HUMAN RESOURCES MANAGEMENT

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 Human Resources Management
(HRM)
• HRM is management function
that helps managers to recruit,
select, train and develop
members for an organization.
• Obviously HRM is concerned
with the people’s dimensions in
organizations.
• HRM refers to set of programs,
functions, and activities
designed and carried out
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 Role of HR Manager
TODAY FUTURE
• Humanitarian Role: Reminding moral and • Protection and enhancement of
ethical obligations to employees
• Counselor: Consultations to employees human and non-human resources
about marital, health, mental, physical and • Finding the best way of using
career problems.
• Mediator: Playing the role of a peacemaker people to accomplish
during disputes, conflicts between organizational goals
individuals and groups and management.
• Spokesman: To represent of the company • Improve organizational
because he has better overall picture of his performance
company’s operations.
• Problem Solver: Solving problems of overall • Integration of techniques of
human resource management and long-term information technology with the
organizational planning.
• Change Agent: Introducing and human resources
implementing institutional changes and • Utilizing behavioral scientists in
installing organizational development
programs the best way for his people
• Management of Manpower Resources:
Broadly concerned with leadership both in • Meeting challenges of increasing
the group and individual relationships and organizational effectiveness
labor-management relations.
• Managing diverse workforce
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• The food service department is composed of
a variety of professional and nonprofessional
employees
• Professional employees have extensive
academic training, experience, and skills to
make independent judgments and work with
minimum supervision. This group is made up
of directors, dietitians, dietetics technicians,
and dietary managers.

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 HR PLANNING
• HR Planning is the process of anticipating and
making provision for the movement of people
into, within, and out of organization

• The objective is to use these people as

effectively as possible and to have available
the required number of people with
qualifications for positions when openings
occur

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STRATEGIC PLAN
• The HR plan must fit into the strategic plan of the
organization
• The HR manager should be on the strategic
planning team
• Members of the team should be aware of current
employees’ skills, abilities, and knowledge and
their and future employees’ training needs
• They also should know what wages and benefits
are required to attract qualified employees
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 HR STRATEGY & PERFORMANCE

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EMPLOYMENT
PROCCESS

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Sources of Recruitment

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 The Typical Stages of Employee
Recruitment and Selection

Graphic created by Wendy Anderson and Robyn Mitz

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• Job analysis : is the process of collecting
information about the specifics of each job in
the organization

• Job description list the task, duties, and

responsibilities of a job, the job’s working
conditions, and the tool materials, and
equipment used to perform it. Most job
descriptions include at least three sections :
job title, identification, and duties

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 Graphic created by Wendy Anderson and Robyn Mitz

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 STEPS IN THE
SELECTION PROCESS

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 Effect of
Unplanned
Recruitment
and Selection

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Work Measurement in Foodservice
• Work measurement is a method of
establishing an equitable relationship
between the amount of work performed and
the human input used to do that work

• In any production operation, work

measurement is necessary for effective use of
human resources

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Primary techniques of work measurement

• Activity analysis involves continuous observation

for a chronological record of the nature of
activities performed by individual workers, work
performed at one workstation, work units
produced, or the amount of time that equipment
is used and for what purpose
• Activity sampling is term used in the literature to
describe a method for measuring working time
and nonworking time of people employed in
direct and indirect activities, and to measure
operating time and downtime of equipment

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 SELECTED PRODUCTIVITY MEASURES

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 Indicators Staffing Need
WISN (Workload Indicators of Staffing Need)
• The WISN method is a human resource management tool
that:
– determines how many health workers of a particular type are
required to cope with the workload of a given health facility;
– assesses the workload pressure of the health workers in that
facility.
• The WISN method is:
– simple to operate, using already collected, available data
– simple to use, applicable to staffing decisions at all health
service levels
– technically acceptable to health service managers
– comprehensible to non-medical managers
– realistic, providing practical targets for budgeting and resource
allocation.
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 The steps of the WISN method are:
1. determining priority cadre(s) and
health facility type(s)
2. estimating available working
time (AWT)
3. defining workload components
4. setting activity standards
5. establishing standard workloads
6. calculating allowance factors
7. determining staff requirements
based on WISN
8. analysing and interpreting WISN
results

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e.g.

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 Defining workload component

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 Setting Activity Standard

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Allowance standards :
CAS : Category Allowance Standards e.g. recording & reporting
IAS : Individual Allowance Standards e.g. supervising student

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 Establishing Standard Workload

OR

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 Calculating Allowance Factors (CAF)

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 Determining staff requirement based on WISN

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WISN ratio
<1 = number of staff is insufficient
>1 = overstaffing

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 Latihan soal
• Nutrisionis di Puskesmas A memiliki 6 hari kerja dalam satu minggu dengan jam
kerja 7.2 jam per hari. Jumlah hari untuk cuti bersama adalah 12 hari, cuti tahunan
12 hari, cuti sakit 10 hari, cuti sebab lain 10 hari. Servis standar di puskesmas
adalah asuhan gizi rawat jalan 20 menit per klien, asuhan gizi rawat inap 20 menit
per klien, dan kunjungan rumah 30 menit per klien. Nutrisionis menghabiskan
waktu untuk melakukan pencatatan dan pelaporan adalah 30 menit per hari, rapat 3
jam per bulan, dan administrasi penyelenggaraan makanan 1 jam per hari. Tugas
tambahan nutrisionis adalah membimbing mahasiswa praktik (yang ditugaskan 1
orang dengan waktu yang dibutuhkan 2 jam 2 kali setahun), administrasi umum (1
orang dengan waktu yang dibutuhkan 2 jam per minggu), dan mengikuti pelatihan
(2 orang dengan waktu yang dibutuhkan 7 hari per tahun). Berdasar data tahun lalu,
terdapat 725 klien asuhan gizi rawat jalan, 612 klien rawat inap, dan 412 kunjungan
rumah. Saat ini Puskesmas A memiliki 2 nutrisionis. Analisis kebutuhan nutrisionis
berdasarkan metode WISN.

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