Pengaruh Human Capital terhadap Kesuksesan Organisasi

Nuzulul Kusuma Putri, SKM101066048

Pendahuluanknowledge economyFaktor kunci dalam produksi adalah manusia, dan manusia adalah satu-satunya faktor kesuksesan organisasi yang tidak diperdagangkan sebagai komoditas dagang organisasi (Holbeche, 2005)

PendahuluanSelama 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 depanModal intelektual dan potensi inovasi merupakan kunci jangka panjang bagi kesehatan organisasi, dan bahwa manusia atau human capital merupakan sumber utama dari kedua aset tersebut

Pendahuluan

No.PendapatJumlah1.Pendapat CEO tentang tantangan terbesar dalam perkembangan dunia ekonomi saat iniMenemukan/ mempertahankan karyawan yang baik47%Strategi dan perencanaan usaha21%Kerjasama bisnsi/ beraliansi10%2.Dibandingkan dengan tiga tahun yang lalu, isu mengenai sumber daya manusiaLebih penting84%Sama pentingnya14%Kurang penting2%3.Isu tentang sumber daya manusia yang paling penting adalah..Menarik karyawan dengan potensi yang paling baik39%Mempertahankan/ memotivasi karyawan kunci26%Mengatur perubahan17%4.Akankah mengembangkan potensi karyawan yang ada saat ini lebih penting daripada menambah ketrampilan..Setuju62%Sama pentingnya34%Tidak setuju4%

Human Capital

Human capital consider all human abilities to be either innate or acquired. Attributes which are valuable and can be augmented by appropriate investment will be human capital(Schultz, 1961)

Human capital represents the human factor in the organization; the combined intelligence, skills and expertise that gives the organization its distinctive character. The human elements of the organization are those that are capable of learning, changing, innovating and providing the creative thrust which if properly motivated can ensure the long-term survival of the organization(Bontis et al, 1999)

The definition of human capital is The knowledge, skills,competencies and attributes embodied in individuals that facilitate the creation ofpersonal, social and economic well-being (Organisation for Economic Co-operation and Development (OECD), 2001, 18).

Human Capital Schuller (2000)Inti dari human capital adalah ketrampilan, pengetahuan dan kompetensi yang merupakan faktor kunci yang menentukan kesejahteraan organisasi

Davenport (1999)Karyawan seharusnya tidak diperlakukan sebagai aset pasif yang bisa dibeli, dijual dan diganti oleh pemilik organisasi, karyawan juga secara aktif memiliki kontrol terhadap kehidupan kerjanya

Human Capital Armstrong (2006)Individuals generate, retain and use knowledge and skill (human capital) and create intellectual capitalTheir knowledge is enhanced by the interactions between them (social capital) and generates the institutionalized knowledge possessed by an organization (organizational capital)

Human Capital Measurement (OECD, 2001)Three methods of measuring human capital, specifically:measures of activities contributing to the investment or formation of human capital; for example schooling, tertiary study, on-job training output or stock type measures of human capital; for example individual and group competencies, skills and characteristicsmeasures relating to the contribution of human capital to individual and social outcomes; for example future earnings and economic growth.

Human Capital Effectiveness MetricsRevenue Factorlinks the time and effort associated with the firms human capital to its revenue output by indicating employee productivity Expense Factorlinks the time and effort associated with the firms human capital to its operating expense outputIncome Factorlinks the time and effort associated with the firms human capital to its operating income outputEBITDA Factorlinks 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 taxHuman 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 employeesHuman Economic Value Added (HEVA)It shows wealth created per average headcount in an organization

Kesuksesan Organisasisuksesachievement of ones aim, fame, wealth, etc. (Oxford Dictionary)

Penekanannya pada intensi, stabilitas dan return terhadap equilibrium bagi kesuksesan usaha (Holbeche, 2005)

Kesuksesan OrganisasiSebelum Abad ke-21Ukuran 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 dan empowerment theories (1990-an)Sesudah Abad ke-21The 21st century company has to promote and nurture the capacity to improve and to innovate. That idea has radical implications. It means learning becomes the axial principle of organizations. It replaces control as the fundamental job of management.(Holbeche, 2005)

Ukuran Kesuksesan Organisasi Porter & Tanner (2004)

Pengaruh Human Capital Terhadap Kesuksesan OrganisasiAn 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)

Pengaruh Human Capital Terhadap Kesuksesan OrganisasiKaryawan yang berkomitmen tinggi

Mencurahkan semua energi dan kemampuannya untuk organisasiEfektivitas & Efisiensi OrganisasiProduktifDaya ungkit bagi inovasi organisasi Nilai (value) yang dimiliki oleh organisasi dapat tersampaikan kepada customer melalui human capital

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(Toffler, 1991)

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