Management

The process of efficiently completing activities

with and through people.
Planning
A management function focusing on setting organizational goals
and objectives.
Organizing
A management function that deals with determining what jobs are
to be done, by whom, where decisions are to be made, and how to
group employees.
Leading
Management function concerned with directing the work of others.

Controlling
Management function concerned with monitoring activities to
ensure goals are met.
HRM GOAL
Competent
employees
who are committed
to the organization
and satisfied
with their jobs
 The HRM Functions
HRM is the part of the organization concerned with
the “people” dimension.
HRM can be viewed in one of two ways. First, HRM is a
staff or support function in the organization. Its role is
to provide assistance in HRM matters to line
employees, or those directly involved in producing the
organization’s goods and services.
Second, HRM is a function of every manager’s job.
Whether or not one works in a formal HRM
department, the fact remains that to effectively
manage employees, all managers must handle the
activities we’ll describe in this book. That’s important
to keep in mind!
 Every organization is comprised of people.
Acquiring their services, developing their skills,
motivating them to high levels of performance,
and ensuring that they maintain their
commitment to the organization are essential
to achieving organizational
objectives. This is true regardless of the type of
organization—government, business,
education, health, recreation, or social action.
Hiring and keeping good people is critical to the
success of every organization.
 To look at HRM more specifically, we
propose that it consists of four basic
functions:
(1) staffing, (2) training and
development, (3) motivation, and (4)
maintenance.

In less academic terms, we might say

that HRM is made up of four activities: (1)
hiring people, (2) preparing them, (3)
stimulating them, and (4) keeping them.
 Staffing
-Strategic Human
Resource Planning.
-Recruitment & Selection
-Employee orientation

Maintenance Development
-Benefits and services -Employee training
HRM
-Safety and health -Employee development
GOALS
-Communication -Organization
programs development
-Career development
Motivation
-compensation
-discipline and
counseling
-performance
A Model of HRM evaluation
David A. De Cenzo
Stephen P. Robbins
 2. training and
1. staffing function
development
Activities in HRM
function
concerned with
Activities in HRM concerned
seeking and hiring
with assisting employees to
qualified employees
develop up-to date skills,
3. motivation knowledge, and abilities.
function 4. maintenance function
Activities in HRM Activities in HRM
concerned with concerned with maintaining
helping employees employees’ commitment
exert at high energy and loyalty to the
levels. organization.
1. Staffing function
Activities in HRM
concerned with
seeking and hiring
qualified
employees
 Strategic Planning

Human Resource Planning

Forecasting Human Comparing Forecasting

Resource Requirements and Human Resource
Requirements Availability Availability

Demand = Supply Surplus of workers Shortage of

workers
No Action Restricted Hiring,
Reduced Hours, Recruitment
Early Retirement, Selection
Layoffs,
Downsizing

10
 Human
Resource
Planning
Job
Analysis Satisfactory
Job Information Job Methods of recruits
Opening Require- recruitment make
Manager,s ments formal
comments application
Specifics
requests of
managers
Walk-ins / write ins
Employee referrals
Advertising
Private agencies
Search firms
Educational institutions
Professional associations
Military operations
Government programs
Werther and Davis, 1998 Temporary help firms

11
Failed to meet minimum qualification actions Initial screening

Failed to complete application or failed

Completed application
job specification

Failed tests Employment tests

Failed to impress interviewer Comprehensive interview

Problems encountered Background examination

Job offer made

Reject applicant Medical/physical

examination
Unfit to do essential elements of job
12
 2. Training and
development
function
Activities in HRM
concerned with assisting
employees to develop up-
to date skills, knowledge,
and abilities.
 To help new employees fit in,
orientation programs
familiarize employees with
their roles, the organization,
its policies, and other
employees

orientation,socialization,placement 14
 Human Resource Development

Organizational Individual Blended Training Management

learning learning learning Development
and
development Workplace
Knowledge training
management
Self-directed
Learning Format
off-the-job
Learning training
organization E-Learning

Coaching

Mentoring
 High

Exploration Establish Mid career Late Career Decline

ment
Will performance
increase or decline?
Getting first
The elder
job and being
statesperson
Job accepted
Performance

Preparing
Transition for
from school retirement
to work

5 10 15 20 25 30 35 40 45 50 55 60 65 70 75
Low Age
Fundamentals of Human
Resource Management, 10/e,
DeCenzo/Robbins

Chapter 9, slide 16
 3. Motivation
function
Activities in HRM
concerned with
helping employees
exert at high energy
levels.
 Motivasi Kerja

7/16/2019 18
 Teori2 Motivasi

 Pendekatan “Content”
 a. Jenjang Kebutuhan - A.H. Maslow
 b. Teori Dua Faktor - F. Herzberg
 c. Teori X danY – McGregor
 d. Mc.Clelland
 Pendekatan “Process”
 a. “Operant Conditioning” – B.F.Skinner
 b. Teori Keadilan – J.S.Adams
 c. Teori Ekspektansi – Victor Vroom
7/16/2019 19
 Objectives of an effective
compensation management
Acquire qualified personnel
Retain present employees
Ensure equity

Control cost

Reward desired behavior

Comply with legal regulations

 Rewards

Intrinsic Extrinsic (compensation)

Participation Financial Non financial

in decision making

Greater job freedom Direct Indirect

compensation compensation
More responsibility
Traditional Nontraditional
More interesting
work Office furnishing
wage salary incentive Gain-sharing
Business card
Opportunities for Lunch
personal growth Own secretary
Car
Diversity activity Benefit Etc.
and
David A De Cenzo and Stephen P. Robbins, 1994 services
– Modified -
 What Is Discipline?
Discipline refers to a condition in the organization
where employees conduct themselves in
accordance with the organization’s rules and
standards of acceptable behavior.
For the most part, employees discipline themselves by
conforming to what is considered proper behavior because
they believe it is the reasonable thing to do. Once they
know what is expected of them, and assuming they find
these standards or rules reasonable, they seek to meet
those expectations..

7/16/2019 Disiplin/Hm.2005 22
4. Maintenance function
Activities in HRM
concerned with
maintaining employees’
commitment
and loyalty to the
organization.
 Medical care
Dental
Vision
Wellness programs
Child care
Long-term care
Adoption assistance
Holidays
Vacations
 Personal leave
Funeral leave
Sick leave
Job-related travel assistance
Educational assistance
Life insurance
Short-term disability
insurance
Long-term disability insurance
Employee assistance
Fitness center
OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION
 Even the smallest entrepreneurial organization
with one or two employees must recognize
responsibility for all four HR functions. In
organizations that are too small for a formal
human resource management department,
these functions will be the responsibility of each
line manager.
Line managers will always have many of these
responsibilities whether a formal human
resources department exists or not. HR
departments are generally responsible for
assisting the line manager in these activities.
TERIMAKASIH