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The 13th International Symposium on Management University of Social Sciences and Humanities, Vietnam National University HoChiminh City
(USSH, VNU-HCM), Vietnam March 18th – 20th, 2016
FBE, University of Surabaya
R e v I e w o n C o m p r e h e n s I v e – I n t e g r a t e d C a s e S t u d I e s ( C I C S )
f o r O r g a n I z a t I o n D e v e l o p m e n t
T. Soemarman
Faculty of Business and Economics
University of Surabaya
The Needs
It is feasible to develop a Solution toward Establishing A Model of Strategic Human
Resource Management based on:
Vertical Fit of Organization Culture for Employees as Professional Workers, applying
Measurement of Employees’ Best Profiles and Performance Predictors (E3P) to support
job matching program
Horizontal Fit of Organization, applying the methods of verification on employees soft-
skill which support major competences within the context of job redesign
Feasibilities The DesignResearch
Projects
Case Studies in HRM: Comprehensive and Integrated?
N E E D S A N A L Y S I S
How do we provide “assurances for Sustainability of Business Process and Good
Governance within the context of Organization Development” when considering
FEASIBILITIES from Previous Studies?
“Right persons in the right places with
right mission and capable of doing things
right within the context of the right things.
It is to make old saying work well:
AVAILABLE FEASIBILITIES
Two Feasibilities from previous studies:
• Application of Psychometric Measurement for Selecting Best
Profiles of Employess within Job Matching Program (Talent
Development and Leadership Program) has been available.
• Facilitation for Best Practices of Employees Performances with
support from integrated programs: Job Redesign-Job
Placement, Review on The System-Design of Performance
Appraisal, and Revision on The System-Design of Total
Rewards and Remuneration?
FOUR FACTORS IN THE DESIGN OF CICS
• Job Design
• Employee Profiles
• Employee Competence and Skills
• Job-Performances Context
Competences
Soft-Skills
Development
Performances
Context
Job Design
For
Professional
Workers
E3PEmployees
Profiles
Case Studies: Comprehensive and Integrated Factors?
CICS
Understanding the Strategic Human Resources Management
Therefore:
• CICS supports the elaboration of exchange perspectives between Company/Organization/Institution and Employees.
• The exchanges shall promote “mutually shared responsibility”
• Main Issues: CICS provides employees with opportunities to involve in participatory action/policy research within the framework of Strategic HRM
Our CICS Design considers that the development of
employee professionalism will give great impacts on
sustainability of business process and organization
governance, especially as it is reflected by
development of employees’ professional skills in
business discretion
Understanding the Strategic Human Resources Management
POSSIBLE OPTION 1
CICS may elaborate Vertical Fit of Organization Culture for
Employees as Professional Workers, using application of
measurement instrument on Employees’ Best Profiles and
Performance Predictors (E3P) within A Framework of Career
Management – Contributor Model.
Understanding the Strategic Human Resources Management
Application of measurement instrument will be undertaken within
the context of organization development as reflected by
integrated programs:
• Job Redesign-Job Placement
• Review on The System-Design of Performance Appraisal
• Revision on The System-Design of Total Rewards and
Remuneration.
POSSIBLE OPTION 2
Good Design of CICS:
Workable for Establishing
Strategic HRM
With QMS Context
Reliability and validity
of E3P
Comprehensiveness and
integration of CICS
in relation with QMS
Practices
Requirements for Good Design of CICS
• Application of the measurement instrument should focus on the evaluation of its
reliability and validity
• Comprehensiveness and integration of Case Studies rely on the capability of CICS
design in maintaining previous studies in relation with (its context) the needs for
improvement of quality management system
Requirements for Good Design of CICS – QMS Framework
Good Design of CICS should be
workable for Establishing
Strategic HRM
With QMS Context
How to transform
conflicting situations
and disharmony
between managerial
positions and
functional positions
among employees?
How are the
establishment of
three important
factors capable to
provide "Job
Matching Program
and Employees
Placement ?
The findings of
previous studies
shall also apply to
both employees in
managerial positions
and functional
positions as well?
The renewal of
Employees
Contract (Tenures)
effectively support
the update of QMS
In Strategic
HRM ?
Conflicting
Situations of
employees’
positions
Work
Context
Reliability of
Profiles:
Active
Constructive
Renewal on
Employees
Contract
Tenures
RESEARCH PROBLEMS
Strategic HRM will provide assurances to successful performance of business process and
governances as well as the success of employees’ future careers?
Verification on
Job Design
and
Performances
Self-Assessment
of Life Style
Inventory
Focus Group
Discussion:
Level of Agreement
Scales of
Attitudes
The use of Research Tools and Analysis
Quantitative Data of Life Style Inventory will be explained further
In verification of Attitudes Scales
The results of Job Redesign will be observed by FGD to verify the level of
Agreements related to QMS updates as well as the achievement of performances
The measures of employees’ competences and skills should result in verification of
performance appraisal design as well as the design of job evaluation system
Job matching program and renewal of tenures-contract should be undertaken with
comprehensive observation on the needs for renewal of job family and QMS Procedures
Moments of Continuous Improvements in QMS
• QMS Improvements based on Strategic HRM
• QMS and Strategic HRM support the sustainability of business
process and governance with vertical fit of organization cultures
• The future careers of employees will get strong assurances when
total directions toward contributor model of career management
system supported
How do we consider the best moments for best practices in developing
the best contributions of professional employees?
Moment at employees placement
Moment by which employees get promoted
Moment in QMS continuous improvements
Moment at setting new agenda for further case studies
1
2
3
4
Moment outside the organization to continue benchmarking5
Moments to Consider