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Temporary Employees do everything from data entry to interim CEOĬontingent workers = people who work for an organization, but not on a permanent or full-time basis, including temporary placements, contracted professionals, or leased employeesĬopyright © 2005 by South-Western, a division of Thomson Learning. was a temporary employment agency, Manpower, Inc. In opening years of the 21st century, largest employer in U.S. Many of today’s workers straddle functional & departmental boundaries handle multiple tasks/responsibilitiesĪre geographically or organizationally dispersed,ĭo their work using advance information technologies.Ĭopyright © 2005 by South-Western, a division of Thomson Learning. With emphasis on projects, distinctions between job categories and descriptions are collapsing Teams and Projects – major trend in today’s workplace 12Ĭopyright © 2005 by South-Western, a division of Thomson Learning. Moss, “The New Protean Career Contract: Helping Organizations and Employees Adapt,” Organizational Dynamics, winter 1998, 22-37.Ĭopyright © 2005 by South-Western, a division of Thomson Learning. SOURCE: Based on Louisa Wah, “The New Workplace Paradox “ Management Review, January 1998,7 and Douglas T.
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Traditional compensation package Standard training program Routine jobs Limited information Job security A cog in the machine KnowingĬontinuous learning, lateral career movement, incentive compensation Creative development opportunities Challenging assignments Information and resources The Changing Social Contract New ContractĮmployability, personal responsibility Partner in business improvement Learning 10Ĭopyright © 2005 by South-Western, a division of Thomson Learning. 9ĭiscrimination = hiring or promoting of applicants based on criteria that are not job relevantĪffirmative action = policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groupsĬopyright © 2005 by South-Western, a division of Thomson Learning. Some organizations are close to a paperless HRM system – saves time, money, frees staffĬopyright © 2005 by South-Western, a division of Thomson Learning.
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Traditional HR to e-HR significantly affected every area of human resource management Human resource information technology = an integrated computer system designed to provide data and information used in HR planning and decision making IHRM = addresses the complexity that results from recruiting, selecting, developing, and maintaining a diverse workforce on a global scaleĬopyright © 2005 by South-Western, a division of Thomson Learning. Human Capital = economic value of the knowledge, experience, skills, and capabilities of employees Three Ways HR Is Changing 1 human capital Focus on building 2 3 The using of information technology Copyright © 2005 by South-Western, a division of Thomson Learning. 5Ĭopyright © 2005 by South-Western, a division of Thomson Learning. Wage and salary Benefits Labor relations TerminationsĬopyright © 2005 by South-Western, a division of Thomson Learning. HRM planning Job analysis Forecasting Recruiting Selecting Maintain an Effective Workforce HRM Environment Legislation Trends in society International events Changing technology Human Resource Management Goals Company Strategy Improving quality, productivity, & customer serviceĪpplying new information technology for e-business Experiential Exercise: Do You Want to be an HR Manager?Ĭopyright © 2005 by South-Western, a division of Thomson Learning. 3Ĭurrent Strategic Issues Determine a company’s need for skills and employees How a company manages its workforce may be single more important factor in sustained competitive success Copyright © 2005 by South-Western, a division of Thomson Learning. Matching process, integrating the organization’s goals with employees’ needs
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Key players on management team Manager’s Challenge: UPS Buffalo, New YorkĬopyright © 2005 by South-Western, a division of Thomson Learning.HRM departments not only support the organization’s strategic objective but actively pursue an ongoing, integrated plan for furthering the organization’s performance Human Resource management has shed its old personnel image and gained recognition as a vital player in corporate strategy The Strategic Role of Human Resource Management z