HR PROFESIONAL

DEVELOPMENT PROGRAM
 PEMBAHASAN

HR Frame Work 01 04 Training & Development Based on

Competency
HR Strategy
5 Kunci Penerapan Sistem HR
Human Asset Value Training Need Analysis
Training Program

Competency Based Human 02 05 Performance Management

Resources MAnagment

Performance Cyrcle
Performance Appraisal
Coaching & Councealing

Recruitment & Career

Management
03 06 Reward & Recognition

Organization Reward
Talent Management Individual Reward
Recruitnment & Selection
HR Professional Developmentcen
 MANFAAT
With IHDI
1. Bagi pemimpin Perusahaan & Unit kerja
2. Dibutuhkan bagi pelaku usaha
3. Bagi yang baru memulai karirn dalam
4. Memahami HR Praktis bagi Mahasiswa &,
Dosen
 1. Banyak perusahaan mengabaikan keberadaan bagian HR
LATAR BELAKANG

2. Banyak orang yang bekerja di bagian HR tapi tidak

memahami sistem HR

3. PEOPLE merupakan unsur penting dalam Perusahaan

4. HR : Ilmu Managerial
 Bagaimana
menjadi 1. Pahami kompetensi yang dibutuhkan untuk menjadi HR
Profesional HR Profesional
2. Pahami values, cukture & Core Competency
Perusahaan
3. Pahami sistem HR
4. Pahami Proses Bisnis Perusahaan
5. Siap berubah & beradaptasi (VUCA)
6. Memahami bisnis Perusahaan & mengikuti perubahan
iklim bisnis

HR Professional Development
HR Basic Concept

Modul – 1
 The Roles of HRM

STRATEGIC PARTNER CHANGE AGENT ADMINISTRATIVE EXPERT EMPLOYEE CHAMPION

HC adalah salah satu HC memfasilitasi perubahan HC menyediakan layanan yang HC memfasilitasi, mengukur dan
penyumbang utama terhadap organisasi untuk meningkatkan efisien, tepat waktu dan meningkatkan kualitas
strategi bisnis dalam menyiapkan kinerja. beroreintasi pada customer. manajemen & kerja sama tim.
SDM yang siap menghadapi
perkembangan bisnis. o Memfasilitasi manajemen o Review & implementasi o Memfasilitasi, mengukur &
perubahan. Kompensasi & Benefit. meningkatkan kualitas
o Mengembangkan Nliai, o Peningkatan efektivitas o Melakukan Proses Rekrutmen manajemen & SDM.
Budaya, Visi & Misi Organisasi, organisasi melalui & Seleksi yang cepat & tepat o Performance Management,
yang selaras dengan strategi Manajemen Kinerja. sesuai dengan kompetensi Evaluasi Kinerja & Proses
bisnis. o Desain Organisasi. yang dibutuhkan Coaching.
o Mengembangkan Sistem o Proses Bisnis yang teridenfikasi o Pemeliharaan data pegawai, o Menciptakan Lingkungan
IHCM yang selaras dengan dengan tepat pelaporan & analisis (HRIS). Kerja yang Kondusif.
Strategi Bisnis. o Analisis Kebutuhan o HR Audit (Compliance) o Membangun Work Life
o Merancang Strategi SDM Kompetensi. o Policy & Procedure yang Balance.
yang selaras dengan tujuan o Rencana pelatihan & mendukung strategi bisnis o Menjalankan program
Perusahaan. implementasi o Aplikasi LMS, PMS, Recruitment Komunikasi dengan pegawai
o Penyusunan perencanaan secara periodik.
tenaga kerja, o Pengembangan SDM
o Terllibat dalam tim berbasis Kompetensi
manajemen yang o Talent Management &
berkontribusi pada keputusan Sucession Planning sebagai
bisnis. strategi kesinambungan
Perusahaan.

