manajemen personalia atau personal yakni seluruh kegiatan memperoleh, menggunakan, dan memelihara personel kerja yang puas.
Ini adalah bagian penting dari manajemen yang berkaitan dengan karyawan di tempat kerja dan kekerabatan mereka dalam organisasi.
Table of Contents
Definisi Manajemen Personalia
Menurut Flippo, “Manajemen personalia adalah perencanaan, pengorganisasian, kompensasi, integrasi, dan pemeliharaan orang-orang untuk berkontribusi pada tujuan organisasi, individu, dan masyarakat.”
Menurut Brech, “Manajemen Personalia yakni bagian yang terutamanya terkait dengan sumber tenaga manusia dari suatu organisasi.”
Sifat Manajemen Personalia
Sifat Manajemen Personalia mencakup fungsi ketenagakerjaan, pengembangan, dan kompensasi. Fungsi-fungsi ini manajemen personalia lakukan dengan berkonsultasi pada departemen lain.
Manajemen personalia adalah perpanjangan dari manajemen umum. Ini berkaitan dengan mempromosikan dan menstimulasi personel kerja yang kompeten untuk memberikan kontribusi penuh mereka kepada keadaan sulit tersebut.
Manajemen personalia hadir untuk memberi tuntunan dan membantu manajer lini dalam keadaan sulit personalia. Oleh sebab itu, departemen personalia ialah departemen staf dari suatu organisasi.
Manajemen personalia menekankan perbuatan daripada membikin jadwal, agenda, dan cara kerja yang panjang. Keadaan dan keluhan orang di daerah kerja dapat manajemen personalia selesaikan secara lebih efektif via kebijakan personalia yang rasional.
Tindakan ini berdasarkan pada orientasi manusia.Kecuali hal yang demikian mencoba untuk membantu para pekerja agar bisa mengoptimalkan potensi mereka sepenuhnya.
Ia itu juga, menyemangati karyawan melalui agenda insentif yang tepat sasaran sehingga karyawan rela memberikan kerjasama penuh.
Manajemen personalia berhubungan dengan sumber personel manusia yang menjadi perhatiannya.
Dalam konteks sumber personel manusia, ia mengelola bagus individu maupun pekerja industri.
Manfaat Manajemen Personalia
Manajer personalia yaitu kepala departemen personalia. Semua melaksanakan fungsi manajerial dan operatif manajemen.
manfaat manajemen personalia bisa kita ringkas sebagai berikut:
- Manajer personalia menolong manajemen puncak – Manajemen puncak yakni orang-orang yang menetapkan dan membingkai kebijakan utama yang menjadi perhatian. Ia macam kebijakan yang berkaitan dengan personalia atau personel kerja bisa tertata secara tepat sasaran oleh manajer personalia.
- Semua memberi anjuran manajer lini sebagai ahli staf. Manajer personalia berbuat sebagai penasihat staf dan membantu manajer lini dalam menangani bermacam permasalahan personalia.
- Sebagai konselor, manajer personalia menangani keadaan sulit dan keluhan karyawan dan mengarahkan mereka. Semua mencoba menuntaskannya dengan kemampuan terbaiknya.
- Manajer personalia berperilaku sebagai penghubung antara manajemen dan pekerja
- Manajer personalia bertingkah dalam kontak lantas dengan karyawan, dan ia mesti bertingkah sebagai perwakilan organisasi dalam komite yang sudah pemerintah tunjuk. Seluruh mewakili perusahaan dalam pelatihan programmer.
Perbedaan Antara Manajemen Personalia dan SDM
Ada beberapa titik perbedaan antara Manajemen Personalia (PM/ Personnel management) dan MSDM (HRM/ Human Resource Management), padahal, pada beberapa kabar utama, PM dan HRM amat identik.
Manajemen Personalia Tradisional cenderung sempit, berusaha untuk menghadiri manajer lini. Sebaliknya, HRM terintegrasi ke dalam peran manajer lini dengan posisi proaktif yang kuat dan bias terhadap bisnis.
PM mempunyai sejarah dalam menekankan kontrol birokrasi, seringkali dalam arti reaktif, ialah, kontrol cara kepegawaian dan personalia.
Tidak akan berpendapat bahwa PM mewakili sistem yang amat terkotak-kotak.
Sebaliknya, HRM membuat upaya yang gigih untuk menjadi mekanisme yang lebih integral dalam membawa dilema orang paralel dengan persoalan bisnis, dengan orientasi pencarian keadaan sulit dan pemecahan dilema yang jelas dan tekad untuk membangun metode organisasi kolaboratif.
Peran manajemen puncak dalam memastikan rencana perubahan dan pengembangan amat tampak dalam HRM.
Dari diskusi di atas, kita bisa membuat perbedaan utama antara manajemen personalia tradisional dan HRM modern.
MSDM merupakan versi baru dari manajemen personalia. Melainkan ada perbedaan khusus antara manajemen sumber energi manusia dan manajemen personalia.
