HUMAN RESOURCES MANAGEMENT

Human resources (HR) is one of the key factors in the economic reforms, namely how to create quality human resources and skills as well as highly competitive in the global competition. SDM is also a decisive asset for the company. Performance and achievements of the company is determined by the role of any manager, especially in human resources management. The role of human resource management is very important because it is closely related to all business functions and be decisive in the implementation of other functions within the company.

Some experts HRM provides give a variety statement of HRM. Schuler, Dowling, Smart and Huber (1992: 16), give a states that: Human resources management (HRM) is very important for Organizations .

The statement asserts that human resource management recognize the importance of the labor organization as the main human resources that contribute to the achievement of organizational objectives and provide assurance that the implementation of the functions and activities of the organization are carried out effectively and fairly for the benefit of individuals, organizations, and society.

Because of the importance of HR's role in the implementation and achievement of the organization's human resource management must consider several aspects such as aspects of staffing, training and development, motivation and maintenance that in more detail.
Human resource management considers that the employee is wealth (asset) the organization has to be managed well, so HRM is more strategic to the organization in achieving its intended purpose.

 In any activity or activities of the organization from time to time always arises issues arise, there are several approaches according to the period. There are three approaches to addressing the problem of human resources, among others :

1.      Approach mechanism

2.      Paternalism approach

3.      Social Systems Approach.

In this approach the mechanism, if there are problems associated with labor, the human factor in the organization of production is equated with another, so that business leaders tend to depress the wages of workers with a minimal thus lower production costs.
Paternalism approach is a concept that considers management as a protector against the employee.
Approach social system social system of education is an approach to problem solving always take into account environmental factors.

In practice the operational functions of Human Resource Management include:
a. Workforce Planning

Workforce planning is the operation of human resource management. With workforce planning efforts intended to plan the number and type of labor appropriate to meet the requirements needed to achieve the objectives of this organization. This function starting job analysis, recruitment, job placement to the orientation.

Its recruiting or withdrawal of human resources so that the organization aims to obtain human resources in accordance with the required expertise. Application activity is with the selection made to determine the extent of the knowledge and skills of the workforce. If already qualified, the workforce can be placed according to their respective expertise.
b. Workforce Development

Workforce development is a condition that showed increases in labor quality so as to reduce dependence on the organization to attract new employees. The purpose of the development of Human Resources is directed to amend the Human Resources potential into productive labor, and able and skilled to become effective and efficient in achieving organizational goals.

 Workforce development can be done by holding regular education and training, promotion and transfer. Education and training done so that labor can always follow the development of science and technology. Promotion can be used for workforce development way, because promotion is a move employees to a higher level. While the mutation is the transfer of employees from one unit to another without changing the existing level. This mutation is expected to have a multi-skill employees.

 The existence of workforce development, both through education and training, promotion and transfer of employees are motivated to have a good performance so that the performance appraisal can be maximized.

c. Performance Assessment Work

Performance appraisal is one important aspect in the management of human resources. With the performance appraisal, it can be seen that the employees have a good work performance and less. This will impact on compensation.

d. Providing Compensation

Compensation function includes the provision of fringe benefits to employees. Compensation may be financial or non-financial. Activities here include the determination of the compensation system that is able to encourage employee performance, and also determine the amount of compensation to be received by each employee fairly.

e. Maintenance Workforce

In the maintenance of existing labor and non-economic aspects of the implementation of economical and hopefully provide peace of work and concentration for workers to produce work performance, which is expected by the organization. Economic aspects related to compensation in the form of salaries and bonuses that are comparable with the results of his work. Non-economic aspects in the form of a guarantee of health, welfare and safety as well as comfort in the work. The existence of the maintenance of adequate manpower would reduce the conflict between workers with employers.

In the maintenance of human resources there are some that need to be assessed in part, on employee job satisfaction, conflict management, employee motivation and communication that occur within the organization.

f. Discharge

Dismissal is the last operative functions of human resource management. Termination function should receive the serious attention of HR managers because it has been regulated by law and binding on the company and the employees. The term dismissal or separation, the separation is someone working breakup of the organization (company) caused by the desire of employees, organizational desires, pensions, or other causes are governed by law.
Human Resources (HR) is a central factor in an organization. Whatever the shape and purpose, the organization is based on a variety of visions for the benefit of man and in the execution of its mission is managed and maintained by humans. Thus man is a strategic factor in all the activities of the institution / organization. Furthermore, HRM means organizing, taking care of human resources based on company vision so that organizational goals can be achieved optimally. Therefore, HRM is also part of the Management Sciences (Management Science), which refers to the functions of management in the implementation of the processes of planning, organizing, staffing, directing and controlling .

Reference
Yuniarsih Tjutju and Suwatno. , 2008. "Human Resource Management". Bandung: Alfabeta.