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FUNGSI

MANAJEMEN SUMBER DAYA MANUSIA


(Pertemuan ke 4)
Peranan SDM dalam Organisasi

Terminologi sdm merujuk kpd orang-orang dlm organisasi.


Ketika para manajer terlibat dlm kegiatan sdm sbg bagian
dari pekerjaannya, mereka mencoba memfasilitasi orang-
orang utk mewujudkan perencanaan dan strategi organisasi.
Orang-orang (sdm) yang
merupakan elemen umum dlm setiap organisasi; mereka
mencipta strategi dan inovasi utk kemasyhuran organisasi.
Patut menjadi perhatian thd sebuah slogan dari Union
Carbide: Assets make things possible, people make things
happen. Aset dpt membuat sesuatu kemungkinan;
sedangkan orang dapat membuat sesuatu itu terjadi /
terwujud.
Definisi MSDM
The major functions of a HRM / Departement include, staffing, performance
evaluations, compensation and benefits, training and development,
employee relations, safety and health, and personnel research
(Cherrington 1995:11).Staffing/employment includes: HR
planning,recruitment & selection.
HRM is the function performed in organizations that facilitates the most
effective use of people (employees) to achieve organizational and
individual goals (Ivancevich 2001:4). HRM consist of numerous functions /
activities, including:1.EEO compliance (memenuhi) . 2.Job Analysis. 3.HR
planning. 4.Recruitment,Selection,Motivation & Orientation. 5.Performance
evaluation & compensation. 6.Training & Development. 7.Labor relations.
8.Safety, health & wellness.
lanjutan
HRM: a process consisting of the inception, development,
motivation, and maintenance of human resources (de Cenzo
& Robbins 1994:30). Inception is the function of HRM
concerned with getting individuals into the
organization,includes of recruiting and selecting
employees,and orienting them to the company.

HRM refers to the policies, practices, and systems that


influence employees behavior, attitudes, and performance
(Noe et.al. 2000:4). HRM practices: HR planning, recruiting,
selection, training & development, compensation,
performance management, employee relations.
Fungsi-Fungsi dan Aktivitas MSDM

Secara fungsional MSDM memiliki beberapa fungsi di mana fungsi-


fungsi tersebut terkait satu dengan lainnya, dan aktivitas yang dijalan
kan MSDM sesuai dengan fungsi yang dimilikinya, dengan tujuan pe-
ningkatkan produktivitas, kualitas kehidupan kerja, dan pelayanan.
Tujuan dari Fungsi MSDM

Helping the organization reach its goals.


Employing the skills and abilities of the workforce efficiently.
Providing the organization with well-trained and well-motivated employees
Increasing to the fullest the employees job satisfaction and self-
actualization. Developing and maintaining a quality of work life that makes
employment in the organization desirable.
Communicating HRM policies to all employees.
Helping to maintain ethical policies and socially responsible behaviour.
Managing change to the mutual advantage of individuals, groups, the
enterprise, and the public.
lanjutan
Beberapa pendapat mengenai fungsi-fungsi MSDM:
Edwin B. Flippo Dale Yoder
1. Planning 1. Staffing
2. Organizing - Recruitment
3. Directing - Selection
4. Controlling - Promotion
5. Procurement - Placement
6. Development 2. Employee, Development, and Training
7. Compensation 3. Labour Relation
8. Integration 4. Wage and Salary Administration
9. Maintainance 5. Employee, Benefit and Service
10. Separation 6. Research including the meritment of
Record
lanjutan
Manullang Malayu SP Hasibuan
1. Precuring 1. Perencanaan
- Membuat anggaran kerja bagi Perusahaan 2. Pengorganisasian
- Membuat job analysis, job description, dan 3. Pengarahan
job specification. 4. Pengendalian
- Menentukan dan menghubungi sumber- 5. Pengadaan
sumber tenaga kerja 6. Pengembangan
- Mengadakan seleksi 7. Kompensasi
2. Developing 8. Pengintegrasian
- Melatih dan mendidik pegawai 9. Pemeliharaan
- Mempromosikan dan memindahkan pegawai 10. Kedisiplinan
- Mengadakan penilaian kecakapan 11. Pemberhentian
3. Maintainancing
- Mengurus pemberhentian
- Mengurus pensiun
- Mengurus kesejahteraan karyawan termasuk
pembayaran upah , pemindahan, dll
- Motivasi
Karakteristik MSDM Tradisional dan MSDM Stratejik

Traditional HRM Strategic HRM

Responsibility for human resources Specialist Line managers


and management

Objective Better performance Improved understanding and strategic


use of human assets

Role of HRM area Respond to needs Lead, inspire, understand

Time focus Short-term results Short.intermediate, long-term

Control Rules, policies, position power Flexible, based on human resources

Culture Bureaucratic, top-down, centralization Open, participative, empowerment

Major emphasis Following the rules Developing people

Accountability Cost centers Investment in human assets