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Implementasi Strategi Manajemen Budaya

Untuk Konteks Budaya Instan


Dengan Paradigma Indomie Nasi Padang

Presentasi pada Ary Suta Center, Paper Competition 11 April 2016

T. Soemarman
Faculty
Faculty of
of Business
Business and
and Economics
Economics
University
University of
of Surabaya
Surabaya

Implementasi Strategi Manajemen Budaya sebagai Solusi


Kita perlu mempertanyakan Solusi atas:
PERMASALAHAN SISTEM PEMIKIRAN INSTAN YANG MENGGEJALA
DITENGAH BUDAYA BANGSA SEPERTI TERCERMIN DALAM
PARADIGMA INDOMIE & NASI PADANG

Apakah Implementasi Strategi Manajemen Budaya (ICMS


Implementation of Cultures Management Stategy) dapat
menjadi Solusi untuk:
Mengatasi permasalahan Budaya Instan, dan
Membantu memperkayakan Jatidiri Budaya Bangsa
ditengah perubahan global?

Cara Implementasi Strategi Manajemen Budaya

Dengan menerapkan Layanan Talent Development


and Leadership Program untuk membantu:

Pemberdayaan Anak Bangsa sebagai


sumberdaya manusia menurut konteks
pengembangan organisasi/komunitas berbasis
Vertical-Horizontal Fit of Organizational
Cultures

Implementasi Spesifik
Implementasi Strategi Manajemen Budaya dijabarkan dan ditawarkan secara spesifik dalam:
Desain Layanan Pendampingan Talent Development
and Leadership Program
Desain Riset Partisipatoris Comprehensive-Integrated
Case Study (CICS) for Establishing Strategic Human
Resource Management, A Contributor Model in Career
Development and Career Management

Desain Implementasi Strateji Manajemen Budaya

The Needs

Feasibilities

The Design

Consulting &
Research
Projects

It is feasible to develop a Solution toward Establishing A Model of Strategic Human


Resource Management based on:
Vertical Fit of Organization Cultures for Employees as Professional Workers, applying
Measurement of Employees Best Profiles and Performance Predictors (E3P) to
support job matching program
Horizontal Fit of Organization, applying the methods of verification on employees softskills which support major competences within the context of job redesign

N E E D S ANALYS I S
How do we provide assurances for Sustainability of Business
Process and Good Governance within the context of Organization
Development when considering :
CONTEXTUAL PROBLEMS OF INSTANT CULTURES AND THE
FEASIBILITIES OF FINDINGS FROM PREVIOUS STUDY ?
Instant Cultures have made the old
sayings do not work well:
Right persons in the right places with
right mission and capable of doing
things right within the context of
right things?

MASALAH BUDAYA INSTAN FAKTUAL


Paradigma Indomie & Nasi Padang sebagai fenomena
pengaruh pragmatisme sempit-dangkal telah menjelma
menjadi:
Kecenderungan kinerja Sumberdaya Manusia yang
menganut cara berpikir dan pola perilaku tidak aktifkonstruktif, melainkan pasif-defensif dan agresifdefensif.
Gelombang dahyat pengaruh negatif seperti: individualisme yang hedonis (konsumerisme), utilitarianisme, dan
materialisme.

SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN


TIPE LSI

NILAI RERATA
MASING-MASING TIPE

LSI
XI

Aktif-Konstruktif

Pasif-Defensif

Agresif-Defensif

1.93

81.77%

2.62

145.15%

2.21

128.35%

59.80%
Versus

167.23%

XII
I
II
III
IV
V
VI
VII
VIII
IX
X

POSISI
LSI

KURVA

3.01
1.40
3.28
3.42
3.69
3.30
4.01
2.79
2.79
2.55
3.21
2.71

100.37%
38.98%
101.05%
91.27%
142.05%
137.36%
178.39%
123.79%
119.48%
153.06%
148.07%
104.06%

OK
FALSE
OK
OK
FALSE
OK
FALSE
OK
OK
OK
FALSE
OK

Budaya instan berpengaruh terhadap kinerja SDM Layanan Publik Pejabat


Tingkat Strategis dengan profil pasif-defensif dan agresif-defensif

SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN

Sumber: Human Synergistics International (2012)

SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN

Rerata Perolehan LSI Jabatan Publik Strategis (2014)

TEMUAN RISET MASALAH BUDAYA INSTAN


Budaya instan tampil dalam praktik pragmatisme sempit dan
dangkal mirip seperti ancaman materialism dan consumerism.
Apa yang terjadi dengan Sumberdaya Manusia (Kasser, Tim.
2002):
People whose values center on the accumulation of
wealth or material possessions face a greater risk of
unhappiness, including anxiety, depression, low selfesteem, and problems with intimacyregardless of age,
income, or culture. ............ materialistic values actually
undermine our well-being, as they perpetuate feelings of
insecurity, weaken the ties that bind us, and make us feel
less free (Kasser, Tim. 2002: Hal. 7 dan 12).

MASALAH BUDAYA INSTAN: KONSEPTUAL


Definisi Budaya (Richard M. Steers, 2013, hal. 50):
culture is perhaps best thought of as addressing three
questions: Who are we? How do we live? And how do we
approach work?
These three questions focus attention on individuals,
environments, and work norms and values, and
the answers to these questions allow us to draw some
inferential conclusions about work and society and how
managers in general should behave as they work across
cultures.

