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Jawaban Pts

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Nining Dewi Apriani
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31 views2 pages

Jawaban Pts

Contoh jawaban pts

Uploaded by

Nining Dewi Apriani
Copyright
© © All Rights Reserved
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Definitions There are two different definitions.

The first definition of HRM is that "It is the process of


managing people in organizations in a structured and thorough manner."(4) 5This covers the fields of
staffing (hiring people), retention of people, pay and perks setting and management, performance
management, change management and taking care of exits from the company to round off the
activities. This is the traditional definition of HRM which leads some experts to define it as a modem
version of the Personnel Management function that was used earlier The second definition of HRM
encompasses "The management of people in organizations from a macro perspective, i.e. managing
people in the form of a collective relationship between management and employees" Date Your Footer
Here Objectives of HRM The primary objective of HRM is to ensure the availability of competent ånd
willing workforce for an organization. Beyond this, there are other objectives too. 8-9/12 Specifically,
HRM objectiyes are Organization, Functional and personal: four fold: Societal, 1.Persoņal Objectives: To
assist Employees in achieving their personal goals 2.Functional Objectives: fulfilling the needs of the
employee 3.Organizational objectives : to have an effective organization 4.Societal objectives To be
ethically & socially responsible for the needs and challenges

Objectives of HRM The primary objective of HRM is to ensure the availability of competent ånd willing
workforce for an organization. Beyond this, there are other objectives too. Specifically, HRM objectives
are four fold: Societal, Organization, Functional and personal: 1.Personal Objectives: To assist Employees
in achieving their personal goals 2.Functional Objectives: fulfilling the needs of the employee
3.Organizational objectives : to have an effective organization 4.Societal objectives To be ethically &
socially responsible for the needs and challenges Function of HRM 1. Establishment of the organisational
structure will enable the reali-sation of the intended mission, vision, goals, objectives, strategies and
tasks, 2. Human resourcing :a process of enabling the organisation to have the right people, doing the
right jobs at the right time. Staffing process such as recruitment, selection, placement, promotions,
transfers and downsizing are effective. 3. Managing performance appraisal The personnel department
has to initiate the system, process, techniques and tools of individual, teams and organisational
performance measurement. It has to ensure that performance targets for individuals, teams, sections
and departments are set and agreed upon and measures to address performance gaps are in place and
are working. 4. Personnel training and development : Since the performance of the organisation
depends on the competence of the workforce, training and development are important, not only for the
present job but also for the future job and organisation. The head of the personnel department has to
design tools for assessing the need for training that will be used to identify training and development
gaps and develop effective strategies and programmes for training and developing staff. 5.
Compensation/Rewards management : employees need different types of compensations or rewards for
the effort they expend on the job and enable the organisation function. 6.Personnel relations :
Relationships between an employer and employee and among employees in the work-place need be
nurtured to avoid conflicts and disputes which will ultimately lead to unproductive behaviour. Parts of
HRM 10-11/12 di. • HR philosophies describing the overarching va. prinčiples ádopted in managing
people. • HR strategies defining the direction in which HRM intends to go. • HR policies, which are the
guidelines defining how these values, principles and the strategies should be applied and implemented
in specific areas of HRM. • HR processes consisting of the formal procedures and methods used to put
HR strategic plans and policies into effect. • HR practices comprising the informal approaches used in
managing people.

4.Job design is a breakdown of tasks and ways of carrying out tasks or activities that include who does
the task, how the task is carried out, where the task is carried out and what results are expected. One of
the important activities carried out in human resource management, especially in the planning function,
is job analysis. By analyzing a job, it will be known what tasks will be carried out in the job, what
competencies must be mastered by human resources who will occupy that position. Job analysis is
written information about what jobs must be done in a company so that goals are achieved. so that
they have an important part to be known by human resources who will apply for jobs

5.The 996 working time system is a common work schedule adopted by several companies in the
People's Republic of China. This system stems from the requirement of an employee to work from 9 am
to 9 pm, 6 days per week or 72 hours per week. It really bothered me when I saw the video. Little do
they know that the new generation embraces life more than wealth. what's the point of accumulating
so much wealth and relying too much on it to enjoy life." Although I agree money has an important role
in improving life but if you choose wealth over life then there is a chance you will throw your life away
without you even realizing it.

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