Perencanaan Sumber Daya Manusia

Summary

This video provides an in-depth discussion on human resource planning (HRP), focusing on its definitions, objectives, and processes. It explains how HRP systematically analyzes and identifies human resource needs to align with business goals. Key objectives include ensuring the availability of the right quantity and quality of human resources, improving their utilization, and enhancing job satisfaction. The video further explores forecasting techniques, such as expert opinions, trend analysis, and statistical methods, and highlights factors influencing HR demand, like economic conditions and organizational strategies. It also addresses various strategies for addressing labor shortages or surpluses.

Takeaways

• 😀 Human resource planning is a systematic process of analyzing and identifying the need for and availability of human resources to achieve organizational goals.
• 😀 The main purpose of human resource planning is to ensure the right quantity and quality of human resources are available now and in the future.
• 😀 Human resource planning helps in anticipating business developments and environmental demands to provide the necessary workforce to meet these challenges.
• 😀 The first goal of human resource planning is to ensure the availability of human resources in terms of both quantity and quality.
• 😀 The second goal is to optimize the utilization of human resources to improve efficiency and performance.
• 😀 The third goal is to enhance workforce capacity and improve job satisfaction.
• 😀 Human resource planning involves comparing human resource needs with the current availability to determine any gaps or surpluses.
• 😀 If the workforce demand equals the supply, no action is needed. If demand exceeds supply, recruitment strategies or part-time work may be employed.
• 😀 If the supply exceeds demand, actions like reducing work hours or offering early retirement may be considered.
• 😀 External factors (economic conditions, technology, politics, competition), organizational factors (strategic plans, sales, production), and human resource factors (resignations, retirements, deaths) influence human resource demand.

Q & A

What is human resource planning?

Human resource planning is the process of analyzing and identifying the needs and availability of human resources to achieve organizational goals.

What are the three main goals of human resource planning?

The three main goals of human resource planning are: 1) ensuring the availability of human resources both in terms of quantity and quality, 2) improving the utilization of human resources, and 3) enhancing capacity and job satisfaction.

What is the first step in human resource planning?

The first step is analyzing the current state of human resources to ensure that the right number of people with the appropriate skills will be available when needed.

How does human resource planning relate to strategic planning?

Human resource planning is closely tied to strategic planning as it involves aligning the availability and demand for human resources with the organization’s strategic goals, such as production, finance, and marketing functions.

What happens when there is an equal number of human resources compared to the demand?

When the demand for human resources equals the available supply, no immediate action is required as the current workforce meets the organization’s needs.

What should be done if there is an excess of human resources?

If there is an excess of human resources, strategies such as reducing work hours, offering early retirement, or temporary/permanent layoffs can be implemented.

What strategies should be considered if there is a shortage of human resources?

If there is a shortage of human resources, strategies such as offering overtime, hiring part-time employees, outsourcing work, or conducting recruitment and selection processes can be used.

What are the three main factors that influence the demand for human resources?

The demand for human resources is influenced by external factors (economic conditions, technology, social-political climate, competition), organizational factors (strategic plans, sales plans, production plans), and internal factors (employee resignations, retirements, or deaths).

What are the techniques used to forecast human resource needs?

Techniques for forecasting human resource needs include expert opinions, trend analysis, budget and planning analysis, new venture analysis, computer models, workload and workforce analysis, turnover indices, stability indices, job tenure analysis, and absenteeism analysis.

How is workload analysis used in human resource planning?

Workload analysis involves calculating the number of human resources needed based on the volume of work and the standard time required to complete it. The formula includes dividing the work volume by the standard execution time, then adjusting it according to work hours and the number of people required.