Pengertian Manajemen SDM
Menurut Handoko (2014:4), manajemen sumber daya manusia adalah penarikan, seleksi, pengembangan, pemeliharaan, dan penggunaan sumber daya manusia untuk mencapai baik tujuan-tujuan individu maupun organisasi.
Menurut Edy Sutrisno (2016:6) Manajemen Sumber Daya Manusia (MSDM) adalah: “Kegiatan perencanaan, pengadaan, pengembangan, pemeliharaan, serta penggunaan SDM untuk mencapai tujuan baik secara individu maupun organisasi.”
Menurut Hasibuan (2017:10) Manajemen Sumber Daya Manusia adalah ilmu dan seni yang mengatur hubungan dan peranan tenaga kerja agar aktif dan efisien membantu terwujudnya tujuan perusahaan, karyawan dan masyarakat.
Menurut Bintoro dan Daryanto (2017 : 15)menyatakan bahwa “Manajemen sumber daya manusia, disingkat MSDM, adalah suatu ilmu atau cara bagaimana mengatur hubungan dan peranan sumber daya (tenaga kerja) yang dimiliki oleh individu secara efisien dan efektif serta dapat digunakan secara maksimal sehingga tercapai tujuan bersama perusahaan, karyawan dan masyarakat menjadi maksimal”.
Marwansyah (2014:3 4) berpendapat bahwa manajemen sumber daya manusia dapat diartikan sebagai pendayagunaan sumber daya manusia di dalam organisasi, yang dilakukan melalui fungsi-fungsi perencanaan sumber daya manusia, rekrutmen dan seleksi, pengembangan sumber daya manusia, perencanaan dan pengembangan karir, pemberian kompensasi dan kesejahteraan, keselamatan dan kesehatan kerja, dan hubungan industrial.
Menurut Mangkunegara (2013:2) Manajemen Sumber Daya Manusia adalah suatu pengelolaan dan pendayagunaan sumber daya yang ada pada individu. Pengelolaan dan pendayagunaan tersebut dikembangkan secara maksimal di dalam dunia kerja untuk mencapai tujuan organisasi dan pengembangan individu pegawai.
Menurut Kasmir (2016:25), menyatakan bahwa Manajemen Sumber Daya Manusia (MSDM) adalah: “Proses pengelolaan manusia, melalui perencanaan, rekrutmen, seleksi, pelatihan, pengembangan, pemberian kompensasi, karier, keselamatan dan kesehatan serta menjaga hubungan industrial sampai pemutusan hubungan kerja guna mencapai tujuan perusahaan dan peningkatan kesejahteraan stakeholder.”
Prinsip-prinsip Manajemen SDM
menurut Sedarmayanti (2017:3-4) MSDM adalah suatu pendekatan dalam mengelola masalah manusia berdasarkan tiga prinsip dasar, yaitu:
- Sumber daya manusia adalah harta/aset paling berharga dan penting yang dimiliki organisasi/perusahaan karena keberhasilan organisasi sangat ditentukan oleh unsur manusia.
- Keberhasilan sangat mungkin dicapai, jika kebijakan prosedur dan peraturan yang berkaitan manusia dari perusahaan saling berhubungan dan menguntungkan semua pihak yang terlibat dalam perusahaan.
- Budaya dan nilai organisasi perusahaan serta perilaku manajerial yang berasal dari budaya tersebut akan memberi pengaruh besar terhadap pencapaian hasil terbaik.
Peranan Manajemen SDM
Menurut Hasibuan (2017:14) peranan Manajemen Sumber daya Manusia adalah sebagai berikut :
- Menetapkan jumlah kualitas, dan penempatan tenaga kerja yang efektif sesuai dengan kebutuhan perusahaan berdasarkan job description, job specification, dan job evaluation.
- Menetapkan penarikan, seleksi, dan penempatan karyawan berdasarkan asas the right man in the right job.
- Menetapkan program kesejahteraan, pengembangan promosi, dan pemberhentian.
- Meramalkan penawaran dan permintaan sumber daya manusia pada masa yang akan datang.
