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1. Buatlah rangkuman untuk materi yang kamu pelajari hari ini pada slide 3, jika tidak cukup, boleh tambahkan slide.
Link Recording : https://youtube.com/live/4DDUEEBa44s?feature=share

2. Baca dan pahamilah pertanyaan pada slide 4, dan jawablah dengan menggunakan model flow chart.

3. Pahamilah kembali HR Value Chain Framework yang disediakan pada slide 5. Perhatikan dan pahamilah pernyataan pada slide 6. Analisislah
masalah tersebut menggunakan HR Value Chain Framework dengan mengisi tabel pada slide 7.

4. Uploadlah pekerjaanmu ke satu di antara media sosialmu. Tuliskan caption tentang pengalaman belajarmu hari ini bersama MySkill x Deloitte.
Upload lah halaman 2 – 8 dari slide ini. Jangan lupa tag MySkill.id dan Deloitte.Indonesia

5. Link postingan social media bisa kamu input di https://bit.ly/ClaimSertifSCHROkt2023 maksimal pada hari Sabtu, 14 Oktober 2023 pukul
23.59 WIB, link tersebut sebagai presensi dan sebagai cara kamu untuk mendapatkan sertifikat nantinya (sertifikat akan dikirimkan maksimal
H+7 setelah form ditutup).

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Portofolio - Short Class

Understanding
HR Framework
Owner: Surya Sari Utami
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 Short Class Human Resources

Course Summary
Silakan dapat menuliskan summary dari kelas yang diikuti hari ini.
Agenda Rangkuman

HR Frameworks are frameworks used by HR departments to manage and develop policies and practices related to the
workforce within an organization.
HR Frameworks
HR Frameworks encompass aspects such as recruitment, selection, training, development, performance evaluation,
compensation, conflict management, and change management.

HRM : Organizational Culture, Compensation Management, Employee Benefits Management, Recruitment &
Selection, Wellness Management, Employee Motivation, Employee Communication, Employee Administration,
Training & Development, Policy Development & Maintenance, Performance Management.
Focus : People Management
Human Resources Vs Human
Capital
HCM : Organization Design, Capability Management, Competency Management, Knowledge Management, Career
Management, Leadership Development, Employee Engagement, Reward Management, Workforce & Succession
Planning, Workforce Analytics.
Focus : Produce Economic Value

Enhancing leadership and the value of Human Resources (HR) in a dynamic world with continuous disruptions to
HR Transformation accelerate sustainable performance is crucial. Effectiveness and efficiency are fundamental requirements. The future
demands new outcomes, necessitating a significant shift to enhance the value delivered by HR.

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 Short Class Human Resources

Course Summary
Silakan dapat menuliskan summary dari kelas yang diikuti hari ini.
Agenda Rangkuman

- Great Employee Experience

- More Agility
- Transformative Technologies
Human Capital Solution
- Analytics – Real Time Data
- Increased Productivity
- Improved Data Security

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 Short Class Human Resources

Exercises
Berdasarkan modul yang telah kamu pelajari di kelas, tentang fungsi HR dan HC, coba uraikan/jabarkan alur proses bisnis untuk Human
Resources/Human Capital dari proses Hire hingga Retire/Pensiun. Gambarkan alur tersebut dalam bentuk Flow-chart.

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 Short Class Human Resources

The HR Value Chain

EFFICIENCY
EFFECTIVENESS IMPACT
HRM - Activities and Organizational Objectives
Processes HRM - Outcomes

● Workforce Planning ● Employee Engagement

● Recruitment & Selection ● Profit
● Retention ●
● Compensation & Benefit Market Value
● Absenteeism (Sickness) ●
● Industrial Relations Market Share
● Competency Levels ●
● Training Turnover
● Performance ●
● Internal Mobility Productivity
● Workforce Costs ●
● Talent Management Quality
● Talent Metrics ●
● Coaching Customer Satisfaction
● Downsizing
● Organization Design

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 Short Class Human Resources

Mini Task
Description: Perhatikan case yang tertera di bawah ini.
Case
Kamu merupakan HR di sebuah perusahaan. Saat ini, perusahaan tersebut sedang mengalami kesulitan dalam merekrut
dan mempertahankan talent-talent dalam perusahaan yang mengakibatkan rendahnya performa perusahaan. Untuk
mengatasi hal ini, kamu ditugaskan untuk menyelesaikan permasalahan menggunakan HR Value Chain Framework.

Analisislah permasalahan tersebut menggunakan HR Value Chain Framework.

Jawaban dapat kamu tulis pada tabel yang ada di slide berikutnya.

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 Short Class Human Resources

Mini Task
HR Value Chain Jawaban

On the left of the chain, we find the HRM activities. These are measured using the so-called efficiency metrics. Examples include:

• Cost of hire
• Time to hire/time to fill
• Learning and development budget
• Training time in days
• Time since last promotion

All these metrics measure HR processes and give information about how efficient the HR function is. It doesn’t say anything
Activities and Process about how well HR is hitting its marks, a.k.a. HR effectiveness.

I like to refer to organizations who solely focus on HRM processes level 1 HR organizations. Their main focus is cost savings,
reached by optimizing these efficiency metrics.

For example, if they can lower the cost of hire while keeping the time to hire metric stable, they are more efficient. This
immediately shows the big weakness of these level 1 HR organizations: they focus on reducing HR cost – and thus approach HR
as a cost-center instead of focusing on the value that HR adds.

In other words, HR efficiency says nothing about how HR contributes to the business.

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 Short Class Human Resources

Mini Task
HR Value Chain Jawaban

In the second category, we observe the HRM outcomes. These are the outcomes that are traditionally seen as important HR KPIs.
Examples include:
• Engagement
• Retention/employee turnover
• Absenteeism rate
• Individual performance
• Team performance
• Quality of hire
All these metrics provide information about how well the workforce is doing. This involves both HR and line management.
For example, when engagement is high, HR is more effective than when engagement is low. The same holds true for retention and
Outcomes (inversely) for employee absence.
Part of HR effectiveness is how well the intended HR practices are executed by managers. HR can do a stellar job but with bad
managers, employees will be more absent and much more likely to leave!
It is important to realize that most of our HR activities are aimed at achieving positive HR outcomes. For example:
• We don’t want to spend too much time on bringing in new people, otherwise we will lose the best candidates, bringing our
quality of hire metric down
• We are training our people to make them perform better and retain them
• We engage in wellness promotion in order to lower absence
• And so on
Level 2 HR organizations focus on HRM outcomes. They don’t focus on cost savings but on how they can reach their HR
outcomes in a cost-efficient way.

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 Short Class Human Resources

Mini Task
HR Value Chain Jawaban

The last category is organizational objectives. These are the strategic goals that the organization is trying to reach. Examples of
metrics include:

• Market share
• Profit margins
• Market capitalization
Organizational Objectives
• Customer satisfaction
• Customer loyalty
These are the kind of outcomes that add value to the business and make the business more viable in the long term.

Level 3 HR organizations focus on the business contribution they make with all of their people policies. These are truly strategic
HR functions.

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Short Class Human Resources

by MySkill x Deloitte #RintisKarirIm
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