Achmad Rifai Pandin

K012171061
Tugas MSDM
Dr dr H. Noer Bachry Noer, MSc

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 Organization's Objectives + Environmental Influences

Human Resource Planning (HRP) + Recruitment + Selection + Socialization

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Competent employees who have adapted to the organization's culture
+
Training and Development + Career Development
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Competent employees with up to date skill and knowledge
+
Motivation + Performance Appraisal + Reward and Punishment
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Competent employees who desire to expert high effort
+
Benefit and Services + Safe and Healthful working conditions +
Satisfactory union Relations
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Competent employee who are committed to the organization and
satisfied with their jobs
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Value of life Effective Human Resource Management
High productivity, Low turnover, Low absence
High job satisfaction

Changing conditions require on-going research and concern for the future
(organizational vision and missions)
 Langkah awal dalam MSDM
• Mengidentifikasi pekerjaan ...  job analysis
• Struktur organisasi
• Mendeskripsikan pekerjaan  Job desc
• Fungsi-fungsi MSDM:
- Perencanaan SDM
- Rekrutmen dan seleksi
- Pelatihan dan Pengembangan
- Penilaian kinerja
- Kompensasi / kesejahteraan

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Job?
• Sekelompok posisi yang agak serupa dalam hal
elemen-elemen pekerjaannya, tugas-tugas dan
tanggung jawab yang dicakup oleh deskripsi
pekerjaan yang sama.
• Similar, but different concepts:
– position: kombinasi kewajiban2 yang dibutuhkan oleh
seseorang dalam menunaikan suatu pekerjaan.
– occupation: kategori pekerjaan yang dijumpai pada
perusahaan-perusahaan.
Bedakan
• Job Analysis: Proses yang sistematis dari menghimpun
informasi dari tugas, kewajiban dan tanggung jawab dari
pekerjaan tertentu.
• Job Description: pernyataan faktual dan terorganisasi perihal
kewajiban dan tanggung jawab pekerjaan tertentu.
• Job Specification: menunjukkan kualitas yang disyaratkan bagi
pelaksanaan yang dapat diterima.
• Job Evaluation: proses sistematik dan beruntun untuk
menentukan nilai suatu pekerjaan (menentukan kompensasi).
Job analysis?
• Proses yang sistematis dari menghimpun informasi dari tugas,
kewajiban dan tanggung jawab dari pekerjaan tertentu.

• Provides a summary of a job’s duties and responsibilities, its

relationship to other jobs, the knowledge and skill requires
and working conditions under which it is performed (R.
Wayne Mondy)
Questions Job Analysis Should Answer

• What physical and mental tasks does worker accomplish?

• When is job to be completed?
• Where is job to be accomplished?
• How does worker do job?
• Why is job done?
• What qualifications are needed to perform job?
 Job Analysis: A Basic Human Resource Management Tool

Tasks Responsibilities Duties

Staffing

Job Training and Development

Descriptions Performance Appraisal

Job Compensation
Analysis Job
Safety and Health
Employee and Labor Relations
Specifications
Legal Considerations

Knowledge Skills Abilities

© 2009 by Prentice Hall

Reasons For Conducting Job Analysis
• Staffing - Haphazard if recruiter does not know qualifications
needed for job
• Training and Development - If specification lists particular
knowledge, skill, or ability, and person filling position does not
possess all necessary qualifications, training and/or
development is needed
• Performance Appraisal - Employees should be evaluated in
terms of how well they accomplish the duties specified in
their job descriptions and any other specific goals that may
have been established
• Compensation – Value of job must be known before dollar
value can be placed on it
Reasons For Conducting Job Analysis
(Cont.)
• Safety and Health – Helps identify safety and health
considerations
• Employee and Labor Relations – Lead to more objective
human resource decisions
• Legal Considerations – Having done job analysis important for
supporting legality of employment practices
 Summary of Types of Data Collected
Through Job Analysis
• Work Activities - Work activities and processes; activity
records (in film form, for example); procedures used; personal
responsibility
• Worker-oriented activities - Human behaviors, such as
physical actions and communicating on job; elemental
motions for methods analysis; personal job demands, such as
energy expenditure
 Summary of Types of Data Collected
Through Job Analysis (Cont.)
• Machines, tools, equipment, and work aids used
• Job-related tangibles and intangibles - Knowledge dealt with
or applied (as in accounting); materials processed; products
made or services performed
• Work performance - Error analysis; work standards; work
measurements, such as time taken for a task
• Job context - Work schedule; financial and nonfinancial
incentives; physical working conditions; organizational and
social contexts
• Personal requirements for job - Personal attributes such as
personality and interests; education and training required;
work experience
Job Analysis Methods

• Questionnaires
• Observation
• Interviews
• Employee recording
• Combination of
methods
Siapa yang melakukan
• Pakar job analysis (HR, IT consultant etc.)
• Supervisor
• Manager
 Manfaat
• Analisis penyusunan formasi kepegawaian
• Desain organisasi
• Redesain pekerjaan : untuk perbaikan kinerja.
• Telaah dan Perencanaan Kerja
• Suksesi Manajemen
• Pelatihan dan pengembangan
• Jalur karir
• Kriteria seleksi
• Evaluasi pekerjaan
Masalah dalam JOB ANALYSIS

• Ketakutan karyawan (ancaman pekerjaan, tingkat gaji, tingkat

produksi).
• Mengumpulkan informasi yang mutakhir.