Padahal, ada sebagian perbedaan dalam hal-hal berikut:
- Manajemen personalia yakni pendekatan tradisional untuk mengelola orang-orang dalam organisasi. SDM yakni pendekatan modern untuk mengelola orang-orang dalam organisasi.
- Pada manajemen personalia berfokus pada administrasi personalia, kesejahteraan karyawan, dan hubungan kerja. SDM berkonsentrasi pada perolehan, pengembangan, semangat, dan pemeliharaan sumber tenaga manusia dalam organisasi.
- PM mengasumsikan orang sebagai input untuk mencapai output yang mereka ingingkan. SDM menganggap orang sebagai sumber tenaga yang penting dan berharga untuk menempuh output yang perusahaan inginkan.
- Pada manajemen personalia, fungsi personalia untuk kepuasan karyawan. Sedangkan, Manajemen Sumber Daya Manusia, fungsi administrasi untuk pencapaian tujuan.
- Di bawah manajemen personalia, desain profesi berdasarkan pembagian kerja. Di bawah Manajemen Sumber Daya Manusia, fungsi desain pekerjaan berdasarkan kerja golongan/kerja tim.
- Pada manajemen personalia, karyawan memiliki peluang pelatihan dan pengembangan yang lebih sedikit. Di bawah MSDM , karyawan mempunyai lebih banyak kesempatan pelatihan dan pengembangan.
- Dalam manajemen personalia, keputusan oleh manajemen puncak layak dengan hukum dan undang-undang organisasi. Dalam SDM, keputusan diwujudkan secara kolektif sesudah mempertimbangkan partisipasi karyawan, wewenang, desentralisasi, lingkungan yang kompetitif, dan lainnya.
- Manajemen personalia berkonsentrasi pada peningkatan produksi dan kepuasan karyawan. SDM berkonsentrasi pada efektivitas, budaya, produktivitas, dan partisipasi karyawan.
- Pada manajemen personalia berkaitan dengan manajer personalia. Meskipun, Manajemen Sumber Daya Manusia berhubungan dengan seluruh tingkat manajer dari atas ke bawah.
- PM yakni fungsi rutin. SDM yaitu fungsi strategis.
SDM ialah versi baru dari manajemen personalia. Tetapi ada perbedaan khusus antara manajemen sumber daya manusia dan manajemen personalia. Perbedaan antara manajemen personalia dan manajemen sumber kekuatan manusia bisa Anda baca di sini.
Sejarah Perubahan Manajemen Personalia Menjadi SDM Strategis
Dalam sebagian tahun terakhir sejumlah besar literatur seputar manajemen personalia telah kritis terhadap peran organisasi.
Persepsi yang masyarakat biasa pegang secara luas bahwa fungsi tersebut terbatas pada posisi reaktif, perkelahian karyawan, dan administratif yang gagal menjadi relevan dengan tujuan organisasi.
Persepsi yang lazim bahwa manajemen personalia sepatutnya mengkoreksi ini dengan terlibat pada tingkat strategis.
Ada kecenderungan untuk mengganti istilah manajemen personalia dengan HRM. Kemudian timbul pula konsep strategic human resource management (SHRM).
Ada juga pedoman-pertanda bahwa peran manajemen personalia sedang terkikis sebab tanggung jawab untuk kegiatan tertentu yang sebelumnya didelegasikan kepadanya. Kemudian, dikembalikan ke manajemen lini dalam pendefinisian ulang tanggung jawab manajemen untuk mengelola orang.
Fungsi manajemen personalia tak mempunyai relevansi strategis sebab terkunci dalam peran administratif. Ada potensi konflik dalam hubungannya dengan manajer lini sebab MSDM merupakan dimensi dari semua peran manajerial.
Level penelitian terupdate memperlihatkan pergeseran tanggung jawab untuk banyak aspek manajemen personalia dari fungsi dan menuju manajemen lini.
Ada laporan bahwa lingkungan bisnis yang berubah dengan pesat yang mengakibatkan globalisasi dan kebutuhan akan tenaga saing sudah menyebabkan manajemen membawa fokus baru pada bagaimana membatasi dang mengelola sumber energi manusia.
Tinjauan literatur mengungkapkan dua untaian yang berbeda, dan ini yaitu: pengaplikasian istilah \”SDM\” yang cukup luas, kerap kita singkat (HRM); dan munculnya istilah manajemen sumber tenaga manusia strategis.
Proses Pengembangan dari Manajemen Personalia ke HRM dan SHRM
Wayne Cascio (1989) membagi pengembangan dari Manajemen Personalia ke HRM dan SHRM menjadi tiga (3) fase yang berbeda:
- Tahap Satu – 1900 – 1940-an Kesejahteraan dan Administrasi.
- Tahap Dua – 1940-an- pertengahan 1970-an kesejahteraan, administrasi, kepegawaian dan pelatihan manajemen personalia, dan kekerabatan industrial;
- Tahap Tiga – pertengahan – 1970-an – 1990-an HRM dan SHRM.
