Implementarsi Streteji Manajemen Budaya untuk Konteks Budaya Instan

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Implementasi Strategi Manajemen BudayaUntuk
Konteks Budaya Instan Dengan Paradigma Indomie
Nasi Padang
Presentasi pada Ary Suta Center, Paper
Competition 11 April 2016
T. Soemarman Faculty of Business and
Economics University of Surabaya
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Implementasi Strategi Manajemen Budaya sebagai
Solusi
Kita perlu mempertanyakan Solusi
atas PERMASALAHAN SISTEM PEMIKIRAN INSTAN YANG
MENGGEJALA DITENGAH BUDAYA BANGSA SEPERTI
TERCERMIN DALAM PARADIGMA INDOMIE NASI PADANG

• Apakah Implementasi Strategi Manajemen Budaya
  (ICMS Implementation of Cultures Management
  Stategy) dapat menjadi Solusi untuk
• Mengatasi permasalahan Budaya Instan, dan
• Membantu memperkayakan Jatidiri Budaya Bangsa
  ditengah perubahan global?

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Cara Implementasi Strategi Manajemen Budaya
Dengan menerapkan Layanan Talent Development and
Leadership Program untuk membantu
Pemberdayaan Anak Bangsa sebagai sumberdaya
manusia menurut konteks pengembangan
organisasi/komunitas berbasis Vertical-Horizontal
Fit of Organizational Cultures
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Implementasi Spesifik

• Implementasi Strategi Manajemen Budaya
  dijabar-kan dan ditawarkan secara spesifik dalam
• Desain Layanan Pendampingan Talent Development
  and Leadership Program
• Desain Riset Partisipatoris Comprehensive-Integra
  ted Case Study (CICS) for Establishing Strategic
  Human Resource Management, A Contributor Model in
  Career Development and Career Management

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Desain Implementasi Strateji Manajemen Budaya

• It is feasible to develop a Solution toward
  Establishing A Model of Strategic Human Resource
  Management based on
• Vertical Fit of Organization Cultures for
  Employees as Professional Workers, applying
  Measurement of Employees Best Profiles and
  Performance Predictors (E3P) to support job
  matching program
• Horizontal Fit of Organization, applying the
  methods of verification on employees soft-skills
  which support major competences within the
  context of job redesign

The Needs
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N E E D S A N A L Y S I S
How do we provide assurances for Sustainability
of Business Process and Good Governance within
the context of Organization Development when
considering CONTEXTUAL PROBLEMS OF INSTANT
CULTURES AND THE FEASIBILITIES OF FINDINGS FROM
PREVIOUS STUDY ?
Instant Cultures have made the old sayings do not
work well
Right persons in the right places with right
mission and capable of doing things right within
the context of right things?
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MASALAH BUDAYA INSTAN FAKTUAL

• Paradigma Indomie Nasi Padang sebagai fenomena
  pengaruh pragmatisme sempit-dangkal telah
  menjelma menjadi
• Kecenderungan kinerja Sumberdaya Manusia yang
  menganut cara berpikir dan pola perilaku tidak
  aktif-konstruktif, melainkan pasif-defensif dan
  agresif-defensif.
• Gelombang dahyat pengaruh negatif seperti
  individual-isme yang hedonis (konsumerisme),
  utilitarianisme, dan materialisme.

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SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN
TIPE LSI NILAI RERATA MASING-MASING TIPE NILAI RERATA MASING-MASING TIPE NILAI RERATA MASING-MASING TIPE LSI POSISI LSI KURVA
Aktif-Konstruktif 59.80 Versus 167.23 1.93 81.77 XI 3.01 100.37 OK
Aktif-Konstruktif 59.80 Versus 167.23 1.93 81.77 XII 1.40 38.98 FALSE
Aktif-Konstruktif 59.80 Versus 167.23 1.93 81.77 I 3.28 101.05 OK
Aktif-Konstruktif 59.80 Versus 167.23 1.93 81.77 II 3.42 91.27 OK
Pasif-Defensif 59.80 Versus 167.23 2.62 145.15 III 3.69 142.05 FALSE
Pasif-Defensif 59.80 Versus 167.23 2.62 145.15 IV 3.30 137.36 OK
Pasif-Defensif 59.80 Versus 167.23 2.62 145.15 V 4.01 178.39 FALSE
Pasif-Defensif 59.80 Versus 167.23 2.62 145.15 VI 2.79 123.79 OK
Agresif-Defensif 59.80 Versus 167.23 2.21 128.35 VII 2.79 119.48 OK
Agresif-Defensif 59.80 Versus 167.23 2.21 128.35 VIII 2.55 153.06 OK
Agresif-Defensif 59.80 Versus 167.23 2.21 128.35 IX 3.21 148.07 FALSE
Agresif-Defensif 59.80 Versus 167.23 2.21 128.35 X 2.71 104.06 OK
Budaya instan berpengaruh terhadap kinerja SDM
Layanan Publik Pejabat Tingkat Strategis dengan
profil pasif-defensif dan agresif-defensif
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SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN
Sumber Human Synergistics International (2012)
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SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN
Rerata Perolehan LSI Jabatan Publik Strategis
(2014)
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TEMUAN RISET MASALAH BUDAYA INSTAN
Budaya instan tampil dalam praktik pragmatisme
sempit dan dangkal mirip seperti ancaman
materialism dan consumerism. Apa yang terjadi
dengan Sumberdaya Manusia (Kasser, Tim. 2002)
People whose values center on the accumulation
of wealth or material possessions face a greater
risk of unhappiness, including anxiety,
depression, low self-esteem, and problems with
intimacyregardless of age, income, or culture.
............ materialistic values actually
undermine our well-being, as they perpetuate
feelings of insecurity, weaken the ties that bind
us, and make us feel less free (Kasser, Tim.
2002 Hal. 7 dan 12).
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MASALAH BUDAYA INSTAN KONSEPTUAL
Definisi Budaya (Richard M. Steers, 2013, hal.
50) culture is perhaps best thought of as
addressing three questions Who are we? How do we
live? And how do we approach work? These three
questions focus attention on individuals,
environments, and work norms and values, and the
answers to these questions allow us to draw some
inferential conclusions about work and society
and how managers in general should behave as they
work across cultures.
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AVAILABLE FEASIBILITIES

• Two Feasibilities from previous studies
• Application of Psychometric Measurement for
  Selecting Best Profiles of Employess within Job
  Matching Program (Talent Development and
  Leadership Program) has been available.

