Bagaimana Nak Buat Pengurusan Sumber Manusia

Semua orang pernah dengar perkataan Sumber Manusia ini terutamanya bagi mereka yang makan gaji. Tapi bila keluar buat perniagaan, pengurusan sumber manusia ini menjadi salah satu perkara yang ramai pening kepala tak tahu macam mana nak buat.

Pengurusan sumber manusia ini dalam erti kata yang mudah nak faham bermaksud pengurusan pekerja. Tapi jika sebut pengurusan pekerja, dia jadi tak berapa menarik sangat sebutannya, terutamanya jika usahawan bercakap dengan para pekerjanya.

Mungkin sebab itu pilihan terhadap ayat pengurusan sumber manusia itu lebih kerap digunakan. Ia lebih menyeluruh maknanya bila kita sebut pengurusan sumber manusia.

Manusia sebagai sumber termasuklah taukeh, pekerja samada tetap, separuh masa atau staf dari syarikat yang usahawan outsource.

Terus terang saya cakap, pengurusan sumber manusia ini merupakan salah satu urusan yang amat memeningkan kepala saya sejak mula berniaga dulu sampailah sekarang.

Pengurusan sumber manusia dan kepimpinan

Bukan mudah nak uruskan manusia, apatah lagi untuk pastikan mereka menjalankan segala urusan berdasarkan apa yang kita inginkan. Ia berkait rapat dengan sifat kepimpinan.

Seorang usahawan perlu ada daya kepimpinan yang hebat untuk membina syarikat dan perniagaan yang dia idamkan. Tanpa menggunakan sumber manusia yang ada, urusan tersebut tidak akan dapat dijayakan.

Kata-kata dari Dwight D. Eisenhower ini memberikan makna betapa pentingnya usahawan menguasai daya kepimpinan yang hebat;

” Kepimpinan merupakan satu seni mengarahkan orang lain buat kerja yang kita mahu dalam keadaan orang itu sendiri memang mahu melakukannya “

Usahawan perlu berupaya mengarahkan orang lain melakukan kerja yang dia mahu jayakan. Dalam masa yang sama orang tersebut mestilah dengan sukarela bersetuju untuk buat kerja yang usahawan suruh.

Jika seseorang itu berjaya buat perkara tersebut, maka dia memang seorang pemimpin.

Kesilapan dalam pengurusan sumber manusia

Masa mula berniaga dulu, saya main belasah saja dalam urusan sumber manusia ini. Fokus hanya untuk pastikan perniagaan berjalan dan syarikat boleh sara semua orang termasuklah saya sendiri.

Berbagai cabaran dilalui dan banyak yang saya belajar. Antara pelajaran paling penting yang saya belajar adalah dalam bab merekrut pekerja.

Masa mula dahulu, saya main belasah saja untuk merekrut pekerja. Cara yang dilakukan adalah dengan menangkap muat siapa saja yang kebetulan lalu nak cari kerja. Kerana kebetulan kita perlukan pekerja, maka fokus utama adalah untuk mendapatkannya segera.

Disebabkan itulah pekerja yang datang kebanyakannya dari kenalan. Kawan sendiri, adik kepada kawan, kawan kepada kawan, anak saudara kawan dan lain-lain lagi yang seumpamanya.

Kononnya saya boleh ubah mereka semua untuk melaksanakan kerja yang saya mahu. Jika yang datang itu ada masalah sikap, saya rasa macam mudah untuk uruskannya.

Malah mengambil rakan kongsi niaga pun dibuat macam itu juga. Siapa yang datang jumpa, dan kebetulan memerlukan seseorang untuk menguruskan projek atau perniagaan baru, maka dia boleh diambil untuk jadi rakan kongsi.

Ternyata semua itu salah sama sekali. Buat kerja macam itu lebih banyak mendatangkan masalah daripada menyelesaikan masalah yang memang dah banyak. Dalam banyak keadaan saya terpaksa bertungkus lumus untuk menyara semua orang lain sedangkan diri sendiri tak tersara.

Memang usahawan mesti banyak membuat pengorbanan, tapi janganlah sampai terkorban habis semua orang. Usahawan juga perlu menyara keluarga, isteri dan anak-anak serta semua tanggungan keluarga lain.

Jangan buat dosa pada anak isteri dan suku sakat keluarga lain bila pulun buat kerja, ambil masa yang sepatutnya diperuntukkan untuk mereka, kemudiannya berakhir dengan balik dengan kosong tangan sedang semua orang lain kekenyangan.

Asas dalam pengurusan sumber manusia

Sekarangpun saya masih belajar bagaimana cara terbaik untuk melaksanakan pengurusan sumber manusia. Tapi sudah tentu lebih berpengalaman sedikit berbanding masa mula berniaga dahulu.

Bila dah lama bersilat sebagai usahawan untuk membina syarikat atau membentuk perniagaan, baru saya sedar bahawa saya perlu faham terlebih dahulu apakah asas dalam pengurusan sumber manusia.

Saya kongsikan kat sini, untuk saya sendiri menghadam dan mengamalkannya, juga untuk semua pengurus yang mengurusakan perniagaan saya juga pada anda yang membaca.

Dalam mana-mana syarikat yang nak dibina, perlu diadakan satu cabang untuk menguruskan sumber manusia. Biasanya kita namakan sebagai Human Resources. Kalau tak ada orang yang nak uruskan kerja itu, usahawan sendiri perlu lakukannya.

