IPMI - BBA Intl - HRM - Session 1 - Intro - Deddy MK.pdf
- 1. Human Resources Management Introduction to Human Resources Management BBA International Class 21 February 2024
- 2. Learning Objective 1. Explain what human resource management is and how it relates to the management process. 2. Briefly discuss and illustrate each of the important trends influencing human resource management. 3. Briefly describe “distributed HR” and other important aspects of human management today. 4. List at least four important human resource manager competencies. 5. Outline the plan of this book. 2
- 3. 3 Faculty Deddy Mahyarto Kresnoputro, MBA, CHRM Deddy started his professional experience in Human Resource in HR Consulting Firm for 7 years and continue as practitioner for Oil and Gas and Education Industry until now. With 19 years of experiences, Deddy has become People Development Specialist while practicing as HR Generalist in his current role. Currently Deddy is the Head of Human Capital and General Administration at IPMI International Business School. Aside from People Development, Deddy is expert in Organization Development, HR Strategy, Recruitment and Selection, and Corporate Social Responsibility. Deddy received his MBA degree from IPMI International Business School, and also a Certified Human Resource Manager from BNSP. Education Background: • Masters of Business Administration, majoring in Human Resource from IPMI International Business School • Bachelor of Business Administration, majoring in Human Resource from IPMI International Business School Professional Qualifications: • Certified Human Resources Manager by Badan Nasional Sertifikasi Profesi (BNSP/The National Professional Certification Board). • Certified Facilitator from DDI Facilitator Skill Workshop • Certified Behavioral Interviewer • Certified Indonesian Manpower Regulation/Law • Module and Training Program Developer Working Experience: • Head of Human Capital & General Administration, IPMI International Business School • School Secretary, IPMI International Business School • Business HR Manager, Sampoerna University • Community Development Specialist, PT Donggi Senoro LNG • Training & Development Officer, PT Donggi Senoro LNG • Associate Consultant, PT Daya Dimensi Indonesia
- 4. 4 Contact & Social Media Deddy Mahyarto Kresnoputro, MBA, CHRM Mobile Phone: 08129169797 Email: deddy.kresnoputro@ipmi.ac.id deddy.mk@gmail.com Instagram: @kura2giok X/Twitter: @kura2giok LinkedIn: Deddy Mahyarto Kresnoputro
- 5. Session Topics Session 1 § Introduction to HRM § Equal Opportunity & the Law 9 Establishing Strategic Pay Plans 2 Human Resources Management Strategy and Analysis 10 Pay for Performance & Financial Incentives 3 Job analysis & talent Management 11 Benefits and Services 4 § Personnel Planning & Recruiting § Employee Testing & Selection 12 Building Positive Employee Relations 5 Interviewing Candidates & guest lecture 13 Labor Relations & Collective Bargaining 6 Training & Development Employees 14 Safety, Health and Risk Management 7 § Performance Mgmt & Appraisal § Managing Careers & Retention 15 § Managing Global HR § Managing HR in small and entrepreneurial Firms § Contemporary Issues in HR § All Topics review 8 MID TERM EXAM 16 FINAL EXAM –Group Project Presentation Syllabus Summary
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- 10. Introduction • The purpose of this chapter is to explain what human resource management is, and why it’s important to all managers. We’ll see that human resource management activities such as hiring, training, appraising, compensating, and developing employees are part of every manager’s job. And we’ll see that human resource management is also a separate function, usually with its own human resource or “HR” manager. • The main topics we’ll cover here include what is human resource management, the trends shaping human resource management, human resource management today, the new human resource manager, and the plan of this book. The framework above (which introduces each chapter) makes this point: That the firm’s HR policies and practices should produce the employee skills and behaviors the company needs to achieve its strategic aims.
- 11. What is Human Resources Management? • Human Resource Management (HRM) as the process of managing human resources to achieve organizational goals effectively and efficiently. • Dessler emphasizes that HRM involves managing people in a systematic way, from recruitment and selection to training and development, performance appraisal, compensation, and employee relations. • Dessler emphasizes that HRM plays a crucial role in ensuring that an organization's human resources are effectively utilized to achieve its strategic goals and objectives.
