1. MANAJEMEN
SUMBERDAYA MANUSIA
(MSDM)
BY
DADANG ISHAK
ISKANDAR
2011
KULIAH I DAN II
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2. Strength, ability, bravery, and strategy.
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3. 1. Explain what human resource management (HR) is
and how it relates to the management process.
2. Give examples of how managers can use HR
concepts and techniques.
3. Illustrate the HR management responsibilities of line
and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in
formulating and executing company strategy.
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4. “For many years it has been said that capital is
the bottleneck for a developing industry. I
don’t think this any longer holds true. I think
it’s the work force and a company’s inability to
recruit and maintain a good work force that
doesconstitute the bottleneck….”
(F. K. Foulkes, 1975)
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5. To Build a good factory we need
“a Thousand Nuts”
But
To Ruin it we just need “One Nut”
Keterangan :
Nut = Mur & Baut atau Suku Cadang
Nut = Orang Bodoh.

6. Terapan Teoritikal
TEORI ORGANISASI PERILAKU
(ORGANIZATIONAL ORGANISASIONAL
THEORY) (ORGANIZATIONAL
BEHAVIOUR)
PENGEMBANGAN MANAJEMEN
ORGANISASI SUMBERDAYA
(ORGANIZATION MANUSIA (HUMAN
DEVELOPMENT) RESOURCES
MANAGEMENT)
MAKRO MIKRO
TINGKAT ANALISIS
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7.  Planning (Perencanaan)
 Organizing
(Pengorganisasian)
 Staffing (Penataan Staf)
 Leading (Pengarahan/
Kepemimpinan)
 Controlling (Pengawasan)
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8.  Perencanaan (Planning)
 Tujuan dan standar (Goals and standards)
 Peraturan dan prosedur (Rules and
procedures)
 Perencanaan dan peramalan (Plans and
forecasting).
 Pengorganisasian (Organizing)
 Tugas-tugas (Tasks)
 Departemen (Departments)
 Pendelegasian (Delegating)
 Wewenang (Authority) dan komunikasi
(communication)
 Koordinasi (Coordinating)
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9.  Penataan Staf (Staffing)
 Hiring
 Rekrutmen (Recruiting)
 Seleksi (Selecting)
 Standar Kinerja (Performance standards)
 Kompensasi (Compensation)
 Evaluasi Kinerja (Evaluating performance)
 Bimbingan (Counseling)
 Pelatihan dan Pengembangan (Training and developing)
 Pengarahan (Leading)
 Getting the job done
 Morale
 Motivation
 Pengawasan (Controlling)
 Setting standards
 Comparing actual performance to standards
 Corrective action
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10. The policies and practices involved in carrying
out the “people” or human resource aspects of
a management position, including recruiting,
screening, training, rewarding, and appraising
Kebijakan dan praktek untuk mengelola
“manusia” atau SDM dalam tingkatan posisi
manajemen, termasuk di dalamnya merekrut,
menyeleksi, melatih, memberi imbalan, menilai
kinerja karyawan, dan memelihara serta
mempertahankan karyawan
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11. Human Resource Management is the process of
acquiring, training, appraising, and
compensating employees and attending to
their labor relations, health and safety, and
fairness concerns.
