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Pengaruh Human Capital
terhadap Kesuksesan Organisasi
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Pendahuluan
knowledge economy
Faktor kunci dalam produksi adalah
manusia, dan manusia adalah satu-
satunya faktor kesuksesan organisasi
yang tidak diperdagangkan sebagai
komoditas dagang organisasi
(Holbeche, 2005)
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Pendahuluan
Selama ini, pengukuran kinerja organisasi hanya diukur
melalui pencapaian finansial padahal pengukuran
tersebut tidak merefleksikan daya saing yang
sebenarnya dari organisasi dan belum mampu meramal
kinerja organisasi di masa depan
Modal intelektual dan potensi inovasi merupakan kunci
jangka panjang bagi kesehatan organisasi, dan bahwa
manusia atau human capital merupakan sumber
utama dari kedua aset tersebut
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PendahuluanNo. Pendapat Jumlah
1. Pendapat CEO tentang tantangan terbesar dalam perkembangan dunia ekonomi saat ini
Menemukan/ mempertahankan karyawan yang baik 47%
Strategi dan perencanaan usaha 21%
Kerjasama bisnsi/ beraliansi 10%
2. Dibandingkan dengan tiga tahun yang lalu, isu mengenai sumber daya manusia
Lebih penting 84%
Sama pentingnya 14%
Kurang penting 2%
3. Isu tentang sumber daya manusia yang paling penting adalah..
Menarik karyawan dengan potensi yang paling baik 39%
Mempertahankan/ memotivasi karyawan kunci 26%Mengatur perubahan 17%
4. Akankah mengembangkan potensi karyawan yang ada saat ini lebih penting daripada menambah
ketrampilan..
Setuju 62%
Sama pentingnya 34%
Tidak setuju 4%
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Human Capital
Human capital consider all human abil i t iesto be either innate or acquired. Attributeswhich are valuableand can be augmented by appropriate investmentwill be human
capital
(Schultz, 1961)
Human capital represents the human factorin the organization; the combinedintel l igenc e, sk i l ls and expert isethat gives the organization its dist inct ivecharacter.
The human elements of the organization are those that are capable of learning,changing , innov at ing and pro vid ing th e creat ivethrust which if properly motivated can
ensure the long-termsurvival of the organization
(Bontis et al, 1999)
The definition of human capital is The knowledge, skills,
competenciesand attributes embodied in individualsthat facilitate the creation of
personal, social and economic well-being
(Organisation for Economic Co-operation and Development (OECD), 2001, 18).
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Human Cap ital
Schuller (2000)
Inti dari human capital
adalah ketrampilan,
pengetahuan dankompetensi yang
merupakan faktor kunci
yang menentukan
kesejahteraan organisasi
Davenport (1999)
Karyawan seharusnya
tidak diperlakukan
sebagai aset pasif yangbisa dibeli, dijual dan
diganti oleh pemilik
organisasi, karyawan
juga secara aktif memiliki
kontrol terhadap
kehidupan kerjanya
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Human Cap italArmstrong (2006)
I ntellectual Capital
Social Capi tal Organizational Capital
Human Capital
1. Individuals generate, retain and use knowledge and skill (human capital) andcreate intellectual capital
2. Their knowledge is enhanced by the interactions between them (social
capital) and generates the institutionalized knowledge possessed by an
organization (organizational capital)
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Human Capital Measurement (OECD, 2001)
Three methods of measuring human capital,specifically:
measures of activities contributing to theinvestment or formation of human capital; for
example schooling, tertiary study, on-job trainingoutput or stock type
measures of human capital; for exampleindividual and group competencies, skills andcharacteristics
measures relating to the contribution of humancapital to individual and social outcomes; forexample future earnings and economic growth.
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Human Capital Effectiveness
Metrics Revenue Factor links the time and effort associated with the firms human capital to its revenue output by indicating
employee productivity
Expense Factor links the time and effort associated with the firms human capital to its operating expense output
Income Factor
links the time and effort associated with the firms human capital to its operating income output
EBITDA Factor links the time and effort associated with the firms human capital to its operations profitability without the
potentially distorting effects of changes in depreciation, amortization, interest and tax
Human Capital Value Added (HCVA) The formula for HCVA is; (Revenue - (Operating Expense - (Compensation + Benefits Cost) / Headcount
(temporary excluded))
Human Capital Return on Investment (HCROI) It calculates the return on investment on a company's employees
Human Economic Value Added (HEVA) It shows wealth created per average headcount in an organization
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Kesuksesan Organisasi
sukses
achievement of ones aim, fame, wealth, etc.
(Oxford Dictionary)
Penekanannya pada intensi, stabilitas dan return
terhadap equilibrium bagi kesuksesan usaha (Holbeche,
2005)
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Kesuksesan Organisasi
Sebelum Abad ke-21
Ukuran kesuksesan lebih tertuju
pada the excellence and
entrepreneurship theories (1970-
an)
Lebih berfokus pada
kepemimpinan dan pelayanan
pada pelanggan (1980-an)
Mengacu pada learning
organization, re-engineering, core
competency, systems thinking,
agile company danempowerment
theories (1990-an)
Sesudah Abad ke-21
The 21st century company
has to promote and nurture the
capaci ty to improve and to
innovate.That idea hasradical implications. It means
learning becom es the axial
pr inc iple of organizat ions .It
replaces control as the
fundamental job ofmanagement.
(Holbeche, 2005)
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Ukuran Kesuksesan OrganisasiPorter & Tanner (2004)
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Pengaruh Human Cap ital Terhadap
Kesuksesan Organisasi
An organizations success is the product of its peoples
competence. That link between people and performance
should be made visible and available to all stakeholders.
Armstrong (2006)
Inisiatif pimpinan Merasa dihargai/diperlakukan secara adil
Iklim organisasi yang baik
(terbuka)
Trust
Kinerja tinggi/ komitmentinggi
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Pengaruh Human Cap ital Terhadap
Kesuksesan Organisasi
Karyawan yang
berkomitmen tinggiMencurahkan semua energi dan
kemampuannya untuk organisasi
Efektivitas & Efisiensi
OrganisasiProduktif
Daya ungkit bagi inovasi
organisasi
Nilai (value)yang dimiliki oleh
organisasi dapat tersampaikan kepada
customer melalui human capital
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TERIMA KASIH
We stand at the edge of the deepest power-shift in human
history. In years past, power equated to manpower and
horsepower. Today, and more so in the future,
knowledge and information are power
(To ff ler, 1991)