SUPPLY AND DEMAND CONSIDERATION IN H R P

F
C O
A R
E
U SHORT RANGE
C
S EKSTERNAL A EXPERT
E S
T DEMAND
O FOR
F ORGANIZATIONAL T TREND HUMAN =
E
C RESOURCES
D
H
E N
M I LONG RANGE
WORKFORCE OTHER
A Q
N U
D E
S
Short and long range
HUMAN RESOURCE PLAN
INTERNAL STAFFING EXTERNAL STAFFING
PROCESS PROCESS
PERMINTAAN AKAN SDM
SEBAB2 PERMINTAAN :
1.EXTERNAL CHALLENGES
ECONOMICS
SOCIAL-POLITICAL-LEGAL
TECHNOLOGY
COMPETITORS
2.ORGANIZATIONAL
STRATEGIC PLANS
BUDGETS
SALES AND PRODUCTIONS FORECASTS
NEW VENTURES
ORGANIZATION AND JOB DESIGN
3. WORK FORCE
RETIREMENT
RESIGNATIONS
TERMINATIONS
DEATHS
LEAVES OF ABSENCE
• FORECASTING TECHNIQUES
1. EXPERT
INFORMAL AND INSTANT DECISIONS
FORMAL EXPERT SURVEY
NOMINAL GROUP TECGNIQUE
DELPHI TECGNIQUE
2. TREND
EXTRAPOLATION
INDEXATION
STATISTICAL ANALYSIS
3. OTHER
BUDGET AND PLANNING ANALYSIS
NEW-VENTURES ANALYSIS
COMPUTER MODELS
• HUMAN RESOURCE REQUIREMENT

1. SHORT RANGE PLANS

STAFFING TABLES / MANNING TABLES (( LIHAT

GAMBAR 6-5) : DAFTAR KEBUTUHAN PEGAWAI DI
MASA YAD U/ SETIAP JENIS PEKERJAAN .
AGAR STAFFING LEBIH AKURAT MAKA HARUS
DIPERHATIKAN CAUSES OF DEMAND AND THE
FORECASTING TECHNIQUES.
RECRUITERS DAPAT LEBIH PROAKTIF DAN
MERENCANAKAN KEGIATAN MEREKA DG LEBIH BAIK.

2. LONG RANGE PLANS.

INTERNAL REPLACEMENT SUCCESSION HUMAN
CHARTS PLANNING AUDIT

SUPPLY OF ANALYSIS
HUMAN OF
RESOURCES EXTERNAL
THE
NEEDS
LABOR
MARKET
EXTERNAL
II. THE SUPPLY OF HUMAN RESOURCES
1.ESTIMASI INTERNAL SUPPLY

A. HUMAN RESOURCE AUDITS : MERINGKAS SEMUA SKILLS,

KNOWLEDGE, ABILITIES PEGAWAI
• SKILL INVENTORIES  AUDIT NON MANAGERS (GBR 6-7)
• MANAGEMENT INVENTORIES AUDIT MANAGERS ,
JML PEG YG DISUPERVISI
JENIS PEG YG DISUPERVISI
PELATIHAN MGT YG PERNAH DITERIMA
TOTAL BUDGET YG PERNAH DIKELOLA
TUGAS ANAK BUAH
TUGAS MANAJEMEN SEBELUMNYA
B. SUCCESSION PLANNING

MENDORONG HIRING FROM WITHIN

CREATE ENVIRONMENT IN WHICH EMPLOYEES HAVE
CAREERS AND NOT MERELY JOBS
IDENTIFIES HUMAN RRESOURCE SHORTAGES AND SKILL
DEFICIENCIES BEFORE OPENINGS OCCUR.
SPECIAL ASSIGMENTS, JOB ROTATIONS , TRAINING &
OTHER FORMS OF HR development  TO ACCEPT >
RESP OF FUTURE JOB OPENINGS
UNIFIED CORPORATE CULTURE
INTERNATIONAL SUCC PLANNING  SAMA HANYA LEBIH
KOMPLEKS
C. REPLACEMENT CHARTS AND
SUMMARIES.

REPLACEMENT CHARTS A/
REPLACEMENT STATUS TERDIRI DARI : PRESENT
PERFORMANCE AND PROMOTABILITY ( GAMBAR 6-8)
REPLACEMENT SUMMARIES BERISI REPALCEMENT U/
SETIAP PEKERJAAN DAN INDIKASI KEKUATAN DAN
KELEMAHANNYA ( GAMBAR 6-9)
2. ESTIMASI EXTERNAL SUPPLY
EXTERNAL NEEDS
LABOR MARKET ANALYSIS
COMMUNITY ATTITUDES
DEMOGRAPHICS

3. IMPLEMENTASI H R PLANS
HR SURPLUS
ATTRITION hal 174 atau 265
LEAVES OF ABSENCES hal 265
LAYOFFS hal 175
OUTPLACEMENT
HR SHORTAGE
BASED ON HRIS
ause
Short range
f external Fore- expert internal Replacement Succession Hu
ema cast charts planning Au
d techni Demand Supply for An
ques for human human of
Orgn’l trend resources = resources ANALYSIS EXTERNAL lab
OF THE NEEDS ma
LABOR
MARKET
Work other
Long range
force external

SHORT AND LONG RANGE

HUMAN RESOURCE PLAN

Internal Staffing External Staffing

process process