Berikut adalah kerja asas pengurus sumber manusia / usahawan:

  1. Bertanggung jawab untuk menyediakan polisi dan segala proses yang menyentuh pengambilan para pekerja dalam syarikat.
  2. Mendapatkan pekerja yang sesuai, dengan kemahiran yang diperlukan untuk mencapai sasaran syarikat dan perniagaan.
  3. Melayan dan menguruskan para pekerja tersebut dengan adil dan konsisten tanpa jemu.
  4. Membina kerangka kerja yang diperlukan pada semua pekerja untuk meransang pekerjaan mereka dan mencurahkan hasil kerja yang terbaik untuk syarikat dan perniagaan.

 Membina kerangka kerja dalam sumber manusia

Perkara paling asas dan utama sebelum merangka segala kerja sumber manusia adalah dengan menetapkan Sasaran atau matlamat terhadap perniagaan itu sendiri.

Dari situ, usahawan mesti tetapkan apakah sasaran yang syarikatnya mahu capai. Sebab itu semua syarikat yang berjaya mesti ada Visi.

Visi bukannya sekadar cut n pasti dari profil syarikat orang lain semata-mata nak siapkan profil syarikat sendiri. Tapi saya tahu ramai usahawan yang buat begitu sebab masih baru dah tak sedar kepentingan untuk mengadakan Visi syarikat.

Bila syarikat dah ada Visi yang mahu dicapai, maka barulah urusan sumber manusia dapat berfungsi dengan baik dan betul.

Dengan adanya Visi yang jelas, polisi akan dirangka oleh pengurus sumber manusia bagi menyokong syarikat mencapai visinya.

Apakah Visi syarikat anda ?

Cuba fikirkan satu visi yang mampu membuatkan anda tersenyum. Tak payah nak sebut visi syarikat adalah untuk buat duit sebanyak mungkin, walaupun saya tahu itu boleh buat anda tersenyum lebar seperti kerang busuk.

Duti hanyalah hasil daripada terlaksanakannya visi syarikat sebenar. Jadi buat satu visi yang jauh lebih mengancam.

Sebagai tips, saya boleh ringkaskan Visi syarikat seperti berikut;

Visi adalah satu azam untuk menjadi yang paling baik dalam satu perkara

Apakah satu perkara itu ?

Semuanya bergantung kepada industri atau jenis perniagaan apa yang anda sedang lakukan. Jika anda buka workshop kenderaan, mungkin Visi anda adalah untuk menjadi bengkel servis kenderaan jenama Toyota yang paling dipercayai di Selangor.

Nampak tak ?

Bila dah jelas dengan vsi tersebut, anda tentu dah boleh bayangkan bagaimana nak capai visi bengkel kenderaan itu. Bagaimana nak rekrut pekerja untuk bantu syarikat pergi kepada visi dan apa jenis latihan yang perlu dirangka dan sebagainya dan lain-lain lagi kerangka kerja yang perlu dilaksanakan oleh pengurusan sumber manusia.

Kerangka sumber manusia

Bila dah jelas semua yang saya sebutkan di atas tadi, kita boleh mula buat satu kerangka kerja sumber manusia.

Saya tahu, atikel ini dah jadi panjang sangat dan anda dah mula rasa berbinar mata membacanya. Jadi saya akan ringkaskan sahaja kat bawah ini.

Berikut adalah 6 kerangka asas dalam sumber manusia:

  1. Memilih dan mengekalkan pekerja – Pastikan hanya pekerja yang sesuai diambil untuk diletakkan pada jenis pekerjaan yang sesuai untuknya. Pastikan pekerja yang diambil puas hati dan sukarela untuk terus kekal bekerja di syarikat dalam masa yang lama.
  2. Merancang urusan penggantian dan pembinaan bakat pekerja – Jawatan yang kosong perlu diisi samada dari dalam atau dengan mengambil pekerja luar. Malah kerangka jawatan juga perlu dirancang dengan baik untuk melancarkan perjalanan syarikat. Buat carta organisasi.
  3. Pengurusan prestasi – Prestasi pekerja perlu diukur dan dipantau dengan baik dan sempurna. Segala prestasi pekerja dalam memberikan sumbangannya terhadap pencapaian syarikat ke arah visi mesti punya sistem ukur yang jelas dan adil. Perlu diberikan juga bantuan agar pekerja dapat meningkatkan dan memenuhi prestasi yang diharapkan.
  4. Pembelajaran dan latihan serta pembinaan pekerja – Untuk pastikan pekerja yang sesuai diambil untuk melaksanakan kerja yang sesuai dengannya, pembelajaran dan latihan perlu disediakan senantiasa. Pekerja juga perlu dibina keupayaan mereka supaya dapat meningkatkan prestasi kerja.
  5. Ganjaran dan faedah – Selain dari ganjaran berupa kewangan (gaji, bonus dll) dan kemudahan (cuti, medical, dll), pekerja perlu dipastikan mendapat kepuasan daripada pekerjaan yang mereka lakukan.
  6. Aktiviti penglibatan pekerja – Perlu ada satu usaha untuk menambah baik perhubungan sesama pekerja. Pastikan juga semua pekerja melibatkan diri dalam usaha untuk mencapai visi syarikat dengan memberikan idea yang lebih baik dan praktikal. Pekerja perlu merasa diri mereka terlibat dalam usaha mencapai visi syarikat.

Penerangannya memang panjang. Kerja Human Resources juga memang banyak. Sebab itu bukan mudah nak membina sebuah syarikat yang berjaya tanpa adanya satu jabatan yang menguruskan segala urusan sumber manusia ini.

Jika syarikat masih kecil, segeralah buat kerangka pengurusan sumber manusia di atas perlahan-lahan dengan memasukkan hanya perkara asas yang difikirkan perlu. Yang pentingnya ada kerangka walau seringkas mungkin supaya bila syarikat membesar ia lebih mudah diuruskan.

Selamat berjaya !

 

Sumber : http://hidupringkas.com/keusahawanan/bagaimana-nak-buat-pengurusan-sumber-manusia/

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