Implementation of Cultures Management Strategy

Presentasi pada Ary Suta Center, Paper Competition 11 April 2016

Implementasi Strategi Manajemen BudayaUntuk Konteks Budaya Instan

Dengan Paradigma Indomie – Nasi Padang

T. SoemarmanFaculty of Business and Economics

University of Surabaya

Kita perlu mempertanyakan Solusi atas:PERMASALAHAN SISTEM PEMIKIRAN INSTAN YANG MENGGEJALA DITENGAH BUDAYA BANGSA SEPERTI TERCERMIN DALAM PARADIGMA INDOMIE & NASI PADANG

Implementasi Strategi Manajemen Budaya sebagai Solusi

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?

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”

Implementasi Strategi Manajemen Budaya dijabar-kan dan ditawarkan secara spesifik dalam: Desain Layanan Pendampingan Talent Development

and Leadership Program Desain Riset Partisipatoris “Comprehensive-Integrated

Case Study (CICS) for Establishing Strategic Human Resource Management, A Contributor Model in Career Development and Career Management”

Implementasi Spesifik

The Needs

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

Feasibilities The DesignConsulting &

Research Projects

Desain Implementasi Strateji Manajemen Budaya

N E E D S A N A L Y S I SHow 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 ?

“Right persons in the right places with right mission and capable of doing things right within the context of

right things?”

Instant Cultures have made the old sayings do not work well:

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.

SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN

Budaya instan berpengaruh terhadap kinerja SDM Layanan Publik Pejabat Tingkat Strategis dengan profil pasif-defensif dan agresif-defensif

TIPE LSINILAI RERATA

MASING-MASING TIPE LSI POSISI LSI % KURVA

Aktif-Konstruktif 59.80%

Versus

167.23%

1.93 81.77%

XI 3.01 100.37% OKXII 1.40 38.98% FALSE

I 3.28 101.05% OKII 3.42 91.27% OK

Pasif-Defensif 2.62 145.15%

III 3.69 142.05% FALSEIV 3.30 137.36% OKV 4.01 178.39% FALSEVI 2.79 123.79% OK

Agresif-Defensif 2.21 128.35%

VII 2.79 119.48% OKVIII 2.55 153.06% OKIX 3.21 148.07% FALSEX 2.71 104.06% OK

Sumber: Human Synergistics International (2012)

SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN

SAMPEL STUDI KASUS MASALAH BUDAYA INSTAN

Rerata Perolehan LSI Jabatan Publik Strategis (2014)

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 intimacy—regardless 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).

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.”

AVAILABLE FEASIBILITIESTwo 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?

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?

CompetencesSoft-Skills

Development

PerformancesContext

Job DesignFor

Professional Workers

E3PEmployees

Profiles

The Use of Case Studies in ICMS

CICS

Case Studies in ICMS promote comprehensive-integrated factors:

Understanding the Strategic Human Resources Managementin the Use of Case Studies for ICMS

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

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

Agenda of ICMS

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.

Elaborasi Agenda ICMS secara kontekstual dan terkait pekerjaan

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.

POSSIBLE OPTION 2

Good Design of CICS: Workable for

Establishing Strategic HRM

With QMS Context

Reliability and validity of E3P

Comprehensiveness and integration of CICSin relation with QMS

Practices

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

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 StrategicHRM ?

Conflicting Situations ofemployees’

positions

Work Context

Reliability of Profiles:Active

Constructive

Renewal on Employees

ContractTenures

RESEARCH AND CONTEXTUAL PROBLEMS

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?

Fokus Anatomi dalam Solusi ICMS

Identifikasi gambaran deskriptif Life Style Inventory yang ter-kembang sebagai ways of proceeding1

23

Pengembangan kemampuan metakognisi dalam praktik kematangan diskresi menurut self-management and development program, dan berpacu secaraaktif-konstruktif dalam Participative Policy Research

4

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 denganKompetensi inti dan soft-skills pendukung ditingkat strategis

Tahapan ICMSAsesemen Life Syle Inventory dan validasi Attitude Scalesuntuk memastikan kesepakatan internal tipe Aktif-Konstruktif

1

23

Pelatihan Konsientisasi pengembangan kapasitas diskresidan Aktif-konstruktif terlibat dalam Participative Policy Research4

Looking/Moving Inward yang fokus mencermati kepemilikanKompetensi Inti dan Soft-skills Pendukung – Strategic Levels

Looking/Moving Forward untuk memastikan kesesuaian jatidiri de-ngan konteks kinerja dan need analysis of QMS Improvement

Moment at employees placement

Moment by which employees get promoted

Moment in QMS continuous improvements

Moment at setting new agenda for further case studies

1

2

3

4

Moment outside the organization to continue benchmarking5

Moments to Consider for employees and Company

Moments to Consider in HR Life-Time Career

Share the findings of own experiences in ongoing formation and maintain best practices of performance professionally through total involvement in participatory policy researches

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

Contributor Models of

Career Management

Job Design

Employee Profiles

QMSImprovements