GUNAWAN, GUN GUN (2010) DESAIN STRATEGI HR DALAM MENINGKATKAN KINERJA PERUSAHAAN DENGAN HR SCORECARD. S2 thesis, Universitas Mercu Buana Jakarta-Menteng.
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Abstract
HRD is the department of Human Resources Development (HRD) which deal with various problems on the scope of the employee, employees, workers, managers and other workers to achieve set goals. There are 7 (seven) factors of human resources management, called the 7 (seven) factors human resources management (HRM) as follows : Organization Development Management, Recruitment Management, Performance Management, Reward & Punishment Management, People Development Management, Industrial Relation Management, Personnel Management. Both mapping functions or management, need a correction Precise HR functions of the organization?, which means how effective HR Strategy?, Which means how to design HR Strategy in improving corporate performance?. This research to make design HR Strategy in improving corporate performance with the Organization the Balanced Score Card (Organizational Balanced Scorecard) perspective. The study was conducted at PT. XY, the first step before creating the HR Strategy must manufacture of corporate strategy on the vision, mission, and philosophy PLASTIC (Professionalism, Leadership, Accuracy, Team Work, Innovation and Customer Satisfaction) and then made the case the role of HR in corporate strategy as a basis for making HR Strategy. Designing HR Strategy at XY through 2 (two) stages, the Stage unity PLASTIC Integrate philosophy with the vision-mission of the company with the objective of getting the dominant philosophy that was followed by integrating the 7 (seven), the dominant philosophy of HRM factors generated to obtain the dominant factors of HRM as a strategic enabler of HR initiatives. The second stage of data correlation by making 7 (seven) factors of HRM with the problem of achieving the corporate mission of quality products, technological development and implementation of ISO 9001:2008, the correlation data are generated on HRM factors dominant or most important. From the results of the study, the combination of first and second stages produce 4 (four) factors are most important HRM; Organization Development, Performance Management, Reward & Punishment Management, People Development. Fourth most important then created HR initiatives and measurement strategies in the form of an initiative that is making job Development Organization Description, Performance Evaluation initiatives such as making an individual performance, Reward & Punishment initiative in the form of reward & punishment system manufacture, people development initiatives such as implementation and evaluation of training, coaching & Counseling. Key words : Corporate Strategy, 7 (seven factors) HRM, HR Strategy HRD adalah Departemen Pengembangan Sumber Daya Manusia (SDM) yang menangani berbagai masalah pada ruang lingkup karyawan, pegawai, buruh, manajer, dan tenaga kerja lainnya untuk mencapai tujuan yang telah ditentukan. Terdapat 7 (tujuh) factor Human Resources Management (HRM) sebagai berikut : Organization Development Management, Performance Management, Reward & Punishment Management, People Development Management, Industrial Relation Management, Personnel Management. Baik fungsi atau management mapping tersebut, perlu sebuah koreksi tepatkah fungsi SDM dalam organisasi perusahaan?, yang berarti bagaimanakah strategy HR yang efektif?, yang berarti bagaimana desain strategy HR dalam meningkatkan kinerja perusahaan ?, Penelitian ini bertujuan membuat desain strategy HR dalam meningkatkan kinerja perusahaan dengan Organization Balanced Score Card (OBSC) perspective. Penelitian dilakukan di PT. XY, langkah pertama sebelum membuat strategy HR tentunya pembuatan corporate strategy berdasarkan visi, misi dan falsafah PLASTIC (Professionalism, Leadership, Accuracy, Sense Of Belong, Team Work, Innovation, Customer Satisfaction) kemudian dibuatkan kasus peranan HR dalam corporate strategy tersebut sebagai dasar pembuatan HR Strategi. Mendesain HR Strategi di PT. XY melalui 2 (dua) tahapan, tahapan kesatu , mengintegrasikan falsafah PLASTIC dengan visi-misi perusahaan dengan tujuan mendapatkan falsafah dominan yang dilanjutkan dengan mengintegrasikan 7 (tujuh) factor HRM dengan falsafah dominan yang dihasilkan untuk mendapatkan faktor-faktor HRM dominan sebagai enebler strategi inisiatif HR. Tahapan kedua dengan cara pengambilan data korelasi 7 (tujuh) factor HRM dengan masalah pencapaian misi perusahaan yaitu kwalitas produk, pengembangan teknologi, serta implementasi ISO 9001:2008, dari data korelasi tersebut dihasilkan factor HRM dominan atau terpentinh. Dari hasil penelitian, kombinasi tahapan kesatu dan kedua menghasilkan 4 (empat) factor HRM terpenting yaitu Organization Development, Performance Management, Reward & Punishment Management, People Development. Dari keempat factor terpenting maka dibuatkan strategi inisiatif HR beserta pengukurannya berupa inisiatif Organization Development yaitu pembuatan Job Description, inisitif Performance Evaluation berupa pembuatan Individual Performance ̧inisiatif Reward & Punishment berupa pembuatan system reward & punishment, inisiatif People Development berupa implementasi dan evaluasi training, Coaching & Counseling. Kata kunci : Strategi Corporate, 7 (tujuh factor) HRM, Strategi HR.
| Item Type: | Thesis (S2) |
|---|---|
| Call Number CD: | CDT-553-10-010 |
| NIM/NIDN Creators: | 55307110002 |
| Uncontrolled Keywords: | Corporate Strategy, 7 (seven factors) HRM, HR Strategy. Strategi Corporate, 7 (tujuh factor) HRM, Strategi HR. MTI, MAGISTER TEKNIK INDUSTRI |
| Subjects: | 600 Technology/Teknologi > 670 Manufacturing/Manufaktur, Pabrik-pabrik |
| Divisions: | Pascasarjana > Magister Teknik Industri |
| Depositing User: | ORYZA LUVITA |
| Date Deposited: | 08 Apr 2022 04:00 |
| Last Modified: | 20 Jul 2022 03:56 |
| URI: | http://repository.mercubuana.ac.id/id/eprint/59634 |
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