- Memperkirakan keadaan perekonomian pada umumnya dan perkembangan perusahaan pada khususnya.
- Memonitor dengan cermat undang-undang perburuhan dan kebijaksanaan pemberian balas jasa perusahaan-perusahaan sejenis.
- Memonitor kemajuan teknik dan perkembangan serikat buruh.
- Melaksanakan pendidikan, latihan, dan penilaian prestasi karyawan.
- Mengatur mutasi karyawan baik vertikal maupun horizontal.
- Mengatur pensiun, pemberhentian, dan pesangonnya.
Tujuan Manajemen SDM
Menurut Veithzal Rivai (2015:8) tujuan dari Manajemen Sumber Daya Manusia (MSDM) adalah sebagai berikut :
- Menentukan kualitas dan kuantitas karyawan yang akan mengisi semua jabatan dalam perusahaan.
- Menjamin tersedianya tenaga kerja masa kini maupun masa depan, sehingga setiap pekerjaan ada yang mengerjakannya.
- Menghindari terjadinya mismanajemen dan tumpang tindih dalam pelaksanaan tugas.
- Mempermudah koordinasi, integrasi, dan sinkronasi (KIS) sehingga produktivitas kerja meningkat.
- Menghindari kekurangan dan kelebihan karyawan.
- Menjadi pedoman dalam menetapkan program penarikan, seleksi, pengembangan, kompensasi, pengintegrasian, kedisiplinan, dan pemberhentian karyawan. pemeliharaan,
- Menjadi pedoman dalam melaksanakan mutasi (vertikal atau horizontal). h. Menjadi dasar dalam penilaian karyawan.
Fungsi Manajerial dan Operasional Manajemen SDM
Hasibuan (2017:21) menjelaskan bahwa fungsi manajemen sumber daya manusia meliputi :
- Fungsi Manajerial
- Perencanaan; Perencanaan (human resource planning) adalah merencanakan tenaga kerja secara efektif dan efesien agar sesuai dengan kebutuhan perusahaan dalam membantu terwujudnya suatu tujuan. Perencanaan dilakukan dengan menetapkan program kepegawaian.
- Pengorganisasian; Pengorganisasian (organizing) adalah kegiatan untuk mengorganisasi semua karyawan dengan menetapkan pembagian kerja, hubungan kerja, delegasi wewenang, integrasi dan koordinasi dalam bagan organisasi (organization chart).
- Pengarahan; Pengarahan (directing) adalah kegiatan yang mengarahkan semua karyawan agar mau bekerja sama dengan efektif serta efesien dalam membantu tercapainya tujuan perusahaan, karyawan, dan masyarakat.
- Pengendalian; Pengendalian (Controlling) adalah kegiatan mengendalikan semua karyawan agar menaati peraturan-peraturan perusahaan dan bekerja sesuai dengan yang telah direncanakan. Apabila terdapat penyimpangan atau kesalahan maka diadakan tindakan perbaikan dan penyempurnaan perencanaan.
- Fungsi Operasional
- Pengadaan; Pengadaan (procurement) adalah proses penarikan, seleksi, perjanjian kerja, penempatan, orientasi, induksi untuk mendapatkan karyawan yang sesuai dengan kebutuhan perusahaan. Pengadaan yang baik akan membantu terwujudnya tujuan perusahaan.
- Pengembangan; Pengembangan (development) adalah proses peningkatan keterampilan teknis, teoritis konseptual, dan moral karyawan melalui pendidikan dan pelatihan. Pendidikan dan pelatihan yang diberikan harus sesuai dengan kebutuhan pekerjaan masa kini maupun masa depan.
- Kompensasi; Kompensasi (compensation) adalah pemberian balas jasa langsung (direct) dan tidak langsung (indirect), uang dan barang kepada karyawan sebagai imbalan jasa yang diberikan kepada perusahaan. Prinsip kompensasi adalah adil dan layak. Adil artinya sesuai dengan prestasi kerjanya, layak artinya dapat memenuhi kebutuhan primernya serta berpedoman pada batas upah minimum pemerintah dan berdasarkan internal dan eksternal konsistensi.
