psikologi sdm - human resources in a globally competitive business

Chapter IHuman Resources in a Globally Competitive

Business Environment

Presented by:Rizkiani Soraya

1165290016

HRM PSYCHOLOGY

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”.

Manajemen Sumber Daya Manusia adalah

penarikan, seleksi, penerimaan,

pengembangan dan pemanfaatan sumber

daya manusia dalam rangka pencapaian

tujuan baik individu maupun organisasi

Wayne F. Cascio/Elias M. Awad

21st Century Corporation

Global

Speed

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

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 facesSeizing opportunitiesManaging frustration

Managing

People

Staffing

Retention

Development

Adjustment

Managing change

1. Staffing

Identifying

• Identifying work requirements within an organization

Determining

• Determining the numbers of people and the skills mix necessary to do the work

Recruiting

• Recruiting, selecting and promoting qualified candidates

2. Retention

Rewarding

• Rewarding employees for performing their jobs effectively

Ensurin

g

• Ensuring harmonious working relations between employees and managers

Maintaining

• Maintaining a safe, healthy work environment

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 .

4. Adjustment

Intended to maintain

compliance with the organization’s HR

policies and business strategies.

5. Managing Change

To enhance the ability of an organization to

anticipate and respond to developments in its external and internal environments, and to

enable employees at all levels to cope with the

changes

Features of the Competitive Business environment

Globalization

Increasing cultural diversity

Technology

E-Commerce

Changing Demographic

s

Competitive Strategy

Highly Skilled Employees

More Employee

Discretion

Greater Investment and

Risk

Innovation

Competitive Strategy

Repetitive and predictable

behaviors

Long-term focus

Modest amount of

cooperative,

interdependent behavior

High emphasis on quality,

modest concern for

quantity

Quality Enhance

ment

Competitive Strategy

Cost Reduction

Tight fiscal and

management controls

Minimization of overhead

Pursuit of strict economies

of scale

Competitive Strategy

Speed

Highly skilled employees who are time-

focused

Managers and employees must

support change

Company culture must support the

fast-pace

Quality of Work Life

LaborCapital

Equipment

LaborCapital

Equipment

GoodsAnd

Services

GoodsAnd

Services

More product

organization

Less product

organization