HR Professional Development
 EVOLUTION OF THE HR FUNCTION

HUMAN CAPITAL

o TALENT
Human Resources
MANAGEMENMT
o Competency
o Training & Management (CBHRM)),
Personnel Management Development o Performance
o Carrier Development, Management,
o Admisnitrasi o Recruiting, o Succession Planning,
Kepegawaian, o Learning & o Systems Integration,
o Payroll Development, o Learning Organization,
Human Relations o Organization Design, o Knowledge Management
o Rekrutment,
o Kepatuhan pada o Total Reward
Labor Relations
o Motivasi, aturan, Management,
o Kepuasan Kerja, o Kesejahteraan, o Communications
o Hubungan o Penilaian Kinerja, (Counseling)
o Kondisi Kerja, K3
Industrial,
o Serikat Buruh

HR Professional Development
 Struktur Fungsi HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCES DEVELOPMENT COMPENSATION & BENEFIT INDUSTRIAL RELATIONS

Organization Development Compensation & Benefit Industrial Relations

o Organization Design, o Reward Management o New Employee Orientation,
o Job Analysis, Job Description, o Salary Structure, o Termination, Employee, Dispute
o Job Grading, Job Evaluation, o Compensation & Benefit Packages, o Government Relations,
o CBHRM, o Salary Calculation, o Serikat Pekerja
o Performance Management, o Salary Survey, o Employee Engagement,
o Performance Appraisal. o Working Contract, o Internship Program
o Business Process o Outsource Management.
Compliance
Career Management HR Admin
o Company Regulation / CLA,.
o Assessment, o Human Resource information System o Values & Culture
o Talent Management & Succession
(HRIS) o HR Policy & Procedure,
Planning,
o Individual Development Program,
o Coaching & Counseling,
o Promotion /Mutation /Rotation.
Recruitment
o Man Power Planning (MPP),
o Recruitment Strategy,
o Employee Selection - Interview-
Medical Test – Psikotes,
o Management Trainee

Training & Development

o Training Need Analysis (TNA),
o Training Program,
o Training Evaluation,
o Knowledge Management,
HR Professional Development
o Learning Center
HR System Support
HR CORE FUNCTION SYSTEM STATUS
1. Human Resources  Job Description  Ada
Development  Kamus Kompetensi  Ada
 Job Profile  Ada
 Assessment  Ada
 Man Power Planning (MPP)  Ada
 Recruitment  Ada
 Training Needs Analysis  Ada
 Training Evaluation  Belum
 Performance Management / Performance  Ada
Appraisal
 Talent Management  Ada
Compensation & Benefit  Skala Gaji  Ada
 Compensation & Benefit Packages  Ada
 Payroll  Ada
 Job Evaluation  Ada
 Job Grading ( Grading System)  Ada
 Salary Analyst  Ada
 Merit Increase System  Ada
 Reward System  Belum
3. Industrial Relations  Corporate Values  Ada
 Corporate Culture  Ada
 Employee Engagement  Ada
 Company Regulation  Ada
 Company Policy  Ada
 Code of Conduct  Ada
HR Professional Development
 HR STRATEGY
Competency Based Human Resources Management

Recruitment MS Training MS Career MS Performance MS Remuneration MS

Values - Culture - Corporate Strategy Organization

Vision - Mission & Objective Structure

Increasing Productivity &

Employee Engagement
Support Revenue & Increasing in
Increasing Knowledge & Skill Employee
Productivity toward to High Performance Operating &
Growth Culture Business Result
Align Corporate Culture to
Business Strategy

Cost Effective &

Control Management Efficiency
Effectiveness
& Admin Process
 HR FRAMEWORK
o Vision & Mission
o Values - Culture

o Corporate o Competency Based HR Management,

Strategic o HR Vision & Mission
HRM Strategy o Corporate Culture
o Business Plan

o MPP, HR Budget,
Planning o Succession & Replacement Planning

o Retirement Program
o Talent Management
o Long term Incentive o Recruitment based
on Competency
Retaining Acquiring
HRHRCYRCLE
Cycles
o Career Development
o Competitive Compensation & Benefit
o Work Life Balance
o Employee Engagement
o Training & Development
Maintaining Developing
o Performance Management

7
HR Professional Development CAREER MANAGEMENT = KAGISMA UNJ
HR Professional Development
 5 Kunci Penerapan Sistem HCM

1. Strategi SDM = Competency Based Human Resources Management

(CBHRM).

2. Tujuan sistem SDM = Kompensasi & Pengembangan SDM.

3. Alat menuju tujuan Sistem =Performance Management / Manajemen

Kinerja.
4. indikator penilaian SDM ada 2 = Potensial (Kompetensi) dan Kinerja.

5. Penerapan Sistem Remunerasi = 3P (Pay for Position, Pay for Person & Pay for
Performance).

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HR Professional Development CAREER MANAGEMENT = KAGISMA UNJ

K O M P E T E N S I ???

