PRACTICE OFHUMAN RESOURCES MANAGEMENT

IN INDUSTRY/CORPORATION

By :Andi Chaidir

Sharing Knowledge

Presentation Outline

1. Evolution of HRM2. Role of HR in Business Context3. HR Practice : Implementation

EVOLUTION OFHRM1

EVOLUTION OF HRM

EVOLUTION OF HRM

THE ROLE OF HRIN BUSINESS CONTEXT

2

HR SERVICES VS BUSINESS RESULTS

Role of HR Professionals

• Operational• Monitor• Short term• Administrative• Reactive• Activity focus

The Past The Future• Strategic• Partner• Long term• Consultative• Proactive• Solution focus

Changing Roles of HR Management

Changing Role of HRHR

RO

LE/C

ON

TRIB

UTI

ON

LOW VALUE HIGH VALUE

TRANSACTIONAL

CONSULTANT

BUSINESS

PARTNER

Changing Role of HR

TRANSACTIONAL

Inform

Police

Control

Reactive

CONSULTANT

Advise

Solutions

Inward

Reactive

BUSINESS PARTNER

Integrate

Strategy

Outward

Proactive

Changing Roles of HR Management

HR Model for Alignment with Business

Strategic partner

(Management of Strategic Human Resources)

Change Agent

(Management of Transformation

and change)

Administrative expert

(Management of Organisation infrastructure)

Employee champion

(Management ofEmployee contribution)

Future/strategic focus

Day-to-day operational focus

PeoplePr

oces

ses

The Dave Ulrich Model

Strategic Partner• Strategic HR Planning• HR As Business Partner• Culture & Image

Admin Expert• Compensation• Benefits

• HR Information Systems• Compliance

Employee Champion• Employee Relations• Labor Relations

• Safety & Workers’ Compensation• Diversity & EEO

HR : 4 Roles & 16 Accountabilities(Extended From The Dave Ulrich Model, Used With Permission From Rich Vosburgh, Phd)

PEOPLEPROCESSES

FUTURE/STRATEGIC FOCUS

DAY-TO-DAY OPERATIONAL FOCUS

Change Agent• Staffing

• Organizational Design• Survey Action Planning

• Performance Measurement• Training & Development

Adaptefd from : Dave Ulrich, Human Resource Champion, 1996

Emerging Roles for HR Professionals

Human Capital Developer

Functional Expert

Employee Advocate

Strategic Partner

HR Leader

Role of HR Departments & Dave Ulrich’s Competency Model

“This model suggests that

HR professionals must master

competencies dealing with both

people and business”

HR PRACTICE :IMPLEMENTATION3

HUMAN RESOURCES MANAGEMENT :

1. Implementation at Wonokoyo Group2. Questions & Answers Session

Thank YouTerima Kasih