- 12. What is Human Resources Management? • An organization consists of people with formally assigned roles who work together to achieve the organization’s goals. • A manager is someone who is responsible for accomplishing the organization’s goals, and who does so by managing the efforts of the organization’s people. • Most writers agree that managing involves performing five basic functions: planning, organizing, staffing, leading, and controlling.
- 13. Management Terms • Organization: A group consisting of people with formally assigned roles who work together to achieve the organization’s goals. • Manager: Someone who is responsible for accomplishing the organization’s goals, and who does so by managing the efforts of the organization’s people. • Managing: To perform five basic functions: planning, organizing, staffing, leading, and controlling. • Management process: The five basic functions of planning, organizing, staffing, leading, and controlling. • Human resource management (HRM): The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
- 14. Management Process • Planning. Establishing goals and standards; developing rules and procedures; developing plans and forecasts • Organizing. Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates • Staffing. Determining what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees • Leading. Getting others to get the job done; maintaining morale; motivating subordinates • Controlling. Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action as needed
- 17. Roles in HRM authority The right to make decisions, direct others’ work, and give orders. line authority Traditionally gives managers the right to issue orders to other managers or employees. staff authority Gives a manager the right to advise other managers or employees line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. staff manager A manager who assists and advises line managers.
- 18. HR Responsibilities 1. Placing the right person in the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the company’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining departmental morale 10.Protecting employees’ health and physical conditions
- 20. Examples of Job Duties • Recruiters: Maintain contacts within the community and perhaps travel extensively to search for qualified job applicants. • Equal employment opportunity (EEO) representatives or affirmative action coordinators: Investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports. • Job analysts: Collect and examine detailed information about job duties to pre- pare job descriptions. • Compensation managers: Develop compensation plans and handle the employee benefits program. • Training specialists: Plan, organize, and direct training activities. • Labor relations specialists: Advise management on all aspects of union– management relations.
- 22. Workforce Demographic The Trends Shaping Human Resource Management
- 23. Trend in How People Work - On Demand - Contract - Permanency - Part Time - Freelance The Trends Shaping Human Resource Management
- 24. Globalization in human resources management refers to the increasing interconnectedness of businesses and economies worldwide, which has significant implications for how organizations manage their workforce. Several key trends emerge within the context of globalization in HRM: 1.Global Talent Acquisition: With the removal of geographical barriers, organizations can recruit talent from anywhere in the world. 2.Cross-Cultural Management: Globalization has led to greater cultural diversity in the workforce. 3.Global Mobility: Globalization has facilitated increased mobility of employees across borders. 4.Remote Work and Technology: Advances in technology have enabled remote work and virtual collaboration, allowing organizations to tap into global talent pools and provide flexibility for employees. 5.Global Compliance and Regulations: Globalization requires HRM to navigate complex legal and regulatory frameworks in different countries, including employment laws, tax regulations, and data protection requirements. 6.Global HR Strategy: Globalization necessitates the development of HR strategies that align with the organization's overall global business strategy. 7.Crisis Management and Risk Mitigation: Globalization exposes organizations to various risks, including geopolitical instability, natural disasters, and pandemics. The Trends Shaping Human Resource Management
