Konsep dan Tantangan Manajemen Sumber Daya Manusia: Kontekstualisasi pada Organisasi Sektor Publik

Abstract

This paper discusses the concept of Human Resource Management (HRM) as the integration of management and human resource concepts. HRM differs from Personnel Management as it takes a proactive approach and encompasses a broader system, while Personnel Management is reactive and has a narrower scope. HRM views employees as social capital to be empowered and utilized to achieve organizational goals, whereas Personnel Management treats employees as variable costs and focuses on outcomes. The paper explains that HRM involves activities such as recruitment, placement, development, compensation, and termination of employees. These activities are interrelated and should be managed using management principles such as planning, organizing, controlling, motivating, and leading. Various definitions of HRM proposed by experts are also presented in the paper. These definitions include HRM as a managerial process, organizational policy, behavior control, and means to achieve goals. The paper describes HRM activities including organizational design, staffing, performance management, organizational training and development, reward systems, maintenance, and separation. Furthermore, the paper discusses the challenges of HRM in the future, with globalization being the primary challenge. Globalization influences public organizations and demands competent HRM as a key player in the global competition. Reforming public sector HRM becomes crucial to address these challenges. Finally, the paper provides an overview of the strengths, weaknesses, opportunities, and threats in HRM development, particularly in the tourism context of Penyengat Island. Collaborations between government, private sector, and community, as well as infrastructure development and spatial planning, present opportunities for further tourism development. However, conflicts of interest and unhealthy competition pose threats that need to be addressed.