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Pengaruh Human Capital

terhadap Kesuksesan Organisasi



Nuzulul Kusuma Putri, SKM
101066048
Pendahuluan
knowledge economy
Faktor kunci dalam produksi adalah
manusia, dan manusia adalah satu-
satunya faktor kesuksesan organisasi
yang tidak diperdagangkan sebagai
komoditas dagang organisasi
(Holbeche, 2005)
Pendahuluan
Selama ini, pengukuran kinerja organisasi hanya diukur
melalui pencapaian finansial padahal pengukuran
tersebut tidak merefleksikan daya saing yang
sebenarnya dari organisasi dan belum mampu meramal
kinerja organisasi di masa depan
Modal intelektual dan potensi inovasi merupakan kunci
jangka panjang bagi kesehatan organisasi, dan bahwa
manusia atau human capital merupakan sumber
utama dari kedua aset tersebut
Pendahuluan
No. Pendapat Jumlah
1. Pendapat CEO tentang tantangan terbesar dalam perkembangan dunia ekonomi saat ini
Menemukan/ mempertahankan karyawan yang baik 47%
Strategi dan perencanaan usaha 21%
Kerjasama bisnsi/ beraliansi 10%
2. Dibandingkan dengan tiga tahun yang lalu, isu mengenai sumber daya manusia
Lebih penting 84%
Sama pentingnya 14%
Kurang penting 2%
3. Isu tentang sumber daya manusia yang paling penting adalah..
Menarik karyawan dengan potensi yang paling baik 39%
Mempertahankan/ memotivasi karyawan kunci 26%
Mengatur perubahan 17%
4. Akankah mengembangkan potensi karyawan yang ada saat ini lebih penting daripada menambah
ketrampilan..
Setuju 62%
Sama pentingnya 34%
Tidak setuju 4%
Human Capital

Human capital consider all human abilities to be either innate or acquired. Attributes
which are valuable and can be augmented by appropriate investment will be human
capital
(Schultz, 1961)

Human capital represents the human factor in the organization; the combined
intelligence, skills and expertise that gives the organization its distinctive character.
The human elements of the organization are those that are capable of learning,
changing, innovating and providing the creative thrust which if properly motivated can
ensure the long-term survival of the organization
(Bontis et al, 1999)

The definition of human capital is The knowledge, skills,
competencies and attributes embodied in individuals that facilitate the creation of
personal, social and economic well-being
(Organisation for Economic Co-operation and Development (OECD), 2001, 18).

Human Capital
Schuller (2000)
Inti dari human capital
adalah ketrampilan,
pengetahuan dan
kompetensi yang
merupakan faktor kunci
yang menentukan
kesejahteraan organisasi

Davenport (1999)
Karyawan seharusnya
tidak diperlakukan
sebagai aset pasif yang
bisa dibeli, dijual dan
diganti oleh pemilik
organisasi, karyawan
juga secara aktif memiliki
kontrol terhadap
kehidupan kerjanya
Human Capital
Armstrong (2006)

I ntellectual Capital

Social Capital Organizational Capital
Human Capital

1. Individuals generate, retain and use knowledge and skill (human capital) and
create intellectual capital
2. Their knowledge is enhanced by the interactions between them (social
capital) and generates the institutionalized knowledge possessed by an
organization (organizational capital)
Human Capital Measurement (OECD, 2001)
Three methods of measuring human capital,
specifically:
measures of activities contributing to the
investment or formation of human capital; for
example schooling, tertiary study, on-job training
output or stock type
measures of human capital; for example
individual and group competencies, skills and
characteristics
measures relating to the contribution of human
capital to individual and social outcomes; for
example future earnings and economic growth.
Human Capital Effectiveness
Metrics
Revenue Factor
links the time and effort associated with the firms human capital to its revenue output by indicating
employee productivity
Expense Factor
links the time and effort associated with the firms human capital to its operating expense output
Income Factor
links the time and effort associated with the firms human capital to its operating income output
EBITDA Factor
links the time and effort associated with the firms human capital to its operations profitability without the
potentially distorting effects of changes in depreciation, amortization, interest and tax
Human Capital Value Added (HCVA)
The formula for HCVA is; (Revenue - (Operating Expense - (Compensation + Benefits Cost) / Headcount
(temporary excluded))
Human Capital Return on Investment (HCROI)
It calculates the return on investment on a company's employees
Human Economic Value Added (HEVA)
It shows wealth created per average headcount in an organization
Kesuksesan Organisasi
sukses
achievement of ones aim, fame, wealth, etc.
(Oxford Dictionary)

Penekanannya pada intensi, stabilitas dan return
terhadap equilibrium bagi kesuksesan usaha (Holbeche,
2005)

Kesuksesan Organisasi
Sebelum Abad ke-21
Ukuran kesuksesan lebih tertuju
pada the excellence and
entrepreneurship theories (1970-
an)

Lebih berfokus pada
kepemimpinan dan pelayanan
pada pelanggan (1980-an)

Mengacu pada learning
organization, re-engineering, core
competency, systems thinking,
agile company dan empowerment
theories (1990-an)
Sesudah Abad ke-21
The 21st century company
has to promote and nurture the
capacity to improve and to
innovate. That idea has
radical implications. It means
learning becomes the axial
principle of organizations. It
replaces control as the
fundamental job of
management.
(Holbeche, 2005)
Ukuran Kesuksesan Organisasi
Porter & Tanner (2004)
Pengaruh Human Capital Terhadap
Kesuksesan Organisasi
An organizations success is the product of its peoples
competence. That link between people and performance
should be made visible and available to all stakeholders.
Armstrong (2006)
Inisiatif pimpinan
Merasa dihargai/
diperlakukan secara adil
Iklim organisasi yang baik
(terbuka)
Trust
Kinerja tinggi/ komitmen
tinggi
Pengaruh Human Capital Terhadap
Kesuksesan Organisasi
Karyawan yang
berkomitmen tinggi

Mencurahkan semua energi dan
kemampuannya untuk organisasi
Efektivitas & Efisiensi
Organisasi
Produktif
Daya ungkit bagi inovasi
organisasi
Nilai (value) yang dimiliki oleh
organisasi dapat tersampaikan kepada
customer melalui human capital
TERIMA KASIH

We stand at the edge of the deepest power-shift in human
history. In years past, power equated to manpower and
horsepower. Today, and more so in the future,
knowledge and information are power
(Toffler, 1991)