Lecture material for Human Resources Management base on the book by Werther and Davies

1. TELKOM UNIVERSITY 2014
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Werther, Jr., W.B., & Davis, K. (2006).
Human Resources & Personnel Management.
(5th Edition). Singapore. McGraw Hill
Chapter 11

2. THE QUESTIONS
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•How’s my career in this company?
•Is there any training & development program that could help me to get promoted?
•How can I develop my career here?
•Why is not company provide career guidance?
•When someone get promoted, is he/she earned it?

3. TERMS USED IN CAREER
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TERMS
DESCRIPTION
CAREER
Jobs carried out by a persons while they served the organization
CAREER PATH
Sequential patterns of jobs which form the person’s career
CAREER GOALS
Future position that someone will/can achieve
CAREER PLAN
Proccess by which individual choose a career goals and career path
CAREER DEVELOPMENT
Improving knowledge, skills, & ability and performance to achieve career plan

4. INDIVIDUAL CAREER ILLUSTRATION
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Graduate
Work / start own business
Rotation, transfer, promotion
Resignation
New job
Rotation, transfer, promotion
Career goals
Personal Development

5. IS IT NECESSARY TO PLAN?
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•YES
•Individual/employee must know what to expect in the future
•Prepared what is necessary (performance, experiences, education)
•Act according to their career plan

6. TELKOM UNIVERSITY 2014
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Example of the Career stage @ ARMY

7. MACAM KENAIKAN PANGKAT
1. REGULAR ADVANCEMENT (obliged to requirement)
2. SPECIAL ADVANCEMENT
a.Special assignment involving life-treathening mission or contributed beyond the call of duty
b.Advancment regarding retirement for the job welldone and good performance
c.Advancement after the combat duty (KENAIKAN PANGKAT MEDAN TEMPUR-KPMT).
d.UTK PA, KPMT DIGANTIKAN DLM BENTUK PRIORITAS PENDIDKAN, JABATAN ATAU PENAMBAHAN MDP SEBANYAK 6 (ENAM) BULAN.
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8. 3. KENAIKAN PANGKAT MINIMAL
a. LETDA KE LETTU :
MDP 3 TAHUN ( LULUSAN SESARCAB )
b. LETTU KE KAPTEN :
MDP 7 TAHUN ( LULUSAN SESARCAB )
c. KAPTEN KE MAYOR :
MDP 12 TAHUN ( LULUSAN SELAPA)
MDP 13 TAHUN ( LULUSAN SESARCAB + DIKBANGSPES )
MDP 14 TAHUN ( LULUSAN SESARCAB )
d. MAYOR KE LETKOL : MDP 16 TAHUN ( LULUSAN SESKO ANGKATAN ) MDP 17 TAHUN ( LULUSAN SELAPA + DIKBANGSPES ) MDP 18 TAHUN ( LULUSAN SELAPA ) MDP 19 TAHUN ( LULUSAN SESARCAB + DIKBANGSPES ) MDP 20 TAHUN ( LULUSAN SESARCAB )
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9. e. LETKOL KE KOLONEL : MDP 21 TAHUN ( LULUSAN SESKO ANGKATAN ) MDP 22 TAHUN ( LULUSAN SELAPA + DIKBANGSPES ) MDP 23 TAHUN ( LULUSAN SELAPA ) MDP 24 TAHUN ( LULUSAN SESARCAB + DIKBANGSPES ) MDP 25 TAHUN ( LULUSAN SESARCAB )
f. KOLONEL KE BRIGJEN :
MDP 26 TAHUN ( LULUSAN SESKO TNI )
MDP 27 TAHUN ( LULUSAN SESKO ANGKATAN )
MDP 28 TAHUN ( LULUSAN SELAPA + DIKBANGSPES )
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10. CAREER PATH IN ACTION
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Management Trainee
Marketing officer 2 y.o.e
Marketing senior officer
2 y.o.e
Assistant Manager for marketing
1 y.o.e
Regional Marketing manager
2 y.o.e
National Marketing Manager
1.5 y.o.e
GM Marketing 2 y.o.e
Director of marketing 2 y.o.e

11. CAREER PATH IN ACTION
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HR Trainee
HR officer
HR senior officer
HR site manager
Regional HR manager
SBU HR Manager
National HR Manager
Director of HR

