Menggambarkan tantangan-tantangan yang dihadapi oleh SDM dalam kompetisi bisnis global dan cara-cara penanggulangan agar tidak tertinggal dengan kompetitor. Materi ini dibahas pada mata kuliah Psikologi Sumber Daya Manusia pertemuan kedua Program Magister Psikologi Sains UPI YAI, disusun dan di presentasikan oleh Rizkiani Soraya. Referensi buku: Wayne F. Cascio - Human Resources Management

1. Presented by:
Rizkiani Soraya
1165290016

2. Human Resources Management
“Human Resources management is the
attraction, selection, retention,
development and utilization of human
resources in order to achieve both
individual and organizational
objectives”.
Wayne F. Cascio/Elias M. Awad
Manajemen Sumber Daya Manusia adalah penarikan,
seleksi, penerimaan, pengembangan dan
pemanfaatan sumber daya manusia dalam rangka
pencapaian tujuan baik individu maupun organisasi

3. 21 st Century Corporation
Global
Speed

4. Characteristic 20th Century 21st Century
Organization The pyramid The web or Network
Focus Internal External
Style Structured Flexible
Source of Strength Stability Change
Structure Self-Sufficiency Interdependencies
Resources Atoms-physical assets Bits-information
Operations Vertical integration Virtual integration
Products Mass production Mass customization
Reach Domestic Global
Financials Quarterly Real time
Inventories Months Hours
Strategy Top down Bottom up
Leadership Dogmatic Inspirational
Workers Employees Employees and free
agents
Job Expectations Security Personal growth
Motivation To compete To build
Improvement Incremental Revolutionary
Quality Affordable best No compromise

5. People-Driven Enterprises
The successful 21st-century
company is one that realizes that it
is the people that make up the
business
Some key challenges for managers of 21st-
century enterprises:
Understanding the challenges the enterprise
faces
Seizing opportunities
Managing frustration

6. Staffing
Managing
Retention
change
Managing
People
Adjustment Development

7. 1. Staffing
• Identifying work
requirements
Identifying within an
organization
• Determining the
numbers of
people and the
Determining skills mix
necessary to do
the work
• Recruiting,
selecting and
Recruiting promoting
qualified
candidates

8. 2. Retention
• Rewarding employees for performing
Rewarding their jobs effectively
• Ensuring harmonious working relations
Ensuring between employees and managers
• Maintaining a safe, healthy work
Maintaining environment

9. 3. Development
A function whose objective
is to preserve and enhance
employees’ competence in
their jobs by improving
their knowledge, skills,
abilities, and other
characteristics .

10. 4. Adjustment
Intended to maintain
compliance with the
organization’s HR
policies and business
strategies.

11. 5. Managing Change

12. Features of the Competitive
Business environment
Globalization
E-Commerce
Technology
Changing
Demographics
Increasing
cultural
diversity

13. Competitive Strategy
Innovatio
n
Highly Skilled Employees
More Employee Discretion
Greater Investment and Risk

14. Competitive Strategy
Quality
Enhancem
ent Repetitive and predictable
behaviors
Long-term focus
Modest amount of cooperative,
interdependent behavior
High emphasis on quality,
modest concern for quantity

15. Competitive Strategy
Cost Reduction
Tight fiscal and management
controls
Minimization of overhead
Pursuit of strict economies of
scale

16. Competitive Strategy
Highly skilled employees who are time-
focused
Managers and employees must support
Spee
change d
Company culture must support the fast-pace

17. Quality of Work Life
Labor Goods
Capital More product And
Equipment organization Services
Labor
Less product Goods
Capital And
organization
Equipment Services