Henni Djuhaeni
Public Health Department
Human Resource
Asset/ Capital
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Mind
Feeling
Desire
Education
Status
Age
Gender
LABOUR
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Strong
Training anda Education
Technology and Science
Profesional
Discipline
Motivasion
Work Ethic
Creative
Innovative
Productive
Human Resource Management
(HASIBUAN, MALAYU SP)
ART AND SCIENCE
ARRANGING RELATION
AND ROLE OF LABOUR
EFFECTIVE
TARGET
EFFICIENT
Company
Profit
Employees
Satisfied
Society
Quality of Service
And Affordable
4 (FOUR) COMPONENT OF
Human Resource Management
HUMAN RESOURCE
MANAGEMENT IS
THE PROCESS OF
BRINGING PEOPLE
AND
ORGANIZATIONS
TOGETHER SO THAT
THE GOALS OF EACH
ARE MET.
INDIVIDUAL
• Ability
• Knowledge
• Personality
• Values
• Expectation
JOB
• Challenge
• Variety
• Autonomy
ORGANIZATION
• Size
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Structure
Technology
Resource
Wisdom
Culture
ENVIRONMENT
• Economic
• Social
• Politics
• Technological
ECONOMICS
• Inflation
• Un employment
Level
• Rate of Interest
• Etc
SOCIAL :
•Patient/ Client
• Employees/
Officer/ Labour
ENVIRONMENT
TECHNOLOGICAL
• Raw Material
• Request of Market
Health Service
POLITICS :
• Liberalism
• Democracy
Controlling
Procurement
Directing
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4
5
2
Organizing
FUNCTION
HUMAN
RESOURCE
MANAGEMENT
1
Planning
11
Separation
Development
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7
10
9
Compensation
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Integration
Discipline
Maintenance
RECRUITMENT
JOB
DESCRIPTION
SELECTION
PLACEMENT
JOB
ANALYSIS
JOB
SPECIFICATION
CARRIER PLANNING
COMPENSATION
JOB EVALUATION
TRAINING &
DEVELOPMENT
REASONS FOR
CONDUCTING JOB
ANAYSIS
• New Job are
being Created &
Old Jobs are Being
Redesigned
• Job Analysis
Addresses The
Fact that Change is
Taking place
J
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A
L
Y
S
I
S
INFORMATION
WRITTEN ABOUT
WORK
WHAT TOBE DONE
TARGET
• WORKER ACTIVITIES
• WORK STANDARDS
• BEHAVIOR
• NEEDED APPLIANCES
JOB DESCRIPTION
• Clarify Expectations
between manager and staff
member
The Job Discription
is the Basis for
managers to not
only effectively
select, but Also
manage their Staff
• Guide the Induction and
performance Management
Process
• Be Use for staff
Development and career
planning
• Clarify and plan the Work
of the team
TIPS ON WRITING JOB DESCRIPTION
• Aim for a clear and concise description of the
job
• Focus on what you want the position to do
• Describe the what, how, and why
• Do not become preoccupied with unusual or
short term job demands
• Remember the goals of the organization !
JOB SPESIFICATION :
A document containing the
Minimum acceptable
Qualifications, including
 Educational Requirements
 Experience
 Personality Traits
 Physical Abilities
RECRUITMENT
SELECTION
PROCUREMENT
PLACEMENT
ORIENTATION
INDUCTION
RECRUITMENT :
 Seeking Process
and Enchanting
Capable Candidate
Capable to Work In
Organization
 Is the process
through which the
organization’s
Job openings are
clearly defined, and
prospective
Employees are found
to fill those opening
RECRUITMENT CONCEPT
SOURCE
• Internal
• External
METHOD
• Closed
• Open
BASIC
• Job
Specification
• Regulation of
Government
CONSTRAINT
• Internal
• Eksternal
RECRUITMENT MATCHING THE NEEDS
OF APPLICANTS AND ORGANIZATIONS
INFORMATION
FLOW
ORGANIZATION
Need For High
Quality Employes
INTERNAL
APPLICANTS
ENVIRONMENT
Economic
Social Technological
Political
POTENTIAL
APPLICANTS
Need For
Suitable Jobs
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• Employees Application Quality of
Employee
CLOSED • Family
<<
<<<
• Friends
Recruitment
Methods
Advertisement, Application Hr. Quality
OPEN etc
>>>
>>>
Internal
Source of
Recruitment
Public hospital/
Organization
Mutation
• University/ college
• Advertising
• Employment agencies
Eksternal
• Recruites
• Special event
Vertical
Horizontal
SELECTION
• Activity to Determine
and Chosen Labor
fulfilling criterion
Which Have Been
Specified
• The process through
which
representatives of an
organization define a
job to be filled,
assess the people
applying for that job,
OBJECTIVE
Make Decision Whether Some One is
Accepted or Refused
• Qualified human resource
• Discipline
• Human resource with motivation >>
• Creative and inovatif
human resource
• Turn over  <<
SELECTION PROCESS
DEPENDS ON :
1. Work Load
2. Requirement of Human
Resource
3. Recruitment
