Penyusunan staf

MATERI BELAJAR KEWIRAUSAHAAN,  OLEH : MULYO WIHARTO

LEKTOR KEPALA, UNIVERSITAS ESA UNGGUL JAKARTA

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  1. Penyusunan staf berhubungan dengan penetapan orang-orang yang akan memangku jabatan yang ada dalam organisasi. Penyusunan staf adalah menyusun tenaga kerja sedemikian rupa sehingga tersedia tenaga kerja dalam kuantitas dan kualitas yang dibutuhkan
  2. Melakukan analisis pekerjaan (Job analysis) yang menghasilkan : uraian pekerjaan (Job description) dan persyaratan jabatan (Job spesification)
  3. Uraian pekerjan memuat nama pekerjaan, unit kerja, ikhtisar jabatan, tugas rutin (harian), tugas berkala (periodik), hubungan jabatan, wewenang, tanggung jawab dan persyaratan jabatan
  4. Persyaratan jabatan merinci syarat yang diperlukan pemegang jabatan, umumnya berupa pendidikan dan pengalaman
  5. Melakukan analisis tenaga kerja (Work force analysis) untuk menentukan jumlah tenaga yang dibutuhkan dengan menghitung cyclical time, non cyclical time, fatigue time, personnal time, waktu kerja per hari, hari kerja per bulan dan prosentasi absensi per bulan
  6. Analisis tenaga kerja dimulai dengan menghitung total  waktu yang berhubungan  langsung dengan pekerjaan (Cyclical time), waktu yang tidak berhubungan langsung (Non cyclical time), waktu yang diperlukan untuk menghilangkan kelelahan (Fatigue time) dan waktu untuk keperluan pribadi (Personnal time)
  7. Hasilnya dibagi dengan hasil kali waktu kerja per hari dengan waktu penyelesaian kerja per bulan, kemudian hasil pembagian tersebut ditambah dengan prosentase absensi pegawai per bulan.  Hasil perhitungan akhir menunjukkan jumlah tenaga yang diperlukan untuk menyelesaikan suatu pekerjaan
  8. Menentukan sumber tenaga yang diperlukan, baik sumber internal maupun eksternal
  9. Sumber internal : diperoleh dari penataran (Up grading), pemindahan (transfering), pengangkatan (Promoting). Lebih disukai karena memberi motivasi kepada pegawai namun kualifikasi sering tidak terpenuhi
  10. Sumber ekternal : berasal dari lamaran pribadi, organisasi karyawan, kantor penempatan tenaga, lembaga pendidikan, kursus, pesaing, migrasi. Kualifikasi tenaga yang sesuai sering ditemukan  dari sumber eksternal
  11. Menentukan metoda penarikan (recruitment) dan seleksi :
  12. Penarikan dilakukan dengan  menunggu lamaran, iklan, leasing, rekomendasi karyawan, lembaga pendidikan, serikat pekerja, internet
  13. Seleksi meliputi  wawancara pendahuluan, pengumpulan data, pengujian (tes tulis, praktik, integensi, kecakapan khusus),  wawancara mendalam, pemeriksaan referensi/prestasi, pemeriksaan kesehatan, mengambil keputusan (menentukan calon terbaik), orientasi

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