Tindakan utama dari tiap-tiap tahap perkembangan kita bahas di bawah ini:
Tahap Satu: Kesejahteraan dan administrasi (1900-1940-an)
Fungsi personalia dilakukan oleh supervisor, manajer lini, dan spesialis awal (misalnya, petugas rekrutmen, pelatih, petugas kesejahteraan) jauh sebelum mendirikan asosiasi nasional yang mewakili “pekerjaan” personel atau SDM.
Manajemen Ilmiah J. Taylor (1856-1915), lewat desain pekerjaan, cara penghargaan terprogram , dan teknik seleksi \”ilmiah\”, menolong menyempurnakan praktik manajemen personalia dalam perekrutan dan penempatan karyawan personel mahir.
Ilmu Perilaku menambahkan pengujian psikis dan sistem semangat, meskipun ilmu manajemen berkontribusi pada program manajemen kinerja.
Sebelum Perang Dunia Kedua pada tahun 1945, fungsi manajemen personalia sebagian besar terfragmentasi dan sering dikerjakan oleh manajer lini sebagai komponen dari tanggung jawab manajemen mereka secara keseluruhan.
Selama periode ini, masyarakat biasanya stabil, walaupun terjadi Perang Dunia Pertama yang menyebabkan kenaikan tingkat depresi.
Serikat pekerja aktif, sebagian besar berfokus pada masalah gaji dan situasi kerja.
Fungsi personalia secara khusus terbatas pada area administratif (semisal, catatan bayaran/gaji, prosedur disiplin, dan kegiatan kesejahteraan karyawan).
Tahap Dua: Kesejahteraan, administrasi, kepegawaian, dan pelatihan (1940-an-pertengahan 1970-an)
Perang Dunia Kedua yang disebutkan di atas memiliki dampak yang signifikan kepada mereka yang tertinggal, secara khusus dalam bisnis dan pasar daya kerja.
Selama Perang Dunia Kedua, tak hanya ada kelangkaan kekuatan kerja di industri penting seperti amunisi dan makanan, tapi juga ada peningkatan problem dan daya kerja karyawan yang ada.
Banyak lagi perempuan yang terlibat di semua bidang industri untuk menggantikan suami dan saudara laki-laki mereka yang berada di dinas militer.
Tekanan keuangan, sosial, dan keluarga mulai menghambat produktivitas dan output karyawan hal yang demikian, dan mereka menjadi kian sulit untuk direkrut.
Waktu perang usai, tentara yang kembali membanjiri pasar kekuatan kerja, seringkali dengan keterampilan kerja yang tak memadai.
Inisiatif pemerintah mendukung karyawan, dan mereka sendiri pascaperang dalam ekonomi berkembang. Tak pengusaha mengamati layanan kesejahteraan bagi karyawan untuk menarik dan mempertahankan karyawan dan menentukan produktivitas mereka yang berkelanjutan.
Kursus pelatihan diluncurkan untuk membekali praktisi dengan keterampilan yang dibutuhkan.
Lebih banyak organisasi mulai mempekerjakan pakar untuk melaksanakan rekrutmen, pelatihan, dan kegiatan kesejahteraan, menghapus fungsi-fungsi ini dari manajer lini.
Tahap ini ditandai dengan perluasan fungsi personel yang diperlukan untuk ekonomi pascaperang; perpindahan berjenjang dari pendekatan ahli ke pendekatan yang lebih biasa; adopsi teori termasuk manajemen ilmiah, ilmu perilaku, dan hubungan manusia.
Energi ini menandai kebangkitan serikat pekerja. Serikat pekerja berfokus pada situasi sulit gaji dan situasi kerja, memaksa aktivitas personel lebih lanjut untuk memasukkan pertimbangan hubungan industrial.
Tenaga aktivitas personalia meluas, sebagian besar terpisah dari kekerabatan industrial, dan filosofi profesional tak ada.
Tahap Tiga: MSDM dan MSDM Strategis (pertengahan 1970-an – 1990-an)
Kekuatan ini ditandai dengan kompetisi ketat di pasar kekuatan kerja dunia. Kekuatan teori “Excellence” yang disebutkan sebelumnya mulai memberi pengaruh manajemen karyawan.
Manajemen personalia berubah menjadi Manajemen Sumber Daya Manusia pada 1970-an, mewakili perubahan menuju integrasi fungsi personalia, yang secara strategis berfokus pada efektivitas organisasi secara keseluruhan.
Tetapi seperti jangka waktu sebelumnya, tahap ini merupakan integrasi manajemen personalia dan relasi industrial ke dalam pendekatan yang terkoordinasi dan strategis untuk mengelola karyawan organisasi, yang mengarah pada pengembangan Strategic Human Resource Management (SHRM).
SHRM bisa dianggap sebagai perspektif \”makro\” (seumpama, taktik dan kebijakan), meskipun MSDM lebih mewakili pendekatan mikro.
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