"You are today where your thoughts have brought you. You will be tomorrow where your thoughts take you."

1. Human Resources
Management
(c) 2015 www.humanikaconsulting.com
Public Training Program

2. WHY ?
Human Resources have never been more indispensable than today. The
competitive forces that we face today will continue to face in the future
demanding organizational excellence. In order to achieve this extended
quality, organization’s need to focus on learning, quality development,
teamwork, and reengineering. These factors are driven by the way
organizations implement things and how employees are treated.
1. HR Can Help in Dispensing Organizational Excellence
2. Human Resource Should be a Strategy Partner
3. HR Accountability Should be Fixed to Ensure Employee Commitment
4. The New HR Must Become a Change Agent
5. Improving the Quality of HR
6. Change in Employment Practices
7. Benchmarking Tool Must be Mastered by HR Professionals
8. Aligning Human Resources to Better Meet Strategic Objectives
9. Promote From Within and Invest in Employees
10. Review the Recruitment and Selection Process
11. Communicate Mission and Vision
12. Use Teams to Achieve Synergy

3. Road for HR Professional in 36 hrs

4. Knowledge of
Human Resources Management
Human
Resources
Management
Human
Resource
Planning
Design of the
Organization
and Job
Selection and
Staffing
Training and
Development
Organizational
Development
Compensation
and Benefits
Employee
Assistance
Union/Labour
Relations
Personnel
Research and
Information
System

5. HR Management Knowledge
No. Dimension Description
1 Human Resource
Planning
The objective of HR Planning is to ensure that the organization has the right types of persons at the right time at the
right place. It prepares human resources inventory with a view to assess present and future needs, availability and
possible shortages in human resource. Thereupon, HR Planning forecast demand and supplies and identify sources of
selection.HR Planning develops strategies both long-term and short-term,to meet the man-power requirement.
2 Design of Organization
and Job
This is the task of laying down organization structure, authority, relationship and responsibilities. This will also mean
definition of work contents for each position in the organization. This is done by “job description”. Another important
step is “Job specification”. Job specification identifies the attributes of persons who will be most suitable for each job
which is defined by job description.
3 Selection and Staffing This is the process of recruitment and selection of staff. This involves matching people and their expectations with
which the job specificationsand career path available within the organization.
4 Training and
Development
This involves an organized attempt to find out training needs of the individuals to meet the knowledge and skill which
is needed not only to perform current job but also to fulfil the future needs of the organization.
5 Organizational
Development
This is an important aspect whereby “Synergetic effect” is generated in an organization i.e. healthy interpersonal and
inter-group relationshipwithin the organization.
6 Compensation and
Benefits
This is the area of wages and salaries administration where wages and compensations are fixed scientifically to meet
fairness and equity criteria. In addition labour welfare measures are involved which include benefits and services.
7 Employee Assistance Each employee is unique in character, personality, expectation and temperament. By and large each one of them faces
problems everyday. Some are personal some are official. In their case he or she remains worried. Such worries must
be removed to make him or her more productive and happy.
8 Union-Labour Relations Healthy Industrial and Labour relations are very important for enhancing peace and productivity in an organization.
This is one of the areas of HRM
9 Personnel Research and
Information System
Knowledge on behavioral science and industrial psychology throws better insight into the workers expectations,
aspirations and behaviour. Advancement of technology of product and production methods have created working
environment which are much different from the past. Globalization of economy has increased competition many fold.
Science of ergonomics gives better ideas of doing a work more conveniently by an employee. Thus, continuous
research in HR areas is an unavoidable requirement. It must also take special care for improving exchange of
information through effective communicationsystems on a continuous basis especially on moral and motivation.

6. HR Capabilities Development Program
• Sales Accumen for HR
• Finance Accumen for HR
• Marketing Accumen for HR
• Supply Chain Accumen for
HR
• Manufacturing Accumen
for HR
• IT Accumen for HR

7. Methods of Learning
• Case Study
• Lecturet
• Self -
Assessment
• Discussion
• Evaluation
• Workshop

8. PROGRAM DESIGN & LEAD FACILITATOR :
Seta A. Wicaksana, M.Psi, Psikolog
Merupakan salah seorang pendiri dari Humanika Consulting (PT Humanika Amanah Indonesia) dan saat ini menduduki posisi
sebagai Managing Director. Merupakan lulusan dari Universitas Indonesia menyandang gelar psikolog industri dan organisasi.
Sebelum terjun sebagai seorang HR professional, merupakan PNS di Kelembagaan Pemerintah Non Departemen, dengan masa
dinas 10 tahun . Berlatar belakang dari Ilmu matematika dan informatika, hingga saat ini, praktis dunia Human Capital.
Assement Center dan Psikologis merupakan salah satu bidang yang ditekuni. Beraliran behavioristik, melihat sifat dan karakter
melalui perilaku. Beberapa perusahaan yang berinteraksi terkait hal ini adalah, Infomedia Nusantara, MD Media (Telkom Group),
Bank Ganesha, Wanaratha, Johnson Home hygiene Product, Hale International, Tiga Raksa Satria, Blue Gas Indonesia, Fonterra,
dan beberapa perusahaan lainnya.
Pengalaman sebagai konsultan dan trainer telah banyak dilakukan. Beberapa konsultan dan trainer baik inhouse ataupun
outbound yang pernah ia lakukan adalah : Elnusa Petrofin, Narrada communications, Toyota Astra Motor (TAM), Toyota
Manufacturing club (TMC), Arpeni Pratama Ocean lines, Firminich, Universitas Indonesia, Astragraphia, UTPE (United Tractor
Pandu Engineering), Gramedia, Maersk Sea Land, Tetra Pak Stainless Equipment, Astra Otopart, Gramedia, Y2K, Akzonobel
Dekorina, Lembaga Sandi Negara, Badan Pertanahan Nasional, Johnson Home Hygine Product, Daryland (member of Garuda
Food), Apotik Bhakti Husada, dan Hana Caraka Logistics, Asuransi Multi Artha Guna, Jaya Trade, Hallen Keller Indonesia.
Sejalan dengan karya di bidang bisnis, saat ini juga mengelola yayasan yang bergerak di bidang pendidikan, Humanika Edukasi
Indonesia (HEI). Kelembagaan yayasan ini merupakan bentuk kepedulian Humanika Consulting terhadap pengembangan sosial
kemasyarakatan khususnya bidang pendidikan.
Perjalanan karir di dunia pendidikan tinggi saat ini, sebagai staff pengajar di fakultas psikologi Universitas Indonesia yang
berorientasi pada pengembangan keilmuan Business Psychology, serta aktif di Fakultas Teknik Industri, Teknik Informatika,
Farmasi, Ekonomi, dan Komunikasi. Di berbagai Universitas swasta.
Setiap Selasa Sore bergabung dengan 103.4FM sebagai nara sumber Obrolan Sore dengan tema seputar Psikologi Bisnis.
Konsep SOBAT – Semua Orang Bisa Hebat, merupakan sebuah kontemplasi Bisnis Humanika, menjadi salah satu icon Humanika
dalam berkonsep di perubahan, baik individu dan organisasi melalui tahapan SOBAT WAY, yaitu Start It – Order It – Breakthrough –
Accelerate it – Transform it.

9. Contact Us
Humanika Consulting
(PT. Humanika Amanah Indonesia)
Jl. H. Nawi 45B B-4, Jakarta 12740
Office : +62 21 290 44 134
Fax : +62 21 290 44 135
www.humanikaconsulting.com

11. Learning and Giving for Better Indonesia