HUMAN RESOURCES

MANAGEMENTPrepared By:

Ratna Dwi WulandariDepart. Health Policy & Administration

School of Public Health – University of Airlangga

Definition…• Management of activities undertaken to attract,

develop, motivate and maintain a high performing workforce within the organization (Bowin & Bruce, 2001)

• The design of formal systems in an organization to ensure the effectiveness and efficient use of human talent to accomplish the organizational goal (Mathis, 2000)

Staffing Process

Human Resources Planning

Recruitment

Orientation and

Placement

Training and

development

Transfer

Termination

Performance appraisal

Selection

(Stoner, 1986)

Human Resources Planning• A process which anticipates and maps

out the consequences of business strategy on an organization's human resources. This is reflected in planning of skill and competence needs as well as total headcounts

Human Resources Planning (Cont’d)The manpower planning approach which addresses questions such as:

How many staff do we have/need?How are they distributed?What is the age profile?How many will leave in each of the next five years? How many will be required in one, five, ten years?

Job Analysis important to determine skill and

competence needs by organization

JOB ANALYSIS

• The systematic process of determining the skills, duties, and knowledge required for performing specific job in an organization (Mondy et al, 2002)

• Process of obtaining information about jobs by determining what the duties, task, or activities of job are (Sherman & Snell, 1998)

Benefit of Job Analysis

Task/Duties Responsibilities Activities

Human Resources Planning

Recruitment

Selection

Human Resources Development

Compensation & Benefits

Safety & Health

Employee & Labor Relations

Human Resources Research

Equal Employment

Organizational Structure

Knowledge Skills Abilities

Job Analysis

Job Description

Job Specification

Performance Appraisal

Job Description• Statement of the task, duties, and

responsibilities of a job to the performed

Job Specification• Statement of the needed of knowledge,

skills, and abilities of the person who is to perform the job

• Minimum acceptable qualifications that a person should possess in order to perform a particular job

Job Analysis ProcessJob analysis planning:a. Identify the job b. Choose the job will analysisc. Decide the data and information d. Decide the methode. Decide the source of information f. Decide enumeratorg. Decide who is responsible

Collect the information

Data analysis

Job description

Job specification

Job Analysis Methods

1. Interview (individual, group, supervisor)2. Observation (time & motion study):

a. Continuousb. Intermittent (work sampling)

3. Questionnaire4. Daily log5. Benchmarking

Recruitment• The process of attracting individuals

on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization (Mondy, 2002)

The Recruitment Process

Human Resources Planning

Alternative to recruitment

Recruitment

External SourcesInternal Sources

Internal Method External Method

Satisfied Recruited Individual

Internal Environment

External Environment

Internal method• Management and skill inventories• Job posting (a technique that permits

they posses the required qualifications to apply for posted job)

• Job bidding (a procedure for communicating to company employees the fact that the job are exists)

External Method• Advertising• Special events (Ex: Job fair)• Walks in• Others organization• Agency• Open house• Nepotism

Selection

• The process of choosing from a group of applicant those individuals best suited for a particular position and organization (Mondy, 2002)

Selection (cont’d)

Work skills and motivation

Reading and material skills

Applicant work experience

Verbal skills

Math skills

S e l e c t I o n

Placement• Fitting a person to the right

job matching process

OrientationProcedure to give information to new employee about:

– Vision, Mission & Goal organization– Organizational culture– Job characteristic

Orientation (cont’d)Goals of orientation programs

1. Celebration2. Speeding time to

productivity 3. Anticipating & answering

their questions4. Becoming part of the team

Human Resources Development

• Planned, continuous, effort by management to improve employee competency levels and organizational performance through training, education, and development program

Training

Activities that serve to improve an individual’s performance on currently held job or one related to it

Education

Consist of learning new skills, knowledge and attitude that willenable the employee to assume a new job involving different taskat some future time

Development

Involves learning oriented to both personal and organizational growth but is not restricted to a specific present or future jobs

Compensation

Performance Appraisal

• Process of evaluating how well employees perform their jobs when compared to a set of standards and then communicating that information to those employees (Mathis & Jackson, 2000)