Health care is One of the largest and most complex industry in both cost and employment (multifaceted operations)
Schulz (1996)
Schulz (1996)
Tatanan dari : 1. Berbagai unsur 2. Saling berkaitan 3. Ketergantungan satu dengan lainnya 4. Berfungsinya seluruh unsur
ANALISIS JABATAN
MANAGEMENT SDM
Perencanaan SDM
Uraian Jabatan Rekruitment, seleksi dan penempatan Identitas Jabatan Tanggung Jawab jabatan Persyaratan jabatan Penilaian Karya Pegawai Balas Jasa
Tarik diri Kurang puas akan gaji Gairah kerja menurun Kurang puas dalam kerja Absensi tinggi Kerap kali pergi ke klinik Kesehatan mental memburuk
PEGAWAI
Pemberi jasa berdasarkan : Pikiran Tenaga Sebagian waktu Untukkepentingan perusahaan / organisasi
GAJI PEGAWAI
Imbalan jasa yang diterima pegawai karena telah memberikan: 1. Pikiran 2. Tenaga 3. Sebagian waktu
PERMASALAHAN DOMINAN
Gaji yang tidak memuaskan dapat mengakibatkan penurunan produktivitas dan kualitas kerja
Biaya kompensasi yang tinggi menurunkan kemampuan berkompetisi mempersempit kemampuan penyediaan jabatan
JOB ANALYSIS
Job description
Job standard
JOB EVALUATION
Job grading Faktor comparison Point system
PRICING JOBS
Match
Competency
Any characteristic of a person that differentiates levels of performance
Demonstrably Related to Superrior Performance in a job Characteristic that Enables Superior Performers to Demonstrate Critical Behaviors:
more often
Elements of Competency
Skills Knowledge Social Role
are the things a person knows how to do well, e.g reading, a profit and-loss statement is what a person knows about a partcular substantive area, e.g basic accounting principles. is the image a person project to others. It reflects a persons values what one believes is important to do such as developing others or providing a sense of mission & direction. is the way a person sees him/herself the internal concept of identity, e.g, seeing oneself as a teacher or leader
Self Image
Traits
are relatives enduring and stable characteristics of a persons behavior, e.g being a good listener, or being able to recognize patterns across seemingly unrelated elements.
are natural and constant thoughts and preference in a particular area (i.e Achievement, Affilition, and Power) that drive, direct, and select a persons outward behavior)
Motives
Hay Group
Performance
Note: 1. Nature of job and responsibilities 2. Skill, knowledge, traits, motives and charateristic 3. How well in delivering the org. strategy
Implementing Competencies
Phase I Identiying and Articulating Competencies Linkage to Development Strategy of Competency Models
Establishing A Baseline
Succession Planning
Selection
*Performance Management
Hay Group
Implementing Competencies
Phase I Identiying and Articulating Competencies
Linkage to Strategy
Establishing A Baseline
Hay Group
Implementing Competencies
Phase III Developing/Improving Competencies
Succession Planning
Selection
*Performance Management
Easier to be developed
Skill Knowledge
Hay Group
1. Paket gaji ( kualifikasi pegawai, diberikan secara tetap ) 2. Indirect compensations ( fringe benefit ) 3. Insentive prestasi ( variable/tidak tetap karena prestasi kerja ) 4. Work premium atau premi ( insentif pelayanan, kerja team, lembur ) 5. Bonus ( profit sharing )
BIAYA VARIABEL
(VARIABLE COST) Indirect compensation (Security Needs ,
Companys Responsibility, Employee Services, atau Fringe-Benefit)
Kesimpulan
1. 2. 3. 4. 5. Kebijakan penyesuaian Produktivitas versus biaya Kesempatan berinovasi Menghargai perilaku positif pegawai Dikelola secara cermat, bijak, berkesinambungan
Ketrampilan
Tahu
Mau = tindakan Bisa = kecepatan bekerja Tahu = ketepatan bekerja