PROCUREMENT OF HUMAN RESOURCES

PROCUREMENT OF HUMAN RESOURCES

The main activity in human resource management is the provision of human resources. This is the form of activities to formulate a program drawing, selection, and placement of manpower. The core provision of human resources is to provide the manpower needed an organization quantitatively and qualitatively. In quantitative terms, are determined through analysis of the workload (work load analysis) and analysis of the labor force (work force anlysis). Workforce is qualitatively determined through job analysis (job description) and position specification (job specification).

Withdrawal from the workforce, are intended to call applicants to fill the vacant positions in an organization through a variety of labor sources, such as advertising, employment offices, educational institutions, union employees, family and acquaintances or employees.

Selection labor is a process to give the applicant the right position. With the right applicants, means that there is conformity (best fit) between the needs of the position (job requirements) on the one hand with the qualifications of candidates on the other. The selection process generally consists of the stages of preliminary interviews, filling out an application, reference checks, psychological tests, filling out an application, reference checks, psychological tests, interviews, medical examinations, and approval of immediate supervisor.

Job placement means, the applicant decided to hold a position in the organization through a process orientation (induction), which introduce employees to the company about the job, company history, production issued by the company, the rights and obligations of employees, conditions of employment, and wage and salary employees. The purpose of orientation is to foster a sense of pride and a sense of belonging to the company on the employees concerned.

The selection and placement of proper manpower will bring positive impact for an organization. The selection and placement of false labor will bring negative impact, including incidence of labor unrest, the decline in enthusiasm and excitement of work, reduced productivity, errors in execution of duties, and responsibilities are less.

SCOPE OF HUMAN RESOURCE MANAGEMENT

SCOPE OF HUMAN RESOURCE MANAGEMENT

Although the focus of attention of human resource management is that every worker can contribute to optimal in the realization of organizational goals, but due to the development of science itself, because of technological advances and increased complexity of the organizational environment, the scope or coverage is discussed in human resource management continues to change and development, since long ago to the present.

According Biswanath Ghosh, personnel management is divided into three main sections, namely evaluation, modivation, modification of human resources. With the evaluation is intended to assess the available workforce from various sources to meet the needs of the company, motivation is being with efforts aimed at motivating workers and by modification means efforts to change the workforce becomes more skilled.

In accordance with the definition of human resource management that has been the author pointed out above, the material becomes sorotannya revolve around three main aspects, namely procurement, development, and utilization of human resources. The three main aspects are the main tasks, and if broken will result in a number of functions.

When studied human resource management literature, it is often times other materials are also discussed which is nothing to do with ketiha main aspects mentioned above. Indeed other materials that are discussed in the branches of management or other sciences. Other materials, such as organizing, management skills, relationship manager with union employees, productivity, social environment, communication, leadership, and others.

It must be recognized that other materials that clearly plays a major role in understanding the integral human resources. In addition, to truly understand the human being in employment, in other sciences need to be studied, such as sociology, psychology, anthropology, labor law, and social legislation. The pure material was separated from human resources management.

On the basis of the definition of human resources thinking that the author pointed out above, the creative management of human resources which will be described below, particularly keriga only highlights the main aspects, namely as follows.
a. Supply of human resources
b. Human resource development.
c. Utilization of human resources.

HUMAN RESOURCES MANAGEMENT BENEFITS

HUMAN RESOURCES MANAGEMENT BENEFITS/ADVANTAGES

Human resource management, as a branch of management and as restricted in advance is a type of science, and includes the applied, ought to understand it, someone will be guided by the principles or truth on the basis set out in the real life company to achieve certain results.

But it turns out, the principles put forward by the management of human resources are found through the practice and public observations without sufficient research and experimentation supervised so that doubted its validity, and therefore can only be labeled a useful generalization or theoretical concept only. Additionally because the object is human, not inanimate objects, then the causal relationship only as an estimate only.

Basic guidelines contained in the management of human resources is clear and can definitely add to the knowledge and skills to work through others. Organizational life to a larger portion is driven by human resources, even human resources need to be better understood and taken seriously, if the expected increase in productivity in an attempt to realize the goals of the organization. Human resources must be drawn, selected and placed appropriately, and then developed to increase knowledge and skills and be motivated in such a way that it benefits the organization's survival.

The objective of human resource management unit is to realize an effective and efficient working, and it just might happen if the managers in an organization does not ignore the personnel functions.

