Handout PSI 413 Chapter 18

MANAGING HUMAN RESOURCES IN
SMALL AND ENTREPRENEURIAL
FIRMS
Arruneysha
Cut Aldira R.C.

Pentingkah UKM?
Suatu bentuk usaha kecil

masyarakat yang
pendiriannya berdasarkan
inisiatif seseorang.
Sangat berperan dalam
mengurangi tingkat
pengangguran yang ada di
Indonesia.
Menyerap banyak tenaga
kerja Indonesia yang masih
mengganggur.
Berkontribusi besar pada
pendapatan daerah maupun

pendapatan negara
Indonesia.
Sumber: seputarukm.com

HRM pada UKM Berbeda
SIZE
PRIORITIES
INFORMALITY
THE

ENTREPRENE
UR
IMPLICATION

HRM Penting dalam UKM
HRM yang efektif wajib hukumnya dalam

UKM
High-growth SMEs placed greater
importance on training and development,

performance appraisals, recruitment
packages, maintaining morale, and setting
competitive compensation levels than did lowperforming firms
HRM yang efektif bisa jadi peluang untuk
mendapatkan pelanggan yang lebih banyak.

Memakai Internet & Program Pemerintah
untuk Mendukung HR Effort
Patuh dengan Hukum Ketenagakerjaan
 “bagaimana kontrak kerja?”, “apa karyawan harus

dihitung lembur?”, dll
Employment Planning & Recruiting
-Web Based Recruiting
Employment Selection
- Mematuhi Hukum
Employment Training
Employment Appraisal & Compensation
Employment Safety & Health

LEVERAGING SMALL SIZE:
FAMILIARITY, FLEXIBILITY, FAIRNESS,
INFORMALITY, AND HRM.
Smallness diartikan sebagai familiarity secara
personal pada kekuatan, kebutuhan, dan situasi
keluarga dari karyawan.
Dan juga diartikan sebagai kebijakan dan praktek
kerja perusahaan menjadi flexible dan informal

Simple, Informal Employee Selection Procedures
A Streamlined
Interviewing Process
 Preparing  Focus on knowledge

and experience, motivation,
intellectual capacity, and
personality.
 Specific Factors to Probe  ask a
combination of situational
questions + open-ended

questions.
 Conducting  Pengalaman kulian,
pengalaman kerja part-time dan
full time, tujuan dan ambisi,
reaksi terhadap pekerjaan yang
berkaitan, self-assessment,
pengalaman militer, dan aktivitas
lain yang sedang dilakukan.
 Match the Candidate to The Job.

Work-Sampling Test
A Work-sampling test
means having the
candidates perform actual
samples of the job in
question.

Flexibility in Training

 Four-Step Training

Process
1. Write a job
description.
2. Develop a task
analysis record form.
3.Develop a job
instruction sheet.
4.Prepare training
program for a job.

 Informal Training Method:
 Offer to cover the tuition
 Identify online training






opportunities
Provide a library of tapes
and DVDs
Encourage the sharing
Send people to special
seminars and association
meetings
Create a learning ethic

Flexibility in Benefits and Improved
Rewards
Communication
 Work-Life Benefits  Small
Newsletter
business owners did a better
job of “understanding when
work/life issue emerge.

 Recognition
 Small Business Benefits for

Bad Times
 Simple Retirement Benefits

Online
The Huddle

Fairness and the Family
Business
 Reducing such fairness

problem involve:
 Set the ground rules
 Treat people fairly
 Confront family issues
 Erase privilege

USING PROFESSIONAL EMPLOYER
ORGANIZATIONS (PEO)
Meliputi: managing personnel, dan

memutuskan untuk menyerahkan fungsi HR.

How do PEOs Work?
• Umumnya, PEO

menanggung tugas-tugas
dari HRM.
• PEO menangani aktivitas
yang berkaitan dengan
karyawan, seperti
rekrutmen, hiring, payroll
dan pajak-pajak.
• Fokus pada perusahaan
dengan jumlah karyawan
kurang dari 100 orang.
• “Administrative service
only”

Why use a PEO??

Lack of Specialized HR

Support.
1. Paperwork
2.Liability
3.Benefits
4.Performance

Caveats
“ If your PEO is
poorly managed,
or goes to
bankrupt, you
could find
yourself with an
office full of
uninsured
workers”

Guidelines for finding and working with PEOs:

1.Conduct a need analysis.
2.Review the service of all PEO firm.
3.Determine PEO’s accredited.
4.Check the provider’s bank, credit, insurance, and
professional references.
5.understand how to the employee benefits will be
funded.
6.See if the contract assumes the compliance
liabilities in the applicable states.
7. Review the service agreement carefully.
8.Investigate how long the PEO has been in
business.
9.Check out the prospective PEO’s staff.
10.
“How will firm deliver its services? In person? By
phone? Via the web?”
11. Ask about upfront fees and how these are
determined.
12.
Periodically get proof that payroll that taxes and

insurance premium are being paid properly and
that any legal issues are handled correctly.

MANAGING HR SYSTEMS, PROCEDURES,
AND PAPERWORK
Basic Form  Tabel 18-3
Basic Component of
Manual HR Systems

Automating Individual
HR Tasks

Human Recource
Information Systems
(HRIS)

Other Sources

Packaged Systems

Improved Transaction Prcessing
Online SelfProcessing
Improved
Reporting Capability
HR System Integration
HRIS Vendors
HR and Intranets