1. PERANCANGAN ORGANISASI DAN SDM
ZULFIANDRI
Program Studi Teknik Industri
Fakultas Teknik – Universitas Esa Unggul

2. PERANCANGAN ORGANISASI DAN SDM
KODE MATA KULIAH: TIN 210
SKS MATA KULIAH: 2 SKS

3. DESKRIPSI MATA KULIAH
Memaparkan perlunya merancang organisasi dengan memahami perilaku dan budaya organisasi serta hubungan perancangan organisasi dengan pengelolaan SDM.
Mahasiswa mampu merencanakan suatu organisasi dan mengetahui bagaimana mengatur suatu organisasi agar berjalan dengan efisien dan efektif.

4. OUTLINE (1)
Pegantar dan deskripsi mata kulia, Pengantar Perancangan Organisasi
Desain Struktur Organisasi, Budaya Organisasi dan Pengembangan Organisasi
Hubungan Perancangan Organisasi dan peran strategis manajemen SDM
Kepemimpinan Organisasi dan Motivasi
Perencanaan Visi dan Struktur Organisasi
Perencanaan SDM dalam organisasi
Analisis Jabatan Rekrutmen dan Seleksi

5. OUTLINE (2) 8. 8-9. Mengatasi Konflik dan Pentingnya Norma Organisasi
10. Penilaian Kinerja dan Sistem Konpensasi
Hubungan Industri
Manajemen Perubahan
Manajemen SDM Global dan Peningkatan Kinerja Organisasi

6. REFERENSI
Organization Design A guide to building effective organizations. Patricia Cichocki and Christine Irwin. Kogan Page Limited. 2011
Organization Design: The Collaborative Approach Naomi Stanford. Elsevier. 2005
Organizations Behavior, Structure, Processes Fourteenth Edition. James L. Gibson, John M. Ivancevich, James H. Donnelly, Jr. Robert Konopaske
Hani Handoko MSDM. BPFE. Yogyakarta

7. UNSUR PENILAIAN
Kehadiran, partisipasi kelas, kedisiplinan & attitude (10%)
Tugas individu/kelompok (10%)
Quiz (10%)
UTS (30%)
UAS (40%)

8. PERANCANGAN ORGANISASI
Pertemuan 1
PERANCANGAN ORGANISASI
Chapter 10

9. The Nature of Organizational Design
What is organizational design?
The overall set of structural elements and relationships among those elements used to manage the total organization.
Organizations change continuously
For large organization, it can be incomprehensibly complex

10. Why Are There Different Types of Organizations?
Depending on what the product or service is, the management has to structure the organization to met the customer’s needs.
Two universal (one best way) perspectives of OD
Bureaucratic model & Behavioral model

11. The Meaning of Organizational Design
Organization Design
A dynamic process controlling outcomes and process

12. The Meaning of Organizational Design
Management’s Role
Redesign: needs change as organization's needs change

13. The Meaning of Organizational Design
Management’s Role

14. The Meaning of Organizational Design
When a design should be reconsidered
Severe performance problems
Change in environment that affects internal policies
New programs or product lines
Leadership change

15. Influences on Future Organization Designs
The Mission
Specificity is important to determine design

16. Influences on Future Organization Designs
The Future Environment
Changing demographic characteristics
Public and consumer sophistication
Range of services provided outside traditional hospitals
Increasing range of services being provided outside of traditional hospitals
Ambulatory care programs, home care, long-term care, community health centers, etc.
Growing involvement with the community to address underlying health issues
Teenage pregnancy, substance abuse, and violence
Chapter 10

17. Influences on Future Organization Designs
The Future Environment
Involvement in community to address underlying health issues
Increasing competition
Increasing regulatory pressures
Increasing range of services being provided outside of traditional hospitals
Ambulatory care programs, home care, long-term care, community health centers, etc.
Growing involvement with the community to address underlying health issues
Teenage pregnancy, substance abuse, and violence
Chapter 10

18. Influences on Future Organization Designs
The Future Environment
Changing reimbursement systems
Expanding private sector involvement
Involvement of trustees, physicians, and other health professionals in strategic planning
External standards for professional conduct

19. Influences on Future Organization Designs
The Future Environment
Demand for accountability and value
Focus on patient safety and quality of care
Rapidly developing medical technologies
Information demands
Development of information systems
Artificial intelligence