HR Professional Development
 Model Kompetensi

Core Role / Functional Technical

Competencies Competencies Competencies
o Kompetensi yang o Kompetensi yang dibutuhkan o Kompetensi yang terkait
mencerminkan visi, misi dan untuk peran & fungsi tertentu di dengan kemampuan dan
budaya Perusahaan, serta dalam organisasi (Misal: sebagai keahlian teknis yang
dijalankanan untuk semua Manager, Supervisor, Staff dll) dibutuhkan oleh setiap
jabatan dalam organisasi. jabatan agar dapat
o Mencerminkan cara seorang
menjalankan tugas &
o Mencerminkan budaya yang karyawan membawa dirinya.
tanggung jawabnya secara
diinginkan dalam sebuah
o Meningkatkan efektifitas dan efektif.
Organisasi
efisiensi dalam menjalankan
o Paling penting untuk
o Paling penting bagi Organisasi tanggung jawab.
menyelesaikan tugas tertentu
untuk mencapai keunggulan
o Posisi kerja yang berbeda dalam pekerjaan sehari-hari.
kompetitif di pasar.
membutuhkan tingkat
o Posisi kerja yang berbeda
o Semua karyawan harus penguasaan yang berbeda.
membutuhkan Kompetensi
memiliki.
Technical dan tingkat
penguasaan yang berbeda.

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HR Professional Development
 KOMPETENSI
Manajemen kompetensi merupakan dasar kebijakan aktivitas SDM.

Model Kompeteni
(Core, Role, Functional
Competency)

IMPLEMENTASI
Kamus Kompeteni
o Perencanaan Tenaga Kerja
Profile Kompetensi o Analisa Jabatan
Jabatan o Selesi Karyawan
o Evaluasi Jabatan
o Penggajian
Asesmen Kompeteni o Pelatihan
o Penilaian Kinerja
o Manajemen Karir
Program Pengembangan
Kompeteni
KUNCI - 1
HR Professional Development
 KAMUS KOMPETENSI SISTEM SDM OUTPUT

REKRUTMENT o Menentukan kompetesi

jabatan
o Interview

PELATIHAN & o Analisa Gap Kompetensi

CORE COMPETENCY PENGEMBANGAN o Menyusun TNA, program
pelatihan & evaluasi
pelatihan
o Silabus/Materi Pelatihan

ROLE COMPETENCY KARIER o Menyusun Career Path

o Assessment
o Succession Plan
o Promosi/Mutasi

FUNCTIONAL COMPETENCY MANAJEMEN KINERJA o Melakukan PA

o Coaching & Counseling
o Kontrol pekerjaan &
PERILAKU karyawan

KOMPENSASI o Penerapkan 3P
o 19
Analisa Gaji, evauasi gaji,
job grading, skala gaji
HR Professional Development
 Kesenjangan
Kompetensi

Hard Competency

Soft Competency

Individual Development
Plan (IDP)

Pengalaman Pembelajaran
Pelatihan Internal Pelatihan Publik
Kerja Mandiri

Pelatihan On the job

Seminar E-Learning
Kesiapan Kerja training

Pelatihan Pendidikan
Penugasan
Manajerial / Kursus Formal
Kepemimpinan

Coaching,
Pelatihan Teknis / Literatur
Sertifikat Profesi Conceling,
Fungsional Mentoring

Magang

Job Enrichment, 20
Job Enlargment,
Job Rotation
HR Professional Development
Integrated HRM – Kaitan Antar Sistem

Corporate Long Term

Values - Culture
Vision & Mission Objective

Business Strategy

Organization
Recruitment Structure Performance Competency
Management Management
Training &
Development Job Description
Performance
Career & Potency
Management Assessment
Job evaluation

Job Grading

Salary Structure
(C&B)
KUNCI - 2

People
Development

HR Professional Development
 Performance Management - Integrated HR Solutions

Vision, Mission Traiing & Development

& Business Strategy Develop, Assess, Plan`

Succession Planning
Organization
Division’s Objective Development & Talent
Management System Career Development

Department’s Objective Recruitment & Selection

Competencie Attract, Retain,Motivate

s Core,
Functional, ‘How’ Rewards
Technical ManagementSystem

Job Grade Compensation

Performance
Job & Benefit
Management System
Evaluation Structure
CSFs Linkage
Key
Performanc ‘What
e Indicators ’ Appraise / Evaluate External Influence
(KPIs) (Competitor Movement, Market
Change)

