Ratna Dwi Wulandari

Departemen Administrasi dan Kebijakan Kesehatan FKM UNAIR

(Disampaikan dalam forum LKMM TD 2012)

Learning Objective
Peserta memahami ruang lingkup fungsi staffing Peserta dapat menyusun program kerja yang berkaitan dengan fungsi staffing dalam suatu organisasi Peserta dapat merumuskan job desc dan menempatkan seseorang yang tepat untuk suatu jabatan

Staffing vs MSDM

Beda atau sama?

Pada

dasarnya = SAMA

Tetapi

ada beberapa referensi yang membedakan Staffing bagian dari MSDM

Manajemen Sumber Daya Manusia

The integration of all processes, programs, and systems in an organization that ensure staff are acquired and used in an effective way (Robbin, et al 2005)

(Integrasi dari semua proses, program, dan sistem di dalam suatu organisasi untuk menjamin bahwa staf yang ada tepat sesuai kebutuhan, dan mampu didayagunakan secara efektif)

Strategic Human Resource Management

HR planning Recruitment Selection & Orientation Organizational & work design Training & development Performance review Compensation Labour relations

HR Management Activities

Source: HR Department Benchmarks and Analysis Survey 2004 (Washington, DC: Bureau of National Affairs, 2004), 21. To purchase this publication and find out more about other BNA HR solutions visit http://hrcenter.bna.com or call 800372-1033. Used with permission.

No 1

HR Activities HR Planing

Description The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives The process by which a job vacancy is identified and potential employees are notified The process of assessing candidates and appointing a post holder The process by which a new employee is introduced to the new work environment, standards, co-workers, and the organization in general The specification of the contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder

Recruitment

3 4

Selection Orientation

Work (job) design

No 6

HR Activities Training and development

Description The prosess to enable civil servants to acquire the knowledge, skills, abilities and attitudes necessary to enable them to improve their performance The process to assess an individual's performance against previously agreed work objectives Process of determining cost-effective pay structure The process to build relationship between union and employer

Performance review Compensation Labor relation

8 9

STAFFING
Selection Job Description Job Analysis Qualifications Recruiting, Interviewing
Attraction

THE RECRUITMENT AND SELECTION PROCESS

1.

2.

3.

defining requirements preparing job descriptions and specifications; deciding terms and conditions of employment; attracting candidates reviewing and evaluating alternative sources of applicants, inside and outside the company, advertising, using agencies and consultants; selecting candidates sifting applications, interviewing, testing, assessing candidates assessment centress, offering employment, obtaining references; preparing contracts of employment

JOB DESCRIPTION
should

describe the main objective of a job, its essential and non essential functions, and other information on the job

JOB SPECIFICATION
should

describe qualifications of person who can hold the job

Elements of job description :

Job Title Essential functions Specific job duties and detailed work activities Location(s) where work is to be performed Number of hours of work required per week and which days or time frames that work is required Title of immediate supervisor and reporting responsibilities Starting Salary or compensation Risk and Benefits available

Elements of job specifications :

Required

years of experience Required education, degree, certificate, license, registration or special training

Menyusun Job descirption & job specification

Melalui proses JOB ANALYSIS

HR Planning

Recruitmen
TASKS Responsibilitie s Duties Selection HR Development Performance Appraisal Job Specificatins Compensation and Benefits Safety and Health Knowledge Skills Abilities Employee & Labor Relations HR Research Equal Employment

Job Descriptions Job Analysis

PROSES JOB ANALYSIS PERENCANAAN JOB ANAYSIS A. Identifikasi jabatan; B. Penentuan jabatan yg. Dianalisis; C. Penentuan jenis informasi yg. Dibutuhkan; D. Penentuan Metoda E. Penentuan Jenis Data; F. Penentuan Sumber Informasi G. Penentuan Enumerator; H. Penentuan Penanggung jawab PENGUMPULAN INFORMASI DESKRIPSI PEKERJAAN Tugas (Job Juties/Task); Aktivitas ; Fungsi (wewenang),;Tanggung jawab; Kewajiban; Lingkungan kerja Bahan Kerja;Perangkat Kerja (Sarana);Tempat Kerja;Hubungan Jabatan; Vertikal/horizontal ; (Keterkaitan dg. Pekerjaan Lain);Kondisi Pelaksanaan ; Risiko Jabatan
SPESIFIKASI JABATAN (SYARAT JABATAN) MENGGAMBARKAN KUALIFIKASI PEKERJAAN

KEGUNAAN J.D & J.S

STUDI KASUS
Setelah terpilih ketua BEM fakultas yang baru melalui pemilihan langsung oleh mahasiswa, Anda sebagai tim sukses dari pasangan ketua dan wakl BEM terpilih ditunjuk untuk melaksanakan program kerja pertama kepengurusan tersebut. Program pertama yang akan dijalankan adalah pertandingan olahraga yang kali kedua dilaksanakan dengan sasaran mahasiswa kota Surabaya. Walaupun Anda tergabung dalam satu club olahraga, tapi untuk teknis pelaksanaan kegiatan tersebut Anda belum memiliki pengalaman. Oleh karena itu Anda harus selektif memilih koordinator acara.

Lanjutan
Terdapat beberapa pilihan SDM yang dapat Anda rekrut untuk memempati posisi tersebut: a. Mahasiswa yang tahun lalu tergabung dalam kepanitiaan namun sebelumnya tergabung dalam tim sukses ketua BEM dari tim lawan b. Mahasiswa angkatan di bawah Anda yang belum genap setahun berada di kampus, namun merujuk pada kinerja di kepanitiaan sebelumnya, orang tersebut adalah tipe orang yang kreatif dalam menyumbangkan ide c. Teman dekat Anda, yang Anda tahu dia adalah orang yang sangat bertanggungjawab dan tentu dapat bekerja sama sangat baik dengan Anda

Pertanyaan:
Orang

mana yang akan Anda pilih?