SOME DEFINITION OF THE HUMAN RESOURCE MANAGEMENT

SOME DEFINITION OF THE HUMAN RESOURCE MANAGEMENT

Human resource management or sometimes called personnel management or personnel management is a subsidiary or branch rather than management.
Often management is disclosed is a tool to get results through others, and because the management of human resources is one of the branches, so he has the same goals with management, with primary emphasis maintaining good human relationships between individuals and that each individual tries to give its contribution optimal in achieving organizational goals.

Definition of human resource management that can be universally accepted does not exist, because the definition made by the author that one with another author there is a difference-perbadaan.

Edwin B. Plippo states: Personnel, managements is the planning, organizing, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and Societal goals.

Society for Personnel Administration in the United States will provide the formulation of Personnel Management as follows: Personnel Administration is the art of acquiring, developing and maintaining a competend work force in Such a manner as to accomplish with maximum efficiency and economi the functions and objectives of the organizations.

British Institute of Personnel Management, gives the definition of personnel management as follows:

Personnel management is the part of the management function the which is primarily Concerned with the human relationships Within an organization. Its objective is the maintenance of those relationships on a basis of the which by consideration of the well-being of the individual, enables all those engaged in the undertaking to make Their Personnel maximum contribution to the effective working of That undertaking.

CPA Gadjah Mada University, restrict personnel management with concise as follows: All activities associated with the problem of the use of human labor in an effort to work together to achieve certain goals.
Of the various formulas above, it is clear that the pressure of personnel management attention than the first two personnel and two of production. So, by studying human resource management, it is expected people will be "minded" people "and" production minded. " In other words, managers who understand the human resource management, in achieving the goals of the organization will have emphaty attitude towards subordinates, subordinates.

Since management is the art, as well as science, and because the pressure of attention in human resource management is "minded" people "and" production minded "then the author defines human resource management is the art and science of procurement, development, and utilization of human resources so that objectives organization is realized in the usability and the excitement of the work of all workers.

Apart from term human resource management, personnel management, personnel management, and personnel management, in literature there are several terms that are comparable or nearly comparable to these terms, manpower management, labor relations and industrial relations.

Manpower management, relating to procedures in which human resources are organized and directed in an effort to achieve organizational goals, individual, and society. The main target is the use and allocation of human resources as possible. Some say that the manpower management includes both human resource management and labor relations, as in the RS book title Dwivedi.

Labour relations or also referred to labor management focuses its attention to the relations between management and union employees. Finally, industrial relations is a broader term meaning of human resource management because it includes labor relations and human resource management.

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

The success of both large and small organizations are not solely determined by the available natural resources, but many opeh determine the quality of human resources that contribute to plan, implement and control the organization in question.

Differences in the quality of human resources in the decade of the '60s with the quality of human resources in the 80s in Japan is one thing that can explain Japan's prosperity and progress in the decade of the 90s or now.

Continuity of development carried out now in our country, however can only be maintained if the quality of existing human resources, serious attention both from government and from private citizens.

Therefore, the necessary human resource development in our country given the amount of Indonesia's large population, which is a potentially productive source can be converted into real productive resources. Similarly, greater attention in Indonesia, the management by private institutions are expected to be able to bring a positive impact on economic development and enterprise in the future.

One of the special branch of management to pay attention to human resources. Therefore, the understanding of matters relating to human resource management by all members of society, especially by the head of the company is absolute and necessary, in order to raise the living standard of the Indonesian nation.

This chapter will present the meaning and benefits of human resource management, coverage and core-material aspects of its aspects as well as the status and duties of personnel manager in an organization. In accordance with that, then in the subsequent description will be presented the following matters.

1. Some understanding.
2. Benefits of human resource management.
3. Scope of human resource management.
4. Procurement of human resources.
5. Human resource development.
6. Utilization of human resources.
7. Personlia status and task manager.

Corrective Action Controlling

Corrective Action Controlling

This last phase is only executed if the previous phase confirmed irregularities have occurred. With corrective action is defined, the actions taken to adjust the real work that deviates to conform with the standards or pre-determined plan. Taking the example above was, corrective action is action taken for the sale of 400,000, 00 can be adjusted to the total sales amounted to half a million dollars.

