You are on page 1of 13

INTRODUCTION TO INDUSTRIAL

ENGINEERING:
Human Resouces Management

by

Teddy Sjafrizal

Teddy Sjafrizal @2

Human Resources Manag

Page 1

SELF INTRODUCTION
Name
: Teddy Sjafrizal
Date of Birth : 18 April 1982
Education
- 2007-2009 (Msc) Management of
Technology,National University of Singapore
- 2000-2004 (B.Eng) Hons , Materials
Engineering, Nanyang Technological University
Working Experience
- 2006-2014 Panasonic Industrial Devices
,Singapore
- 2004-2005 Chartered
Semiconductor,Singapore
Teddy Sjafrizal @2

Human Resources Manag

Page 2

LEARNING OUTCOMES
Students are able to identify the human
resources processes/systems in a company
Students are able to identify the function
of Industrial engineering on each HR
process
Students are able to identify the
importance of Motivating,supervising and
motivating.

Wayne C. Turner.et. al, Introduction to


Industrial and System Engineering,
Prentice Hall International Series, 1993
Teddy Sjafrizal @2

Human Resources Manag

Page 3

HUMAN RESOURCES SYSTEMS


Management
Motivations
Supervision

Selection
Testing

Appraisal

Placement

Trainings & Educations

Job Description

Safety

Job Specification

Teddy Sjafrizal @2

Human Resources Manag

Benefits
Service

Development

Job Analysis

Labor Union

Page 4

JOB ANALYSIS
Job Description
Job
Analsysi

Job Analysis

Job Specifications

Recruitm
ent

Appraisa

Items

Safety &
External

Teddy

Contents

Purpose

Job
Descriptio
n

translating
industrial/process
needs to specific
tasks

Job title
Job summary
Evaluation,
List of tasks
Appraisal and

development
Miscelleneous
Info

Job
Specificati
on

A set of traits &


skills to be
required for a job
description

Education
Personality
traits
Skills

l
Benefits

Definitions

Recruitment,
Wages

I.E
Functions: ................................................................................................
.............................
....................................................................................................................
Sjafrizal......................................................................................................
@2
Human Resources Manag
Page 5
.............

APPRAISALS

Job
Analysis

Recruitm
ent

Appraisa
l

Benefits
Safety &
External

Teddy

a systematic evaluation of employees with respect to job


performance and development potentials
Items

Definitions

Output

Systemic
evaluation

objective,measure
able,
understanable
evaluation

Evaluation method :
Rating scale
Employee comparison
checklist

whether it can
meet the job
descriptions

Promotion
Transfer
Layof
Demotion
Discharge

Job
performan
ce

Whether any lack


Developme
of skills or
nt
develoment
Potentials
potentials

Education
Training
Re-training

I.E
Functions: ................................................................................................
.............................
....................................................................................................................
.............
Sjafrizal......................................................................................................
@2
Human Resources Manag
Page 6

RECRUITMENTS

ent

Appraisa
l

Benefits

- Internal Transfer

- Internal transfer

- Mass-Media
Recruitment
- College
Recruitment

High
Low

Recruitm

Level of Skills

Job
Analysis

- Management
consulting firms
- Executive
recruiters

- Internal transfer
- Employment
agencies
- Community
recruitment
Less

Safety &
External

Teddy

???

More

Time

I.E
Functions: ................................................................................................
.............................
....................................................................................................................
.............
Sjafrizal......................................................................................................
@2
Human Resources Manag
Page 7

BENEFITS & SERVICES

Job
Analysis

Recruitm

Benefits --> a monetary return or potential to be enjoyed by


employee
Services --> programs to be enjoyed by employee ( no
Process
direct
money)Definitions
Recruiting

Good benefits and services attract high


quality applicant

Employee
relations

to maintain good relationship,morale and


motivate employees

Collective
Bargaining

All unions strive to improve benefit packages

ent

Appraisa
l

Benefits
Safety &
External

Teddy

Social
Company feels responsible to provide good
responsibili
benefits and service to employess
ty

I.E
Functions: ................................................................................................
.............................
....................................................................................................................
.............
Sjafrizal......................................................................................................
@2
Human Resources Manag
Page 8

SAFETY

Job
Analysis

Recruitm

Process

I.E Functions

Administratio
ns

Creating and managing the safety system

Committees

in big company, safety comittees are


established on each sections esp in
manufacturing plant.

Engineering

To design safety device and safety design

Education &
training

To be trained for Prevention and ERT


programs

Inspections

Controlling functions

ent

Appraisa
l

Benefits

Safety &
External

Teddy Sjafrizal @2

Human Resources Manag

Page 9

MANAGING HUMAN RESOURCES


1. Motivation
a. Maslow's theory

b. Herzberg Theory
Motivation

Self
Actualization
Self Esteem
Love-belongingness
Safety-Security
Physiological /Basic Needs

Hygenic Factors
Wages Paid
Working Condition
Benefits

Motivating Factors
Job satisfaction
Achievement
Promotions

Maslow's
Hierarcy
On each stages,
motivate accordingly.

Teddy Sjafrizal @2

Human Resources Manag

Page 10

MANAGING HUMAN
1. Motivation
Actions that affect Employee Motivation :
Integration of goals -- when individual goals and company are
aligned, it may motivate.
Positive rewards
-- Achieve more, reward more
Job rotation
Participation, Empowerment -- involve in decision making
Money
Competition

Teddy Sjafrizal @2

Human Resources Manag

Page 11

MANAGING HUMAN
2. Supervision
" accomplishing work through others " --> understand, lead and
guide
Traits of good supervisors :
General supervision -- focus on the result not the process
Employee sensitive -- sensitive to the needs and desires of
employee
Considerable Influence -- the employee are proud to work with
him/her
Good Communicator -- convey messages, listen to feedback
Good Cognizant -- attempts to work to the employee as individual
and as groups
Management oritented -- focus on management side, not to
employees work.
etc

Teddy Sjafrizal @2

Human Resources Manag

Page 12

MANAGING HUMAN
3. Communications
One sender-one receiver model
Sending

Movement/MediaReceving

Translating

Origin

Destination

Suggestion to improve communications:

Use meaningful and concrete/concise sentences.


Emotions afect sending and translating.
Messages are receiver dependent.
Feedback is helpful.
Actions speak louder than words.
Vagueness is received as more vagueness.
Redundant systems are good.
etc
-- End --

Teddy Sjafrizal @2

Human Resources Manag

Page 13