KUNCI – 2 & 3

- HR Professional Development Program – Expert Club Indonesia - HR Professional Development

 Individual Parameter

PEOPLE TALENT MAPPING

  
Low Potential Average Potential High Potential
High Performance High Performance High Performance
PERFORMANCE

  
Low Potential Average Potential High Potential
Average Average Performance Average Performance
Performance

  
Low Potential Average Potential High Potential
Low Performance Low Performance Low Performance

KUNCI - 4
POTENSIAL

HR Professional Development
 Implementasi Penilaian
Individual Parameter

+ - + Gaji Pengembangan Promosi

PERFORMANCE

- + +

POTENSIAL

HR Professional Development
 Analisa Usulan Gaji, Promosi & Pengembangan SDM

Kinerja Potensi
Nama Tgl
No. 1 2 3 4 5 6 Rekomendasi Atasan Hasil
Pegawai Bergabung PK-1 PK-2
(S) (JO) (O) (SO) (M) (VP)

1 Yanti xx 92 87 90% 75% Promosi, Kenaikan gaji Promosi & kenaikan gaji

2 Andi xx 75 72 90 55% Promosi dan gaji Pengembangan

3 Anto xx 90 86 50 20 Kenaikan gaji Kenaikan gaji

4 Ina xx 90 95 100% 75% 30% Promosi, Gaji Promosi, Kenaikan gaji

CATATAN
⓿ Potensi : Hasil kerja yang bisa dilihat / prediksi di masa depan / waktu mendatang. Potensi dapat dilihat pada Hasil Assessment.
Minimal kesesuaian kompetensi jabatan adalah 70 % yang dapat dilihat pada Hasil Assessment
⓿ Kinerja : Hasil Masa lalu atau hasil kerja saat ini yang bisa dilihat. Hasil Kinerja adalah Penilaian Kinerja Tahunan.
⓿ Rekomendasi : Hasil Analisis Atasan atas penilaian pegawai terhadap 2 faktor yaitu Potensi dan Kinerja.

⓿ Hasil : Hasil Analisis Antara Atasan dengan HCM atas penilaian pegawai terhadap 2 faktor yaitu Potensi dan Kinerja.
⓿ Evalusi Gaji Ideal adalah 1 Tahun sekali dengan melihat Penilaian Kinerja 1 Tahun (Konsistensi Kinerja) dan Harga Jabatan/Pasar
⓿ Evaluasi Grade ideal adalah 2 tahun sekali dengan melihat Perkembangan Kompetensi/Potensi yang dapat dilihat pada Hasil
Assessment.

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HR Professional Development
 PAY for POSITION berarti setiap
jabatan atau posisi mempunyai
harga jabatan. Biasanya
perusahaan akan menggaji
karyawan berdasarkan
kompetensi karyawan.

PAY for PERSON adalah Setiap

pemegang jabatan dibayar
gajinya berdasarkan kesesuaian
kompetensi pemegang jbatan
dengan kompetensi jabatannnya.

PAY FOR PERSON PAY for PERFORMANCE

maknanya adalah setiap
karyawan mempunyai gaji
PAY FOR POSITION berdsarkan pencapaian
kinerjanya.

PAY FOR PERFORMANCE

HR Professional Development
 Proses Penyusunan Struktur Gaji

Menyusun Stuktur Gaji

Vision & Implementasi Sistem Remunerasi berdasarkan
Mission 3P (Pay for Position, Person, Performance)
Range
Corporate Grade Min
Values Min Mid Point Max

Organization 1–4 <80% 80% 100% 120%

Structure

Ttik KINERJA
Job
Job Analysis
Description
Range Range
Grade 80 %- 105% 95% - 120%
Job
Evaluation
Grade X Min X.1 Mid Point X.2 Max

1 – 10 <80% 80% 95% 100% 105% 120%

Job Familiy

Market Adjustment
Job Grading
Titik KINERJA

Salary
Range /
Titik KINERJA - 2
Salary
Structure

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HR Professional Development
Career Development
STRUCTURAL FUNCTIONAL REQUIRED COMPETENIES & TRAINING

Grade 9 General o Managing Change

Advisor o Managing People
Manager

o Management Development 3
o Leadership - 2
Grade 8 Manager o Risk Management
Specialist
o Finance Management
o Problem Solving & Decision Making

