MSDM Strategis - Tya
(MSDMS)

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Course Description

Strategic human resource management (strategic HRM, or SHRM) may be regarded as an approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes. The approach is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need.



Model Perspektif Dasar MSDMS

As illustrated in this work, strategic human resource management is a complex process that is constantly evolving, with theory in this area a subject of ongoing discussion by academics and other commentators. Its definition and relationships with other aspects of business planning and strategy is not absolute and opinion varies between writers.

Several issues of SHRM are How to Do Human Resources Strategic Planning (Need basic information about Human Resources’ strategic planning and management as a function or department within an organization?; Develop a Human Resources Department Business Plan; Create Value With Human Resource Measures; Build a Strategic Framework: Mission Statement, Vision, Values; How to Implement Strategic Planning: Vision Statement, Mission Statement, Values, More; How to Get a Seat at the Executive Table: Ten Tips; Create Your Personal Vision Statement; Identify and Live Your Personal Values; Thinking Strategically First Makes Strategic Planning Work; Strategic Planning Pitfalls – to Avoid; What Is Human Resource Management?; Recession Planning for Employees; Reinventing HR from the Classroom to the Boardroom; Strategic Human Resources: Avoiding Circular Conversations; The Strategic HR Coach; A New Role for HR: Support Your Company’s Brand; Why Human Resources Leaders Need Degrees; Vision Is Your Desired Future; Mission Is What You Do ;Core Values Are What You Believe; Poll: Why Is Creating a Personal Vision Statement Important?and HR Redesign.

Course Objectives

In the wake of completing this course, students are expected to:

  1. Have a deeper acknowledgment to operate Human Resources Management.
  2. Able to express current issues of managing people within organization on both local and global perspectives
  3. Create future orientation on managing human resources
  4. Describe important variable influenced strategic pattern on human resources management
  5. Formulate strategies on HRM
  6. Evaluate the implementation of SHRM

Class Procedures

  1. Presence. Students are required to attend lectures at least 80% of total lectures held. Any violation against this rule may cause the ineligibility to get a final grade.
  2. Class participation. Students are highly expected to contribute ideas, thoughts, experiences, and arguments to the class discussion. Although overviews of key points and issues are provided, we require that students comprehend the materials in details, raise questions and ideas, and create a “lively” class, meaning that students must read and prepare readings assigned prior to coming to the class.
  3. An experiential approach. Continuously and consistently, students are assigned to do assignment and report the findings to the lecturer. Students will be randomly distributed into groups that consist of four members.
  4. Internet exploration. Students are encouraged to harness the advancement of information and communications technology (ICT) in exploring knowledge and opportunities. Remember that in current circumstances, a clever person is not she who can answer all questions; rather, it is she who knows where to find answers.

Assessment

  • Class participation 15%
  • Presentations 20%
  • Mid-term examination (UTS) 30%
  • Final examination (UAS) 35%

Research proposal. An individual proposal of research project is to be submitted, describing your interest to certain topic in strategic human resources management. Late submissions will not be accepted without the prior approval of the lecturer. All requests for extensions should be directed to lecturer by e-mail at least one week before the due date for submission. Extensions will be granted for medical reasons upon receipt of a medical certificate, or in exceptional circumstances in consultation with the lecturer.
Examinations. Mid-term and final tests purport to examine students’ knowledge and understanding on concepts learnt in the lectures.

Grading Systems

  • E~F means at least one of assignment and test found plagiarism
  • D (50-59) means that you are able to summarize and order readings relevant to the topic.
  • C (60-69) means that you do this with some greater precision and flair or more comprehensively and/or accessibly.
  • B (70-79) indicates that you have shown evidences of substantial and well argued independence of thoughts, insightful evaluation, or original research.
  • A (80-100) indicates that you have added significant new values to existing knowledge or understanding through logic or evidence of some ingenuity,creativity, or excellence.

Guidelines for Written Work, Assessment, and Plagiarism
At the undergraduate level, a high quality presentation and content is required. All works should be typewritten, proofread, and checked for accuracy before submission. Marks will be deducted for lack of referencing.
Faculty of Economics, Yogyakarta State University has strict rules regarding honesty in assessment. All students should be aware of the rules concerning misconducts in assessment, which prohibit certain behaviors, such as:

  • No part of the work has been copied from any other person’s work except where due acknowledgement is made in the text,
  • No part of the work has been written by any other person except where such collaboration has been authorized by the lecturer concerned, and
  • No part of the work has been submitted for assessment in another course in this or another part of the university except where authorized by the lecturer concerned.

Main Assignment

This batch is focused on the exploration of various Strategic Model of HR management applied on Different Industries. The aim the investigation is student explore for both individual and organizational development within firms strategies. The findings are included:

  1. The long run strategic map
  2. Description of each stages objectives
  3. Road map of firms strategies
  4. Strategic statements on various specific objectives
  5. Organizational development strategies information
  6. Personal development strategies information
  7. Application of objectives strategies
  8. Evaluation of firms strategies

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