• Facilitation for Best Practices of Employees
  Performances with support from integrated
  programs Job Redesign-Job Placement, Review on
  The System-Design of Performance Appraisal, and
  Revision on The System-Design of Total Rewards
  and Remuneration?

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FOUR FACTORS TO CONSIDER IN ICMS

• Employee (HR) Profiles with Life Style Inventory
• Job Design or Context of Live/Community
• Employee (HR) Competences and Skills
• Job-Performances/Life Achievement Context

How can we make HR happy to grow as professional
managers for self-development and his own future
career performances through ICMS?
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The Use of Case Studies in ICMS
Case Studies in ICMS promote comprehensive-integra
ted factors
Job Design For Professional Workers
CICS
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Understanding the Strategic Human Resources
Managementin the Use of Case Studies for ICMS
In supporting ICMS, Our CICS Design considers
that the development of employee professionalism
will give great impacts on sustainability of
business process and organization governance,
especially as it is reflected by development of
employees professional skills in business
discretion

• Therefore
• In ICMS, our CICS supports the elaboration of
  exchange perspectives between Company/Organization
  /Institution and Employees
• The exchanges shall promote mutually shared
  responsibility
• Main Issues CICS provides employees with
  opportunities to involve in participatory
  action/policy research within the framework of
  Strategic HRM

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Agenda of ICMS
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Bagaimanakah Elaborasi Agenda ICMS?

• POSSIBLE OPTION 1

• CICS in supporting ICMS may elaborate Vertical
  Fit of Organization Culture for Employees as
  Professional Workers, using application of
  measurement instrument on Employees Best
  Profiles and Performance Predictors (E3P) within
  A Framework of Career Management Contributor
  Model.

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Elaborasi Agenda ICMS secara kontekstual dan
terkait pekerjaan

• POSSIBLE OPTION 2

• Application of measurement instrument will be
  undertaken within the context of organization
  development (community based development) as
  reflected by integrated programs
• Job Redesign-Job Placement (Reshaping HR Life
  Context)
• Review on The System-Design of Performance
  Appraisal
• Revision on The System-Design of Total Rewards
  and Remuneration.

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Requirements for Good Design of CICS to support
ICMS

• Application of the measurement instrument should
  focus on the evaluation of its reliability and
  validity
• Comprehensiveness and integration of Case Studies
  rely on the capability of CICS design in
  maintaining previous studies in relation with its
  context and the needs for improvement of quality
  management system

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RESEARCH AND CONTEXTUAL PROBLEMS
Reliability of Profiles Active Constructive
Strategic HRM shall be able to provide assurances
to successful performance of business process and
governances as well as the success of employees
future careers?
How to transform conflicting situations and
disharmony between managerial positions and
functional positions among employees?
How are the establishment of three important
factors capable to provide "Job Matching Program
and Employees Placement ?
The findings of previous studies shall also
apply to both employees in managerial positions
and functional positions as well?
The renewal of Employees Contract
(Tenures) effectively support the update of
QMS In Strategic HRM ?
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Fokus Anatomi dalam Solusi ICMS
Analisa konteks pengelolaan tindakan menurut a)
gambaran posisi seseorang dalam pengelolaan
hidup dan kinerja, b) Ukuran efektivitas
tindakan, dan c) kapasitas pemecahan masalah
Pengembangan perbendaharaan best practices yang
sesuai dengan Kompetensi inti dan soft-skills
pendukung ditingkat strategis

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Tahapan ICMS
Looking/Moving Inward yang fokus mencermati
kepemilikan Kompetensi Inti dan Soft-skills
Pendukung Strategic Levels
Looking/Moving Forward untuk memastikan
kesesuaian jatidiri de- ngan konteks kinerja dan
need analysis of QMS Improvement

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Moments to Consider for employees and Company
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Moment at employees placement
Moment by which employees get promoted
Moment in QMS continuous improvements
Moment at setting new agenda for further case
studies
Moment outside the organization to continue
benchmarking
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Moments to Consider in HR Life-Time Career
Continue with ongoing formation within the
context of QMS Improvements based on Strategic HRM
Develop most strategic levels of soft-skills
to support major competencies
Share the findings of own experiences in ongoing
formation and maintain best practices of
performance professionally through total
involvement in participatory policy researches
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Moments to Consider in HR Life-Time Career
Continue with ongoing formation within the
context of QMS Improvements based on Strategic HRM
Develop most strategic levels of soft-skills
to support major competencies
Share the findings of own experiences in ongoing
formation and maintain best practices of
performance professionally through total
involvement in participatory policy researches
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Thank You!
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Our Ways of Proceeding
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DISKURSUS
Diskursus Kehidupan Personal-Profesional-Spiritual
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PERTUMBUHAN AFFEKSI
Proses Pertumbuhan Affeksi Receiving,
Responding, Valuing, Organizing, Characterizing
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Krathwohl's Taxonomy Affective Domain
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Proses Affeksi yang menjiwai Refleksi dan
Discresi Hidup Profesional
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Manajemen Strategis dan Profesionalisme