Management And Human Resources Development(TGS BHS INGGRIS)

Management  And human resources development

Human resource management, HRM abbreviated, is a science or a way how to manage the relationship and the role of resources (labor) owned by individuals in an efficient and effective and can be used optimally in order to reach the goal (goal) with employers, employees and community maximum. [1] HRM is based on a concept that every employee is a man - not a machine - and not merely a resource bisnisKajian HRM incorporates several areas of science such as psychology, sociology, etc..

   HRM is an element of human resource management also involves the design and implementation planning, employee development, employee development, career management, performance evaluation, employee compensation and labor relations baikManajemen human resources involves all management decisions and practices that directly affect human resources

Roles, Functions, Duties and Responsibilities of Human Resource Management

       The role of the employee for a company of their involvement in the planning, systems, processes and objectives to be achieved by the company. Speaking about the role of labor, must be distinguished between those who have jobs and those who work. R.Kyosaki call it in four stages (quadrant) are self employed, employe, businessman and investor. Employees are those working for other people to sell their services, time, energy and thoughts to the company and get kopensasi of those companies. But speaking of labor is still common. Since there is no work, the work (on other people / state / private) and those who work for themselves.
The HRM is like ditelah employees (those who sell services, thoughts, energy and time to another person or company. Here there was a bond or contract of rights and obligations of each.

Planing

 Preparation and selection of labor (Preparation and selection)
Preparation. In the process of preparation to do the planning human resource requirements to determine the range of work that may arise. To do is to do the estimate / forecast the vacant job would, amount, time, and so forth. There are two factors to be considered in the preparation, the internal factors such as the number of new employees' needs, organizational structure, existing departments, and others. External factors such as employment law, labor pasa conditions, etc.

Recruitment & Selection

 1. Recruitment / Recruitment. Recruitment is a process to find potential employees or candidates, employees, workers, managers, or a new workforce to meet the needs of tablespoons oraganisasi or company. In this stage the existing job analysis necessary to create a job description / job description and job specification / job specification

2. Employment selection / Selection. Selection labor is a process of finding the right employment of the many existing or potential candidates. Early stage that needs to be done after receiving the applicant's curriculum vitae is a look at / cv / applicant's curriculum vittae. Then do the sorting of applicants cv between applicants who will be called by that fail to meet standards of a job. Then next is called the candidate elected to do a written test exam, job interview / interview and other selection processes.

           According Zurnali Cut (2010), an organization or company should be able to find and attract candidates who have the ability to work with using information and communication technology, commonly referred to as knowledge workers (knowledge workers). Quote Drucker (2002:135): The most important contribution management needs in the 21st century is to increase the productivity of knowledge work (knowledge work) while increasing the productivity of knowledge workers (knowledge workers). Labor productivity of knowledge (knowledge work) means that the company increased its coverage on the utilization of knowledge-based technologies, including the use of as much as possible the use of information and communication technologies to improve profitability while strengthening the competitiveness (competiveness) company. Working knowledge is a reality that must be faced by any company or any organization, whether profit organizations (perusahaa or corporations) and non-profit organizations (such as government offices or NGO). While increasing the productivity of knowledge workers (knowledge workers) how to make the most meaningful knowledge and skills of knowledge workers in carrying out any work or tasks assigned to their company.

Zurnali Cut (2010) defines a knowledge worker or knowledge worker (K-Worker) as employees of an organization that is responsible for the design, build, test, maintain, and operate the infrastructure and applications with the touch of organizational information and communication technologies so as to achieve organizational goals effective and efficient and can provide satisfaction for the stakeholders of the organization.

Further explained that the uniqueness lies in the knowledge worker to enjoy the freedom of autonomy on the job, moving, and against the command and control culture. During its development, K-workers tend to have the ability to operate the company so they can have one or more firms which may include commercial companies or non profit company. A wide range of knowledge companies can choose to help put science and technology usually reserved for major industrial development capabilities in industries such as telecommunications, education and consulting, mining, automotive, semiconductor, and biotechnology.

