Those five areas of HRM can be drawn in the diagram below.
Figure 1. The Human Resource Management System HRM has a broad scope related to the employees. Sometimes,
dealing with English courses, the elements of HRM are not working harmoniously. For example, the demand of good performance of teacher is
not equal with the availability of training program. In order to optimize the employees’ performance, HRM have to use all its aspects efficiently.
4. The Objectives of Human Resource Management
Employee and Labor Relations
Safety and Health Compensation and
Benefits Human Resource
Development Human Resource
Planning, Recruitment, and
Selection
Human Resource Management
Ivancevich 1998: 9, states that the contribution HRM makes to organizational effectiveness include the following:
a. Helping the organization reach its goals.
b. Employing the skills and abilities of the workforce efficiently.
c. Providing the organization with well-trained and well-
motivated employees. d.
Increasing to the fullest the employee’s job satisfaction and self actualization.
e. Developing and maintaining a quality of work life that makes
employment in the organization desirable. f.
Communicating HRM policies to all employees. g.
Helping to maintain ethical policies and socially responsible behavior.
h. Managing change to the mutual advantage of individuals,
groups, the enterprise, and the public. Notoatmojo 2003: 118, says that the main purpose of human
resource management is to improve the human resource contribution employees toward the organization in order to reach the productivity of
the organization itself. Notoatmojo explains that those objective can be extended into four operational objectives:
a. Societal objective; gives advantages for the society.
b. Organization objective; helps to achieve the whole organization
objectives. c.
Functional objective; maintains the contribution of other divisions.
d. Personnel objective; helps the employees to reach their
personal objectives, in order to give motivation and maintain the employees.
In general, it can be concluded that the objectives of human
resource management is supporting the organization to reach the goal and managing all things related with employees.
4. Need and Motivation
People always have motivation in doing their activities. Elliot et al 2000: 332 define motivation as an internal state that arouses us to action,
pushes us in particular directions and keeps us engaged in certain activities. It is strengthened by Lahey as quoted by Crowl et all 1995 that
propose motivation as internal state that activates and gives direction to our thoughts, feeling and action. Ivancevich 1998: 310 defines
motivation as the set of attitudes and values that predisposes a person to act in a specific, goal-directed manner.
Similar to the previous statement, teacher as the employee of an English course has certain motivation in doing their work. The high or low
motivation can determine the quality of their teaching quality. For example, the teachers work in order to get money to fulfill their needs. If
their needs are fulfilled well, they will present their good quality of work. Maslow 1943 in Ivancevich 1998: 311 proposes an interesting
hierarchy in the prepotency of needs. Starting with a classification of needs into:
a. Physiological
b. Safety including routine, consistency and security
c. Social love
d. Esteem
e. Self-actualization
Maslow’s hierarchy of needs takes the form of pyramid in ascending order, the needs are physiological, safety, social, esteem, and
self actualization. Lower-order needs physiological and safety motivate employees toward earning direct financial compensation to buy shelter and
do things like provide for retirement. To fulfill the physiological and safety needs of employees, a company can give good salary and old-age
security. As another example, training and appraising performance are good ways to fulfill the social, esteem, and self actualization needs of the
employees. In relation with self-actualization, for many employees, the job is a major source of personal identity. For employees to be productive,
they must feel that the job is right for their abilities and that they are being treated equitably. If all the needs are fulfilled and they are treated well, the
employees will be motivated to show their capability and give their best performance of their work.
Figure 2. Maslow Need Hierarchy The function of HRM as Byars and Rue 1997: 17 propose, such
as Planning, recruiting, selection, human resource development, compensation and benefits, safety and health, employee relation, and
Self-act
Esteem
Social love Safety
Physiological
human resource research generally are applied properly to improve the work motivation of employees.
From those explanations, generally in motivating employees, most of the focus has been on money. Such as wage or salary, overtime pay,
incentives, and benefits. However, the other aspects such as training, appraising performance, safety and health security are also affect the
relationships between pay and motivation.
C. The Nature of English Learning and Teaching
This section will discuss about the nature of English learning and teaching, including: 1 language learning, and 2 language teaching.
1. Language Learning a. The Meaning of Language Learning
Learning language is not an easy matter. People can be said succeeded in learning language if they finally able to communicate by using the language.
Finnocchiaro and Brumfit 1983 in Richards and Rodgers 2001: 156 state that language learning is learning to communicate. Larsen 2000: 127 supports the
previous theory by stating that learning to use language forms appropriately is an important part of communicative competence. Brown 2000: 14 defines language
learning as learning to communicate genuinely, spontaneously, and meaningfully in the second language. In summarize, language learning is learning to
communicate substantively, spontaneously, and meaningfully to produce good communicative competence.
b. Theories of Language Learning
