Perencanaan Sumber Daya Manusia Part 2

Summary

This video provides an in-depth guide to techniques for human resource planning, covering key concepts such as production target adjustments, workload analysis, and managing manpower based on specific calculations. It explains how to calculate the required workforce for production goals, turnover rates, stability indices, and absenteeism. The video also discusses the process of determining ideal staffing levels through formulas, using examples to demonstrate the application of these techniques. By mastering these methods, companies can efficiently plan their workforce needs and optimize operations.

Takeaways

• 😀 The production target can be calculated using a formula that accounts for the required workforce and time, such as dividing total production by time, and multiplying by the number of people needed for the task.
• 😀 A case study shows that for PT. ABC to complete an order of 100 pieces of clothing in one month with 8-hour working days, 30 people would be required to meet the deadline.
• 😀 Human resource turnover is calculated by dividing the number of employees who left by the average number of employees during the year, and the ideal workforce is adjusted by factoring in the turnover percentage.
• 😀 A turnover rate example shows that for a company with 9 employees leaving during the year, the average workforce should be adjusted to 158 people, factoring in a 6% turnover rate.
• 😀 The stability index is calculated by comparing the number of employees with less than one year of service to those with more than one year of service, helping to gauge organizational stability.
• 😀 A company with 140 long-term employees and 10 short-term employees shows a stability index of 14, meaning that for each 15 employees, only 14 remain stable in the organization.
• 😀 The average duration of employment for those leaving a company can be used to analyze workforce stability, helping predict the number of employees needed for smooth operations.
• 😀 A stability analysis based on employee tenure reveals that, for a company needing 150 employees, 173 employees are necessary to maintain stability, considering turnover and employee longevity.
• 😀 The rate of absenteeism can impact workforce planning, and it is calculated by comparing the total absentee hours to the total working hours, factoring in personal leave, sickness, and tardiness.
• 😀 An absenteeism calculation example shows that with an absenteeism rate of approximately 10.9%, a company requiring 20 workers for operations would need 23 employees to compensate for absences.

Q & A

What is the formula for determining the number of human resources needed for a task?

The formula to determine the number of human resources needed for a task is: (Total task hours) ÷ (Working hours per person per day) × (Number of people). For example, if the task requires 12,000 hours, divided by 100, multiplied by 6, and by 1 person, the required human resources would be 20 people.

How can you calculate the number of people needed to complete an order in a month?

To calculate the number of people needed for an order, you need to know the total working hours required for each piece, the order quantity, and the total working hours available in a month. For instance, if each piece takes 6 hours and you have to make 100 pieces, and assuming 25 working days with 8 hours per day, the required number of people would be 30.

How is the employee turnover rate calculated?

The employee turnover rate is calculated using the formula: (Number of employees who left in a year) ÷ (Average number of employees for that year) × 100%. For example, if 9 employees left in the year and the average number of employees was 148.58, the turnover rate would be 6%.

What is the ideal number of employees based on turnover data?

To determine the ideal number of employees based on turnover, the formula is: 100% + (Turnover rate) × (Average number of employees). If the turnover rate is 6% and the average number of employees is 148.58, the ideal number of employees is 158.

What does the stability index measure in an organization?

The stability index measures the proportion of employees who remain in the organization. It is calculated by dividing the number of employees with more than one year of service by the number of employees with less than one year of service.

How do you calculate the stability index?

To calculate the stability index, use the formula: (Number of employees with service > 1 year) ÷ (Number of employees with service ≤ 1 year). For example, with 140 employees who have more than one year of service and 10 employees who have less, the stability index is 14.

How is the average length of service for employees who left the company calculated?

The average length of service for employees who left is calculated by multiplying the number of employees in each category (e.g., more than one year or less) by their respective average lengths of service, then dividing by the total number of employees.

What is the importance of analyzing the average length of service for departing employees?

Analyzing the average length of service for departing employees helps an organization understand the stability and retention rates of its workforce. This data informs HR decisions to ensure long-term operational stability.

How can the absenteeism rate of employees be calculated?

The absenteeism rate is calculated by using the formula: (Total hours of absenteeism per person) ÷ (Total available hours per person) × 100%. For example, if employees were absent for a total of 360 hours over 3,280 available hours, the absenteeism rate is approximately 10.9%.

What impact does absenteeism have on the required number of employees?

Absenteeism affects the required number of employees because organizations need to account for extra workers to cover for those who are absent. For example, if 20 employees are needed for operational tasks, the total required would increase to 23 employees when considering an absenteeism rate of 10.9%.