Human Resource Management

EMPLOYMENT

Dr. Joko Suyono, Ph.D.

 1. Planning For People
• Business Strategy consists of the decisions,
process, and choices that firms make to
position themselves for sustainable success.
• HR Strategy consists of the decisions,
processes, and choices that firms make
about how to manage their people.
• Understanding of the strategy of business,
leaders at all levels can help ensure that all
resources, including people, are deployed
and managed in relation to their importance
to strategic success that allows an
organization to sustain its competitive
advantages.
• HR Strategy parallels and facilitates
implementation of the strategic
business plan. It requires a focus on
planned major changes in the
business and on critical issues.
• Human Resource Planning is an
attempt to forecast how many and
what kind of employee will be required
in the future, at the right time, right
skills, and quantity.
 Example of HR Planning
Department Target Actual Available Recruited

HR 12 12 -- 0

Finance 18 16 02-01-2022 2
Head Count
Production 150 140 02-03-2022 10

Marketing 10 9 02-02-2022 1

Logistic 40 36 02-01-2022 4
Surabaya, ……
Prepared by, Approved By

Damarsari Ratnasahara Joko Suyono

HR Manager Director
 Example of Recruitment Planning
Department Recruited Available Recruitment
Date
HR 0 -- 0

Finance 2 02-01-2022 01-11-2021

Head Count
Production 10 02-03-2022 02-01-2022

Marketing 1 02-02-2022 01-11-2021

Logistic 4 02-01-2022 01-11-2021

Surabaya, ……
Prepared by, Approved By

Damarsari Ratnasahara Joko Suyono

HR Manager Director
 2. Recruiting

 Recruitment is the process of finding and attracting for

employment.
 Responsibility for recruitment usually belongs to the
Human Resource Department.
 This responsibility is important because the quality of
an organization’s human resources depends on the
quality of recruits
 Since large company recruit almost continuously, they
use specialist in recruiting process called recruiters.
 Source of Recruitment

 Internal Source
 External Sources
 Internal Source

 Internal sources through transfer, promotion and

demotion.
 In promotion internal resources, there are some
advantages and disadvantages.
 Promotion : vacancies are filled by promoting an
employee from lower level to higher level as per
company’s promotion policy.
 Transfer : vacancies by transferring employees
from one department/unit to another
department/unit as per company’s transfer policy
Demotion : This source of recruitment is used as
a punitive measure only when there are serious
breaches of duty on the part of an employee and
is preliminary to dismissal. In demotion, an
employee is demoted to a job of lower rank.
 Internal Sources

The advantages of filling the vacancies internally

through promotion :
 Better motivation of employees
 Better morale of employees
 Better utilization of employees
 Improve the morale of the employees
 It creates loyalty amongst the existing employees
 Internal employee is more likely to stay with the
company than an external candidate
 Internal recruitment is quicker and cheaper than external
 It is more reliable than external recruitment because a
present employee is known more than an external
candidate
 The employee has a familiar approach to the existing
employees and therefore knows their suitability,
strengths and weaknesses
 External Sources

The advantages of filling the vacancies externally :

 External candidate may bring new management
style
 External candidate may bring new strategies
 External candidates usually come with new ideas,
initiative and their enthusiasm is much better.
Disadvantages :
 Morale of existing employee can be low
 Motivation of existing employee can be low
 3. Staffing

• Staffing is the managerial function of recruitment,

selection, training, developing, promotion and
compensation of personnel.
• Staffing may be defined as the process of hiring and
developing the required personnel to fill in the various
positions in the organization.
• Staffing an organization focuses on both the quantity and
the quality of the staff.
 Selection

 Selection of candidates begins where their recruitment

ends
 Selection is a process of choosing a few among
candidates who have been attracted. In selection, the
organization is moving toward actual placement on job
 Candidate are screened by their job application. Qualified
applicants go on the next step, while the unqualified
applicants are eliminated.
 Selection Process

1. Preliminary interview
2. Application forms
3. Reference
4. Employment interview
5. Approval by the supervisor
6. Psychological tests
7. Physical examination
8. Medical examination
9. Induction
10. Follow up
 Training & Development

• Training and development refers to educational activities

within a company created to enhance the knowledge and
skills of employees while providing information and instruction
on how to better perform specific tasks.
• Training and development programs provide a host of
benefits. They enhance employee performance, boost
employee productivity, reduce employee turnover, and
improve company culture
• There are three main aims of training: Improve the individual's
level of awareness. Increase an individual's skill in one or
more areas of expertise. Increase an individual's motivation to
perform their job well.
 Promotion

• Promotion – It refers to upward movement of an employee

from his current job position to another that is higher is pay,
responsibility and hierarchy within an organization.
Promotion has an inbuilt motivational value i.e. it elevates
the status and power of an employee within an
organization.
 The Main Purpose of Promotion

1. To recognize and reward the efficiency of an

employee.
2. To attract and retain the services of qualified and
competent people.
3. To increase the effectiveness of the employee
and of the organization.
4. To motivate employees to higher productivity.
 Compensation

• Compensation is the money received by an employee from an

employer as a salary or wages.
• Properly compensating employees shows the company values
them as workers and as human beings. When people feel
valued, they feel better about coming in to work. Overall
company morale increases and people are motivated to come
to work and do a good job.
• Total compensation would include all four
categories: guaranteed pay (salary and allowances), variable
pay, benefits and equity compensation. Remuneration is a term
often used to refer to total cash compensation or total
compensation.
SELAMAT MENUNAIKAN IBADAH PUASA
MOHON MAAF LAHIR DAN BATIN