- Pengintegrasian; Pengintegrasian (integration) adalah kegiatan untuk mempersatukan kepentingan perusahaan dan kebutuhan karyawan, agar terciptanya kerja sama yang serasi dan saling menguntungkan. Perusahan memperoleh laba, karyawan dapat memenuhi kebutuhan dari hasil pekerjaannya. Pengintegrasian merupakan hal yang paling penting dan sulit dalam Manajemen Sumber Daya Manusia, karena mempersatukan dua kepentingan yang bertolak belakang.
- Pemeliharaan; Pemeliharaan (maintenance) adalah kegiatan untuk memelihara atau meningkatkan kondisi fisik, mental, dan loyalitas karyawan, agar mereka tetap mau bekerja sama sampai pensiun. Pemeliharaan yang baik dilakukan dengan program kesejahteraan yang berdasarkan kebutuhan sebagai karyawan serta berpedoman kepada internal dan eksternal perusahaan.
- Kedisiplinan; Kedisiplinan merupakan fungsi dari manajemen sumber daya manusia yang terpenting dan kunci terwujudnya tujuan karena tanpa adanya kedisiplinan yang baik sulit terwujudnya tujuan yang maksimal.
- Pemberhentian; Pemberhentian (separation) adalah putusnya hubungan kerja seseorang dari suatu perusahaan. Pemberhentian ini disebabkan oleh keinginan karyawan, keinginan perusahaan, kontrak kerja berakhir, pensiun dan sebab-sebab lainnya.
Menurut Edwin B. Filippo dalam Malayu S.P Hasibuan (2017:21) fungsi manajemen sumber daya manusia adalah sebagai berikut :
- Perencanaan (planning); Perencanaan adalah proses penentuan tujuan dan pedoman pelaksanaan dengan memilih yang terbaik dari alternatif-alternatif yang ada. Perencanaan dalam proses manajemen sumber daya manusia adalah rekrutmen tenaga kerja yang dibutuhkan oleh perusahaan. Perencanaan dalam proses perekrutan karyawan sangat penting untuk menganalisis jabatan yang perlu diisi dan jumlah karyawan yang dibutuhkan.
- Pengorganisasian (organizing); Pengorganisasian diartikan suatu proses penentuan, pengelompokan, dan pengaturan berbagai aktivitas yang diperlukan untuk mencapai tujuan. Pengorganisasian dapat dilakukan dengan menempatkan karyawan sesuai dengan bidang keahlian dan menyediakan alat-alat yang diperlukan oleh karyawan dalam menunjang pekerjaan.
- Penggerakan (actuating); Dari seluruh rangkaian proses manajemen, pelaksanaan merupakan fungsi manajemen yang paling utama. Dalam fungsi perencanaan dan pengorganisasian lebih banyak berhubungan dengan aspek-aspek abstrak proses manajemen, sedangkan fungsi pergerakan justru lebih menekankan pada kegiatan yang berhubungan langsung dengan orang-orang dalam organisasi. Penggerakan dapat didefinisikan sebagai keseluruhan proses pemberian dorongan bekerja kepada para bawahan sedemikian rupa sehingga mereka mau bekerja dengan ikhlas demi tercapainya tujuan organisasi dengan efisien dan ekonomis.
- Pengawasan (controlling); Pengawasan adalah proses pengaturan berbagai faktor dalam perusahaan agar sesuai dengan ketetapan-ketetapan dalam rencana. Pengawasan dapat diartikan sebagai proses monitoring kegiatan-kegiatan, tujuannya untuk menentukan harapan-harapan yang akan dicapai dan dilakukan perbaikan-perbaikan terhadap penyimpangan-penyimpangan yang terjadi. Harapan – harapan yang dimaksud adalah tujuan-tujuan yang telah ditetapkan untuk dicapai dan program-program yang telah direncanakan untuk dilakukan dalam periode tertentu. Tujuan utama dari pengawasan ialah mengusahakan agar apa yang direncanakan menjadi kenyataan. Dengan dilakukannya pengawasan secara menyeluruh akan mempermudah bagi suatu instansi dalam menganalisis kendala-kendala yang timbul dalam manajemen. Sehingga, solusi dari permasalahan yang muncul akan bisa diambil secara bijak.
