
Strategi terintegrasi dalam
perencanaan SDM, dalam
Usmara,
A(ed), paradigm baru
manajemen sumber daya
manusia, Yogyakarta, Amara
Books.
11
https://
hendrytha.blogspot.com/
2012/10/makalah-perencanaan-
sumber-daya-manusia.html
http://
nurullmardiah.blogspot.com/
2013/01/makalahperencanaan-
sumber-daya-manusia.html
https://
maetchsyaroni.blogspot.co.id/

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