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Perencanaan SDM (HR PLANNING)
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Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Mar 31, 2015

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Frida Shira
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Page 1: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Perencanaan SDM(HR PLANNING)

Perencanaan SDM(HR PLANNING)

Page 2: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Suatu proses review yang sistematis atas kebutuhan-kebutuhan SDM, untuk meyakini bahwa jumlah dan keahlian yang harus dimiliki, tersedia pada saat diperlukan.

Proses analisis dan identifikasi kebutuhan dan ketersediaan SDM, sehingga organisasi dapat mencapai obyektifnya.

HR PLANNINGHR PLANNING

Page 3: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Linkage of Organizational and HR Strategies

Linkage of Organizational and HR Strategies

Page 4: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Factors That Determine HR Plans Factors That Determine HR Plans

Page 5: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

HR PLANNINGHR PLANNING

Strategi Strategi korporatkorporat

Target Penjualan laba

Strategi Strategi fungsionalfungsional

Produksi Pemasaran Pelayanan

Rencanadivisional

Strategi bisnisStrategi bisnis Jumlah produksi Omzet penjualan

HR planning

Strategic Planning

Kebutuhan SDM (demand)

Pemenuhan SDM (supply)

Page 6: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

HR PLANNING (process)HR PLANNING (process)

Page 7: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Strategic Planning

Forecasting Human Resource

Requirements

Comparing Requirements and

Availability

Forecasting Human Resource Availability

Surplus of WorkersDemand = Supply

No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff,

Downsizing

Shortage of Workers

Recruitment

Selection

HR PLANNINGHR PLANNING

Human Resource Planning

Page 8: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Demand for firm’s goods or services must be forecast

Estimate of numbers and kinds of employees the organization will need at future dates

Forecast is then converted into people requirements

Forecasting HR Requirements

Page 9: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Determining whether the firm will be able to secure employees with the necessary skills, and from what sources these individuals may be obtained

Show whether the needed employees may be obtained from within the company, from outside the organization, or from a combination of the two sources

Forecasting HR Availability

Page 10: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Internal Assessment of the Organizational Workforce

Internal Assessment of the Organizational Workforce

• Auditing Jobs and Skills

What jobs exist now? How many individuals are performing each

job? How essential is each job? What jobs will be needed to implement

future organizational strategies? What are the characteristics of anticipated

jobs?

1

Page 11: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

• Forecasting the Demand for Human Resources

Organization-wide estimate for total demand

Unit breakdown for specific skill needs by number and type of employee Develop decision rules (“fill rates”) for positions

to be filled internally and externally. Develop additional decision rules for positions

impacted by the chain effects of internal promotions and transfers.

Internal Assessment of the Organizational Workforce

Internal Assessment of the Organizational Workforce

2

Page 12: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

• Organizational Capabilities Inventory

HRIS databases—sources of information about employees’ knowledge, skills, and abilities (KSAs)

Components of an organizational capabilities inventory Workforce and individual demographics Individual employee career progression Individual job performance data

Internal Assessment of the Organizational Workforce

Internal Assessment of the Organizational Workforce

3

Page 13: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Restricted hiring – employees who leave are not replaced

Reduced hours Early retirement Layoffs

Surplus of EmployeesSurplus of Employees

Page 14: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Shortage of Workers ForecastedShortage of Workers Forecasted

Creative recruiting Compensation incentives – premium

pay is one method Training programs – prepare

previously unemployable people for positions

Different selection standards – alter current criteria

Page 15: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Internal vs. External StaffingInternal vs. External Staffing

Page 16: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

HR Forecasting TechniquesHR Forecasting Techniques

• Zero-based forecasting – uses current level as starting point for determining future staffing needs

• Bottom-up approach – each level of organization, starting with lowest, forecasts its requirements to provide aggregate of employment needs

Page 17: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

HR Forecasting Techniques HR Forecasting Techniques

• Mathematical models –Assist in forecasting. Relationship between sales demand and number of employees needed is positive one.

• Simulation – technique with experimenting with real-world situation through a mathematical model

Page 18: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Proses pengawakan

eksternal

Proses pengawakan

eksternal

Perm

inta

an S

DM

(d

em

and)

Perm

inta

an S

DM

(d

em

and)

Tuntutan eksternalTuntutan eksternal

Keputusan organisatorisKeputusan

organisatoris

Faktor ke-TK-an

Faktor ke-TK-an T

ekn

ik p

era

mala

nTekn

ik p

era

mala

n ExpertExpert

Proyeksi trend

Proyeksi trend

Metoda lain

Metoda lain

Kebutuhan SDM

Kebutuhan SDM

JangkaPendekJangkaPendek

JangkaPanjangJangka

Panjang

Pemenuhan SDM

Pemenuhan SDM

InternalInternal

EksternalEksternal

Rencana rotasi/ mutasi

Rencana rotasi/ mutasi

Rencana suksesi

Rencana suksesi

Hasil audit SDM

Hasil audit SDM

Hasil analisis bursa TK

Hasil analisis bursa TK

Penambahan Penambahan

Jangka pendek & panjang

HR planningJangka pendek & panjang

HR planning

Proses pengawakan

internal

Proses pengawakan

internal

==

Page 19: Perencanaan SDM (HR PLANNING) Perencanaan SDM (HR PLANNING)

Better view of the HR dimensions of business decisions

Lower HR costs through better HR management.

More timely recruitment for anticipate HR needs

More inclusion of protected groups through planned increases in workforce diversity.

Better development of managerial talent

Benefits of HR PlanningBenefits of HR Planning