HUMAN RESOURCE MANAGEMENT

CHAPTER I

INTRODUCTION

A. Background

Human resources (HR), is salahs atu resources contained within the organization, including all the people doing the activity.

HRM tasks revolve around the effort to manage the human element with all its potential as effective as possible so as to obtain human resources and content satisfactory to the organization.

B. Problem formulation

One important aspect that will determine the success or failure in the organization is HRM itself. Broadly speaking, the HRM function can be divided two parts, namely:

- The function of managerial

- Function operasif

 

CHAPTER II

DISCUSSION

Management comes from the verb to manage (English), which means taking care of, manage, implement, and manage.

Human Resources (HR), is one of the resources contained within the organization, including all those who do the activity. In general, the resources contained within an organization can be grouped into two types namely:

1. Non-human Resources (Non-Human Resources)

Which includes non-human resources, among others, capital, machinery technology, materials (materials), and others.

2. Human Resources (Human Resources)

HRM tasks revolve around the effort to manage the human element with all its potential as effective as possible so as to obtain human resources who are satisfied (satisfied) and satisfactory (satisfactory) for the organization.

HRM is a part of general management that focuses on the elements of human resources. This attention includes operational functions, and the role and position of human resources in achieving organizational objectives in an integrated manner.

A. Definition of HRM (Human Resource Management)

HRM is a specialized field of management study of human relationships and roles within the company organization. HRM is the human element which is the company's workforce.

To be more clear understanding of this HRM, below is quoted definition put forward by Drs. Malayu.S.P Hasibuan:

HRM is the science and art of governing the relationship and the role of labor in order to effectively and efficiently assist the realization of corporate goals, employees and communities.

B. The role of HRM

HRM is a duty to manage the human element as effective as possible in order to obtain a unit of labor contented and satisfied.

There are three main aspects of HRM, namely:

1. Managerial functions consisting of:

 Planning

 Organizing

 Direction

 Control

2. Operational functions which consist of:

 Procurement

 Development

 Compensation

 Integration

 Maintenance

 Termination of employment

3. The role or position in the achievement of organizational goals in an integrated enterprise.

C. HRM function

One important aspect that will determine the success or failure in the organization is HRM itself. Broadly speaking, the HRM function can be distinguished in two ways parts, namely:

 Managerial Functions

 function is operative

When viewed from managerial functions are at least four functions, namely:

 Planning (planning)

 mobilization (directing)

 Development (Supervising)

 Control (controlling)

However, if viewed from the operative functions, HRM (Human Resource Management) includes six basic functions, namely:

 The function of procurement

 The function of the development

 Functions compensation

 The function of integration

 Function care

 Functions termination of employment

D. Selection

Choosing the right employee is important merupakanhal. First, the good achievement of organizational goals to subordinates. Professional employees will work best for the organization. Employees who are not professionals, are able to do the job effectively and objectives of the work will not be achieved so that the organization will incur a loss. Employee screening performed prior to entry, not after they entered organiasasi.

E. Destination Selection

The selection aims at selecting the desired workforce. Selection is the process whereby organizations offering employment positions with appropriate compensation, while prospective applicants evaluate the organization and the attractiveness of positions and rewards the organization offers. But in fact the selection process is still a one-way process the organization offers.

However, if there is a shortage of labor then labor will have many options in choosing a job.

Thus, organizations must offer a more attractive offer and provide incentives or incentive on applicants.

CHAPTER III

CLOSING

Conclusion

Management comes from the verb to manage (English), which means taking care of, manage, implement, and manage.

Human Resources (HR), is one of the resources contained within the organization, including all those who do the activity.

HRM is a specialized field of management study of human relationships and roles within the company organization. HRM is the human element which is the company's workforce.

To be more clear understanding of this HRM, below is quoted definition put forward by Drs. Malayu.S.P Hasibuan:

HRM is the science and art of governing the relationship and the role of labor in order to effectively and efficiently assist the realization of corporate goals, employees and communities.