AVAILABLE FEASIBILITIES
Two Feasibilities from previous studies:
Application
of
Psychometric
Measurement for Selecting Best Profiles
of Employess within Job Matching
Program
Development
and
Facilitation (Talent
for Best Practices
of Employees
Performances
with support
from available.
integrated
Leadership
Program)
has been
programs: Job Redesign-Job Placement, Review
on The System-Design of Performance Appraisal,
and Revision on The System-Design of Total
Rewards and Remuneration?

FOUR FACTORS TO CONSIDER IN ICMS


Employee (HR) Profiles with Life Style Inventory
Job Design or Context of Live/Community
Employee (HR) Competences and Skills
Job-Performances/Life Achievement Context

How can we make HR happy to grow as


professional managers for self-development
and his own future career performances
through ICMS?

The Use of Case Studies in ICMS


Case Studies in ICMS promote comprehensive-integrated factors:
Job Design
For
Professional
Workers
Competences
Soft-Skills
Development

E3P
Employees
Profiles

CIC
S

Performances
Context

Understanding the Strategic Human Resources Management


in the Use of Case Studies for ICMS
In supporting ICMS, Our CICS Design considers that
the development of employee professionalism will
give great impacts on sustainability of business
process and organization governance, especially as
it is reflected by development of employees
professional skills in business discretion
Therefore:
In ICMS, our CICS supports the elaboration of exchange perspectives
between Company/Organization/Institution and Employees
The exchanges shall promote mutually shared responsibility
Main Issues: CICS provides employees with opportunities to involve in
participatory action/policy research within the framework of Strategic HRM

Agenda of ICMS

Bagaimanakah Elaborasi Agenda ICMS?


POSSIBLE OPTION 1
CICS in supporting ICMS may elaborate Vertical Fit of
Organization Culture for Employees as Professional Workers,
using application of measurement instrument on Employees
Best Profiles and Performance Predictors (E3P) within A
Framework of Career Management Contributor Model.

Elaborasi Agenda ICMS secara kontekstual dan terkait pekerjaan


POSSIBLE OPTION 2
Application of measurement instrument will be undertaken within
the context of organization development (community based
development) as reflected by integrated programs:
Job Redesign-Job Placement (Reshaping HR Life Context)
Review on The System-Design of Performance Appraisal
Revision on The System-Design of Total Rewards and
Remuneration.

Requirements for Good Design of CICS to support ICMS


Reliability and validity
of E3P

Good Design of CICS: Workable for


Establishing Strategic HRM
Comprehensiveness and
integration of CICS
in relation with QMS
Practices

With QMS Context

Application of the measurement instrument should focus on the evaluation of its


reliability and validity
Comprehensiveness and integration of Case Studies rely on the capability of CICS
design in maintaining previous studies in relation with its context and the needs for
improvement of quality management system

RESEARCH AND CONTEXTUAL PROBLEMS


Conflicting
Situations of
employees
positions
How to transform
conflicting situations
and disharmony
between managerial
positions and
functional positions
among employees?

Work
Context

How are the


establishment of
three important
factors capable to
provide "Job
Matching Program
and Employees
Placement ?

Reliability of
Profiles:
Active
Constructive

The findings of
previous studies
shall also apply to
both employees in
managerial positions
and functional
positions as well?

Renewal on
Employees
Contract
Tenures
The renewal of
Employees
Contract (Tenures)
effectively support
the update of QMS
In Strategic
HRM ?

Strategic HRM shall be able to provide assurances to successful performance


of business process and governances as well as the success of employees
future careers?

Fokus Anatomi dalam Solusi ICMS

Identifikasi gambaran deskriptif Life Style Inventory yang terkembang sebagai ways of proceeding

Analisa konteks pengelolaan tindakan menurut: a) gambaran posisi


seseorang dalam pengelolaan hidup dan kinerja, b) Ukuran efektivitas
tindakan, dan c) kapasitas pemecahan masalah

Pengembangan perbendaharaan best practices yang sesuai dengan


Kompetensi inti dan soft-skills pendukung ditingkat strategis

Pengembangan kemampuan metakognisi dalam praktik kematangan diskresi


menurut self-management and development program, dan berpacu secara
aktif-konstruktif dalam Participative Policy Research

Tahapan ICMS
1

Asesemen Life Syle Inventory dan validasi Attitude Scales


untuk memastikan kesepakatan internal tipe Aktif-Konstruktif

Looking/Moving Inward yang fokus mencermati kepemilikan


Kompetensi Inti dan Soft-skills Pendukung Strategic Levels

Looking/Moving Forward untuk memastikan kesesuaian jatidiri dengan konteks kinerja dan need analysis of QMS Improvement

Pelatihan Konsientisasi pengembangan kapasitas diskresi


dan Aktif-konstruktif terlibat dalam Participative Policy Research

Moments to Consider for employees and Company


1

Moment at employees placement

Moment by which employees get promoted

Moment in QMS continuous improvements

Moment at setting new agenda for further case studies

Moment outside the organization to continue benchmarking

Moments to Consider in HR Life-Time Career


Continue with ongoing formation within the context of QMS
Improvements based on Strategic HRM
Develop most strategic levels of soft-skills to support
major competencies
Share the findings of own experiences in ongoing
formation and maintain best practices of performance
professionally through total involvement in participatory
policy researches

Employee
Profiles
QMS
Improvements

Job Design

Contributor
Models of
Career
Management

Thank You!