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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