In order to implement corrective actions, it is first necessary to analyze what causes those differences. Must be known in advance that caused a gap. Similar to a doctor who face the patient, to cure the disease the patient the doctor should investigate what the cause or causes of the disease. Only after knowing what causes the disease, given the appropriate medication to cure it. Thus, when the leader has to know what caused the deviation, must take corrective action.

Why there is deviation in the number of sales above. Deviations that may occur due to one or several reasons as follows:

a. Lack of production factor so that the delivery of goods ordered is subscription too late.
b. Not cakapnya sales leadership to organize human resources and other recources in the environment.
c. Attitudes of employees in the sales become apathetic and so forth.

When the leader has to establish with certainty the causes of deviations then taken corrective action. When deviations occur because the first cause, then the leader can make corrective actions to the road, such as adding labor at the delivery. If deviation occurs because of both, leaders can make corrective actions to improve the way the way the leadership selection, or by re-educate the head of sales. If deviations occur due to the apathetic attitude of employees, then the corrective action to be taken, for example, provide a better incentive power to employees, or personnel policy changes adopted by firms and so forth.

Seems clear from the above uaraian that corrective actions were not necessarily able to customize the work is realistic with the plan or standard. Hence, once the necessary periodic reports so soon before its too late to note the occurrence of deviations, as well as with corrective action to be taken, the implementation of all jobs can be saved in accordance with the plan. If this is not possible, then there was a material deviation report in preparing the next plan.

EVALUATION OF CONTROL

EVALUATION OF CONTROL

The second phase in the regulatory process is to assess or evaluate. With the judge, is intended to compare the results of subordinate employment (actual result) with the measuring device (standard) that has been determined. Thus, it is clear to be able to carry out this task should be available two things, namely, (1) standard or the measuring device and (2) the actual result or the work of subordinates.

What standard is used as a measuring device? It has been determined or defined in the first phase. What matters is to get the job subordinate (actual result). Where work can be perceived by subordinates. Subordinate job can be known through a variety of ways, namely (1) of the written report prepared subordinates, both regular reports and special reports and (2) directly to subordinates to ask the job, or subordinates are called to give oral reports.

Getting a subordinate work through the first way, constitute an aspect of weakness. With written report of subordinates, leadership is difficult to determine what form of reality and what is the form of opinions in the report. In other words, the written report can be prepared in such a way that subordinates are exaggerated, that is subordinate to the results achieved are reported in excess of actual results. Furthermore, it probably is not properly prepared the report, that is, not all the elements of the report is loaded. Through the second way was there an aspect of weakness. Not always the leadership have enough time to visit the subordinate or interview with subordinates, considering other activities, given the distance, and so forth. The weakness of the first way can be overcome by providing guidance or guidelines in the preparation of the report (see last section in the chapter which precedes this chapter).

Weakness in the second way can be overcome by lifting the leadership aide who did the activity. Thus, formed a body of control (supervision), which served to get the jobs report came subordinates by asking subordinates or subordinates to give oral reports. Establishment of control bodies as described above, is a way to streamline the lead in carrying out this supervisory function.

The second ball to the above are available, so good standards already exist and actual result, leaders can conduct the assessment. So, the leadership of subordinate job comparing actual results with the standard so that by comparison it can be ascertained whether the deviation occurred. Thus, the standard rate reality. For details were given more examples that have been put forward in the last chapter. For a standard defined sales area real sales in a month it was only 400,000, 00. By comparing the standard with the fact that, clearly seen that the irregularities amounted to 100,000, 00. This is the second phase, which conducted an assessment or a standard to compare with actual results achieved by subordinates.

SETTING STANDARDS OF CONTROLLING

SETTING STANDARDS OF CONTROLLING

If we intend to measure or assess something, then that task can only be done when we have something that gauges: measuring instrument that we call gauge. For example, if we intend to measure the length, we use gauge meters, kilometers, etc., if we intend to measure weight, we use the measuring device kilograms or grams, so seterusya. So, obviously to measure something we should have a specific gauge.

Similarly, if we want to measure or assess the implementation or the work of subordinates, we must have the assessment tool, or standard gauge. Assessment tool or gauge the value (quantity, quality). Assessment tool that should be set first before subordinates carry out his work (his duties) and the subordinate must know the correct assessment tool (standard) which is used to assess the work supervisor.

