Topic 4 SDM (MANAJEMEN TENAGA PENDIDIKAN DAN TENAGA KEPENDIDIKAN)
-
Upload
day-noviienz -
Category
Education
-
view
442 -
download
9
description
Transcript of Topic 4 SDM (MANAJEMEN TENAGA PENDIDIKAN DAN TENAGA KEPENDIDIKAN)
MANAJEMENTENAGA PENDIDIKAN
DAN TENAGA KEPENDIDIKAN
MTPTK = MANAJEMEN TENAGA PENDIDIKANDAN TENAGA KEPENDIDIKAN
MSDM = MANAJEMEN SUMBER DAYA MANUSIAHRM = HUMAN RESOURCES MANAGEMENT
Secara konseptual, MTPK kurang lebih sama dengan MSDM
Jadi, kalau kita membicarakan MPTK maka yang dibicarakan adalah MSDM
MTPK OR MSDM
DEFINITIONS
HRM is all the ctivities involved in acquiring, main-taining, and deve-loping an organi-zation’shuman resources
MTPTK adalah seluruh aktivitas perencanaan, perekrutan, seleksi, pe-nempatan, pemberian kompensasi, penghar-gaan, pengembangan (diklat), dan pember-hentian TPTK.
DEFINITIONS
Menurut UU 20/2003 ttg SPN pasal 1 ayat 5 dan 6:
Tenga Kependidikan adalah seseorang yang mengabdikan diri dan diangkat untuk menun-jang penyelenggaraan pendidikan
Tenga Pendidik adalah orang yg memiliki kualifikasi sebagai guru, dosen, konselor, pamong belajar, widyaiswara, tutor, instruktur, fa-silitator dan sebutan lain yg sesuai dengan kekhususannya, dan yg berpartisipasi dalam penyelengga-raan pendidikan.
HRM ACTIVITIES
Human Resources Planning
Job Analysis
Recruiting, Selection, and Orientation
Compensation and Benefits
Training and Development
Performance Appraisal
HUMAN RESOURCES PLANNING
Human Resources Planning is the development strategies to meet a firm’s human resource needs.
Hu
man
Res
ou
rces
P
lan
nin
g in
clu
des
: Forcasting Human Resources Demand
Forecasting Human Resources Supply
Matching Supply with Demand
In relation with the forecasting human resources supply, a firm should have these two:
Replacement Chart
Skills Inventory
A list of key personnel and their possible replacement
within the firm
A computerized data bank containing information on
the skills and experience off all present employees
MATCHING SUPPLY WITH DEMAND
When demand is greater than supply
Action is Recruit and Select
When supply is greater than demand
The action is reduce work force
Methods of reduce work force:
Lay-off
Attrition
Early Retirement
Fired
J O B A N A LY S I S
Job Analysis
A systematic procedure for studying jobs to determine their various
elements and requirements
Job Description
A list of the elements that make up a particular job.
Job Specification
A list of the qualifications required to perform a
particular job.
RECRUITING
SELECTION
ORIENTATION
RECRUITING
Recruiting is the process of attracting qualified job applicants
INERNAL RECRUITING
External Recruiting
SELECTION
Selection is the process of gathering infor-mation about applicants for a position and then using that information to choose the most appropriate applicant
Some general methods of selection:
Applications
Tests
Interview
References
Assessment Centers
ORIENTATION
Orientation is the process of acquainting new employees with
an organization.
FOR DISCUSSUION
Diskusikanlah bagaimana sistem rekrutmen, seleksi dan orientasi guru-guru di Indonesia.
COMPENSATION AND
BENEFIT
COMPENSATION
Compensation is the payment that the employees receive in return for their labor
Compensation System is the policies and strategies that the determine employee compensation
Management of Compensation Decisions
The Wage-level
Decision
The Wage-structure Decisions
(Usually based on the basis of job evaluation)
The Individual-wage Decisions Comparable worth
TYPES OF COMPENSATIONS
Hourly Wage
Weekly or Monthly Salary
Commissions
Bonuses
Profit Sharing
BENEFIT
Benefit is rewards that are provided inderectly to
employees, consisting mainly of services (such as
insurence) and employee expences (such as college
tuition).
TRAINING DEVELOPMENT
Training and Development
Methods:
On-the-job methods
Classroom teaching and
lecture
Vestibule training
Conferences and seminar
Role Playing
PERFORMANCE APPRAISAL
Performance appraisal is the evaluation of employee’s current and potential level of performance to allow superiors to make objective human resources decisions
COMMON EVALUATION TECHNIQUES OF PERFORMANCE
APPRAISAL
Objective Methods
Judgemental Methods