In the era of global free trade occurs climate of the 21st century high competition in all areas that

require the company to work more effectively and efficiently. The high level of competition also
requires an organization to optimize its human resources, this is due to the strong influence of the
human resources of the effectiveness and efficiency of the organization as a human resource
.karyawan key merupaka keberasilan organization. Human resource management that will either
push the organization towards achieving the goal. Various issues relating to pengelolahan human
resources within the organization are as follows

Hiring employees who are not in accordance with the demands of jobs.

Experiencing employee turnover (labor turnover) high.

Employees do not contribute my best work / less motivated.

Discrimination employee

Condition of unsafe work environment / violate safety laws.

Inequality in salaries, promotions, and labor practices.

Lack of employee training and development.

Therefore, human resource management has significance as one of the functions of management in
addition to the function of marketing management, finance, and production, in which the human
resource management includes efforts / activities of an organization in managing the human
resources owned by public employees starting from the procurement process, placement,
pengelolahan, maintenance, termination of employment, up to industrial relations.
to achieve these objectives, the study of human resource management will demonstrate how should
an organization acquire, use, develop, evaluate, and maintain employees in the right quantity and
quality.

Human esource management definition

The human resource management experts provide a wide range of definitions of the notion of
human resource management, personnel management and personnel adminisrtrasi, as
follows:
"Human resource management encompasses Reviews those activities designed in to provide
for and coordinate the human resources of organization. "(Lyoyd Leslie L. Byars and Rue,
2000: 3)
"Personal / human resources management is the set of activities in all Organizations
intended to influence the effectiveness of human resources and Organizations.
"(WilliamF.Glueck, 1982: 11)
"Human resources management is Cleary toward to the adoption of human resources
approach, through Organizations with significant benefit in two ways: an increase of in
organizational effectiveness and the satisfaction of each enployee's needs. The human
resources are relatively new approach is the management of people. "(Michael R.Carrel,
Norbert F. Elbert, and Robert D. Hatfield, 1995: 8)
HR management is defined as a strategy for implementing management functions, namely:
planning, organizing, leading, and controlling, in every activity / operational functions of HR
from the withdrawal process, selection, training and development, You keep covering
promotion, demotion, and transfers, performance appraisal, compensation, labor relations, up
to termination of employment, which is intended for enhancements to the productive
contribution of the HR organization toward the achievement of organizational goals
effectively and efesiien.
Differences in human resources management, Personnel Management and Personnel
Administration.
There is a fundamental pebedaan anatara HRM (human resource management) denagan
management personnel / staffing (personnel management). Such differences illustrate the
important role played by human resources in an organization that requires the processing of
human resources more effectively in line with the development of science and
professionalism in the field of ma Personnel and Human Resources Management.
Human Resource Management as a strategy untukn managing the people within an
organization to achieve business objectives and mechanisms pengintergrasian organizational
strategy.
Personnel Management put more emphasis on the management system and personnel
procedures
Administration personnel more emphasis on the implementation of systems and procedures
for personnel within the organization.
Changes concern in the development of Human Resource Management
The way the organization / enterprise resource management manusiantelah changed
dramatically throughout the 20th century early 20th century, Frederick W. Taylor assist
management practices. Trained as an engineer, Taylor stressed the importance of developing
a scheme analitas to select, train, assess and reward employees for the purpose of production
of their motivation, control their behavior, and improve producvity. During the second 25
years, the focus of concern turned into recognition of the importance of the influence of the
working group of employees. Elton Mayo of research at the Hawthorne plant concentrates on
individual performance improvement by doing experiments to change the composition of the
group and incentive schemes, in addition to conditions such as penagturan lingkunganya
physical and lighting. Induvidu knowledge of the group increased during the period of 1930-
1940's. developments during the 1950-1960's, the practice evolved into the private sector.
during the 1970s, the term replaces the term HR management appears personalia.istilah new
management reflects the new wider angle that include issues such as health and safety
further, human resource management has been recognized as a source of excellence
competitive.
The purpose and goal of human resources management
Increase the productive employees, contributing to the organization through the strategic
responsibility, ethical, and social. The intention of guiding the learning process and human resource
management practices in the organization and describes the efforts related to implementing HR
managers and show how professionalism of the employees supporting the business.
HR department in essence to be in an organization to support managers and employees in
implementing the strategies of the organization. HR department to provide three forms of assistance
to the executive managers (operating manager) in the form of special perlayanan (specific services),
advice / counsel (advice) and coordination (coordination)
HR management goals
1. Purpose organizational: intended to recognize the existence of human resources management in
contributing to the achievement of organizational effectiveness.
2. Functional Objectives: to maintain the contribution of the department at a level appropriate to
the needs of the organization.
3. The purpose of social: for ethically and socially to respond to the needs and challenges of society
through measures to minimize the negative impact on the organization.
4. The personal objective: to assist employees in achieving its objectives, minimum goals can
enhance individual contribution to the organization.
Approach to the management concept to help managers and management experts maintain the HR
function with all its activities, this approach include:
1. Strategic Approach
HR management should contribute to keberasilan organizational strategy. If the activities of the
managers and the HR department does not support the achievement of the strategic objectives of
the organization, the human resources are not utilized effectively.
2. HR Approach
HR management merupkan humans. Dignity and interests of human life should not be ignored for
the sake of kesejahteraan.hanya through careful attention to the needs of employees can make the
organization grow and thrive towards success.

3. Approach MANAGEMENT
HR management is the responsibility of the HR department is manajer.keberadaan serve managers
and employees through its domain expertise. In the final analysis result, the performance and
working life of each employee merupaka dual responsibility (dual responsibility) of every peyelia
employees (supervisors) and the HR department.
4. Approach SYSTEM
Is a sub-system of a larger system that the organization, as well as in the evaluation of its
contribution to the organization.
5. Approach-PROACTIVE REACTIVE
Management reactive (reactive human resource management) occurs when the decision to respond
to human resource issues. As well as proactive management (proactive human resource
management) occurs when the issue of human resources is anticipated and corrective action /
corrective before the problem arises to the surface.
Summary or responses:
HR management has significance for keberasilan organization, which pengolalahan human resources
is not only the responsibility but also the entire HR department managers, specialists / HR
professionals and employees in the form of partnership. HR management didefisinikan sebgai a
strategy for implementing the management function is planing, organizing, leading, and controlling,
in every operational activity of HR begin the process of withdrawal, selection, pelatiahan, and the
development, placements which include promotion, demotion, and transfers, performance
appraisal, compensation, industrial relations to termination, contributing kerja.yg shown for efktif
organizational goals and efficiently.