Assessment tool or standard for the work of subordinates, in general there is good in the overall plan as well as on the plans. In other words, in a plan that in general there are standards for the conduct of work. For assessment tool that is well known by subordinates, the assessment tool that should be noted, explained to him. This is indeed necessary, for thereby subordinates know what to achieve by completing the tasks. If it does not know, then he will fumble where activities should be directed. To achieve the same purpose, namely subordinates understand the standards used his superior, then that standard could be developed on a joint basis. In other words, superiors and subordinates work in determining what the standard of the work of subordinates.

Both of the above, namely (1) assessment tool (the default) will be determined first before subordinates carry out his duties, (2) subordinates know the correct assessment tool (standard) which is used to assess the results of his work supervisor, are two of the three conditions that must be filled with the regulatory process. Another requirement is that subordinates understand exactly what it is responsible (principles of job definition).

In outline, the kinds of standards that can be classified into three major categories, as follows.
a. Standards in physical form:
1) the quantity of production,
2) quality production, and
3) time

b. Standards in the form of money:
1). Standard cost,
2). Income standards, and
3). Standard investigations
c. Standard intangible

Standards in physical form (physical standards) are all standards that are used to assess or measure the real work of subordinates and are not in the form of money. The first type is quantitative, for example the amount of output for each hour of work machine, the length of wire for each tonne of copper, the number of machine hours of work for each unit of production output, and so forth. The second type is qualitative, such as long barapa something resistant products are used and so forth. The third kind in the form of time, such as how many days or how many hours of work machine or how many hours of work a unit of production completed.

Standards in the form of money is all the standards used to assess or measure the work of subordinates in the form of money. The first type are included in this group is the standard fee, which determined the amount of costs to produce or do a particular job. The second type is the standard income. By this standard, then determined how much income to be received from a certain sales, some sales agents, and so forth. Type the last in this group are the standard set of investment means that a particular effectiveness in the use of capital, for example, determined the net gains to be obtained from any use of capital by 10%, and so forth. Standards in the form of money is usually contained in a company's budget. Therefore, the budget is often used as a tool of control, measuring instruments or standards for the activities of subordinates. Therefore, the standard second group was often referred to as the budgetary control.

Conducting an assessment of the results achieved can be done with the use of budget. In the beginning is a budget aimed at a plan about certain things in the form of quantitative (money). Budget an industrial company shows how much the cost (fee), which planned to carry out or working on a project. Budget as a plan can be used as a means of measuring the implementation of the work. So, whether a job is done efficiently or not, or according to plan or not, it can be seen by comparing actual spending with a budget that has been determined in advance. When the actual expenditures that exceed the budget that has been written in the budget, means that the implementation of employment was not efficiency, so you should. (In times of inflation, the budget can not be used as a gauge or standard).

Last class standard is the standard used to measure or evaluate the subordinate activity measured by both the physical form or in the form of money. For example, to measure the activity or the head of public relations or measure employee attitudes toward the company. To assess employee attitudes towards the company we use standard intangible, such as the number of complaints submitted by employees, the number of employee suggestions to the leader, the number of employees are absent, the number of employees who asked for stop to move work to other companies, and so on.

Similarly, various types of standards used by supervisors to effectively assess whether or not the activities of subordinates. Types of standards which will be chosen depending on the type of subordinate activities to be assessed. But in the first phase, in the regulatory process that oversees their every first set the standard of supervision.

CONTROLLING PROCESS

CONTROLLING PROCESS

In performing a particular task, there is always the sequence of execution of that task even though the task is simple. To realize the purpose of such companies, corporate leaders through the phases of implementation or execution processes of planning, organizing, composing, directing, and supervising. Similarly, in making a plan, to go through some sequence of execution, which was to determine the tasks and company goals, observe and analyze, making the possibilities, making synthesis before making plans.

Likewise in the operation of duties, to facilitate the implementation of the realization of objectives should also go through several phases or sequence of execution. The process of supervision or control anywhere that any berobjekkan consists of phases as follows:

a. Setting gauge (standard).
b. Conducting assessment (evaluate)
c. Conducting corrective actions (corrective action).

In the first phase, the leader must define or set standards or measuring tools. Based on these standards was then conducted an assessment. While in the second phase, namely evaluation, namely to compare the work already done (actual result) with the standard. Then began the third phase, namely corrective action, which is entered into the corrective action in order for monitoring purposes can be realized. The main purpose of supervision is to see to what is planned to become a reality. Similarly, the third phase of the monitoring objectives is to see to what is planned to be the reality. In this chapter, the three main problems mentioned above we talk about.