| In general, the function and role of HR in the | | | | experience in HR consulting activities in East Java led |
| organization starting from the fun things such as | | | | to a conclusion that no matter how short and long |
| procurement, maintenance, and there is time to | | | | term planning of an organization, if not accompanied by |
| conduct evaluation activities. All that leads to actions | | | | a desire for self-reflection on the real organization |
| that are less desirable as an evaluation of | | | | condition, will continue to experience obstacles. |
| performance and termination of employees. | | | | To be able to design good human resource |
| Indeed each organization has their own benchmarks in | | | | management could have started with the concept of |
| managing human resources, based on the urgency of | | | | designing 3J, the Job Description, Job Specification and |
| the organization. There are organizations that put a | | | | Job Analysis as possible. From this concept, I assume |
| human resource planning as the most important aspect | | | | Job Analysis is an effective determinant of whether or |
| in human resource management. There are also | | | | not the human resource management within an |
| organizations that put the maintenance function as the | | | | organization. The assumption, how as early as |
| most important aspect. However, there are also | | | | possible to design the scope of work, work |
| organizations that see the last of human resource | | | | environment, job responsibilities, job expectations and |
| management function, which is evaluated as the most | | | | job requirements so that later in accordance with |
| important, especially if the organization during times of | | | | organizational needs. |
| boredom. | | | | Good Job Activity Analysis must be based on the |
| Then there are the questions, which are most | | | | availability of the documents are valid and up-to-date |
| important to do? So far there is no empirical and | | | | (both recent and concerned about environmental |
| theoretical evidence of how human resource | | | | changes). In addition, the "appraisal" and "filler" of the |
| management activities that must be done. Is the | | | | activities must complete a Job Analysis is, as objective |
| organization required to put a high proportion in human | | | | as possible, away from anything of interest. If this |
| resource planning, such as recruitment? Are | | | | condition is met, the future of human resource |
| maintenance activities such as training should receive a | | | | management activities on subsequent functions such |
| higher proportion? Is it like the evaluation of | | | | as maintenance (training, payroll, salary) and evaluation |
| performance evaluation activities should get priority?To | | | | function (performance evaluation, termination) will be |
| answer this question, HR practitioners are required to | | | | carried out effectively. |
| reflect the real state of the organization. | | | | If the activities of Job Analysis is done properly it is |
| In the era of globalization, technological advances and | | | | expected that other HR functions will be run by itself, |
| the speed of information flow that has become | | | | to follow how the change from his Job Analysis. In |
| increasingly clogged as if directing the organization on | | | | essence, how the availability of the document Job |
| a large scale change. There are organizations that | | | | Analysis up-to-date and evaluated regularly?. I do not |
| placed the maintenance function at the highest order | | | | assume that other HR functions are not |
| on its human resource management, such as | | | | important. Most importantly, how to lay the foundation |
| large-scale training in computer operating | | | | for this (Job Analysis) in order that urgent and must be |
| systems. There are also organizations that see that | | | | evaluated periodically. |
| this is a challenge in terms of planning, such as | | | | Commonly, organization evaluate and updating Job |
| recruitment, where the recruiter is expected to put high | | | | Analysis in the range of a year. In fact, there are five |
| requirements on the candidates in IT skills. | | | | years does not alter this document - you can imagine |
| However, there are also organizations that actually | | | | what happened in all that time? Meanwhile, its very |
| boost its performance evaluation system so that | | | | possible many changes outside and inside of |
| employees more competitive in addressing these IT | | | | organizations. Indeed, it looks like it cost a lot, but I |
| developments. Of the several examples above we | | | | believe that the cost incurred for this activity is not as |
| can see how the organization with the needs of their | | | | much if the organization is designing its human |
| own human resource management put him in the | | | | resource management functions. |
| order of their organization's needs. | | | | In the end, although the activities of human resources is |
| Effective human resource management is dependent | | | | always a painful end to the activities once did, |
| on the design plans of the organization. In addition to | | | | everyone would have integrity and accept the |
| short-term planning oriented to the achievement of | | | | consequences, if the organization meets these |
| organizational goals on the operational activities, the | | | | requirements: the availability of Job Analysis on a |
| long-term planning should also be considered. My | | | | regular basis and meets the requirements above. |