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Mochammad Wispandono
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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REPOSISI PERAN MSDM UNTUK MENGEFEKTIFKAN PRAKTIK MSDM DI ORGANISASI BISNIS Mochammad Wispandono
Neo-Bis Vol 3, No 2 (2009): DESEMBER
Publisher : Trunojoyo University of Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/nbs.v3i2.570

Abstract

Berbagai tantangan dan praktik manajemen sumber daya manusia (MSDM) khususnya di organisasi bisnis di Indonesia membutuhkan penanganan yang tepat untuk menuju kesuksesan dalam mencapai sasaran organisasi. Berbagai tantangan dan praktik MSDM seperti: orientasi pada pengendalian dan pemberdayaan personel yang tidak berkembang; ketidaktepatan dalam implementasi strategi, sistem, praktik MSDM; penerapan horison waktu jangka pendek untuk pendidikan dan pelatihan SDM (Biaya vs investasi SDM); dan konsep manajemen yang ambiguitas di SDM merupakan kenyataan yang harus dihadapi dan dicari solusi dengan kerangka kerja melihat posisi dan peranan SDM dalam organisasi. Reposisi peran SDM menjadi penting karena salah satu tujuan yang dicapai adalah mendapatkan praktik SDM yang kuat di organisasi. Reposisi peran SDM dilakukan melalui dua cara, yaitu melalui reposisi perilaku dan reposisi kompetensi SDM. Reposisi perilaku dilakukan melalui implementasi strategi oleh organisasi, seperti: strategi diferensiasi, strategi focus, dan strategi biaya rendah. Sementara itu reposisi kompetensi dilakukan melalui pemberian perhatian pada kompetensi input, kompetensi transformasional, dan kompetensi output yang sesungguhnya merupakan implementasi dalam praktik MSDM.
PENGEMBANGAN SUMBER DAYA APARATUR DI ERA OTONOMI DAERAH (TELAAHAN DI PEMPROV. JATIM) Mochammad Wispandono
Neo-Bis Vol 2, No 1 (2008): JUNI
Publisher : Trunojoyo University of Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/nbs.v2i1.563

Abstract

Human Resource Development is one of many aspects in human resource management that has position strategic in organization. It can be developed many manners, is like what East Java province government do it. The East Java government has one policy to development human resourece/employee.  It has known “Doing Invesment to increasing and developing human resource”. The purpose of  this policy is to develop competency employee by three aspect in human capital. Three aspect in human capital are: intellectual capital, social capital, and soft capital. Intelectual capital is knowledge and ability those own by a social collectivity, is like a organization.  In this way, the government support employee to advance study in formal education and/or sent employee to allow training course. a society includes the institutions, the relationships, the attitudes and values that govern interactions among people and contribute to economic and social development”.  Social capital is develop by interaction behind one employee and the others also desaign teamwork with stakeholders, are like University in East Java, non government organization, etc. Soft capital is develop  by increasing morality employee. It has done with briefing religion one or twice a week in mosque or church. Perhaps in this way employee is understanding how  done duties are well.
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