- 25. Economic trends in human resources management (HRM) refer to the impact of macroeconomic factors on the management of an organization's workforce. These trends influence HRM practices, strategies, and decisions in various areas such as recruitment, compensation, training, and workforce planning. Some significant economic trends in HRM include: 1. Labor Market Conditions: The state of the labor market, including unemployment rates, job growth, and labor force participation, affects HRM activities such as recruitment and talent acquisition. 2. Economic Growth and Business Expansion: Economic growth and expansion create opportunities for organizations to invest in workforce expansion, new markets, and innovation. 3. Cost Management and Efficiency: During periods of economic uncertainty or downturns, organizations may focus on cost management and efficiency to maintain competitiveness and profitability. 4. Flexible Workforce Strategies: Economic fluctuations and market volatility may lead organizations to adopt flexible workforce strategies, including contingent or part-time employment, outsourcing, and remote work arrangements. 5. Skills Gap and Talent Shortages: Economic trends can exacerbate skills gaps and talent shortages in specific industries or occupations. 6. Globalization and International Markets: Economic globalization and expansion into international markets present opportunities and challenges for HRM. 7. Technology and Automation: Economic trends, such as advancements in technology and automation, reshape the workforce landscape by influencing job roles, skills requirements, and organizational structures. The Trends Shaping Human Resource Management
- 26. Technology trends in human resources management (HRM) involve the integration of digital tools and platforms to streamline HR processes, enhance employee experience, and drive organizational effectiveness. Some key technology trends in HRM include: 1. HR Information Systems (HRIS): HRIS platforms automate and centralize HR processes such as employee data management, payroll, benefits administration, and performance management. 2. Cloud-based HR Solutions: Cloud-based HR solutions offer scalability, flexibility, and accessibility, allowing organizations to access HR tools and data remotely via the internet. 3. Talent Management Software: Talent management software encompasses recruitment, applicant tracking, onboarding, and talent development tools. 4. Employee Self-Service (ESS) Portals: ESS portals empower employees to manage their HR-related tasks independently, such as updating personal information, accessing pay stubs, requesting time off, and enrolling in benefits. 5. Data Analytics and Predictive HR: Data analytics and predictive HR tools leverage advanced analytics and machine learning algorithms to analyze HR data and predict workforce trends, patterns, and outcomes. 6. Artificial Intelligence (AI) and Chatbots: AI-powered chatbots and virtual assistants automate routine HR tasks, such as answering employee queries, scheduling interviews, and conducting initial screenings. 7. Mobile HR Applications: Mobile HR applications enable employees to access HR services and information on their smartphones or tablets, anytime and anywhere. 8. Workforce Analytics and Workforce Planning: Workforce analytics tools enable HR professionals to analyze workforce demographics, performance, and productivity metrics to inform strategic workforce planning and decision-making. The Trends Shaping Human Resource Management
- 27. Evolution of HR
- 28. Trend Shaping HR: Digital and Social Media
- 32. HR & Performance • Talent Acquisition: Attracting top talent aligned with company goals. • Onboarding: Smooth integration for new hires. • Training and Development: Enhancing employee skills and knowledge. • Performance Management: Setting goals, providing feedback, and recognizing achievements. • Employee Engagement: Fostering a positive work culture and reducing turnover. • Compensation and Benefits: Providing competitive packages to motivate and retain employees. • Employee Relations: Addressing concerns and resolving conflicts. • Workforce Planning: Ensuring the right talent for future success.
- 33. • Leadership & Navigation The ability to direct and contribute to initiatives and processes within the organization. • Ethical Practice The ability to integrate core values, integrity, and accountability throughout all organizational and business practices. • Business Acumen The ability to understand and apply information with which to contribute to the Organization’s strategic plan. • Relationship Management The ability to manage interactions to provide ser- vice and to support the organization. • Consultation The ability to provide guidance to organizational stakeholders. • Critical Evaluation The ability to interpret information with which to make business decisions and recommendations. • Global & Cultural Effectiveness The ability to value and consider the perspectives and backgrounds of all parties. • Communication The ability to effectively exchange information with stakeholders. The New HR Manager
- 34. • Functional Area #1: Talent Acquisition & Retention • Functional Area #2: Employee Engagement • Functional Area #3: Learning & Development • Functional Area #4: Total Rewards • Functional Area #5: Structure of the HR Function • Functional Area #6: Organizational Effectiveness & Development • Functional Area #7: Workforce Management • Functional Area #8: Employee Relations • Functional Area #9: Technology & Data • Functional Area #10: HR in the Global Context • Functional Area #11: Diversity & Inclusion • Functional Area #12: Risk Management • Functional Area #13: Corporate Social Responsibility • Functional Area #14: U.S. Employment Law & Regulations • Functional Area #15: Business & HR Strategy The New HR Manager
