MANAGING HUMAN RESOURCE

Tubagus Ilham (201860205)

Yohana angeli (201860199)
Hafizh mu’af Falah (201860210)
 HUMAN RESOURCE
MANAGEMENT

• Refer to the design and application of formal accomplish organizational

goals.
 THE STRATEGIC ROLE OF HRM IS TO DRIVE
ORGANIZATIONAL PERFORMANCE

 The Strategic Approach

1. All managers are involved in managing HR
2. Employees are viewed as assets
3. HRM is a matching process

Building Human Capital to Drive performance

HRM develop strategies for finding the best people, enhancing their skills and
knowledge with training program
 THE IMPACT OF FEDERAL LEGISLATION ON
HRM

• Discrimination occurs when hiring and promotion decision are made based
on criteria that are not job relevant.

• Actions requires that an employer take positive step to guarantee equal

employement opportuinities for people within protected groups
 THE CHANGING NATURE OF CAREERS

The Changing Social Contract

• We cant promise you how long will be in bussines
• We cant promise you that we wont be acquired
• We cant promise that there will be room for promotion
 INNOVATIONS IN HRM

• Branding the company as an employer of choice

 an employer brand is similar to a product brand, except that like a highly
desirable place to work

• Using temporary and part time employees

 contigent workers are people work for organization, but not on a permanent or
full time basis

• Acquiring Staart-Ups to get the talent

 acqui-hiring has become common in the tech world
 FINDING THE RIGHT PEOPLE
• Human resource planning
Is the forecasting of HR need and the projected matching of individual with
expected vacancie.
• Recruiting
Activities or practices that define the characteristic of applicants to whom
selection procedure are ultimately applied

1. Assesing jobs
job analysis is a systematic process of gathering and Interpreting information
about the essential duties

2. Realistic job previews

which give applicants all pertinent and realistic information positive and
negative about the job and the organization

3. Social media

4. Internships
is an aarangement whereby an interm (usually a high school or college
student)
• Selecting
in the selection process, employers asses applicant. Characteristic in an
attempt to determine the fit between the job and applicant characteristic.

1. Application form
the application form is used to collect information about the applicants
education, previous job experience and other background characteristic.

2. Interview
is used as a selection technique in almost every job category in nearly every
organizational.

3. Employement test
may include cognitive ability test, physicaly ability test, personality inventories,
and other assessment.

• online check
online check are an increasingly murky area for company
 DEVELOPING TALENT
• Training and Developemnt
represent a planned effort by an organization to facilitate employees learning
of job related skill and behavior.

1. On the job training

where an experienced employee is asked to take new employee and show
the newcomer how to perform job duties.

2. Social learning
basically means learning informally from others by using social media tools.

3. Corporate universities
an in house training and education facility that offers broad-based learning
opportunities for employers and costumers.

4. Promotion within
which help companies retain and develop valuable people.
• Performance Appraisal
refers to observing and assessing employee performance, recording
the assessment, and providing feedback to the employee.

1. Acessing performance accurately

2. Performance evaluations error

 MAINTAINING AN EFFECTIVE WORKFOCE

COMPENNSATION

Wages and salary

systems

BENEFITS

Compensation
equity

Pay for
performance
• Rightsizing the orgsnization
Refers to reducing the company workforce intentionally to the point whre the
number of employees is deemed to be right for the company current situation.

TERMINATION