12. IMPORTANT NOTES
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•Career plan is the responsibility of each individual
•HR only act as the facilitator
•Career movement is now always to the top
•Career goals should not be rigid, they should be evaluated as they go
•How far will you go to pursuit your career (time, efforts, money)

13. BENEFIT OF CAREER PLANNING
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Increase productivity
Improveing attitude & motivation
Improving the job satisfaction
Reduce turnover
Experienced workers
Increase loyality & commitment
Internal sources for the company
Optimized employee potential
Help individual to understand their career
Reduce pilling of the employee

14. EMPLOYEE ROLES
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•Inform their supervisor about the career plan
•Specification they possess
•Commitment to pursue the goals
•Employee should realize that they should not rest their career in one company
•Realizing that there is a trade-off between career and their time/efforts

15. WHAT EMPLOYEE WANT
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Career equity (adil)
Supervisory concern (perhatian)
Awareness of opportunities (kesempatan)
Employment interest (keleluasaan pilihan)
Career satisfaction (kepuasan)

16. HR ON CAREER PLANNING
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•Prepare the clear path for each employee
•Inform the path to all employee
•Prepare detail information about each position (experience, salary, task, training, location, work demand)
•Set up development program for the employee
•Encourage employee to learn and understand the importance to relate their personal career with the path in the organization
•Compile and study the individual career plan for each emplyee and align them with the HR plan
EDUCATION – INFORMATION - COUNCELLING

17. HR ON CAREER PROBLEMS
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•Conduct routine councelling for those who need
•Monitor the growth and decline in the business
•Aware of the strategic changes
•Supervisor and management problems
•Unmet career plan

18. HR ON CAREER EDUCATION
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•Only few company regards career plan and education as an important matter
•Fewer employee care about their career, until it’s too late
•Limited information and written document about career path
•There are growing need for the career educational program to encourage the employee to be aware of their career

19. CAREER INFORMATION PLANNING
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•If the company already has the career program, then the information should made availableand deliver to the employee
•What kind of information needed in career path;
•Job description & spesification. Job family, different job which require almost the same skills
•Career path available
•The requirement
•The career development program from the company (if there are any)
•Job progression ladder  part of the career path

20. JOB PROGRESSION LADDER
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Tax administrator Financial Administrator Marketing Administrastor HR Administrator

21. CAREER PLAN COUNSELLING
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•HR shuld identify and compile the employee interest and the KSA
•Clearly describe whether there are any chance that the interest can be met by the company, and in how much time
•Describe the alternative which is available
•Conducting measurement (test, training, rotation, transfer) to evaluate the employee KSA with their interest

22. CAREER PLAN COUNSELLING
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Individual assessment
•Career plan is only part of the individual life plan
•What is your plan for your life? What will you become in certain years?
•What is your career plan?
•Is your life and career plan align?
•Can the company met both of your plan
•Do I have the ability to achieve the plan?

23. CAREER PLAN COUNSELLING
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Environment assessment
•Individual skills should adjusted to the environment requirement
Career counselling process
•Should be conducted with cautious and fair
•What we should understand is that eventough we tought we had the capabilities, oftentimes there is other guy that get promotion. There are many reasons for this condition

24. CAREER HALT
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•Two sides of the stories:
•Employee factors
•Non employee factors

25. CAREER HALT
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•Employee factors:
•Can not define own goals
•Not enough KSA
•Lack of confidence
•Non employee factors:
•Value
•System
•Supervisor
http://www.telegraph.co.uk/finance/jobs/9877132/Career-change-how-to- make-it-happen.html

26. CAREER PLAN
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•An act of the individu to achieve their career goals, both individually and with the support from the HR
http://www.decision-making-solutions.com/career_change_decision.html

27. INDIVIDUAL CAREER PLAN
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•The alternatives;
•Maintain good performance
•Expose themselves
•Build network
•Resignation from current job
•loyalty
•The availablity of the sponsor or mentor
•Opportunity to advance
•Experience and KSA

28. CAREER PLAN FROM HR
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•Supported by the management (acknowledge in a written system)
•Performance appraisal and career counselling
•Conduct routine assessment to measure the readiness of the employee to advance