Muhammad Yazidus Syukri (0204510023) Yuanita Damayanti (0204510022) Tiara Nove Ria (0204510002)

HUMAN RESOURCE MANAGEMENT

DEFINITION

Human resource refers to the personnel, staff or workers in an organization. Management means the methods by which the leader utilizes material and human resources to achieve predetermined organizational goals.

Thus, human resource management is the process that deals with utilizing people to perform duties and function in an organization.

Functions of Human Resource Management

Human resource management is a body of knowledge and a set of practices that define the nature of work and regulate the employment relationship. HRM covers the following five functional areas:
a. b. c. d. e.

Staffing Rewards Employee Development Employee Maintenance Employee Relations

HRM functions within the organization at two levels (Watson,1986)

HRM activities are concerned with recruiting, motivating and developing competent employee. HRM has responsibility for conflict management.

Recruitment and Selection Processes

The recruitment process begins with consideration of the number and types of vacant posts needed to be filled, and the sources of personnel or skills needed for filling them. Short listing the applicants to be interviewed. Preliminary interviews enable the employers or their recruitment officers to see the applicants personally so that both physical and emotional disposition of applicant can be assessed.

The employment interview is the final stage of selection for placement, and almost the most difficult stage in the selection processes since the recruitment officers are expected to chose only the MOST suitable candidates out of these, using interviewing techniques. The final selection is done after the evaluation. At any rate, the candidates should be selected and placed according to the number of vacancies existing in the various section of the organization, and in accordance with their qualifications, and experiences.

Staff Development and Training

training usually implies specific, factual, and narrow-range content development refers to a focus on general decision making and human relations skills. In both staff training and staff development the aim is to improve the skills and performance of the subordinates.

Staff Development and Training

staff development is itself a training process and best viewed in two dimensions: The first being an in-service training program where individuals in an organization are given opportunities to further their education to enable them prepare for future positions. The second type of training is aimed to prepare individuals to be able to handle new job assignments.

Staff Development and Training

staff development connotes the organizations efforts in its program to provide the needbased training and education to its workers to enable them become competent in handling their present or future assigned tasks. Staff development is a basic factor in building and maintenance of the organizational effectiveness. According to Ngu (1990:26) staff development is so important that it is not only imperative but continuous.

Types of Staff Development and Training

In-service Course Vestibule Training for Teachers Refresher Courses Staff Seminar Conference Training Induction Courses Role Playing On-the-Job-Training Sensitivity Training Off-the-Job-Training Supplementary On-and-Off-the-Job Training Training