If HR Managerial Position Hasn’t Yet Been Fulfilled for a Long Time Period

          A weakness of a long term-emptiness to Managerial positioned in Human Resource of a big organization may give a bad impact to management system and less of implementation to company’s regulation.

          Human Resource holds everything related to Manpower and conducts implementation of regulations either from the company itself or the government. Indonesian government enforces all companies existed in this country to follow its Manpower Act No 3 Year 2003 as their guidance to manage their workers and labors. Instructions, Decisions or Rules of President and Governmental or Ministry Decisions are legally issued to give more explanations and support the Manpower Act. But, the government also gives a right to every organization to make their own rules, by, of course, legally approved from some authorities determined by the government. It’s only one aim from those rules and regulations that is to create a mutual gain between the company and workers/labors especially to society welfare as the responsibility of the Government.  

  

An HR position at managerial level is responsible to design, plan, & implement HR policies and procedures in charge of recruitment, salary, compensation & benefit, and career & development management by performance evaluation of staff. Commonly, in HR sector, a team is divided by some positions and is led by the managerial level. So, if in a long-term period, a missing leader happens, a big deviation might possibly arise.

          These deviations can happen to the management and staff levels. Deviation purpose reveals from taken over by non-authorization of HR responsibilities and its poor acknowledgment. To the management, it can be injustice hiring, less strict of company’s rule implementation, creating incompatibility of cultural organization to the rules, confusing managerial system and company’s rules & procedures by staff, especially to new hire, misconduct of Manpower rules & regulations and careless of Staff Development as considering them as the biggest company asset.

          People will choose to stay in a company/organization if they find the workplace is comfortable, a good & clear of management system & procedures, offer interested salary & benefits, care to the staff development and give fairly career improvement to all staff. Otherwise, people will not think that they are as the part of the organization and will not be enthusiastic to work if misconduct of HR policies a rise. A bad trait of staff and new hires, will impact to their weak synergy of work. While the statistic shows increasing turnover of manpower, it may result negative effect to company’s operational and staff cost. 

           A leader of an organization must be aware if in his under organization, this emptiness position happened. Human Resource is the most importance part in this structural organization and can’t be replaced by incapability person or the position removed. Human Resource is not only responsible to administrative duties as traditional perceptions. Today, decision maker to organization development and operational system also a part of an HR Manager responsibility together with other managers.