Human Resource Management (HRM)

For a company, human resources are an invaluable asset. Human resources (employees) are the subjects who run the wheels of a company. Because of the importance of human resources, each company has HR management and applies its own qualifications to the recruitment process for new employees.

Basic Human Resource Management

In any sector, not only in companies, human resources play an important role in the progress of an institution. Potential human resources and a high work ethic are usually the foundation of the company's expectations to develop and help direct the company towards and to a higher level than before.

Human resources are people who work in the environment of an organization. We know it by the term workers, labor, personnel or employees. To regulate human resources, a management that provides rules for various matters relating to human resources is needed.

What exactly is human resource management? Human resource management, hereinafter referred to as HR management, as defined by Edwin B. Flippo is planning, organizing, directing and supervising the activities of procurement, development, compensation, integration, maintenance and release of human resources in order to create various individual goals, organizations and society.

Mary Parker Follet provides its own definition. According to him, HR management is an art to achieve organizational goals through arranging other people to carry out the various jobs needed, or in other words not doing the jobs themselves.

Human resource management is the utilization, development, assessment, provision of remuneration and management of individual members of the organization or working group.

This management also concerns the design and implementation of planning systems, personnel preparation, employee development, career management, performance evaluation, employee compensation, and seamless labor relations. This definition was put forward by Henry Simamora.

From some of these understandings, it is clear that HR management is a series of internal activities that are structured in such a way as to achieve a predetermined goal.

Approach to Human Resources Problems

Managing employees is not an easy matter. The number of employees will affect the management. A small number of employees will certainly have fewer problems, but the more employees there are, the more problems there will be.

There are at least three approaches to identifying employee problems, such as:

1. Mechanical Approach

The rapid development of science and technology is also being felt in the industrial sector. Currently, companies are competing to apply various electronic machines to increase production capacity and bring progress in terms of work efficiency.

However, in companies that used to employ labor-intensive employees, the use of electronic devices threatens their survival as company employees. Furthermore, predictably, various problems emerged.

The mechanical approach is used in HR management to overcome the emergence of problems caused by the transfer of technology functions, namely:

a. The emergence of technological unemployment caused by the use of new technology and machines that are more efficient and effective, thereby reducing the use of humans in producing products.

b. Losing a job means losing a source of livelihood.

c. Protection of employee rights from various rules that harm employees. Usually, employee organizations or labor unions will protect the interests of employees from management's treatment that violates the rules.

d. Employees will experience de-motivation due to lack of appreciation from the company management for the achievements and intelligence of employees in carrying out their obligations.

2. Paternalism Approach

The concept of this approach emphasizes dynamic relationships such as the father's relationship in protecting employees as their children.

The paternalism approach has the following characteristics:

a. The implementation and implementation of a program prepared by management for employees is not based on the benefits of holding the program.

b. The implementation of the program is prepared and its implementation is solely on the management side as the policy maker.

3. Approach to the Social System

Corporate is a complex social system and operates on a complex system with all the rules that form the basis for the operation of the company system. The three approaches can be applied in accordance with the circumstances and policies of the management.

Of course, every company has a different HR management based on the characteristics of the company and its employees.

Human Resource Management Challenges

Managing people, in this case managing employees, is not an easy matter. Every company has regulations that have been prepared so that it can run according to its corridor. The problem is, can all employees comply with these rules? That's just one problem.

What about the emergence of problems from outside that more or less disrupt the stability of the company? That's another story, and both should have the same exit. Because the problem will be a serious challenge if it cannot be resolved and drags on.

The challenges that must be faced in this management consist of three categories, namely internal challenges, personal challenges, and external challenges.

1. Internal

Challenges This challenge comes from the company's organizational structure from the management to the employees as production implementers. To overcome these internal challenges, reliable HR management is needed. Various steps can be taken, namely:

a. Increasing supervision as an effort to prevent the emergence of problems and strive so that each problem can be resolved as soon as possible and is not allowed to drag on and can develop into a big problem.

b. Act actively and immediately take security measures. This is done so that problems that arise do not spread and get out of control.

c. Companies need managers who can work in the face of competition and can outperform their business competitors.

2. Personal Challenges

Personal challenges are more focused on the professionalism of employees at work. The company demands that its employees are able to give their best performance so that the company will get the maximum benefit.

For this reason, the personal responsibility of employees is demanded in such a way by company regulations. On the other hand, companies must be able to provide positive feedback in accordance with their demands on employees.

3. External Challenges

External challenges are forces that come from outside that affect business or company activities that have a direct impact on HR management, either directly or indirectly.

To face various external challenges, the company can do several things:

a. Carry out continuous monitoring of business development from information sources in print media and television media which reveal and broadcast business news that can be used as a direction for the company's future business development.

b. Quick response to any business information by analyzing it which then produces the most appropriate responses and results to develop, maintain and/or stop ongoing business activities and HR management policies.

Apart from the three challenges above, there are other challenges that are no less important for the sustainability of this management for a company.

For example:

a. There are still many top managers and their assistant managers who do not understand the purpose and function of HR management in developing the company's organization to develop to a better level.

b. There are still many top managers who are unable to manage, do not understand and do not realize that they do not even carry out their responsibilities in their respective workplaces. A good HR management will certainly have a positive influence on the implementation of the company's functions and goals.

Professionalism must be upheld from top managers, subordinate managers, to employees to achieve the company's business targets. Thus, HR management is not just a theory but can be applied more to the company's organizational structure.