Presented by: Yunus Triyonggo, PhD., CAHRI.Mata Kuliah Manajemen SDM, Kelas S1 Karyawan Unsada

13 December 2018

Current situation HRM Evolution ASEAN Economic Community 2015 Empirical research data Strategy Way forward

Talent readiness Linked performance management with

business Talent Management & Acquisition Globalization of HR Leadership Development Outsourcing Diversity Engagement & Empowerment From HR to Human Capital

End of 18th

Century: Welfare Officers

The World Wars: Labor/ Employment

Manager

1945 – 1979: Personnel

Management

1980 – 2000: Human

Resources/ Compliance

Officer

2001 till now: Strategic HR

• Protection for female employees & children• Care for injured & sick employees• Created in respond to harshness in industrial conditions

•Administration of absence, training & recruitment• State/Trade Union partner-ships•Handled queries on compensation matters•Employee data

•Welfare & employment mgt were integrated Personnel Mgt• Output could be influenced by employment policies• Structured compensation policy• Collective bargaining & IR• Specialized functions (70’s)

•Administrator & technical expert• Focused on improving efficiency & effectiveness• Compensation engineering as key to produc-tivity (incentive plans, deferred comp, options)

• Strategic Business Partner• Change Agent• Employee Champion• COE• Share Service

WelfareForms & Employees

Industrial RelationsUnion & Risk Protections

Generalist HRLine Manager support

Share ServiceERP System

HR Business ParterningUlrich Model

HISTORICAL PRESENT FUTURE

• Business FocusedSolution

• Customer Segmentation• Business Analytics• On demand personal HR

Employers want HR to address strategic issues involving the competitiveness and performance of the firm…More than the role of protector and administrator

Just a quick REALITY CHECK!

•Globalization• Economic uncertainties•Technology innovations• Profitability thru Cost & Growth• Intensified Competition

• Increased value•Organizational capabilities fast, responsive, cost effective•Creating climate for action• Unique competitive advantage

• Business savvy•Align with strategy•Strong bench strength•Change catalyst• Help biz leaders to achieve objective

The business environment:

Requires Companiesto focus on:

Requires HR to change:

Dave Ulrich, 2007

Dave Ulrich, 2012

N

N

MSDM

Yunus Triyonggo, 2014(PMSM Indonesia)

Indonesia HR ProfessionCompetency Model

Free flow of

skilled labor

Single Market and

Production Base

CompetitiveEconomic

Region

Equitable Economic

Development

Integration into the Global Economy

1

4

3

2

• Free flow of goods• Free flow of services• Free flow of investment• Free flow of capital• Free flow of skilled labor

BIDANG PROFESI:

1. Engineering – 2005

2. Nursing – 2006

3. Arsitek – 2007

4. Land Surveying - 2007

5. Medical and Dental

Practitioners – 2008

6. Accountant – 2008

7. Perhotelan

RAMBU-RAMBU MRA:

Qualification Requirements

Qualification Procedures

Recognition Arrangements

Licensing Requirement and Procedures

Domestic Regulations

Professional Etics

Appeal Mechanism and Dispute ResolutionProcedures

PROFESI YANG TELAH MEMILIKI MRA

(Mutual Recognition Arrangement)

?

PERLU PENYIAPAN INFASTRUKTUR

1,6

19,6

35,2

18,4

20,8

4,4

Evolusi fungsi HR di IndonesiaBeberapa fungsi HR sudahdioutsourced

Menjadi partner bisnis dan agenperubahan

Sebagian besar masih disibukkandengan Administratif dan HubunganIndustrial

Sudah terbagi tugas-tugasnyaberdasarkan fungsi-fungsi HR

Terlibat dalam pengambilankeputusan strategis perusahaan

Tidak mengisi

40% is already exposed in the strategic process and business partnering, but 1/3 is still in Administrative and Industrial Relations,

2,815,2

10

17,6

21,2

28,8

4,4

Bentuk apresiasi profesi HR dikaitkan dengan posisi di perusahaan

Tidak ada bagian yang menanganifungsi HRFungsi HR dirangkap denganDepartemen selain HRTerdapat Departemen HR namunpembagian fungsinya tidak lengkapMasuk dalam posisi Manager/ Dept.HeadMasuk dalam posisi Senior Manager(selevel GM)Masuk dalam Board of Director(BOD)Tidak mengisi

Already showing a good signal

2 4,8

11,2

22,8

44

10,84,4

Penghargaan yang diberikan perusahaan terhadap profesi HR

Sangat tidak menghargai

Tidak menghargai

Agak tidak menghargai

Agak menghargai

Menghargai

Sangat menghargai

Tidak mengisi

The company in Indonesia really appreciates the HR profession

32,4

10,8

143,2

34,8

4,8

Posisi HR Tertinggi di perusahaan responden

Manajer

Senior Manajer

General Manajer

Deputi Direktur

Direktur

Tidak mengisi

1/3 is already reflecting the good signal but there is still around 43% put at middle level

