Course 1

The ROLE, STRATEGY AND FUNCTION OF HUMAN

RESOURCES MANAGEMENT

KOORDINATOR : DR. IR. ANGGRAINI SUKMAWATI, MM

TEAM TEACHING :
DRA. SITI RAHMAWATI, M.PD
LINDAWATI KARTIKA SE M.SI
DR. FURQON SYARIEF HIDAYATULLOH, S.AG, M.PD.I
DR. INDRA REPIFAL SEMBIRING, S.E., M.SI

Divisi Sumber Daya Manusia dan Organisasi

Departemen Manajemen FEM
2023
OVERVIEW
Human resource management (HRM) is the use of individuals to achieve
organizational objectives. Basically, all managers get things done through
the efforts of others. Consequently, managers at every level must concern
themselves with HRM. Individuals dealing with human resource matters
face a multitude of challenges, ranging from a constantly changing
workforce to ever-present government regulations, a technological
revolution, and the economy of the United States and the world.
Furthermore, global competition has forced both large and small
organizations to be more conscious of costs and productivity. Because of
the critical nature of human resource issues, these matters must receive
major attention from upper management.

Six functional areas are associated with effective HRM:

staffing, human resource development, performance management,
compensation, safety and health, and employee and labor relations
Staffing : Process Through Which An
Organization Ensures That It
Always Has The Proper Number
Of Employees With The Appropriate
Skills In The Right Jobs, At The Right
Time, To Achieve Organizational
Objectives
• Direct Financial Compensation (Core
Compensation): Pay that a person
receives in the
form of wages, salaries, commissions, and
bonuses.
• indirect Financial Compensation
Human resource development (employee benefits): All financial
(HRD)
Major HRM functions consisting
rewards that are not
not only of training and included in direct compensation, such as
development but also of individual paid vacations, sick leave, holidays, and
career planning and development medical
activities, organization insurance.
development, and performance
management and appraisal.
• Nonfinancial Compensation:
Satisfaction that a person receives from
the job itself or
from the psychological or physical
environment in which the person works

Performance management
(PM)
Goal-oriented process
directed toward ensuring that • Safety • Health
organizational processes are in Protection of employees from
place to maximize the productivity injuries caused by work-related
Employees’ freedom from physical
of employees, teams, and
ultimately, the organization. accidents. or emotional illness
HR Professional, HRO, HC and HRIS
u HR Professional: individual who normally acts in an advisory or staff
capacity, working with other professionals to help them deal with
human resource matters.
u HR outsourcing (HRO): process of hiring external HR professionals to
do the HR work that was previously done internally.
u Human Capital (HC): as defined by economists, refers to sets of
collective skills, knowledge, and ability that employees can apply to
create economic value for their employers.
u HR Information System (HRIS): any organized approach for obtaining
relevant and timely information on which to base HR decisions.
Environment of Human Resource Management
Corporate Culture and Human Resource Management

u Corporate culture: system of shared values, beliefs, and habits within

an organization that interacts with the formal structure to produce
behavioral norms.

u country’s culture: set of values, symbols, beliefs, language, and

norms that guide human resource behavior within the country.
 Diversity Management
u Definition: ensuring that factors are in place to provide ?? for and
encourage the continued development of a diverse workforce by
combining these actual and perceived differences among workers to
achieve maximum productivity.
u Elements of the Diverse Workforce: elements that combine to make
up the diverse workforce such as :
1. Women:
a) Single Parents and working mothers
b) Women in business
c) Mothers returning to the workforce (on Ramping)
d) Dual Career Families
Diversity Management

2. Ethnicity and Race

3. Older/ Senior Workers
4. People and Disabilities
5. Immigrants
6. Foreign Workers
7. Young Persons, some with limited education or skills
8. Generation Diversity: Greatest Generetion, Silent Generation,
Baby boomers, Gen X, Gen Y, Gen Z and Gen Alpha
HRM Executives, Generalists, and specialist
 The Comparison of Work Values and Job Interest between IPB and UPM Students
(Ermis et al., 2020)
Criteria IPB
Work Values a) Ethics and Integrity
b) Responsibility
c) Work conditions, comfortable
and clean
d) Opportunity of personal growth
e) Use of ability and knowledge in
work
Job Interest a) Colleague/Family Influence
b) Social Influence
c) Government/Company Policy
UPM
a) Meaningful work
b) Work conditions, comfortable and
clean
c) Opportunity for personal growth
d) Use of ability and knowledge in work
e) Co-Workers, fellow workers who are
pleasant and agreeable
a) The Effect of Learning
b) Colleague/Family Influence
c) Government/Company Policy
Review
Any Question ?