Sistem Manajemen Sdm

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Sistem Manajemen Sdm – Human Resources (HR) is a business pillar that supports your company’s performance. HR management which is not clean and not properly systemized can directly and indirectly harm or damage your company. For this reason, an integrated HRIS system is introduced to help you clear HR-related issues on your journey.

Human Resource Information System (HRIS) system is a system developed to enhance the company’s efficiency in HR management processes, such as: attendance/attendance monitoring, daily activity monitoring, salary calculation, performance appraisal etc. With an integrated HRIS system, you can easily monitor and evaluate your team’s performance whenever and wherever you are.

Sistem Manajemen Sdm

Uncontrolled and uncontrolled daily activities can make it difficult for you to evaluate the performance of each team on your trip. In addition, wrong activity planning can also cause your trip to work to be less productive.

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For this reason, it provides a daily and monthly activity control system, which makes it easy for your entire team to report their daily activities. With this system, you can more easily evaluate the performance of each of your teams, which job descriptions are not being completed correctly, as well as any obstacles encountered, so that your HR management journey can be more objective and measurable.

Sound human resource management starts with the presence of every team as per company policy. Unfortunately, some business owners are unable to easily monitor their team’s attendance in real-time. There are still many who use manual methods, or require further processing to be able to generate the required data.

For this reason, presenting a real-time attendance system, whose reports can be accessed anytime and anywhere, even without using a lot of additional devices that can certainly cost more for your trip. This attendance system can be directly linked to the payroll system if your travel implements a precise system for each delay.

Labor laws require companies to issue pay slips to each of their employees. Although the elements of salary received such as: basic pay, benefits, and so on may vary from one employee to another. Every element must be properly recorded in the financial accounting system. This is certainly troublesome and has a high risk of human error if done manually.

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For this reason, introducing an employee payroll calculation and administration system that is integrated with financial accounting systems, attendance systems, and various other processes that affect payroll calculations. With an integrated system, human error can be minimized and company effectiveness and efficiency can be increased.

Slow processes and high employee turnover within companies are not infrequently due to errors in the initial hiring process. Placing the right person in the right position will determine whether your trip actually goes on, or just walks, or even walks in the right place.

To facilitate your journey in determining the right team, presents an online recruitment and psychological testing system, which can be accessed anytime and anywhere. The results of the psychological tests can be accessed in real-time and can provide you with general information about the personality and potential of your potential employees, so that they can support the data for you in making the right decisions.

Anything that can be measured can be managed. This is the concept underlying the need for performance appraisals for every team. Companies need to establish Key Performance Indicators (KPI) that are the basis for evaluating the performance of each team, and of course these KPIs need to be systemized so that it is easier to provide evaluations and in the evaluation process.

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To help you on your journey to provide performance evaluations for each of your teams, introduce an online evaluation system to assess KPIs for each of your teams. With a systematic and integrated performance appraisal, you can more easily objectively assess whether your team’s performance may be increasing, stagnating or even declining over time.

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Would you like to receive the latest information and special price promotions from us? If so, please let us know your e-mail and mobile number Human Resource Management (HR) is a process of dealing with various problems within the scope of employees, employees, workers, managers and other employees to be able to assist in organizational activities. To achieve predetermined goals. HR management is a form of recognizing the importance of organizational members (employees) as a resource that can help achieve organizational goals, implement functions and ensure that organizational activities are used effectively and equitably for the benefit of the organization, individuals. and society.

An effective HR management system has four functional areas, namely 1) HR Planning (Human Resource Planning), Recruitment (Recruitment) and Selection (Selection), 2) HR Development (Human Resource Development), Salaries/Wages and Welfare (Compensation and Benefits ) ), 3) occupational safety and health (safety and health), and 4) forms of employee relations (employee and labor relations).