- Motivasi (Motivating); Motivasi adalah karakteristik psikologi manusia yang memberi kontribusi pada tingkat komitmen seseorang. Motivasi termasuk faktor-faktor yang menyebabkan, menyalurkan, dan mempertahankan tingkah laku manusia dalam arah tekad tertentu. Motivasi juga dapat diartikan pemberian daya penggerak yang menciptakan kegairahan kerja seseorang agar mau bekerjasama, bekerja efektif dan terintegrasi dengan segala daya upayanya untuk mencapai kepuasan. Pada dasarnya perusahaan bukan saja mengharapkan karyawan yang mampu, cakap, dan terampil, tetapi yang terpenting mereka mau bekerja giat dan berkeinginan untuk mencapai hasil kerja yang optimal. Motivasi penting karena dengan motivasi ini diharapkan setiap individu karyawan mau bekerja keras dan antusias untuk mencapai kinerja yang tinggi.
- Evaluasi (evaluating); Evaluasi atau disebut juga pengendalian merupakan kegiatan sistem pelaporan yang serasi dengan struktur pelaporan keseluruhan, mengembangkan standar perilaku, mengukur hasil berdasarkan kualitas yang diinginkan dalam kaitannya dengan tujuan, melakukan tindakan koreksi, dan memberikan ganjaran. Dengan evaluasi yang dilakukan perusahaan dapat mengukur tingkat keberhasilan suatu organisasi.
Daftar Pustaka (APSA) :
Bintoro, and Daryanto. 2017. Manajemen Sumber Daya Manusia. Yogyakarta: Gava Media.
Handoko, T. Hani. 2014. Manajemen Personalia Dan Sumber Daya Manusia. Yogyakarta: BPFE UGM.
Hasibuan, Malayu S.P. 2017. Manajemen Sumber Daya Manusia. Jakarta: Bumi Aksara.
Kasmir. 2016. Manajemen Sumber Daya Manusia (Teori Dan Praktik). Depok: Raja Grafindo Persada.
Mangkunegara, Anwar Prabu. 2013. Manajemen Sumber Daya Manusia. Bandung: Remaja Rosdakarya.
Marwansyah. 2014. Manajemen Sumber Daya Manusia. Bandung: Alfabeta.
Rivai, Veithzal. 2015. Manajemen Sumber Daya Manusia Untuk Perusahaan. Depok: Raja Grafindo Persada.
Sedarmayanti. 2017. Manajemen Sumber Daya Manusia. Bandung: Refika Aditama.
Sutrisno, Edy. 2012. Manajemen Sumber Daya Manusia. Jakarta: Prenada Media Group.
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Found something new in here that I had not seen explained this way before, and a quick stop at tapetoken expanded the idea even further, the kind of writing that nudges your thinking forward a bit without forcing the issue is exactly what I look for online today and rarely actually find anywhere.
A piece that exhibited the kind of patience that good writing requires, and a look at straitsurge continued that patient quality, hurried writing is easy to spot and this site reads as having been written without time pressure which produces a different feel than the rushed content that dominates much of the modern blog space.
A handful of memorable phrases from this one I will probably use later, and a look at tritonstyle added a couple more, content that contributes language to my own communication rather than just facts is content with a different kind of utility and this site is providing that linguistic utility consistently across what I read.
Now adding the writer to a small mental list of voices I want to follow, and a look at sampleshadow reinforced that follow intention, the few writers whose work I actively track are writers who have demonstrated sustained quality and this writer has clearly demonstrated that sustained quality across the pieces I have sampled here today.
Started taking notes about halfway through because the points were stacking up, and a look at syruptarot added enough material that my notes file grew further, content that demands note taking from a passive reader is content with substance and the writers here are clearly producing that kind of work consistently across topics.
Without overstating it this is a quietly excellent post, and a look at uptonshade extended that quiet excellence, content that earns superlatives without demanding them through marketing language is content that has truly earned them through the substance and this site has clearly produced work in that earned excellence category today.
