Mitra bisnis sumber daya manusia
Mitra bisnis SDM bekerja berdampingan dengan pimpinan direktorat untuk memastikan organisasi memiliki orang, keterampilan, struktur, dan budaya yang dibutuhkan untuk menyampaikan layanannya. Mereka mengubah strategi SDM menjadi rencana untuk setiap direktorat, memimpin perubahan organisasi, dan memberi nasihat senior tentang masalah orang yang paling kompleks. Dalam organisasi layanan kesehatan digital, sebagian besar hal ini menyangkut membangun dan mempertahankan kapabilitas digital, data, dan teknologi.
Teks ini diterjemahkan dari bahasa Inggris oleh asisten kecerdasan buatan dan belum ditinjau oleh penutur asli bahasa Indonesia. Kutipan dari Kerangka Kapabilitas Profesi Digital dan Data Pemerintah Inggris (UK GDaD PCF) dan dari ESCO tetap dalam bahasa Inggris.
- Rumpun
- Sumber daya manusia
- Peran UK GDaD PCF
- Tidak ada: acuan ini mendefinisikan perannya
- Jabatan ESCO
- human resources manager (ISCO-08 1212); human resources officer (ISCO-08 2423)
- Di GitHub
- Dokumen peran · Data peran
Tingkat
| Pita | Tingkat peran | Tingkat UK GDaD PCF | Golongan pegawai negeri | Poin penilaian jabatan |
|---|---|---|---|---|
| 7 | Mitra bisnis SDM | — | — | 473 |
| 8a | Mitra bisnis SDM senior | — | — | 544 |
| 8b | Kepala kemitraan bisnis SDM | — | — | 592 |
Di organisasi layanan kesehatan digital
- Keterampilan digital, data, dan teknologi langka, sehingga mitra bisnis memimpin rencana tenaga kerja yang memadukan rekrutmen, magang, pelatihan ulang, dan retensi, serta memakai kerangka keterampilan seperti acuan ini untuk analisis kesenjangan.
- Banyak layanan berjalan 24/7, sehingga perubahan jadwal, siaga, dan model layanan memerlukan konsultasi yang cermat dan perhatian pada kesejahteraan staf dan penempatan staf yang aman.
- Peran digital sering baru atau cepat berubah, sehingga mitra bisnis memastikan uraian jabatan dinilai secara konsisten dan ditempatkan dalam pita secara adil dibanding peran serupa.
- Perubahan organisasi sering melibatkan staf klinis dan perawatan selain tim digital, sehingga mitra bisnis bekerja dengan pimpinan klinis dan perwakilan staf.
- Risiko orang, seperti ketergantungan pada kontraktor atau sedikit pakar, dapat menjadi risiko bagi layanan yang menghadap pasien.
Jabatan dan keterampilan ESCO
ESCO mencantumkan keterampilan dan pengetahuan yang biasanya dibutuhkan pemberi kerja (esensial) atau mungkin dibutuhkan (opsional) untuk setiap jabatan. Pakailah sebagai daftar periksa untuk percakapan pengembangan.
human resources manager
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
Keterampilan dan pengetahuan Esensial (36)
Keterampilan dan kompetensi
- advise on personnel management
- apply company policies
- build trust
- comply with legal regulations
- coordinate operational activities
- develop corporate training programmes
- develop employee retention programs
- develop staff
- develop training programmes
- ensure gender equality in the workplace
- evaluate training
- hire human resources
- identify necessary human resources
- identify with the company's goals
- manage budgets
- manage human resources
- manage payroll
- monitor company policy
- negotiate employment agreements
- negotiate with employment agencies
- organise staff assessment
- plan medium to long term objectives
- promote gender equality in business contexts
- recruit employees
- recruit personnel
- shape corporate culture
- support employability of people with disabilities
- track key performance indicators
Pengetahuan
Keterampilan dan pengetahuan Opsional (48)
Keterampilan dan kompetensi
- adapt training to labour market
- administer appointments
- advise on conflict management
- advise on organisational culture
- advise on risk management
- advise on social security benefits
- apply conflict management
- apply technical communication skills
- coordinate educational programmes
- create a work atmosphere of continuous improvement
- develop professional network
- discharge employees
- ensure information transparency
- evaluate performance of organisational collaborators
- gather feedback from employees
- give constructive feedback
- identify policy breach
- interview people
- manage corporate training programmes
- manage government policy implementation
- manage pension funds
- manage stress in the work place
- manage sub-contract labour
- monitor legislation developments
- monitor organisation climate
- negotiate settlements
- provide advice on breaches of regulation
- set inclusion policies
- set organisational policies
- supervise staff
- teach corporate skills
- work with virtual learning environments
- write inspection reports
Pengetahuan
- advertising techniques
- company policies
- consultation
- corporate law
- corporate social responsibility
- government policy implementation
- government social security programmes
- leadership principles
- organisational policies
- organisational structure
- principles of insurance
- social security law
- training subject expertise
- types of insurance
- types of pensions
human resources officer
Human resources officers develop and implement strategies that help their employers select and retain appropriately qualified staff within that business sector. They recruit staff, prepare job advertisements, interview and short-list people, negotiate with employment agencies, and set up working conditions. Human resources officers also administer the payroll, review salaries and advise on remuneration benefits and employment law. They arrange for training opportunities to enhance employees' performance.
Keterampilan dan pengetahuan Esensial (21)
Keterampilan dan kompetensi
- apply company policies
- assess character
- build trust
- develop professional network
- document interviews
- fix meetings
- hire human resources
- identify with the company's goals
- interview people
- listen actively
- manage payroll
- negotiate employment agreements
- observe confidentiality
- profile people
- recruit employees
- use communication techniques
- write work-related reports
Pengetahuan
Keterampilan dan pengetahuan Opsional (26)
Keterampilan dan kompetensi
- administer appointments
- apply knowledge of human behaviour
- apply social media marketing
- assist employee health programmes
- coach employees
- communicate by telephone
- determine salaries
- develop employee retention programs
- ensure gender equality in the workplace
- evaluate training
- gather feedback from employees
- give advice on personal matters
- identify necessary human resources
- manage budgets
- mentor individual employees
- monitor company policy
- negotiate with employment agencies
- organise staff assessment
- promote human rights
- support employability of people with disabilities
- train employees
Pengetahuan
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.