20. Influences on Future Organization Designs
The Organization
Greater emphasis on teamwork
Social contract accountability for governance
Corporatization of health services organizations
Demands to improve the quality of care

21. Influences on Future Organization Designs
The Organization
Demands to control costs, efficiency, productivity, and value
Comprehensive and integrated clinical and financial information systems
Constrained financial resources

22. Influences on Future Organization Designs
The Organization
Changing working relationships
Increasing use of information technology
Increasing need to coordinate activities internally
The Organization, cont’d
Changing working relationships
Two or more supervisor systems
Increasing use of information technology in the workplace
Increasing need to coordinate activities internally and to manage conflict creatively
Increasing recognition of the need for inter-organizational collaboration among public and private organizations to more effectively deal with preventable diseases
Examples: SARS, influenza and AIDS.
Chapter 10

23. Influences on Future Organization Designs
The Organization
Managing conflict creatively
Collaboration among public and private organizations to address preventable diseases
The Organization, cont’d
Changing working relationships
Two or more supervisor systems
Increasing use of information technology in the workplace
Increasing need to coordinate activities internally and to manage conflict creatively
Increasing recognition of the need for inter-organizational collaboration among public and private organizations to more effectively deal with preventable diseases
Examples: SARS, influenza and AIDS.
Chapter 10

24. Influences on Future Organization Designs
Culture
Focus on "customer" and patient-centered care
Patient satisfaction surveys to modify care
Broad sets of performance indicators
Community-based care

25. Influences on Future Organization Designs
Culture
Use of evidence and health outcome measures
Challenges to traditional ways of operations
Value of employees committed to organization
Value of employees who are adaptable

26. Influences on Future Organization Designs
Culture
Value of nonhierarchical leaders who can lead change processes
Emphasis on teamwork and collaboration with nontraditional partners

27. Influences on Future Organization Designs
Culture
Integrating functions and clinical processes
Trust development
Creating a culture of patient safety
Promoting ethical work practices
Increasing importance of physicians and other health professions to collaborate in developing trust in health services organizations
Chapter 10

28. Influences on Future Organization Designs
Human Resources
Acute shortage of nursing personnel
Emphasis on cross-training vs. traditional professional training

29. Influences on Future Organization Designs
Human Resources
Emphasis on horizontal teams and collaborative practices
Pressure to substitute "cheaper" health care workers for more expensive health professionals

30. Influences on Future Organization Designs
Human Resources
More women in management require flexibility
Accessibility of day care and job sharing
Greater ethnic and cultural diversity of workforce
Need to experiment with new work arrangements
Greater numbers of women in managerial positions requiring flexibility such as accessibility of day care and job sharing
Greater ethnic and cultural diversity of the workforce
Greater need to experiment with new work arrangements
Self-managed work teams
CQI/TQM strategies
Many physicians who historically have had considerable autonomy becoming employees
Shortages of key health services professionals
Examples: pharmacists, physical therapists, occupational therapists
Chapter 10

31. Influences on Future Organization Designs
Human Resources
Physicians becoming employees
Shortages of key health services professionals
Increasing need for managers with professional training
Greater numbers of women in managerial positions requiring flexibility such as accessibility of day care and job sharing
Greater ethnic and cultural diversity of the workforce
Greater need to experiment with new work arrangements
Self-managed work teams
CQI/TQM strategies
Many physicians who historically have had considerable autonomy becoming employees
Shortages of key health services professionals
Examples: pharmacists, physical therapists, occupational therapists
Chapter 10

32. Influences on Future Organization Designs
Human Resources
Increasing unionization of workers
Closer scrutiny by unions as some organizations retrench
Need to educate all employees in strategic management
Adopting a marketing orientation

33. Influences on Future Organization Designs
Human Resources
Succession planning, career planning, and management development
Pressure to provide continuing education, especially for clinical managers

34. Influences on Future Organization Designs
The Political Process
Informal leaders may be helpful
Better management to identify key players in redesign process
Informal leaders may be especially helpful
Identifying how a change in organization design might be received
Communicating ideas about change to the grass-roots level in the organization
Repressing incorrect rumors that could damage the implementation process
Chapter 10

35. TERIMA KASIH