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Course Description
Matakuliah Manajemen Sumber Daya Manusia pada jenjang S2 dalam program studi Manajemen Pendidikan membahas tentang konsep, teori, dan praktik terkait pengelolaan sumber daya manusia di institusi pendidikan. Tujuan dari matakuliah ini adalah untuk memberikan pemahaman mendalam mengenai strategi pengelolaan SDM yang efektif dalam konteks pendidikan, serta mengembangkan keterampilan dalam merencanakan, mengorganisasi, mengarahkan, dan mengendalikan sumber daya manusia. Ruang lingkupnya meliputi rekruitmen, seleksi, pelatihan, pengembangan, evaluasi kinerja, kompensasi, dan manajemen konflik dalam konteks institusi pendidikan.
Program Objectives (PO)
- Mahasiswa mampu menganalisis perkembangan terbaru, permasalahan, atau isu-isu penting dalam pengelolaan/ manajemen sumberdaya manusia di Indonesia dan internasional.
- Mahasiswa mampu mengkaji berbagai konsep manajemen sumber daya manusia bidang pendidikan
- Mahasiswa dapat mengimplementasikan berbagai fungsi-fungsi sumber daya manusia
- Mahasiswa dapat memonitor dan mengevaluasi kinerja pengelolaan sumber daya manusia
Aktifitas Pembelajaran
-
Pertemuan 1 Pengantar manajemen sumber daya manusia dalam pendidikan -
Pertemuan 2 Pengantar manajemen sumber daya manusia dalam pendidikan -
Pertemuan 3 Perencanaan sumber daya manusia -
Pertemuan 4 Proses rekrutmen dan seleksi -
Pertemuan 5 Pengembangan SDM: pendidikan dan pelatihan -
Pertemuan 6 Menganalisis manajemen kinerja -
Pertemuan 7 Kompensasi dan benefit -
Pertemuan 8 Ujian Tengah Semester: mahasiswa menguasai seluruh materi perkuliahan sampai tengah semester -
Pertemuan 9 Motivasi dan kepuasan kerja -
Pertemuan 10 Manajemen talenta dalam pendidikan -
Pertemuan 11 Manajemen konflik -
Pertemuan 12 Isu work-life balance -
Pertemuan 13 Menganalisis strategi Pengembangan Karir dalam Pendidikan -
Pertemuan 14 Menganalisis promosi, mutasi, dan demosi dalam organisasi -
Pertemuan 15 Melakukan evaluasi dan audit SDM -
Pertemuan 16 Seluruh materi perkuliahan
References
- Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management studies, 46(1), 129-142.
- Wright, P. M., Snell, S. A., & Dyer, L. (2005). New models of strategic HRM in a global context. The International Journal of Human Resource Management, 16(6), 875-881.
- Looise, J. K., & van Riemsdijk, M. (2004). Innovating organisations and HRM: A conceptual framework. Management revue, 277-287.
- Malik, A., Froese, F. J., & Sharma, P. (2020). Role of HRM in knowledge integration: Towards a conceptual framework. Journal of Business Research, 109, 524-535.
- Mudor, H. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of economics and behavioral studies, 2(2), 41-49.
- Armstrong, M., & Taylor, S. (2023). Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.
- Wilkinson, A., Bacon, N., Redman, T., & Snell, S. (Eds.). (2012). The SAGE handbook of human resource management. Sage.
- Allen, M. R., & Wright, P. M. (2006). Strategic management and HRM.
- Baron, J. N., & Kreps, D. M. (1999). Strategic human resources: Frameworks for general managers.
- Boudreau, J. W., & Jesuthasan, R. (2011). Transformative HR: how great companies use evidence-based change for sustainable advantage. John Wiley & Sons.
- Mariappanadar, S. (2013). A conceptual framework for cost measures of harm of HRM practices. Asia-Pacific Journal of Business Administration, 5(2), 103-114.
- Keegan, A., Bitterling, I., Sylva, H., & Hoeksema, L. (2018). Organizing the HRM function: Responses to paradoxes, variety, and dynamism. Human Resource Management, 57(5), 1111-1126.
- Christopher, N. (2019). The effectiveness of HRM policies and practices. International journal of social sciences, 2(1), 24-32.
- Soltani, E., Gennard, J., Van der Meer, R. B., & Williams, T. (2004). HR performance evaluation in the context of TQM: A review of the literature. International Journal of Quality & Reliability Management, 21(4), 377-396.
- Zhao, X. (2008, November). A study of performance evaluation of HRM: based on data mining. In 2008 International Seminar on Future Information Technology and Management Engineering (pp. 45-48). IEEE.
- Sanayei, A., & Mirzaei, A. B. A. S. (2008). Designing a model for evaluating the effectiveness of E-HRM (case study: Iranian organizations). International Journal of Information Science and Management (IJISM), 6(2), 79-98.
Lecturer
Difficult Things About Education.
$75$10
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