welcome note
If youre planning for one year, grow rice.
RM 9
Budaya Mengutamakan Prestasi Tinggi
kukuh- pembangunan modal insan berasaskan etika, moral dan kerohanian yang elok dan sempurna.
Agenda
Pengenalan PSM
manusia Kesimpulan
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Why?....
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No matter how good is our infrastructure, No matter how good is our location, No matter how good is our equipment BUT
Kepentingan PSM
Policy / Institution Organization
Legal framework Policies Objectives & strategies Structures Processes & procedures Resources Communications Information systems Performance measures Accountabilities Linkages & networks Coordination
Improved Capacities
Individuals
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kepada setiap jabatan Melatih pekerja mengikut keperluan Menilai prestasi pekerja bagi meningkatkan prestasi mereka Menjaga kepentingan pekerja dari segi pembayaran pampasan, gaji dan peraturan kerja mengikut keperluan undang-undang
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Business Mastery mengetahui segala aspek tantang perniagaan dan aktiviti organisasi. Human Resource Mastery megetahui segala hal berkaitan dengan pengurusan sumber manusia Personal Credibility pandai membawa diri dan boleh didampingi oleh pekerja Leadership Quality leadership by example.
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requirements to what the organization wants to do: business plans match up with human resource plans. Effective work design and processes Matching work requirements with the skills to get them done
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change, transition, turnover Creating a workforce that adapts to change Managing the knowledge, skill and know-how resources of individuals that are vital to organizational survival across turnover and generations Finding, keeping, letting go and re-skilling the right people to meet work requirements
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a.
b. c.
d.
pengambilan, pembayaran gaji, kerjaya, dsbnya. Aktiviti-aktiviti HRM: Perancagan Sumber Manusia Analisis Kerja Rekrut & Pemilihan Pekerja Orientasi/ Induksi
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Sambungan:
Latihan & Pembangunan
Penilaian Prestasi
Ganjaran & Pampasan Kesihatan & Keselamatan
Pengurusan Disiplin
Basic Responsibilities of Human Resource Management 1. Attract a quality workforcehuman resource planning, recruitment, and selection. 2. Develop a quality workforceemployee orientation, training, performance appraisal. 3. Maintain a quality workforceretention and career development.
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In Short.
Human resource planning matches staffing with
organizational needs. Recruitment and selection attract and hire qualified job applicants. Socialization and orientation integrate new employees into the organization. Training continually improves employee skills and capabilities. Performance management techniques appraise individual accomplishments. Retention and career development provide career paths and options.
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Cabaran PSM
Globalisasi (Going Global)
(Developing
Human Capital) Perubahan Pasaran (Responding to the Market) Penjimatan Kos (Containing Cost) Perubahan Demografi (Demographic Changes gender distribution, rising levels of education, age limit, cultural changes, family etc.)
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Task Analysis melihat kepada perubahan dan keperluan latihan bagi menjalankan sesuatu kerja itu. Person Analysis melihat kepada tahap KSA semasa pekerja Organization Analysis melihat kepada keperluan organisasi kini dan di masa hadapan mengikut visi, misi & objektif organisasi.
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Kebaikan TNA
Menjimatkan kos, masa & usaha
sahaja Meningkatkan tahap kepuasan dan motivasi dikalangan pekerja Meningkatkan tahap kualiti & kuantiti produk & perkhidmatan
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2005 Prentice Hall Inc. All rights reserved. 128
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