Tm 2 Manajemen PDF

Important of HRM 1. HR → machine to reach the goals & representatives of organization 2. Low work performance → risk factor of pharmaceutical problems 3. SDM → gambaran organisasi Diversity...

Important of HRM 1. HR → machine to reach the goals & representatives of organization 2. Low work performance → risk factor of pharmaceutical problems 3. SDM → gambaran organisasi Diversity of human Bio-psycho-socio-eco-spiritituo (agama) resource Impact of hetero characteristics (perbedaan karakteristik) : characteristics ○ Competitive advantages (keuntungan dari (HRM) kompepetitif) → jd meningkat ○ Source of conflicts → jd menurun UPAYA : Individual efforts (Ex : Individual tolerance, Communication improvement) Organizational efforts (Ex : fair regulation , socialization of the importance tolerance) Definisi HRM akuisisi & mengembangkan sumber daya manusia yg dimiliki Objektif HRM Tujuan HRM (people management ) : untuk ensure organisasi biar dapat achieve sukses melalui orang 1. Community/ social purpose Bertujuan untuk menjaga interaksi sosial agar tidak terjadi konflik dan sejahtera meningkat 2. Organizational goals Meningkatkan efektifitas dan efisiensi organisasi 3. Functional purpose Stabilitas kapasitas bisnis dan SDM yg dipunya 4. Personal goal Tujuan dari setiap SDM tercapai Ex : salary,recognitation, job satisfaction, personnel development and employee well-being Scope HRM 1. Planning (butuh sdm untuk posisi apa dgn kualifikasi apa) kualifikasi → general kualifikasi (ex : usia,gpa) dan spesific kualifikasi (ex : pengalaman mengerjakan x) → Results : kompetensi, kualifikasi (general dan spesifik) , jumlah staff → Steps : 1. Refleksi strategic plan perusahaan 2. Analisis kualifikasi job a. Job analysis (type vs qualification), job  description (job details) 3. Analysis of workforces availability 4. Initiative action 5. Evaluastion & modification of action 2. Recruitment (pada saat pkp sudah harus menunjukkan performa kinerja yang baik) → sources : 1. Internal sources : transfer karyawan atau promosi 2. External sources : advertisement, rekomendasi , gate applicants, personal consultant, education institutions, employement exchange, waiting list, unsolicited applicants, jobbers and contractors, field trip, leasing 3. Selection → including : 1. administrative selection 2. Qualification selection 3. Personality selection 4. Training & development (concern with provide train to new staff members as well as the existing staff member to increase to work efficiency) → Training : (siapa yg memberi pelatihan) 1. On the job training (ditempatkan di perusahaan itu sendiri) Ex : magang) 2. Off the job training (yg memberi training itu dari luar perusahaan) 5. Performance operation (promotion & compensation) Compensation : incentives, overtime pay, awards, promotion Benefits : Leaves , health insurancs, work insurance Promotion vs demotion (turun pangkat) vs transfer (dipindahkan divisi) vs separation (jika ada konflik maka dipisahkan atau ditaruh di cabang yang lain) vs Progressive dicipline (Ex : PHK) Performance feedback : Evaluation performance (daily, annually, etc) 6. Performance appraisal → comparison >1 orang dalam several directions with others Purpose : help management to take decisions about  performance operation (Ex : promotion, salary increase, transfer if missit for the right job, rewards, discharge) Methods : Management by objectives (MBO) 360 degree feedback method Assesment center method Human resource accounting method Behaviorally anchored rating scale (BARS) Method 7. Job analysis and evaluation → job analisis itu determine in detail the particular job duties and requirements and the relatives importance od these duties for a given job Point out : 1. Duties & responsibility involved in each job 2. Degree of skills necessary to perform each job 3. Discloses the condition under which each job is performed and the element of risk involved 4. Helps management to fix the qualifications requires for each job → Job evaluation Methods : 1. Ranking method (mana yg penting dulu → graded on the basis of their responsibility and the difficulty to perform them) 2. Classificatiobs method (also termed graded) → the jobs are graded on the basis od the requirement) 3. Factor point scoring Kompensasi itu berhubungan dengan pekerjaannya langsung (ex : uang insentif) Benefits itu tdk berhubungan dgn pekerjaannya langsung (EX : kesehatan individu (health insurance) Regulation & ethics 1. Helath professional vs health workers 2. Workforce = farmasis, dll 3. Kode etik 4. Competensi (kode etik) dan kualifikasi (persyaratan ex : gender) 5. Workforce regulation in general (lleaves , holidays, insurance, allowances, workload) Reading assignment : (Authority & responsibilities) 1. Health professionals, health workers  2. Licensing 3. Standard of pharmaceutical services Performance motivation The best job 1. Motivation performance was 2. Ability determined by griffin 3. Work environment (2000) Factor effecting 1. Individual motivation employee interaction 2. Leadership and performance 3. Type of communication Goal setting SMART → motivation S : specific M : Measurable A : Achievable R : Realistic T : Timely Individual factor 1. Stress and behaviour issues in oragnisasi Stress factors (job demands, physical demands, Role/ function demands) Stress control ( time management, sport, refreshing, work environment, adn supporting group) 2. Individual creativity Creativity → able to continuously adapt to change  Creative individual forming factors (Experience with creativity, treatment of individual, cognitive ability) Standard operating Pedoman berisi tahapan, langkah2 atau tindakan dan penggunaan procedures (SOP) fasilitas pemrosesan dilaksanakan oleh orang2 di dalam suatu organisasi, telah berjalan scr efektif, konsistem, stamdard dan sistematis Leadeship & management Leadership style Reframing leadership Leadership evaluative tools Document related to Page 37 HRM 1. Job agreement (kontrak kerja) 2. SOP 3. Job description 4. Job analysis (performance analysis, job satisfaction,etc) 5. Legal letter (decree, letter of assignment, etc)