The 13th International Symposium on Management University of Social Sciences and Humanities, Vietnam National University HoChiminh City

(USSH, VNU-HCM), Vietnam March 18th – 20th, 2016

FBE, University of Surabaya

R e v I e w o n C o m p r e h e n s I v e – I n t e g r a t e d C a s e S t u d I e s ( C I C S )

f o r O r g a n I z a t I o n D e v e l o p m e n t

T. Soemarman

Faculty of Business and Economics

University of Surabaya

The Needs

It is feasible to develop a Solution toward Establishing A Model of Strategic Human

Resource Management based on:

Vertical Fit of Organization Culture for Employees as Professional Workers, applying

Measurement of Employees’ Best Profiles and Performance Predictors (E3P) to support

job matching program

Horizontal Fit of Organization, applying the methods of verification on employees soft-

skill which support major competences within the context of job redesign

Feasibilities The DesignResearch

Projects

Case Studies in HRM: Comprehensive and Integrated?

N E E D S A N A L Y S I S

How do we provide “assurances for Sustainability of Business Process and Good

Governance within the context of Organization Development” when considering

FEASIBILITIES from Previous Studies?

“Right persons in the right places with

right mission and capable of doing things

right within the context of the right things.

It is to make old saying work well:

AVAILABLE FEASIBILITIES

Two Feasibilities from previous studies:

• Application of Psychometric Measurement for Selecting Best

Profiles of Employess within Job Matching Program (Talent

Development and Leadership Program) has been available.

• Facilitation for Best Practices of Employees Performances with

support from integrated programs: Job Redesign-Job

Placement, Review on The System-Design of Performance

Appraisal, and Revision on The System-Design of Total

Rewards and Remuneration?

FOUR FACTORS IN THE DESIGN OF CICS

• Job Design

• Employee Profiles

• Employee Competence and Skills

• Job-Performances Context

Competences

Soft-Skills

Development

Performances

Context

Job Design

For

Professional

Workers

E3PEmployees

Profiles

Case Studies: Comprehensive and Integrated Factors?

CICS

Understanding the Strategic Human Resources Management

Therefore:

• CICS supports the elaboration of exchange perspectives between Company/Organization/Institution and Employees.

• The exchanges shall promote “mutually shared responsibility”

• Main Issues: CICS provides employees with opportunities to involve in participatory action/policy research within the framework of Strategic HRM

Our CICS Design considers that the development of

employee professionalism will give great impacts on

sustainability of business process and organization

governance, especially as it is reflected by

development of employees’ professional skills in

business discretion

Understanding the Strategic Human Resources Management

Understanding the Strategic Human Resources Management

POSSIBLE OPTION 1

CICS may elaborate Vertical Fit of Organization Culture for

Employees as Professional Workers, using application of

measurement instrument on Employees’ Best Profiles and

Performance Predictors (E3P) within A Framework of Career

Management – Contributor Model.

Understanding the Strategic Human Resources Management

Application of measurement instrument will be undertaken within

the context of organization development as reflected by

integrated programs:

• Job Redesign-Job Placement

• Review on The System-Design of Performance Appraisal

• Revision on The System-Design of Total Rewards and

Remuneration.

POSSIBLE OPTION 2

Good Design of CICS:

Workable for Establishing

Strategic HRM

With QMS Context

Reliability and validity

of E3P

Comprehensiveness and

integration of CICS

in relation with QMS

Practices

Requirements for Good Design of CICS

• Application of the measurement instrument should focus on the evaluation of its

reliability and validity

• Comprehensiveness and integration of Case Studies rely on the capability of CICS

design in maintaining previous studies in relation with (its context) the needs for

improvement of quality management system

Requirements for Good Design of CICS – QMS Framework

Good Design of CICS should be

workable for Establishing

Strategic HRM

With QMS Context

How to transform

conflicting situations

and disharmony

between managerial

positions and

functional positions

among employees?

How are the

establishment of

three important

factors capable to

provide "Job

Matching Program

and Employees

Placement ?

The findings of

previous studies

shall also apply to

both employees in

managerial positions

and functional

positions as well?

The renewal of

Employees

Contract (Tenures)

effectively support

the update of QMS

In Strategic

HRM ?

Conflicting

Situations of

employees’

positions

Work

Context

Reliability of

Profiles:

Active

Constructive

Renewal on

Employees

Contract

Tenures

RESEARCH PROBLEMS

Strategic HRM will provide assurances to successful performance of business process and

governances as well as the success of employees’ future careers?

Verification on

Job Design

and

Performances

Self-Assessment

of Life Style

Inventory

Focus Group

Discussion:

Level of Agreement

Scales of

Attitudes

The use of Research Tools and Analysis

Quantitative Data of Life Style Inventory will be explained further

In verification of Attitudes Scales

The results of Job Redesign will be observed by FGD to verify the level of

Agreements related to QMS updates as well as the achievement of performances

The measures of employees’ competences and skills should result in verification of

performance appraisal design as well as the design of job evaluation system

Job matching program and renewal of tenures-contract should be undertaken with

comprehensive observation on the needs for renewal of job family and QMS Procedures

Moments of Continuous Improvements in QMS

• QMS Improvements based on Strategic HRM

• QMS and Strategic HRM support the sustainability of business

process and governance with vertical fit of organization cultures

• The future careers of employees will get strong assurances when

total directions toward contributor model of career management

system supported

How do we consider the best moments for best practices in developing

the best contributions of professional employees?

Moment at employees placement

Moment by which employees get promoted

Moment in QMS continuous improvements

Moment at setting new agenda for further case studies

1

2

3

4

Moment outside the organization to continue benchmarking5

Moments to Consider

Contributor Models of

Career Management

Job Design

Employee

Profiles

QMS

Improvements