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Menggambarkan tantangan-tantangan yang dihadapi oleh SDM dalam kompetisi bisnis global dan cara-cara penanggulangan agar tidak tertinggal dengan kompetitor. Materi ini dibahas pada mata kuliah Psikologi Sumber Daya Manusia pertemuan kedua Program Magister Psikologi Sains UPI YAI, disusun dan di presentasikan oleh Rizkiani Soraya. Referensi buku: Wayne F. Cascio - Human Resources Management
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Chapter IHuman Resources in a Globally Competitive
Business Environment
Presented by:Rizkiani Soraya
1165290016
HRM PSYCHOLOGY
Human Resources Management
“Human Resources management
is the attraction, selection,
retention, development and
utilization of human resources in
order to achieve both individual
and organizational objectives”.
Manajemen Sumber Daya Manusia adalah
penarikan, seleksi, penerimaan,
pengembangan dan pemanfaatan sumber
daya manusia dalam rangka pencapaian
tujuan baik individu maupun organisasi
Wayne F. Cascio/Elias M. Awad
21st Century Corporation
Global
Speed
Characteristic 20th Century 21st Century
Organization The pyramid The web or Network
Focus Internal External
Style Structured Flexible
Source of Strength Stability Change
Structure Self-Sufficiency Interdependencies
Resources Atoms-physical assets Bits-information
Operations Vertical integration Virtual integration
Products Mass production Mass customization
Reach Domestic Global
Financials Quarterly Real time
Inventories Months Hours
Strategy Top down Bottom up
Leadership Dogmatic Inspirational
Workers Employees Employees and free agents
Job Expectations Security Personal growth
Motivation To compete To build
Improvement Incremental Revolutionary
Quality Affordable best No compromise
People-Driven Enterprises
The successful 21st-century company is one that realizes that it is the people that make up the business
Some key challenges for managers of 21st-century enterprises:
Understanding the challenges the enterprise facesSeizing opportunitiesManaging frustration
Managing
People
Staffing
Retention
Development
Adjustment
Managing change
1. Staffing
Identifying
• Identifying work requirements within an organization
Determining
• Determining the numbers of people and the skills mix necessary to do the work
Recruiting
• Recruiting, selecting and promoting qualified candidates
2. Retention
Rewarding
• Rewarding employees for performing their jobs effectively
Ensurin
g
• Ensuring harmonious working relations between employees and managers
Maintaining
• Maintaining a safe, healthy work environment
3. Development
A function whose objective is to preserve
and enhance employees’
competence in their jobs by improving their
knowledge, skills, abilities, and other
characteristics .
4. Adjustment
Intended to maintain
compliance with the organization’s HR
policies and business strategies.
5. Managing Change
To enhance the ability of an organization to
anticipate and respond to developments in its external and internal environments, and to
enable employees at all levels to cope with the
changes
Features of the Competitive Business environment
Globalization
Increasing cultural diversity
Technology
E-Commerce
Changing Demographic
s
Competitive Strategy
Highly Skilled Employees
More Employee
Discretion
Greater Investment and
Risk
Innovation
Competitive Strategy
Repetitive and predictable
behaviors
Long-term focus
Modest amount of
cooperative,
interdependent behavior
High emphasis on quality,
modest concern for
quantity
Quality Enhance
ment
Competitive Strategy
Cost Reduction
Tight fiscal and
management controls
Minimization of overhead
Pursuit of strict economies
of scale
Competitive Strategy
Speed
Highly skilled employees who are time-
focused
Managers and employees must
support change
Company culture must support the
fast-pace
Quality of Work Life
LaborCapital
Equipment
LaborCapital
Equipment
GoodsAnd
Services
GoodsAnd
Services
More product
organization
Less product
organization
