Upload
dinhdiep
View
217
Download
0
Embed Size (px)
Citation preview
Presented by: Yunus Triyonggo, PhD., CAHRI.Mata Kuliah Manajemen SDM, Kelas S1 Karyawan Unsada
13 December 2018
Current situation HRM Evolution ASEAN Economic Community 2015 Empirical research data Strategy Way forward
Talent readiness Linked performance management with
business Talent Management & Acquisition Globalization of HR Leadership Development Outsourcing Diversity Engagement & Empowerment From HR to Human Capital
End of 18th
Century: Welfare Officers
The World Wars: Labor/ Employment
Manager
1945 – 1979: Personnel
Management
1980 – 2000: Human
Resources/ Compliance
Officer
2001 till now: Strategic HR
• Protection for female employees & children• Care for injured & sick employees• Created in respond to harshness in industrial conditions
•Administration of absence, training & recruitment• State/Trade Union partner-ships•Handled queries on compensation matters•Employee data
•Welfare & employment mgt were integrated Personnel Mgt• Output could be influenced by employment policies• Structured compensation policy• Collective bargaining & IR• Specialized functions (70’s)
•Administrator & technical expert• Focused on improving efficiency & effectiveness• Compensation engineering as key to produc-tivity (incentive plans, deferred comp, options)
• Strategic Business Partner• Change Agent• Employee Champion• COE• Share Service
WelfareForms & Employees
Industrial RelationsUnion & Risk Protections
Generalist HRLine Manager support
Share ServiceERP System
HR Business ParterningUlrich Model
HISTORICAL PRESENT FUTURE
• Business FocusedSolution
• Customer Segmentation• Business Analytics• On demand personal HR
Employers want HR to address strategic issues involving the competitiveness and performance of the firm…More than the role of protector and administrator
Just a quick REALITY CHECK!
•Globalization• Economic uncertainties•Technology innovations• Profitability thru Cost & Growth• Intensified Competition
• Increased value•Organizational capabilities fast, responsive, cost effective•Creating climate for action• Unique competitive advantage
• Business savvy•Align with strategy•Strong bench strength•Change catalyst• Help biz leaders to achieve objective
The business environment:
Requires Companiesto focus on:
Requires HR to change:
Free flow of
skilled labor
Single Market and
Production Base
CompetitiveEconomic
Region
Equitable Economic
Development
Integration into the Global Economy
1
4
3
2
• Free flow of goods• Free flow of services• Free flow of investment• Free flow of capital• Free flow of skilled labor
BIDANG PROFESI:
1. Engineering – 2005
2. Nursing – 2006
3. Arsitek – 2007
4. Land Surveying - 2007
5. Medical and Dental
Practitioners – 2008
6. Accountant – 2008
7. Perhotelan
RAMBU-RAMBU MRA:
Qualification Requirements
Qualification Procedures
Recognition Arrangements
Licensing Requirement and Procedures
Domestic Regulations
Professional Etics
Appeal Mechanism and Dispute ResolutionProcedures
PROFESI YANG TELAH MEMILIKI MRA
(Mutual Recognition Arrangement)
?
PERLU PENYIAPAN INFASTRUKTUR
1,6
19,6
35,2
18,4
20,8
4,4
Evolusi fungsi HR di IndonesiaBeberapa fungsi HR sudahdioutsourced
Menjadi partner bisnis dan agenperubahan
Sebagian besar masih disibukkandengan Administratif dan HubunganIndustrial
Sudah terbagi tugas-tugasnyaberdasarkan fungsi-fungsi HR
Terlibat dalam pengambilankeputusan strategis perusahaan
Tidak mengisi
40% is already exposed in the strategic process and business partnering, but 1/3 is still in Administrative and Industrial Relations,
2,815,2
10
17,6
21,2
28,8
4,4
Bentuk apresiasi profesi HR dikaitkan dengan posisi di perusahaan
Tidak ada bagian yang menanganifungsi HRFungsi HR dirangkap denganDepartemen selain HRTerdapat Departemen HR namunpembagian fungsinya tidak lengkapMasuk dalam posisi Manager/ Dept.HeadMasuk dalam posisi Senior Manager(selevel GM)Masuk dalam Board of Director(BOD)Tidak mengisi
Already showing a good signal
