Menurut Hasibuan, 2013 mengartikan SDM adalah
“MSDM mempunyai komponen yang menggambarkan
bagian dari SDM, komponen tersebut saling berkaitan erat
satu dengan lainnya di dalam perusahaan”. Komponen
tersebut bisa dipisahkan menjadi 3 hal diantaranya:
- Pengusaha
Pengusaha yaitu seseorang yang menanamkan
modalnya untuk mendapatkan penghasilan dan
besarnya penghasilan itu tidak stabil tergantung
pencapaian laba perusahaan tersebut. - Karyawan
Karyawan termasuk harta utama dalam suatu
perusahaan, karena tanpa partisipasi mereka, kegiatan
perusahaan sulit terjadi. Karyawan mempunyai peran
aktif dalam memutuskan strategi, metode, proses, dan
tujuan yang harus dicapai. - Pemimpin
Pemimpin adalah seseorang yang menggunakan
kekuasaan dan kepemimpinannya untuk menata orang
lain serta mempunyai kewajiban atas pekerjaan orang
tersebut dengan keinginan agar perusahaan tersebut bisa
mencapai tujuanya.
Five Component of a Human Resource Management
System (Jeremy Bradley,2018).
(https://smallbuiness.chron.co/five-components-
human resourcemanagementsystem64231.html) - Organizational Culture
Organizational culture is the collection of values,
working norms, company vision, habits and beliefs that
the business espouses. The HR management system
plays a large part in shaping the organizational culture.
Settings for policies, procedures and company
standards dictates to employees that are acceptable in
the workplace. For example, a policy that states that
time management is important to the business, which
fosters timeliness among employees, or HR may adapt
to a time management policy that employees’ freedom to
manage their own schedules. In essence, the
organizational culture affects the way people do their
work and interact with one another and with customers. - Planning for Change
The business world changes rapidly. New technology is
introduced, employees come and go, and the finances of
the company fluctuate. HR’s role in helping to stabilize
the company for change cannot be understated.
Planning for change means helping employees
understand their roles in the larger picture of the
company. It’s about building bridges between
departments and managers and getting people to talk
about “what-if” situations. HR takes this information
and develops a management plan for disasters, for
changes in workflows and for reassuring employees in
times of crises or frightening changes. - Training and Development
Almost all employees, even ones that are highly
educated or skilled, require some level of training
because each organization runs things in a different
way. Policies and procedures need to be firmly
communicated to employees as part of their on-
boarding process. The HR management system is
responsible for ongoing employee development. This
continuing education keeps employees’ skills fresh so
they bring new and innovative ideas to the workplace. - Health and Safety
The HR management system plays a key role in
ensuring health and safety in the workplace. This
program can be implemented through the procedures
and procedures, but the HR function may be For
example, if there is heavy machinery in the office, HR
can be used to post emergency signs and posters. This
minimizes the possibility that an accident will occur and
helps to eliminate any subsequent legal action that
might be taken against the company. - Recruitment and Retention
While recruitment and retention may seem like a given
for HR management systems, it is the anchor of all HR
policies and systems. Finding qualified workers,
keeping them engaged with the company, training them
to provide all drivers to organizational success and
should be constantly on the minds of HR managers