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12.  FUNGSI MANAJERIAL:  FUNGSI OPERASIONAL:
 Perencanaan  Pengadaan SDM
 Perorganisasi  Pengembangan
 Kompensasi
 Pengarahan
 Pemeliharaan
 Pengendalian
 Pemutusan
Hubungan Kerja
(PHK)
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13.  Conducting job analyses (determining the nature of each
employee’s job)
 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries (compensating employees)
 Providing incentives and benefits
 Appraising performance
 Communicating (interviewing, counseling, disciplining)
 Training and developing managers
 Building employee commitment
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14.  The wrong person
 High turnover
 Poor results
 Useless interviews
 Court actions
 Salaries appear
unfair
 Poor training
 Unfair labor practices
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15.  Globalisasi
 Kemajuan teknologi
 Deregulasi
 Perubahan sifat pekerjaan
o Service jobs “knowledge” workers HRM
 focus on human capital  the
knowledge, education, training, skills,
 Keragaman pekerja
 Aspek legal
Tren baru praktik manajemen
 Boundaryless organization, employee
empowerment, flatter organization, work
team & process, power base disposition,
commitment building
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16.  Pergeseran Pengetahuan,
Persaingan berbasis paradigma keterampilan,
pengetahuan manajemen kemampuan, sikap,
(knowledge-based) dan dan perilaku
dan kompetency transformasi organisasional dan
(Competency based) organisasional manajerial baru
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17. EVOLUSI SDM: EMPAT TAHAP PERKEMBANGAN
Tahap I
s/d pertengah 1960-an Pemeliharaan Administrasi
File Personalisa
Personalia
Tahap II
pertengah 1960an – Akuntabilitas
pertengahan 1970an Pemerintah
Manajemen
Personalisa
Akhir 1970 s/d Tahap III
Akuntabilitas
1980-an Organisasi
Tahap IV
Dlm 1990-an s/d Keterlibatan
Manajemen SDM
sekarang Strategik
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18. Dari Ke
Administrasi Personalia Manajemen Sumberdaya
Tradisional: Manusia Kontemporer:
 Orientasi administratif  Orientasi Strategik
(personnel issues) (peoplerelated business
 Bereaksi terhadap masalah issues)
 Fokus pada tertib  Pengembangan program
administrasi-internal baru (bersifat proaktif)
 Orientasi pendisiplinan  Customerization (fokus pada
(control) pelanggan –“eksternal”
 Administrasi file atau catatan  Orientasi pengembangan
personalia  Manajemen sumberdaya
informasi personalia
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19. Manajemen Sumber Daya Manusia Manajemen Kepegawaian (MP)
(MSDM)
1. Konsep dan Sistem Manajemen Sumber Daya 1. Konsep Manajemen Kepegawaian (MP)
Manusia
2. Masalah-masalah Sumber Daya Manusia, 2. Perencanaan, Pengadaan, seleksi.
pendekatan dan analisisnya dan penempatan
pegawai.
3. Masalah Makro dan Masalah Mikro Manajemen 3. Klasifikasi jabatan, uraian dan analisis
Sumber Daya Manusia pekerjaan/jabatan.
4. Masalah pada faktor Sumber Daya Manusia dan 4. Human relations, Motivasi, dan Personnel
masalah pada faktor Non SDM-nya. Relations (Hubungan Kerja Kepegawaian).
5. Kebijakasanaan Pengembangan Sumber Daya 5. Program Kompensasi Kepegawaian
Manusia. (penggajian, pengupahan, kesejahteraan dan
perangsang-perangsang kerja lainnya).
6. Dimensi Filosofis Pengembangan Sumber Daya 6. Keamanan dan Keselamatan Kerja.
Manusia.
7. Visi, Misi, Strategi Pengembangan Sumber Daya 7. Pendidikan, Pelatihan dan Pengembangan
Manusia. Karier Pegawai.
8. Model-model Pengembangan Sumber Daya 8. Penilaian Pekerjaan dan Ketepatan Kerja
Manusia. Pegawai.
9. Kebijaksanaan Pengembangan Sumber Daya 9. Pemberhentian Pegawai.
Manusia di Indonesia dalam Era Globalisasi.
10. Organisasi Kepegawaian yang efisien.
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20. SISTEM YG
INPUT OUTPUT
MEMOTIVASI
REKRUTMEN  Seleksi KINERJA
 Pelatihan & PRODUKTIVITAS
pengembangan KEUNGUULAN
 Evaluasi kinerja
 Pengembangan
Karir
 Kompensasi &
tunjangan
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