topic4sdm 141029230932 conversion gate01
TRANSCRIPT
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MANAJEMEN
TENAGA PENDIDIKAN
DAN
TENAGA KEPENDIDIKAN
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MTPTK = MANAJEMEN TENAGA PENDIDIKAN
DAN TENAGA KEPENDIDIKAN
MSDM = MANAJEMEN SUMBER DAYA MANUSIAHRM = HUMAN RESOURCES MANAGEMENT
Secara konseptual, MTPK kurang lebih sama
dengan MSDM
Jadi, kalau kita membicarakan MPTK maka
yang dibicarakan adalah MSDM
MTPK OR MSDM
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DEFINITIONS
HRM is all the
ctivities involved inacquiring, main-
taining, and deve-
loping an organi-zationshuman
resources
MTPTK adalah seluruh
aktivitas perencanaan,
perekrutan, seleksi, pe-
nempatan, pemberian
kompensasi, penghar-
gaan, pengembangan
(diklat), dan pember-
hentian TPTK.
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DEFINITIONS
Menurut UU 20/2003 ttg SPN pasal 1 ayat 5 dan 6:
Tenga Kependidikan
adalah seseorang yang
mengabdikan diri dan
diangkat untuk menun-
jang penyelenggaraan
pendidikan
Tenga Pendidik adalah orang yg
memiliki kualifikasi sebagai guru,
dosen, konselor, pamong belajar,
widyaiswara, tutor, instruktur, fa-
silitator dan sebutan lain yg sesuaidengan kekhususannya, dan yg
berpartisipasi dalam penyelengga-
raan pendidikan.
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HRM ACTIVITIES
Human Resources Planning
Job Analysis
Recruiting, Selection, and Orientation
Compensation and Benefits
Training and Development
Performance Appraisal
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HUMAN RESOURCES PLANNING
Human Resources Planning is the development strategies
to meet a firms human resource needs.
Human
Resources
Planningincludes: Forcasting Human Resources
Demand
Forecasting Human Resources
Supply
Matching Supply with
Demand
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In relation with the forecasting human resources
supply, a firm should have these two:
Replacement
Chart
Skills
Inventory
A list of key personnel and
their possible replacement
within the firm
A computerized data bank
containing information on
the skills and experience off
all present employees
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MATCHING SUPPLY WITH DEMAND
When demand is greater than supply
Action is Recruit and Select
When supply is greater than demand
The action is reduce work force
Methods of reducework force:
Lay-off
Attrition
Early Retirement
Fired
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J O B A N A L Y S I S
Job
Analysis
A systematic procedure for studyingjobs to determine their various
elements and requirements
Job
Description
A list of the elements that
make up a particular job.
Job
Specification
A list of the qualifications
required to perform a
particular job.
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RECRUITING
SELECTION
ORIENTATION
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RECRUITING
Recruiting is the process of attractingqualified job applicants
INERNAL
RECRUITING
External
Recruiting
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SELECTION
Selection is theprocess ofgathering infor-
mation aboutapplicants for aposition and thenusing thatinformation tochoose the mostappropriateapplicant
Some general methods ofselection:
Applications
Tests
Interview
References
Assessment Centers
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ORIENTATION
Orientation is the
process of acquaintingnew employees with
an organization.
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FOR DISCUSSUION
Diskusikanlah
bagaimana sistemrekrutmen, seleksidan orientasi guru-
guru di Indonesia.
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COMPENSATION
AND
BENEFIT
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COMPENSATION
Compensation is the payment thatthe employees receive in return for
their labor
Compensation System is the policies
and strategies that the determineemployee compensation
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Management of CompensationDecisions
The Wage-
levelDecision
The Wage-
structureDecisions
(Usually based
on the basis ofjob evaluation)
The Individual-wageDecisions Comparable worth
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TYPES OF COMPENSATIONS
Hourly Wage
Weekly or Monthly Salary
Commissions
Bonuses
Profit Sharing
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BENEFIT
Benefit is rewards that areprovided inderectly to
employees, consisting mainly
of services (such asinsurence) and employeeexpences (such as college
tuition).
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TRAINING
DEVELOPMENT
Training andDevelopmentMethods:
On-the-jobmethods
Classroomteaching andlecture
Vestibuletraining
Conferencesand seminar
Role Playing
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PERFORMANCE APPRAISAL
Performance appraisal is theevaluation of employees current
and potential level ofperformance to allow superiors
to make objective humanresources decisions
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COMMON EVALUATIONTECHNIQUES OF PERFORMANCE
APPRAISAL
Objective Methods
Judgemental Methods