Took longer than expected to finish because I kept stopping to think, and a stop at vincasinger did the same to me, content that provokes thought rather than just delivering information is in a different category and the team here is clearly working at that higher level rather than just cranking out posts.
Now feeling slightly more committed to my own careful reading practices having read this, and a stop at singlevision reinforced that commitment, content that models the kind of attention it deserves is content that calibrates the reader and this site has clearly raised my own bar for what to bring to good writing today.
The structure of the post made it easy to follow without losing track of where I was, and a look at cameranexus kept the same logical flow going, this site clearly understands that organisation is half the battle in keeping readers engaged from the first line to the last across any kind of post.
Now adding this site to a small mental group of recommendations I keep ready for specific kinds of inquiries, and a stop at writerharbor extended the recommendation readiness, content that I can confidently point friends and colleagues toward in specific contexts is content with real social utility and this site has that utility clearly.
Honestly the simplicity of the explanation made the topic click for me in a way other writeups had not, and a look at streamnexushub continued that clarity into related areas, when a writer gets the level of explanation right the reader does the heavy lifting themselves and the post just enables it.
Good clean post, no errors and no awkward phrasing that breaks the reading flow, and a stop at deliverynexus kept the same standard, definitely the kind of editorial care that earns a return visit because it tells me the writer is paying attention to details that matter to readers rather than just rushing publication.
If patience for careful reading is rare these days finding sites that reward it is rarer still, and a stop at brightwinner extended that rare reward, the diminishing returns on shallow content reading have made me more selective about where to spend reading time and this site is meeting the higher selectivity bar consistently.
Did not expect much when I clicked through but ended up reading the whole thing carefully, and a stop at slippersixth kept that engagement going, sometimes the unassuming sites turn out to deliver more than the flashy ones which is something I have learned to look out for over time online lately and across topics.
Generally I do not leave comments but this post merits a small note, and a stop at brightamigo extended that comment worthy quality, the urge to actively contribute to a sites community rather than passively consume from it is something specific content provokes and this site has provoked that engagement urge from me today.
Appreciated how the post felt complete without overstaying its welcome, and a stop at orientnexus confirmed that economical approach runs across the site, knowing when to stop is a skill many writers never develop but here the discipline is obvious and welcome from the perspective of a busy reader trying to learn things efficiently.
Decided to read this site for a while before forming a verdict, and the verdict after several pages is positive, and a stop at unifiednexus continued that pattern, judging a site requires more than one post and giving sites a fair sample is something I try to do for promising candidates rather than rushing to dismiss.
Probably worth setting aside a longer block to read more carefully than I can right now, and a stop at cameranexus confirmed the longer block plan, the impulse to schedule dedicated time for a sites archive is itself a measure of trust and this site has earned that scheduling impulse from me clearly today actually.
Strong recommendation from me, anyone curious about the topic should make time for this, and a look at singlevision only sharpens that recommendation further, the kind of resource that holds up against careful scrutiny rather than crumbling at the first critical question is rare and worth pointing other people toward when the topic comes up.
Easy to recommend, the content speaks for itself without needing additional praise from me, and a stop at writerharbor only adds more reasons to send people this way, the kind of generous resource that benefits its readers without demanding anything in return is increasingly rare and worth recognising clearly today across the broader open internet.
Now setting this aside as a model of how to write thoughtfully on the topic, and a stop at gardenvertex extended that model status, content that becomes a reference for how a kind of writing should be done is content with influence beyond its own readership and this site is reaching that level for me clearly today.
Nice to see a post that does not try to overcomplicate the basics for the sake of looking smart, and once I looked at streamnexushub the same direct tone was there too, which honestly makes a difference when you are short on time and want answers without long pointless intros.
Reading this prompted me to dig out an old reference book related to the topic, and a stop at vectortimber extended that connection to other sources, content that connects me back to my own existing knowledge rather than asking me to forget it is content with continuity and this site has that continuous quality.
Worth saying that the post fit naturally into a rhythm of careful reading, and a stop at brightwinner extended the same rhythm, content that pairs well with how I actually read rather than demanding a different mode is content well calibrated to its likely audience and this site has clearly thought about that consistently.