The selection process
Recruited
Individuals
Selection test
Selection
Decision
Preliminary
Interview
Review of
Applications &
Resume
Employment
Interview
Reference &
Background
Checks
Physical
Examination
Employed
Individual
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INDUCTION
Process by which a new Staff member learning
about and becomes part of the organization
BENEFITS OF INDUCTION
1. Employee adapts to job and work environment
morecuickly
2. Establish good communication between supervisor and
employee
3. Reduce anxiety and build up confidence
4. Reduce excessive cost
5. Public Relation  a Change to Promote Organization
ORIENTATION
• Introduction to the organization
• Definition of the individual’s term of employment
• Acquanting the employee in detail the requirements of the
job is training so that Proficiency in the job is reached in the
shortest possible time
• Promoting confidence in the employee, both in ability to
perform the job and in the Organization in general
• To quickly establish a favorable attitude by the employee
towards the organization So that the employee is more likely to
stay
BENEFITS TO YOUR
ORGANIZATION
BENEFITS TO YOUR
TEAM
• Greater Productivity
• Improved Team Work
• Quality Improvement
• Better Understanding of
team goals
• Focused Customer
Service
• Harmonious work place
• Effective
Communitation
• Directed training &
development
• Commitment to
Business plans & Goals
• Greater inter – team
cooperation
BENEFITS TO YOUR
TEAM
• Improved Team Work
• Better Understanding
of team goals
• Harmonious work
place
• Directed training &
development
• Greater inter – team
cooperation
BENEFITS TO THE
INDIVIDUAL
• Better Understanding of
own contributions
• Improved commitment &
motivation
• Enhanced knowledge &
Skills
• Realistic standards of
performance
• Recognition of a job well
done
WHY
The right Number of Health Man Power
At The Right Time
In The Right Place (Jobs)
Performing The Right Activities
To Achieve The Right Objectives
At The Right Price
METHODS OF HEALTH
MAN POWER PLANNING
1. HEALTH NEED
The Need of Health service by the Community
Utilities of Health center/ hospital
2. HEALTH TARGET
* 1 DOCTOR  6.000 VISIT TO HEALTH CENTER
* Coverage of MCH
3. HEALTH DEMAND
4. RATIO  HEALTH MAN POWER; POPULATION
1 DOCTOR : 30.000 POPULATION
1 NURSE
: 5.000 POPULATION
HUMAN RESOURCE DEVELOPMENT
 EFFORT  SKILL

 • Technical skill
• Knowledge
• Moral
• Attitude
Now &
INDIVIDUAL EFFECTIVENESS 
Future
- Well planned
 Progress of
Technology
- “Sustainable”
• Training and
Education
• Mutation
• Promotion
OBJECTIVE OF DEVELOPMENT
1. Productivity
2. Efficiency
3. Damage of appliances <<<
4. Accident <<
expense of medication <<
5. quality of service
6. Moral
7. Career
8. Conceptual
9. Leadership
10. Reward
11. Satisfaction of consumer  quality of
service
DEVELOPMENT CONSTRAINT
– PARTICIPANT
* AGE
* EDUCATION
– COACH/ INSTRUCTOR
– FACILITY
– BUDGET
Performance appraisal :
A system of review & evaluation
Of an individual’s or team’s job
Performance
• an effective system assesses
accomplishment
• an effective system envolves
plans for development
• performance management is
important
Use of performance
appraisal
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Responsibility for
appraisal
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Immediate Supervisor
Subordinates
Peers
Self Appraisal
Customer Appraisal
Human Resource Planning
Recruitment & Selection
Training & Development
Career Planning & Development
Compensation Program
Internal Employee Relation
Assesment of Employee Potential
SEPARATION
CAUSES
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Willingness one side or both side
Chronic Diseases
Old age
Bankrupt
COMPONENTS OF A TOTAL COMPENSATION
PROGRAM
Compensation
Financial
Direct
Indirect
Nonfinancial
The Job
Job
Environment
THE EMPLOYEE
THE
ORGANIZATION
JOB
PRICING
THE JOB
THE
LABOR MARKET
The job as a
determinant of
Financial
compensation
• JOB ANALYSIS
• JOB DESCRIPTIONS
• JOB EVALUATION
The employee as a
determinant of
Financial compensation
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Pay for Performance
Seniority
Experience
Membership in The
Organization
• Potential
• Political Influence
• Luck
NON FINANCIAL COMPENSATION
• THE JOB
• JOB ENVIRONMENT
COMPENSATION
• Wage/ Salaries
• Benefits
• Incentives
COMPENSATION
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Work team
Participant
Motivation
Satisfaction
Disclipline
Mantaining Staff