Grade 7 Asisten o Management Development 2

Manager o Leadership - 1
o Effective Supervisory
o Project Management
o Negotiation Technique
o Business Ethic
Grade 5-6 Supervisor o HRD for Line

Grade 3-4 Staff

o Management Development 1
o Fundamental Leadership
o Presentation Technique
Grade 2 Non Staff o Risk & Loss Control
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CARA MEMBERIKAN UMPAN BALIK

1. Sebutkan
“ Kenali kompetensi diri Anda & siapkan 3. Tanyakan 4. Berikan
secara
diri untuk spesifik
masa depan2.yang
Sebutkan
lebih baik pendapaat dukungan &
apa yang anda dampaknya
“. bawahan Anda tindak lanjut
amati
 HR Function Multiple Roles

STRATEGIC FOCUS

Strategic Partner Change Agent

Management of Management of Transformation and Change

Strategic Human Resources

PROCESS FOCUS PEOPLE FOCUS

Management of Firm Infrastructure Management of Employee Contribution

Administrative Expert Employee Champion

OPERATIONAL FOCUS
David Ulrich — HR Champions: The Next Agenda for Adding Value & Delivering Results, 1996

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The 6 HRD Functions
EMPLOYEE BENEFITS & FACILITIES
 Medical Services
 Sport & Recreation
 Personal Services
 Safety & Health
GOVERNMENT RELATIONS  Security & Protection
 Canteen
 Social Activities
 Ijin Wajib Lapor Perusahaan
 Ijin Mempekerjakan Religious
 Wanita Activities
Malam Hari
TRAINING & DEVELOPMENT
 Ijin Penyimpangan Waktu Kerja
 Training  Pendaftaran PKB
Pendaftaran dan Persetujuan PP
 OrganizationDevelopment
 RPTKA & IKTA
 Manpower Development
INDUSTRIAL RELATIONS
 Laporan Triwulan Perusahaan
 Manpower Legislation  Laporan Kecelakaan Kerja
 Labor Union  Akte Pemeriksaan
SALARY & COMPENSATION  Collective Bargaining (CLA)
ADMINISTRATION  Company Policy
 Work Rules & Regulations
 Job Analysis
 Work & Ethic
Job Evaluation
& Employee Discipline
 Classification & Grading System
EMPLOYMENT  Performance Appraisal
 Rating Determination
 Manpower  Merit Rating
Planning
 Recruitment Work Schedule Control
 Selection  Salary Survey
 Personal Filing
 Promotion & Demotion
 Transfer
 Induction
 Termination 31
 HR System and Sub-system

Attracting Utilizing Developing Rewarding Maintaining Terminating

HR Information System

(1) (4)
ORGANIZATION DESIGN TRAINING &
DEVELOPMENT

(1 (1) (1) (3) (5) (2)

(1) (1)
MANPOWER RECRUITMENT PLACEMENT & DAILY ROUTINE PERFORMANCE
INDUCTION TERMINATION
PLANNING & SELECTION ASSIGNMENT ACTIVITY MANAGEMENT

(2) (6)
REWARD &
COMPENSATION

JOB DESIGN
(1) EMPLOYMENT
(2) (2) (2) SALARY & COMPENSATION ADMIN.
(2)
JOB ANALYSIS & POSITION
JOB GRADING
DESCRIPTION EVALUATION (3) INDUSTRIAL RELATIONS
(4) TRAINING & DEVELOPMENT
(5) GOVERNMENT RELATIONS
(6) EMPLOYEE BENEFITS & FACILITIES 32
 Organisasi HRD memerlukan 4 orang saja,
tergantung pada besarnya operasional perusahaan.

1
HRD
MANAGER

RECRUITMENT 2 SALARY & BENEFITS SUPERVISOR INDUSTRIAL & GOVERNMENT

& TRAINING SUPERVISOR (Fungsi 2 & 6) RELATIONS SUPERVISOR
(Fungsi 1 & 4) 3 (Fungsi 3 & 5)

PAYROLL & 4
RECRUITMENT & INDUSTRIAL
BENEFITS
TRAINING RELATIONS
STAFF
STAFF STAFF

33
HRD Department in bigger organization
HO & Factory in different location

Director
HRD

Manager
Manager
Industrial
HRD / Personnel
Relations

Supervisor Supervisor Supervisor

Ind. Relations Payroll & Recruitment &
& GA Benefits Training

IR GA Payroll Ben & Facilities Training

Recruitment Staff
Staff Staff Staff Staff Staff

34