ANALISA MARKOV DALAM MANAJEMEN SUMBERDAYA MANUSIA



T. Hani Handoko(1*)

(1) Fakultas Ekonomi, Universitas Gadjah Mada
(*) Corresponding Author

Abstract


Secara jelas setiap aspek manajemen sumberdaya manusia dipengaruhi
oleh perpindahan atau pergerakan personalia ke dalam, di dalam dan ke luar
organisasi. Untuk mengelola perpindahan dan dampak dinamika ini terhadap
perencanaan sumberdaya manusia, pertama kita memerlukan suatu mekanisme
untuk mengidentifikasi dan menganalisa secara sistematik pola-pola alirannya.
Mekanisme yang dapat digunakan adalah analisis Markov. Rangkaian Markov
terutama memberikan suatu metode sistematik peramalan supplai sumberdaya
manusia atas dasar probabilitas-probabilitas perpindahan personalia. Artikel ini
menguraikan analisa Markov dan berbagai aplikasinya da/am manajemen
sumberdaya manusia, dan kemudian mengidentifikasi dan membahas berbagai
kelemahannya.


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References

Albright, L.E., "Staffing Policies and Strategies", dalam D. Yoder dan H.G. Heneman, Jr. (ed.), Staffing Policies and Strategies (Washington, D.C.: BNA, 1974). Heneman III, H.G. dan Sandver, M.6, "Markov Analysis in Human Resource Administration: Applications and Limitations", Academy of Management Review, 2, Oktober 1977, Hal. 535-542. Mahoney, T.A and Milkovich, G.T., Techniques for Application of Markov Analysis to Manpower Analysis (Minneapolis: Industrial Relations Center, University of Minnesota, 1971). Mahoney, T.A and Milkovich, G.T., Internal Labor Markets: An Empirical Investigation (Minneapolis: Industrial Relations Center, University of Minnesota, 1972). Milkovich, G.T., and Glueck, W.F., Personnel/Human Resource Management: A Diagnostic Approach, 4th ed (Piano, Texas: Business Publications, Inc., 1985). Rowland, K.M and Sovereign, M.G., "Markov-Chain Analysis of Internal Manpower Supplay", Industrial Relations, vol. 9, No. 1 (1969), Hal. 88-99.



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