2 4,8
11,2
22,8
44
10,84,4
Penghargaan yang diberikan perusahaan terhadap profesi HR
Sangat tidak menghargai
Tidak menghargai
Agak tidak menghargai
Agak menghargai
Menghargai
Sangat menghargai
Tidak mengisi
The company in Indonesia really appreciates the HR profession
32,4
10,8
143,2
34,8
4,8
Posisi HR Tertinggi di perusahaan responden
Manajer
Senior Manajer
General Manajer
Deputi Direktur
Direktur
Tidak mengisi
1/3 is already reflecting the good signal but there is still around 43% put at middle level
HRM ProfessionCompetency Development
HR Practitioners
HR CertificationInstitution/ Consultant
Industry
HR ProfessionAssociation
Government
UniversitiesHR Experts
BNSP
Union/ Society
•Competency Standard•Opportunity for competency development•Go global
Competency standard Userfor licensing LSP and MRA
•ASEAN regional alignment•Workers’ competitiveness•As “Instansi Teknis” of MSDM
Competent HR Professional
•Competent HR Professional• Development opportunity• User feedbacks
• Synchronize the curriculum•Align with the HR development
strategy• Synchronize the curriculum•Align with the HR development
strategy
• Strengthen HR capability• Refresh HR Expertise
• Strengthen HR capability• Integrity of prefession
1,60,81,21,6
4446,4
4,4
Pentingnya proses pengembangan kompetensi profesi HR di Indonesia
Sangat Tidak Penting
Tidak Penting
Agak Tidak Penting
Agak Penting
Penting
Sangat Penting
Tidak mengisi
Confirmed : in the highest top priority
0,4 2,8 3,6
15,2
44,8
28,8
4,4
Tingkat urgensi proses pengembangan kompetensi HR di Indonesia
Sangat tidak urgent
Tidak urgent
Agak tidak urgent
Agak urgent
Urgent
Sangat urgent
Tidak mengisi
The Urgency of HR Competency Development in Indonesia
Urgent & very urgent
20
48
17,2
4,4
5,20,8 4,4
Kesempatan mendapatkan program pengembangan kompetensi HR di Indonesia
Sangat tidak merata
Tidak merata
Agak tidak merata
Agak merata
Merata
Sangat merata
Tidak mengisi
We need urgently to widely disperse it
2,4 1,22,46
48
35,2
4,8
Pentingnya standar kompetensi HR di Indonesia
Sangat Tidak Penting
Tidak Penting
Agak Tidak Penting
Agak Penting
Penting
Sangat Penting
Tidak mengisi
Boldly important & very important
Core Team
SK Tim Perumus& Tim Verifikasi23 Dec 13
Pelatihan & PenyusunanSKKNI28 Feb – 4 March 14
Pra-Konvensi29-30 April 14
KONVENSI21 July 14
Signing SKMenakertrans
9 Sept 2014
PenyerahanSurat PMSM11-12-13
STAKEHOLDERS
LEMDIKLATKOMPETENSI
SKKNI/KKNI
DIKLAT KOMPETENSI
SERTIFIKASIKOMPETENSI
LEM.SERTIFIKASIPROFESI
Bu
da
ya
Ind
on
esiaB
ud
ay
aIn
do
ne
sia
Sub-sistem
percepatan penerapan
SKKNI MSDM
Sub-sistem
pelaksanaan program
pelatihan MSDM
berbasis kompetensi
Sub-sistem
pelaksanaan
sertifikasi profesi
MSDM
I-1
O-1I-3
I-2 O-1
O-1
Asosiasi ProfesiMSDM
Pakar MSDM
Praktisi MSDM
Lemdiklat MSDM
Kemnaker RI
LSP MSDM
Konsultan MSDM
SKKNI MSDM
BNSP
Program pelatihan
MSDM berbasis
kompetensi
1
3
45
6
2
109
87
13
12
11
15
14
16
17
18
19
20
Asosiasi Industri
: perlu percepatan
21
Universitas
Kurikulum Pendidikanberbasis kompetensi
22
23
SKKNI MSDM
Lemdiklat MSDM
Program pelatihan
MSDM berbasis
kompetensi
Konsultan MSDM
Ke 1, 2, 3, …, nProgram Pelatihan
MSDM
Ke 1, 2, 3, …, n
Ke 1, 2, 3, …, n
Pilot ProjectPembelajaran
10-20-70
Replikasi Program untuk pemerataan
kesempatan
Program PelatihanInstruktur
Instrukturbersertifikat
Praktisi MSDM
Pilot Project Pembelajaran
online
2
3
1
4
5
7
8
9
6
10
11
12
LSP MSDM
Kemnaker RI
BNSP
Praktisi MSDM
Regulasiwajib
bersertifikat
SKKNI MSDM
SosialisasiSertifikasi Profesi
KomunitasPraktisi MSDMbersertifikat
Asosiasi ProfesiMSDM
2
3
1
4
5
7
8
9
6
10
11
Program Pelatihan Asesor
Kompetensi
Asesorbersertifkat
1213
14
Align all resources to focus on HR competency development agenda
Develop HR Competency Development Framework Synchronize all stakeholders’ expectation and
contribution to optimize the efforts HR practitioners take actively to participate in the
competency elevation HR profession association maintains the quality and
recognition of HR profession