Adelia Pramesti Hanggoro

08211640000021
Pengantar Manajemen Bisnis D

Managing Human Resources

Human Resources Management (HRM) means the strategic approach to the effective
management of people in one organization or company that help their business gain a
competitive advantage. There are some reasons why the HRM is important, such:
a. As a significant source of competitive advantage
People-oriented HR creates superior shareholder value
b. As an importat strategic tool
Achiece competitive success through poeple by treating employees as partners
c. To improve organizational performance
High performance work practices lead to both high individual and high performance
There are some external factors that infuenced the HMR: Labor union and Affirmative Action
a. Labor Union
An organization that represents workers and seeks to protect their interest through
collective bargaining.
b. Affirmative Action
Organizational programs that enchance the status of members of protected groups.
The representative participation of HRM are:
a. Work councils
Groups of nominated or elected employes who must be consulted when amnagement
makes decision involving personnel
b. Boards representatives
Employees who sit on a company’s board of directors and represens the interests of the
firm’s empoyees.
In selecting and identifying competent emplyees, there are some aspects that need to be
considered:
a. Human resource planning
Ensuring that the organization has the right number and kinds of capable people in the
right place and at the right times.
b. Job analysis
An assessment that define jobs and the behaviors ncessary to perform them
c. Job desctiption
A written statement that describes a job
d. Job spesification
A written statement of the minimum qualifications that a person must rocess to perform
a given job succesfuly.
 To maintaining a good employees there are some actions that can be d o, orientation
and training programs for the emplyee.
a. Orientation
Orientation involves an introduction of a new eployee to the job and the organization.
The purpose of orientation is to acquaint the employee with the new work environment
Types of orientation:
1. Formal and informal orientation
Formal orientation has a structured proggrame. T helps a new hire in acquiring a
known set standards.
In informal orientation emplyees are directly put on job and it promotrs innovative
ideas. Choice depends on magment’s goals
2. Individual and collective orientation
Individual orientation preserves individual differences. It’s expensive and time
consuming. Small firms go for this individual programmes.
Collective orientation is likely to develop homogenous views. It is less time
consuimg and latge firms normally have this collective orientation.
3. Serial and disjunctive orientaion
Serial orientation is an experienced employee inducts a new hire in case of serial
orientation. It maintains traditions and customs.
Disjunctive orientaion is new hire do not havepredecssors to guide them. It produces
more inventive employees.
b. Training
Training of the emplyees is possible if they believe thatthe resulting modification in the
behaviour is in their own intersest and they can perform thei job better after the training.
Types of training:
1. General
Types of training like general skilss to run the organization
2. Specific
Types of training like ethiques, cultures, team building, etc
3. Induction training
The training for new worker that need to be treated properly and must be given
essential introductory information about the organization and the job by his superior.
4. Job training
Is given for increasing the knowledge of employees to achieve skills for specified
job. It is normally imparted by seniors, supervisors, or special instructors.
5. Training for promotion
Is provided to existing employees of the frm to prepare they perform higher level
jobs.
6. Refresher training
Is given to employees for short duration to cope up with the presente job
requirements.
 There are some strategis for retaining competent and high performing employees, with
the following:
1. Understand them
Get to know more about the employees at a personal and professional level. It will
deepen the relationship and make the employee become parts of the organization.
2. Develop them
Provide training and development opportunities-whether it be internal or external
programs, formal or informal – training opportuinities demonstrate your willingness to
invest in the career opportunities.
3. Challenge them
Ensure the work they are doing is challenging and stretching the abilities of your high
performers.
4. Reward them
Rewards don’t always need to be financial but a competitive salary package will almost
always be a crucial component in retaining high performers.
5. Trust them
Sharing critical information with the high performers will build trust and make the feel
part of theorganizations long term future.
There are some contemprary issues in managing human resources:
1. Downsizing
The planned elimination of jobs in an organization
2. Sexual harrashment
Any unwanted action/activity of a sexual nature that explicitly or implicitly affects
individual’s employement, performance, or even work environment.
 Managing Teams
Managing team or team management is the ability of an individual or an organization
to administer and coordinate a group of individuals to perform a task. It involves teamwork,
communication, objective setting and performance appraisals.
Group is two or more interacting and interdependent individuals who come together
to achieve specific goals. Divided into two types:
1. Formal groups
Work group defined by the organization’s structure that have designated work
assignments and tasks.
2. Informal groups
Group that are independently formed to meet the social needs of their member
Group needs to be developed. There are some stages in group development:
1. Forming stage
People join the group and then define the group’s purpose, structure, and leadership
2. Storming stage
Characterized by inragroup conflict
3. Norming stage
Characterized by close relationship and works on group task
4. Performing stage
When the group is fully functional and works on group task
5. Adjourning
Final stage, members are concerned with wrapping up activities rather than task
performance.
In a group there might be confilcit that appears, that’s why it needs conflict
management. Conflict defined perceived incompatible differences that results in interference
or opposition. There are some types of conflicts:
1. Functional conflicts
2. Support a group’s goals and perform its performance
3. Dysfunctional conflicts
Prevent a group from achieving its goals
4. Task conflicts
Over ocntent and goals of the work
5. Relationship conflicts
Based on interpersonal relationship
6. Process conflicts
Over how work gets done
Work Teams defined as groups whose members work intensely on a spesific,
common goal using their positives synergy, individual and mutual accountablity, and
complementary skills. There are types of work teams:
1. Problem-solving team
Come from same department and involved in the same activities or case that needs to
be solved of some specific problems.
2. Self-managed work team
Operates without a manager and is responsible for a complete work, process, or
segment.
3. Cross-functional team
Composed of individuals from various functional specialties
4. Virtual team
Use technology to achieve common goals.
 Definition
The strategic approach to the effective management of people
in one organization or company that help their business gain a Important
competitive advantage

Identify a competence worker

Managing -
-
Human Resource Planning
Job Description
- Job Analysis
- Job Specification
As a strategic tools,
develop and managing
HR, increaing
Human Maintaining and Develop Worker
organization
performance

Resources Training: Training:

1. General 1. Forman – informal

2. Specifi c 2. Individual – group
3. Social - disjunctive
Issues
1. Downsizing Retaining High Competent Workers
Managing 2. Sexual Harrashment
1. Rewrd
Teams Definition 2. Appraisal
3. Challenge
is the ability of an individual or an organization to administer and 4. Trus
coordinate a group of individuals to perform a task. It involves 5. Develop
teamwork, communication, objective setting and performance
appraisals Group Development
Group
is two or more interacting and interdependent - Forming Stage - Norming STage
individuals who come together to achieve - Storming STage - Performing Stage
specific goals appraisals - Adjourning

Work Team Types of Work Team

as groups whose members work intensely on a - Problem solving team - Self-Managed Team
spesific, common goal using their positives - Cross functional Team - Virtual Team
synergy, individual and mutual accountablity,
and complementary skills.