Based on the opinions expressed by the Zurnali Cut, it can be drawn a conclusion that in this era it was time to recruit an HR department employees with the knowledge worker qualification for an organization or company can achieve competitive advantage in the long run, while providing benefits to its stakeholders holder of the organization, not just at the moment but also in the future.

Training, Development and Performance Assessment

1. Development and evaluation of employees (Development and evaluation). Workforce that works for the organization or company must master the tasks and work responsibilities. It required a briefing for the existing workforce can be more controlled and experts in their respective fields and to improve existing performance. That way the process of development and evaluation of employees is very important start of the employees at both low and high levels.

2. Providing compensation and protection of employees (Compensation and protection). Compensation is a reward for the contribution employees regularly work from an organization or company. Compensation is very important and tailored to labor market conditions that exist in the external environment. Compensation that does not comply with existing conditions can cause labor problems in the future or may cause harm to the organization or company. Protection should also be given to workers in order to carry out work in peace so that the performance and contributions of workers would have kept up from time to time. Compensation or benefits provided various kinds that have been described in other articles on this site organisasi.org

Promotion, Transfer and Separation
1. Promotion is a type of transfer that includes the reassignment of an employee in a position likely to be given higher pay and responsibility, rights and greater opportunities. Demotion, transfer is sometimes referred to below, is a type of transfer include withholding payments, rights and opportunities

2. Separation, also called the dismissal, often called downsizing, is not definitive or temporary transfer of an employee from the payroll. Generally is to reduce the excess burden of labor costs and the financial problems the company is getting serious

3. Termination is an act of separation of management from the organization's employees for violating the rules of the organization or because they do not show sufficient performance

4. Voluntary dismissal is a separation of an employee of an organization or organizations at the initiative of their own volition employee

5. The resignation is the separation of an employee who has completed the maximum period of work of the organization or generally known by the term retirement

          

This article was taken from

           http://id.wikipedia.org/wiki/Manajemen_sumber_daya_manusia

http://e-course.usu.ac.id/content/manajemen/manajemen0/textbook.pdf

Dessler, Gary, (2005), Human Resource Management (Manajemen Sumber Daya Manusia) edisi kesembilan jilid 2, edisi Bahasa Indonesia, Indeks, Jakarta.

Henry Simamora, Manajemen Sumber Daya Manusia (2006:5)

Opinion

Human resource management includes the whole of wisdom, practices and systems to manage human resources in organizations with the most effective way to achieve organizational goals and individual goals "and other elements of the force or the human resources used to meet in order to achieve the goal".

 Nama: Nurul khomariah

Kelas : 1ea27

Npm: 18211719

Management function ( tugas bhs. inggris)

Management function

Management has been described as a social process involving responsibility for economical and effective planning & regulation of operation of an enterprise in the fulfillment of given purposes. It is a dynamic process consisting of various elements and activities. These activities are different from operative functions like marketing, finance, purchase etc. Rather these activities are common to each and every manger irrespective of his level or status.            Different experts have classified functions of management. According to George & Jerry, “There are four fundamental functions of management i.e. planning, organizing, actuating and controlling”. According to Henry Fayol, “To manage is to forecast and plan, to organize, to command, & to control”. Whereas Luther Gullick has given a keyword ’POSDCORB’ where P stands for Planning, O for Organizing, S for Staffing, D for Directing, Co for Co-ordination, R for reporting & B for Budgeting. But the most widely accepted are functions of management given by KOONTZ and O’DONNEL i.e. Planning, Organizing, Staffing, Directing and Controlling.

For theoretical purposes, it may be convenient to separate the function of management but practically these functions are overlapping in nature i.e. they are highly inseparable. Each function blends into the other & each affects the performance of others.