HRM ProfessionCompetency Development

HR Practitioners

HR CertificationInstitution/ Consultant

Industry

HR ProfessionAssociation

Government

UniversitiesHR Experts

BNSP

Union/ Society

•Competency Standard•Opportunity for competency development•Go global

Competency standard Userfor licensing LSP and MRA

•ASEAN regional alignment•Workers’ competitiveness•As “Instansi Teknis” of MSDM

Competent HR Professional

•Competent HR Professional• Development opportunity• User feedbacks

• Synchronize the curriculum•Align with the HR development

strategy• Synchronize the curriculum•Align with the HR development

strategy

• Strengthen HR capability• Refresh HR Expertise

• Strengthen HR capability• Integrity of prefession

1,60,81,21,6

4446,4

4,4

Pentingnya proses pengembangan kompetensi profesi HR di Indonesia

Sangat Tidak Penting

Tidak Penting

Agak Tidak Penting

Agak Penting

Penting

Sangat Penting

Tidak mengisi

Confirmed : in the highest top priority

0,4 2,8 3,6

15,2

44,8

28,8

4,4

Tingkat urgensi proses pengembangan kompetensi HR di Indonesia

Sangat tidak urgent

Tidak urgent

Agak tidak urgent

Agak urgent

Urgent

Sangat urgent

Tidak mengisi

The Urgency of HR Competency Development in Indonesia

Urgent & very urgent

20

48

17,2

4,4

5,20,8 4,4

Kesempatan mendapatkan program pengembangan kompetensi HR di Indonesia

Sangat tidak merata

Tidak merata

Agak tidak merata

Agak merata

Merata

Sangat merata

Tidak mengisi

We need urgently to widely disperse it

2,4 1,22,46

48

35,2

4,8

Pentingnya standar kompetensi HR di Indonesia

Sangat Tidak Penting

Tidak Penting

Agak Tidak Penting

Agak Penting

Penting

Sangat Penting

Tidak mengisi

Boldly important & very important

Core Team

SK Tim Perumus& Tim Verifikasi23 Dec 13

Pelatihan & PenyusunanSKKNI28 Feb – 4 March 14

Pra-Konvensi29-30 April 14

KONVENSI21 July 14

Signing SKMenakertrans

9 Sept 2014

PenyerahanSurat PMSM11-12-13

STAKEHOLDERS

LEMDIKLATKOMPETENSI

SKKNI/KKNI

DIKLAT KOMPETENSI

SERTIFIKASIKOMPETENSI

LEM.SERTIFIKASIPROFESI

Bu

da

ya

Ind

on

esiaB

ud

ay

aIn

do

ne

sia

Sub-sistem

percepatan penerapan

SKKNI MSDM

Sub-sistem

pelaksanaan program

pelatihan MSDM

berbasis kompetensi

Sub-sistem

pelaksanaan

sertifikasi profesi

MSDM

I-1

O-1I-3

I-2 O-1

O-1

Asosiasi ProfesiMSDM

Pakar MSDM

Praktisi MSDM

Lemdiklat MSDM

Kemnaker RI

LSP MSDM

Konsultan MSDM

SKKNI MSDM

BNSP

Program pelatihan

MSDM berbasis

kompetensi

1

3

45

6

2

109

87

13

12

11

15

14

16

17

18

19

20

Asosiasi Industri

: perlu percepatan

21

Universitas

Kurikulum Pendidikanberbasis kompetensi

22

23

SKKNI MSDM

Lemdiklat MSDM

Program pelatihan

MSDM berbasis

kompetensi

Konsultan MSDM

Ke 1, 2, 3, …, nProgram Pelatihan

MSDM

Ke 1, 2, 3, …, n

Ke 1, 2, 3, …, n

Pilot ProjectPembelajaran

10-20-70

Replikasi Program untuk pemerataan

kesempatan

Program PelatihanInstruktur

Instrukturbersertifikat

Praktisi MSDM

Pilot Project Pembelajaran

online

2

3

1

4

5

7

8

9

6

10

11

12

LSP MSDM

Kemnaker RI

BNSP

Praktisi MSDM

Regulasiwajib

bersertifikat

SKKNI MSDM

SosialisasiSertifikasi Profesi

KomunitasPraktisi MSDMbersertifikat

Asosiasi ProfesiMSDM

2

3

1

4

5

7

8

9

6

10

11

Program Pelatihan Asesor

Kompetensi

Asesorbersertifkat

1213

14

Align all resources to focus on HR competency development agenda

Develop HR Competency Development Framework Synchronize all stakeholders’ expectation and

contribution to optimize the efforts HR practitioners take actively to participate in the

competency elevation HR profession association maintains the quality and

recognition of HR profession