Motivating the Workforce

and Managing Human

Resources

MOTIVATING THE
WORKFORCE

Nature of Human Relations

Motivasi

Human
Relation
Moral

Motivasi
(Reward)

Intrinsik
Ekstrinsik

Historical Perspectives on
Employee Motivation
Classical Theory of
Motivation

The Hawthorne Studies

Maslows
Hierarchy of
Needs

Herzbergs Two-Factor
Theory
Motivational Factor
Hygiene Factors

McGregors Theory X
and Theory Y
Theor
yX

karyawan tidak suka bekerja

dan harus dipaksa untuk
melakukan pekerjaan mereka.

Theor
yY

karyawan suka bekerja,

mencari tanggung jawab
untuk memenuhi social,
esteem, dan actualization
needs.

Theory Z

Variations on Theory Z

Equity Theory

Source : Ivancevich,
Konopaske, Matteson
(2008)

Expectancy
Theory

Valence
Instrumenta
lity

Expectancy

Strategies for
Motivating
Employees
Behavior Modification
Mengubah perilaku dengan cara
mengaitkannya dengan konsekuensi
yang akan diterima. Menurut BF
Skinner, ada dua jenis konsekuensi
yang dapat memodifikasi perilaku,
yakni reward dan punishment.

Job Design

Job Rotation
Job Enlargement
Job Enrichment
Flexible Scheduling Strategies
Flextime
Compressed workweek
Job sharing

MANAGING HUMAN
RESOURCE

The Nature of Human Resources Management

Keseluruhan
aktivitas
yang
melibatkan
keputusan
pada
kebutuhan
akan
sumberdaya
manusia
pada
perusahaan
meliputi: perekrutan, pelatihan,
dan kompensasi.

Planning For Human Resources

Needs

Job analysis
Job
specification

Job description

Recruiting and Selecting

New Employees

Recruiting

The
Intervie
w

Th e i o
t
a
c
i
l
p
p
A
n

Selection
e
c
n
e
r
e
Re f
g
Checkin

g
n
i
t
s
e
T

Developing the Workforce

Training and
Development

Turnover
Assessing
Performance

Compensating the
Workforce
Financial
Compensation

Benefit

Managing Unionized
Employees
Collective
Bargaining

e
d
i
s
t
u
O
i
t
u
l
o
s
Re
o ns

Labor
Tactics

Resolving
Disputes
Manage
m
ent
Tactics

The Importance of
Workforce Diversity
The Characteristics of
Diversity
Primary Characteristics
Secondary Characteristics
Why is diversity important?

The Benefits of
Workforce
diversity

Affirmative
Action

KASUS
PERUSAHAAN PALING
MEMIKAT DAN
MEMAMPUKAN KARYAWAN
(EMPLOYER OF CHOICE
AWARD)
MAJALAH SWA 31 OKTOBER -13 NOPEMBER
2013

??
1. Hasil survey juga menunjukkan
tingkat efektifitas karyawan?
Bagaimana bisa?
2. Inside the champion: kebijakan
apa yang diterapkan oleh
manajemen perusahaan
pemenang award tersebut?

ENGAGEMENT &
ENABLEMENT
Clear & promising direction
Confidence in leader
Quality & customer focus
Respect & recognition
Development opportunities
Compensation & benefit

Financial
performance
improved 4,5x

ENGAGEMEN
T
Commitment
Discretionary
Effort

Customer satisfaction
89%

Employee
Effectiven
ess

Performance management
Authority & empowerment
Resources
Training
Collaboration
Work, structure & process

ENABLEME
NT
Optimized
roles
Supportive
environment

Business
Result
Employee turnover
decreased 54%
Employee
performance
improved 50%

4 TIPIKAL KARYAWAN
BERDASARKAN
EFFECTIVENESS INDEX
MOST EFFECTIVE (engage & enabled)
DETACHED (enabled but not
engaged)
FRUSTATED (engage but not enabled)
LEAST EFFECTIVE (neither engaged
nor enabled)

10 PERUSAHAAN PILIHAN
KARYAWAN
VERSI MAJALAH SWA

1. FEDERAL KARYATAMA (FEDERAL OIL)

2. SURYA MEDISTRINDO (GUDANG GARAM
GROUP)
3. TIGA RAKSA SATRIA
4. MULTI BINTANG INDONESIA
5. CIPTA KRIDA BAHARI (GROUP TRAKINDO)
6. RAJAWALI CORPORA
7. TOWER BERSAMA GROUP
8. HPI AGRO
9. KAPAL API GLOBAL
10.KOMPAS GRAMEDIA

FEDERAL OIL
1. MEMBUKA JALUR KOMUNIKASI YANG
JELAS
2. PELATIHAN >2000 JAM KERJA
3. EMPLOYEE OF THE MONTH/YEAR
4. BLUE COLLAR BISA MENJADI WHITE
COLLAR
5. REMUNERASI 25-40% DI ATAS RATARATA INDUSTRI

FEDERAL OIL (FO)

KRITERIA

FO

INDUSTRI

Effectiveness Index

88,07%

76%

Engagement Employee

88,85%

74%

Enablement Employee

87,29%

76%

Authority & Empowerment

85,31%

71%

Collaboration

81,30%

68%

Performance Management

77,43%

57%

Resources

88,81%

73%

Training

84,85%

67%

Work, Structure, & Process

83,89%

67%

Confidence in Leader

78,51%

61%

Development Opportunities

82,44%

65%

Pay & Benefit

70,66%

49%

Quality & Customer Service

86,82%

74%

Respect & Recognition

75,71%

60%

Clear & Promising Direction

85,14%

79%