1.    Planning

It is the basic function of management. It deals with chalking out a future course of action & deciding in advance the most appropriate course of actions for achievement of pre-determined goals. According to KOONTZ, “Planning is deciding in advance - what to do, when to do & how to do. It bridges the gap from where we are & where we want to be”. A plan is a future course of actions. It is an exercise in problem solving & decision making. Planning is determination of courses of action to achieve desired goals. Thus, planning is a systematic thinking about ways & means for accomplishment of pre-determined goals. Planning is necessary to ensure proper utilization of human & non-human resources. It is all pervasive, it is an intellectual activity and it also helps in avoiding confusion, uncertainties, risks, wastages etc.

2.    Organizing

It is the process of bringing together physical, financial and human resources and developing productive relationship amongst them for achievement of organizational goals. According to Henry Fayol, “To organize a business is to provide it with everything useful or its functioning i.e. raw material, tools, capital and personnel’s”. To organize a business involves determining & providing human and non-human resources to the organizational structure. Organizing as a process involves:

·         Identification of activities.

·         Classification of grouping of activities.

·         Assignment of duties.

·         Delegation of authority and creation of responsibility.

·         Coordinating authority and responsibility relationships.

         3.Staffing

It is the function of manning the organization structure and keeping it manned. Staffing has assumed greater importance in the recent years due to advancement of technology, increase in size of business, complexity of human behavior etc. The main purpose o staffing is to put right man on right job i.e. square pegs in square holes and round pegs in round holes. According to Kootz & O’Donell, “Managerial function of staffing involves manning the organization structure through proper and effective selection, appraisal & development of personnel to fill the roles designed un the structure”. Staffing involves:

·         Manpower Planning (estimating man power in terms of searching, choose the person and giving the right place).

·         Recruitment, selection & placement.

·         Training & development.

·         Remuneration.

·         Performance appraisal.

·         Promotions & transfer.

 4.Directing

It is that part of managerial function which actuates the organizational methods to work efficiently for achievement of organizational purposes. It is considered life-spark of the enterprise which sets it in motion the action of people because planning, organizing and staffing are the mere preparations for doing the work. Direction is that inert-personnel aspect of management which deals directly with influencing, guiding, supervising, motivating sub-ordinate for the achievement of organizational goals. Direction has following elements:

·         Supervision

·         Motivation

·         Leadership

·         Communication

Supervision- implies overseeing the work of subordinates by their superiors. It is the act of watching & directing work & workers.

Motivation- means inspiring, stimulating or encouraging the sub-ordinates with zeal to work. Positive, negative, monetary, non-monetary incentives may be used for this purpose.

Leadership- may be defined as a process by which manager guides and influences the work of subordinates in desired direction.

Communications- is the process of passing information, experience, opinion etc from one person to another. It is a bridge of understanding.

3.    Controlling

It implies measurement of accomplishment against the standards and correction of deviation if any to ensure achievement of organizational goals. The purpose of controlling is to ensure that everything occurs in conformities with the standards. An efficient system of control helps to predict deviations before they actually occur. According to Theo Haimann, “Controlling is the process of checking whether or not proper progress is being made towards the objectives and goals and acting if necessary, to correct any deviation”. According to Koontz & O’Donell “Controlling is the measurement & correction of performance activities of subordinates in order to make sure that the enterprise objectives and plans desired to obtain them as being accomplished”. Therefore controlling has following steps:

a.                 Establishment of standard performance.

b.    Measurement of actual performance.

c.     Comparison of actual performance with the standards and finding out deviation if any.

d.    Corrective action.

This article was taken from

          http://managementstudyguide.com/management_functions.htm

opinion

                Time management skills lead to the ability of a manager to use his time efficiently and effectively, because of the superior management need careful planning, consideration and sound decision-making, implementation and monitoring of decisions and the careful operation and creative, and caring for employees and the results, which are based on management skills and management style class. These skills include planning, organization, staff development, decision making, budgeting, innovation, communication, representation, control, direction and motivation, personal relationships

Nama:Nurul khomariah
Kelas: 1EA27
Npm:18211719