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The goal of the HRP Chapter is to ensure that the student should be able to:
Understand the importance of HRP to the organizationIdentify the six steps in the HRP processIdentify the methods by which an organization can develop forecasts of anticipated personnel demand and understand labor marketsDetermine which recruitment methods are best for given situations, including the role of internetKnow the most important features of recruitment advertising
Human Resources PlanningChapter
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Simplified Model of External & Internal Factors that influence Recruitment
Legal environment
Federal laws, state laws and executive orders
Labor marketsAvailability of skilled &
Unskilled personnel
Business EnvironmentDegree of competition, Speed of technological
change
Strategic Business Planning• Corporate philosophy•Environmental scan
•Assessment of organizational SW•Development of strategic business objectives
Operational Planning• Spesific plans for growth, acquisition,
Diversification and/or divestiture
Human Resource Planning• Projected staffing needs, number of
Openings, types of jobs, time frame for Filling openings
• projected staff avaibility•Reconciliation of forecasted needs &
Avaibility• formulations of actions plans
Recruitment planning
External
Internal
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Perencanaan SDMPerencanaan Sumber Daya Manusia adalah perencanaan strategis untuk mendapatkan dan memelihara kualifikasi sumber daya manusia yang diperlukan bagi organisasi perusahaan dalam mencapai tujuan perusahaan.
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Effective HRP
Environmental scanningLabor demand forecastLabor supply forecastGap analysisAction ProgrammingControl and evaluation
Langkah pertama: Representasi dan Refleksi dari Rencana Strategis Perusahaan
Langkah Kedua: Analisa dari Kualifikasi Tugas yang akan diemban oleh Tenaga Kerja.
Langkah Ketiga: Analisa Ketersediaan Tenaga Kerja
Langkah Keempat: Melakukan Tindakan Inisiatif
Langkah Kelima: Evaluasi dan Modifikasi Tindakan
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Hubungan antara analisis jabatan dan Perencanaan
Having identified the behavioral requirements of jobs, the organization is in a position to identify the numbers of employees and skills required to do those jobs, at least in the short term.Further, an understanding of available competencies is necessary to allow the organization to plan for the changes to new jobs required by corporate goals.
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Hubungan antara perencanaan SDM dengan perencanaan stratejik
Workforce planning itself can be strategic (long-term and general) or tactical (short-term and specific)It may be done organization wide or it may be restricted to divisions, departments, or any common employee groups.If Workforce planning is to be genuinely effective, it must be linked with the different levels of general business planning. Not as end or goal in and of itself, but rather as a means to the end of building more competitive organizations
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Impact of three levels of business planning on workforce planning
Strategic Planning: Long-Range Perspective
Corporate philosophy, Environmental scan Strengths and constraints, Objecyives and goals strategies
Business Planning Process
WorkforcePlanning Process
Actions Plans
Staffing authorizations, Recruitment, Promotions and transfes, Organizational changes, Training and Development, Compensation and benefit, Labor relations
Forecasting requirements
Staffing levels, staffing mix (qualitative), Organization and job design, Available/projected resources, Net requirements
Operational Planning: Middle-Range Perspective
Planned programs, Resources equired, Organizational strategies, Plans for entry into new businesses acquisitions, divestitures
Budgeting: Annual Perspective
Budgets Unit, individual performance goals, Program scheduling and assignment, Monitoring and control of result
Issues Analysis
Business needs, External factors, Internal supply analysis, management implications
Source : Cascio
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Permintaan (demand) SDM : Cause of Demand
External Challenges
Organizational Decision
Workforce Factors
EconomicsSocial-Political-legalTechnologyCompetitors
Strategic PlansBudgetsSales and
production forecastsNew venturesOrganization and
job design
RetirementResignationsTerminationsDeathsLeave of absence
Source : Wherther & Davis
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Permintaan (demand) SDM : Forecasting Techniques
Expert forecast Trend projection forecast
Other forecast methods
Informal and instant decision
Formal expert survey
Nominal group technique
Delphi technique
ExtrapolationIndexationStatistical analysis
Budget and planning analysis
New-venture analysis
Computers models
Source : Wherther & Davis
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Penawaran (supply) SDM :Factors that determine the future supply
of Human Resource
Audit of human
resources
Succession planning
Labor market analysis
External needs
Replacement charts Supply of
Human Resource
External
Internal
Source : Wherther & Davis
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Penawaran (supply) SDM :Estimates of External Supply
External needsLabor market analysisCommunity attitudesDemographics
Source : Wherther & Davis
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Penarikan sebagai tindakan stratejik
Recruitment is a form of business competition, and it is fiercely competitive. Just as corporations compete to develop, manufacture and market the best product or service, so they must also compete to identify, attract, and hire the most qualified people.
Source : Cascio
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Penarikan dari sumber internalJob-Posting ProgramsJob posting programs inform employees about openings and required qualifications and invite qualified employees to apply.The purpose of job posting is to encourage employees to seek promotions and transfers that help the HR department fill internal openings and meet employees’ personal objective.Departing employees
Source : Wherther & Davis
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Penarikan dari sumber eksternalWalk-ins and Write-insEmployee ReferralsAdvertisingState employment security agenciesPrivate placement agenciesProfessional search firmsEducational institutionsProfessional AssociationsLabor organizationsMilitary operationsGovernment-funded and Community training programsTemporary help agenciesLeased employeesOpen houseInternational recruiting
Source : Wherther & Davis
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Mengelola operasional penarikanReengineered Recruitment in the Information Age- Use Optical character recognition (OCR)- Use Knowledgebase software that contains 25,000 skills - Provides instant on-line access to resume and skill information in the databaseEvaluation and control of Recruitment Operations- Cost of operations- Cost per hire- Number and quality of resumes by sources- Acceptance/offer ratio- Analysis of post-visit and rejection questionnaires- Salary offered-acceptance versus rejectionsRealistic Job Preview
Source : Cascio