- 36. Learning Objective 1. Explain the importance of and list the basic features of UUTK No. 13 2003 on equal employment laws. 2. Discuss why diversity management is important and how to install a diversity management program. 36
- 37. Undang Undang No. 13 tahun 2003 Verse 6 In international manpower field, recognition toward human rights in the workplace is known through 8 ILO Basic Convention. This basic convention consists of 4 groups, which are: 1. Freedom to form a Union (ILO Convention No. 87 & 98) 2. Discrimination (ILO Convention No. 100 & 111) 3. Forced to work (ILO Convention No. 29 & 105) 4. Child protection (ILO Convention No. 138 & 182) Manpower Law In Indonesia
- 38. Undang Undang No. 13 tahun 2003 Article 5 (Chapter III, same opportunity & Treatment All manpower have the same opportunity without discrimination to get a job. Article 6 Each worker has the right to get same treatment without discrimination from employer Article 11 Each worker has the right to receive and/or improve and/or develop work competence in accordance to talent, interest, and ability through training. Manpower Law In Indonesia
- 39. Undang Undang No. 13 tahun 2003 Article 23 Worker who has participated in an internship program has the right for acknowledgment of working competency from the company or certification body. Article 31 (Chaptr VI, Worker Placement) Each worker has the same right and opportunity to choose, get, or change the job and receive proper income domestically or abroad. Article 77 (Time of work) Employer must obey working hour regulation: - 7 hours per day & 40 hours per week (6 working days) - 8 hours per day & 40 hours per week (5 working days) Manpower Law In Indonesia
- 40. Undang Undang No. 13 tahun 2003 Article 79 Resting time for workers: - At least half an hour after 4 hours of work; - Weekly rest of 1 day for 6 days working day, 2 days for 5 days working day; - Annual leave at least 12 working day after working for 12 months. - Long rest, at least 2 months after working for 6 years. Article 80 Sufficient opportunity for worker to conduct religious obligation. Manpower Law In Indonesia
- 41. Article 81 (Working Time) Female workers during period, feel unwell & inform to employers are not obliged to work during the first & second day of period. Article 82 - Female workers have the right to get 1.5 months before & 1.5 months after giving birth based on the calculation of gynaecologist or midwives. - Female workers who are miscarriage have the right to get rest of 1.5 month or in accordance with information from doctor or midwives. Article 83 Female worker whose child is still being breast-fed must be given sufficient opportunity to breast-feed the child if it must be conducted during working hour. Manpower Law In Indonesia
- 42. Undang Undang No. 13 tahun 2003 Article 84 Workers who use their right to rest have the right to receive full salary Article 86 (HSE) Each worker has the right to receive protection on: - Work safety & health; - Moral & ethics; and - Same treatment in accordance with honor and dignity and religious values Article 88 Each worker has the right to receive income to fulfil his proper life in the name of humanity Manpower Law In Indonesia
- 43. Undang Undang No. 13 tahun 2003 Article 99 Each worker & family have the right to receive worker social insurance Article 104 (Union) Each worker has the right to form and become member of union Article 137 (Strike) Strike as worker and union basic rights conducted legally, orderly, and peacefully as a result of failed negotiation. Article 151 (Termination) Employer, employee, union & government, at all cost must prevent termination. Manpower Law In Indonesia
- 44. • Undang-Undang Cipta Kerja, often referred to simply as the "Omnibus Law," is a significant piece of legislation passed in Indonesia in October 2020. Its official title is "Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja" or "Law Number 11 of 2020 concerning Job Creation." • The law aims to streamline regulations and simplify bureaucratic procedures to attract more investment, stimulate economic growth, and create jobs in Indonesia. It encompasses various sectors, including labor, investment, business licensing, environmental protection, and land acquisition. OMNIBUS LAW
- 45. Some key features of the Omnibus Law include: 1.Labor Reforms: Changes to labor regulations, including simplifying severance pay and outsourcing rules, in an effort to make hiring and firing easier for businesses. 2.Investment Facilitation: Measures to attract foreign investment by simplifying business licensing processes, reducing bureaucracy, and providing incentives for investors. 3.Environmental Regulations: Amendments to environmental laws to expedite environmental impact assessments (EIAs) and permit processes for certain projects. 4.Land Acquisition: Changes to land acquisition regulations to facilitate infrastructure development and investment projects, including measures to speed up land acquisition processes. OMNIBUS LAW
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