SESSION 1 _ HRM

- Organization is the group of people work

together and have a same vision. They are trying
to achieve the organizational goals together.
- Manager is the people who manage the work of
their organization/group to achieve their goals
and also help to supervise them to work better.
Actually manager is the leader of them and they
are also difference in each place depends on the
company.
- Management process have 5 steps.
1. Planning
They create their goals and their standarts in
their organization. Actually every manager
have their own goals to achieve, so it will be
difference in the other company
2. Organizing
They delegate authority to subordinate to
form some strategy.
3. Staffing
They have to determine what kind of people
should be hired to the company
4. Leading
Lead others to get the job done, motivate
them
5. Controlling
Control the others to achieve what the
standarts, and they work based on the
standart that the company has made.
- Human Resources Management is a process to
acquire, train, evaluate, and to give compensate
to the employee with paying attention to their
working relationship with others, their health and
security.
- Why HRM is important because they should not
hire the wrong person in the company or they
also cannot place them in the wrong division.
Because it will impact the performance and the
reputation of the company. Not only impact to
the company but also impact to the person.
- Line Authority : the authority responsible by
managers directly, throughout the chain of
command organization, to achieve the
organizational goals
- Staff Authority : the authority of the group or
individuals who provide advice and services to
the line managers.
- Functional Authority : the authority of the
department staff members to control the
activities of other departments as it pertains to
specific staff responsibilities.

SESSION 2 _ HRM
- Why Strategic Plan is important to all manager
because every company have their aims or
objective to accomplish, then role of the
managers help the company to achieve it by
making a strategic plan, how to achieve the
companys goal by several ways.
- There 5 planning process.
1. Set what is your objectives
2. Make a forecast
3. Determine what are the actions that you
have to take
4. Evaluate the alternatives
5. Implent and evaluate the plan.
- Business plan is like a game plan that consist of
companys objectives in the long term or short
term, that is including what you have to do, how
you have to do and what will the achievement
be.
- In the business plan also consist the description
of the plan, like the financial plan, the marketing
plan, the management or personal plan, and the
production plan.
- A managers have to be SMART to set objective.
Specific, Meausrable, Attainable, Relevant and
Timely.
- To set motivational goals, we have to assign
specific goals, measurable goals, chalengging but
doable goals, and encourage the participants.
- Management by objectives are set the
organizational goalas, set the department goals,
discuss the department goals, set individual
goals, and give a feedback.













SESSION 3 _ HRM
- What is Job Analysis? Job Analysis is like the
procedure to analyze people in order to know
what is the duties, what is their personality, and
what is the requirement in Job.
- The information that you have to know when you
are doing Job Analysis are, what their work
activities, their behaviours(characteristic), their
work equipments , their performance standart,
their job context and their human requirement
(their standart)
- The uses of making a job analysis is definitely to
make job description and job specification for
recruitmen and selection, performance appraisal,
job evaluation, training requirement.
- Steps for doing job analysis are deciding how the
information will be used, review relevant
background information, select representative
positions, analyze the job, verify it with the
workers, develop job description and job
spesification.
- To collect job analysis information you can do
interview, questionaires, observation, internet
based, participant diary, and quantitative job
analysis.
- Job description is a written statement from the
worker itself to know how the condition of the
job. It consist of job identification, job summary,
relationship, responsibilities and duties,
authority, standart of performance, working
conditions, job specifications.
- Job spesification is part of job description which
talking about the experince of the worker. It
contains the specifiaction for trained or
untrained personnel, spesification based on
judgement, and spesification based on statistical
analysis.










SESSION 4 _ HRM
- The recruitmen and selection prosess are
Personnel Planning and Forecasting then
Recruiting, and the last is the Candidate becomes
Employee.
1. Planning
Strategic plan deciding the position that
company wants to fill, and start to make a
plan how to fill the vacancy.
Forecasting
Personnel Needs
Inside Candidates
Outside Candidates
2. Recruiting
Finding the suit applicant to your vacancy
New Hire : 50 (1:1)
Offers Made : 100 (2:1)
Candidates Interview : 150 (3:2)
Candidates Invited : 200 (4:3)
Leads Generated : 1200 (6:1)
The source of candidate could be internal
and external.
If it is internal the program that can be
choose are Mutation, Promotion, Rehiring.
If it is external the program that can be
choose are from Internet, Job Vacacy from
Ads, College Recruiting, Outsourcing,
Employment Agencies.
Dont forget to bring application form.
Aplication form itself is very beneficial to the
aplicant and the company. Application form
can predict will the candidate be success or
not in the future.
Application Guidelines :
Education Arrest Record
Maritas Status Medical Record
Housing Reference Checking
3. And you have to choose the candidate to be
one of your employee in the company.














SESSION 5 _ HRM
- When you want to recruiting someon in your
company, make sure you have a carefull
selection.
There are two things that you have to know.
1. Reliability
Reliability means the ability to be relied on as
afor accuracy or honesty. So the candidates is
consistant. Stable.
2. Validity
Validity it means legal, so you the candidate
is trusted.
- Testing program guidelines
1. Use test suplements
2. Validate the test
3. Monitor your testing program
4. Keep accurate records
5. Use certified physichologist
6. Manage test condition
7. Revalidate periodically
- Types of test are Cognitive, Motoric & Phyisical,
Personality & Interest, Achievement.
- To test the candidate you can try a simulation.






























SESSION 6 _ HRM
- The interview session has a procedure to predict
future job performance based on the answer of
the aplicant.
- Interview divided by its strutured, its content,
and how its administers.
Structured : Structured (Directive) &
Unstructured (Nondirective)
Content (types of questions) : Situational
(Future), Behavioral (Past), Job Related (Past
Experience), Stress Interview.
Administers : Panel (Many Interviewer), Phone,
Video, Computerized.
- Ways to make Interview be usefull are :
Structure the interview
Becareful to what sort of traits you want to asses
Beware of commiting interviewing errors
(Structure and Situational Questions)