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PERENCANAAN SUMBER DAYA MANUSIA - Coggle Diagram
PERENCANAAN SUMBER DAYA MANUSIA
Linkage of Organizational Strategies and HR Planning
Prinsip Perencanaan SDM:
:check: Terintegrasi dengan strategi perusahaan
:check: Jangka waktu yang terintegrasi.
:check: Penentuan ruang lingkup perencanaan
Permasalahan:
:heavy_check_mark: Perencanaan menjadi suatu problema yang dirasa tidak bermanfaat
:heavy_check_mark: Relialitas dan bergesernya prioritas kebijakan dan strategi yang ditentukan oleh adanya keterlibatan interest group yang memiliki power
:heavy_check_mark: Kurangnya data, pengertian manajer lini, dan rencana korporasi
Kebutuhan SDM Berasal Dari:
Strategi korporat :arrow_right: Strategi bisnis :arrow_right: Strategi fungsional :arrow_right: Rencana divisional :arrow_right: HR planning :arrow_right: Strategic Planning
Permintaan dan Penawaran (Demand & Supply) dalam HR Planning
Permintaan SDM (demand)
Tuntutan Eksternal, Keputusan Organisastoris, Faktor ke-TK-an.
Teknik peramalan
Expert, Proyeksi trend, Metoda lain.
Kebutuhan SDM
Jangka Pendek
Jangka Panjang
Jangka pendek & panjang
HR planning
:ballot_box_with_check: Proses pengawakan internal
:ballot_box_with_check: Proses pengawakan eksternal
Pemenuhan SDM
Internal
:ballot_box_with_check: Rencana rotasi/ mutasi
:ballot_box_with_check: Rencana suksesi
:ballot_box_with_check: Audiit SDM
Eksternal
:ballot_box_with_check: Hasil analisis bursa TK
:ballot_box_with_check: Economy
:ballot_box_with_check: Demography
RESUME PERMINTAAN SDM:
External
Economics, social-political-legal, technology, competitors.
Organizational
Strategic plans, budgets, sales and production, forecast, new ventures, organization and job design.
Workforce
Retirement, resignations, terminations, deaths, leaves of absence.
RESUME TEKNIK PERAMALAN:
Expert
Informal and instant, formal expert survey, nominal group technique, delphi technique.
Trend
Extrapolation, indexation, statistical, anaylisis.
Other
Budget and planning analysis, new venture analysis, computer models.
Keuntungan dan Kerugian Penambahan SDM dari Internal Vs Eksternal
Internal
Advantages
:heavy_check_mark: positive employee reactions to promotion from within
:heavy_check_mark: quick method to identify job applicants
:heavy_check_mark: less expensive
:heavy_check_mark: little orientation time required
Disadvantages
:heavy_minus_sign: no new KSAOs into the organization
:heavy_minus_sign: may perpetuate current underrepresentation of minorities and women
:heavy_minus_sign: small labor market to recruit from
:heavy_minus_sign: employees may require more training time
External
Advantages
:heavy_check_mark: brings employees in with new KSAOs
:heavy_check_mark: larger number of minorities and women to draw from
:heavy_check_mark: large labor market to draw from
:heavy_check_mark: employees may require less training time
Disadvantages
:heavy_minus_sign: negative reactions by internal applicants
:heavy_minus_sign: time consuming to identify applicants
:heavy_minus_sign: expensive to search external labor market
:heavy_minus_sign: new employees require more orientation time
Surplus
:check: Restricted hiring – employees who leave are not replaced
:check: Reduced hours
:check: Early retirement
:check: Layoffs
Shortage
:check: Creative recruiting
:check: Compensation incentives
:check: Training programs