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Based on Figure 1, the HR management process includes 1) job analysis, 2) employee selection, 3) orientation and recruitment, 4) training, 5) transfer, 6) promotion and 7) compensation. The objective of HR management is to improve the productive contribution of employees to the organization in a strategic, ethical and socially responsible manner. HR management objectives reflect a manager’s strategy and balance organizational challenges, the HR function and the people affected.

Work motivation as the tendency to behave in a certain way in order to satisfy certain needs that have not been achieved. There is a relationship between role clarity with performance, motivation, and employee performance. One of the popular motivational theories is Maslow’s theory of motivation. According to Maslow, there are five levels of human needs, namely: psychological, safety, social, esteem and self-actualization. These five levels of demand are shown in Figure 2.

Forms five ranks from most important to least important and easiest to achieve or obtain. Human motivation is influenced by basic needs that need to be fulfilled. The most important needs must be met first followed by the less important ones. In order to be able to experience pleasure at a level of need, the needs at the lower level must first be met. Once each of these needs is sufficiently satisfied, the next need becomes dominant.

Effective basic techniques for motivating employees are 1) assignment to a consultant (consultant assignment), 2) rotational assignment (rotational assignment), 3) cross training (cross training), 4) extensive project (stretch project) , 5) team approach (team approach), 6) special assignments, 7) opportunity to create (opportunity to create), 8) fun responsibility (plum responsibility), 9) opportunity to study further (opportunity to learn), and 10) lunch strategy.

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The pay system is designed to reward employees for their contributions to the organization, to attract the right applicants for jobs, to reward and retain good employees, and to motivate employees to do their best work. Factors that should be considered in compiling the pay structure are internal equity and external equity. This equity consideration is related to Adams’ theory of equity (equity/fairness) which states that equity is achieved when the ratio of outcomes and inputs experienced by one person is equal to the ratio of outcomes and inputs experienced by other people.

Thus, internal equity is the level of equality/fairness between the inputs and inputs of a person in a particular position compared to the ratio of outcomes and the ratio of outcomes of people in other positions in an organization. Meanwhile, external equity is the level of equality/fairness between the ratio of outcomes and inputs of a person in a particular position in an organization and the ratio of outcomes and inputs of another person in the same/equivalent position in another organization. .

Ethics is a discipline that examines morality in the exercise of good or bad, right and wrong, and rights and obligations. Regarding the professionalism of HR management, there is a need to develop a code of ethics. Employees working with other employees must have ethics in their day-to-day work and interactions.

Education is inseparable from the need for finance to implement educational programs effectively and efficiently. Implementation of education in schools requires facilities and infrastructure for teaching processes, services, implementation of supervision programs, salaries and welfare of teachers and other staff, which require budget and money.

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Financial management is the process of conducting financial management activities by mobilizing existing resources to achieve objectives effectively and efficiently. Financial management activities from planning, implementation to supervision. Financial planning is a specialized field that examines the budget structure, quantity/quantity and quality/quality of the organization’s budget beforehand. Schools developing budget proposals should focus on communication through discussion/discussion, revision of budget plans, and documentation of budget plans, all for accountability in budget planning.

Actual receipts and disbursements of education funds are recorded and reported in accordance with applicable accounting standards. Supervision of the receipt and use of community organized education unit funds is conducted in accordance with the provisions of laws and regulations and the organizing articles and bylaws of the organizer or education unit.

Availability of many school-owned funds is one of the supporting factors for implementing educational programs. Schools’ funding sources related to the availability of funds owned by schools include government, students’ parents, non-compulsory support from foreign parties and the community. The central government helps in financing schools in various ways, namely 1) Grants and operational expenditure support funds to schools, 2) Salaries of teachers, 3) Helping schools organize fundraising projects by providing technical support including materials and equipment and 4) Development of funds and Rehabilitation of school buildings. The government also makes indirect contributions to schools, such as training principals and teachers, preparing curricula and materials, and supervising them.

6. Expenditure and revenue data for each unit/department, each program activity and function, each cost object, and each business unit and organizational achievement, including levels of provision (current

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