Human Resource Management Indah Amelia, MD Public Health Dept

Definition of Human Resource Management A process or an effort to recruit, developed, motivated, and evaluated all the human resources needed in an organization, in order to achieve the organization’s goals. (Tisnawati and Saefullah 2010) Art and science in arranging relation and role of labour, so that the organization will be effective and efficient in achieving its targets. (Hasibuan, Malayu SP) How to find or get the best person and how to maintain it Utilization of individuals to achieve organizational objectives

The importance The role of human resource in achieving organization’s goals is very important Even in different levels, all of human resources in an organization is important and significant in achieving goals; thus, organization/company needs to manage it In big company  Human resource department / Bagian Personalia / Kepegawaian

Human Resource Management in Health System National health system Macro-organization Hospital, Puskesmas, Clinics, Health Office Microorganization

Indonesian Health workforces situation MD Nurse Public Health Nutritionist Maldistributed 10.333 47.317 11.771 4.058 2.726 6.480 17.537 1.511 722 1821 516 2.987 4.922 1.033 837 20.443 284 113.024 7.481 2.403 943 3.843 693 181 5

Human Resource Management Process Human Resource Planning Personnel Procurement Personnel Development Personnel Maintenance Personnel Utilization

Human Resource Planning A strategic planning in order to get and to maintain the human resources classification’s needed by the organization to achieve its goals Reflect from organization’s Strategic Planning Job Analysis Analysis of the number of human resources available and needed Initiative action Evaluation and modification STEPS

J O B A N A L Y S I S REASONS FOR CONDUCTING JOB ANAYSIS INFORMATION WRITTEN ABOUT WORK WHAT TOBE DONE REASONS FOR CONDUCTING JOB ANAYSIS New job are being created & old jobs are being redesigned Job analysis addresses the fact that change is taking place TARGET WORKER ACTIVITIES WORK STANDARDS BEHAVIOR NEEDED APPLICANTS

Job Analysis Job Description Job Specification Basis for manager to not only effectively select, but also manage their staffs Clarify Expectations between manager and staff member Guide the Induction and performance Management Process Be Use for staff Development and career planning Clarify and plan the Work of the team Job Specification An information containing the minimum acceptable qualification, including: Educational requirement Experiences Personality trait Physical ability Etc

Personnel Procurement The process through which the organization’s job openings are clearly defined, and prospective employees are found to fill those opening Recruitment The process to get the human resources that fill the work qualifications Administrative Qualifications Attitude and behavior Selection The selected employees are placed in selected department Placement Introduction of organization to the new employees Orientation

RECRUITMENT : RECRUITMENT CONCEPT Seeking Process and Enchanting Capable Candidate Capable to Work In Organization The process through which the organization’s Job openings are clearly defined, and prospective Employees are found to fill those opening RECRUITMENT CONCEPT SOURCE Internal External METHOD Closed Open BASIC Job Specification Regulation of Government CONSTRAINT Internal Eksternal

RECRUITMENT MATCHING THE NEEDS OF APPLICANTS AND ORGANIZATIONS INFORMATION FLOW ORGANIZATION Need For High Quality Employees POTENTIAL APPLICANTS Need For Suitable Jobs INTERNAL APPLICANTS ENVIRONMENT Economic Social Technological Political

Employees Family Friends Application << CLOSED Recruitment Quality of Employee <<< CLOSED Recruitment Methods Advertisement, etc Application >>> Hr. Quality >>> OPEN Vertical Public hospital/ Organization Mutation Internal Horizontal University/ college Advertising Employment agencies Recruites Special event Internships Source of Recruitment Eksternal

The selection process Recruited Individuals Preliminary Interview Review of Applications & Resume Reference & Background Checks Employment Interview Selection test Employed Individual Selection Decision Physical Examination

Personnel Development To make sure and maintain that the human resources available is still fit with the work qualifications in order to achieve organization’s goals On the Job Coaching Job rotation Temporary task Performance appraisal Off the Job Training Study

Responsibility for appraisal Performance appraisal : A system of review & evaluation Of an individual’s or team’s job Performance Responsibility for appraisal an effective system assesses accomplishment an effective system envolves plans for development performance management is important Immediate Supervisor Subordinates Peers Self Appraisal Customer Appraisal Human Resource Planning Recruitment & Selection Training & Development Career Planning & Development Compensation Program Internal Employee Relation Assesment of Employee Potential Use of performance appraisal

Personnel Maintenance Financial Wage level Wage structure Individual wage decision Non Financial Compensation Health insurance Free polyclinic for the employees and their family Paid-vacation Benefit

Compensation and Benefit All rewards that individuals receive as a result of their employment Rewards: Pay: money that a person receives for performing jobs Benefits: additional financial rewards  paid vacation, sick leave, holidays, medical insurance Non financial rewards: e.g. Satisfactory workplace environment

Personnel Utilization Promotion Demotion Transfer Separation

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