PPT 2 - Relationship between the Project Feasibility Study and Natural Resources and Human Resources.pptx

Relationship between the Project Feasibility Study and Natural Resources and Human Resources

1. Topic – 2 Relationship between the Project Feasibility Study and Natural Resources and Human Resources Industrial Feasibility Analysis D5907 – Sartika Rini, S.T., M.T.

2. LEARNING OUTCOMES LO1: Students can explain the concept of a feasibility project/business in an industry through a canvas business/industrial model

3. OUTLINE Definition of Natural Resources Natural Resource Classification Natural Resources and Project Growth Managing Natural Resources Human Resource Management Employee Admission Process Job Performance Assessment Compensation Personnel Audit

4. I. Natural resources

5. DEFINITION OF NATURAL RESOURCES Everything that is above or below the earth, including land that is still potential and has not been involved in the production process to increase the availability of goods and services in the economy.

6. NATURAL RESOURCES CLASSIFICATION There are 2 classifications of natural resources : Which can be renewed, for example: Water, Sunlight, Wind Non-renewable, for example: Coal, Petroleum There are 2 (two) classification of Natural Resources based on management : government and private, or can be referred to as public and private goods.

7. The more advanced the state of a country is can be seen from the increasing population and the high rate of infrastructure / project development. By conducting a project feasibility analysis, it can be seen what impacts will be caused by increasing the project growth rate, especially from an environmental perspective. Environmental Impact Analysis (AMDAL) is very necessary to create community welfare. NATURAL RESOURCES AND PROJECT GROWTH

8. MANAGING UNRENEWABLE NATURAL RESOURCES Several aspects that need to be considered in managing non-renewable natural resources : Optimal Utilization Price and Inventory Levels Uncertainty Another factor Exploration Activities Distribution

9. MANAGING RENEWABLE NATURAL RESOURCES One of the concepts used is the Steady State, which is the extraction of Natural Resources with regard to inventory maintenance. The way to maximize the value of a resource is to maximize the present value of net social benefits, then show the same usage patterns as in a perfectly competitive market. The development pattern of extraction of Natural Resources must remain close to the Steady State, provided there are no changes in supply and demand.

10. II. Human Resources

11. HUMAN RESOURCES MANAGEMENT (HR) Is an activity of planning, organizing, directing, and controlling the procurement, development, compensation, integration, maintenance and termination of labor relations to help achieve the goals of companies, individuals and communities.

12. EMPLOYEE ACCEPTANCE PROCESS Recruitment or withdrawal is a process of finding and engaging job seekers to apply and submit their applications. There are several things that need to be considered so that the withdrawal process can run well : It is necessary to know the recruitment constraints, such as: Internal Company, Recruitment Officer, and External Environment It is necessary to know the sources of recruitment, such as: advertisements in the mass media, recruitment agencies, educational institutions, professional associations, and the Ministry of Manpower.

13. PERFORMANCE ASSESSMENT Some of the benefits of employee performance appraisals are: To improve management decisions going forward As feedback or self-reflection for employees on the results of the work done, so that it can be even better To improve work performance as an adjustment to compensation, promotion, and demotion in job placement. To determine the training needs of employees who are not performing well For the development of employees who excel, career development, and assess the staffing process. To assess the design of the job, the quality of the information system that is owned, to assess the principle of fairness in internal placement decisions.

14. There are 3 (three) approaches in this evaluation interview : Tell and Sell By reviewing work performance so that the employee is more accomplished Tell and Listen By providing opportunities for employees to express their reasons, opinions, feelings and personal situations, a consultation process occurs to improve their work performance. Problem Solving This approach identifies employee performance problems, where superiors need to find solutions to solve these problems.

15. COMPENSATION Is everything that employees receive in return for their work, as a way to improve work performance, work motivation, and job satisfaction for employees. The purpose of compensation administration is : To acquire capable employees Can retain existing employees Can realize fair wages Can control the costs to be allocated for compensation payments Meet the applicable legal rules

16. The implementation of the compensation program is not easy, it has faced many challenges : The labor market situation of a particular type of work The role of trade unions in the company Company profit income Consistency of employee productivity External influences, such as government regulations

17. PERSONNEL AUDIT With the aim of avoiding mistakes or deviations from the personnel, an audit must be carried out which is useful for evaluating the personnel activities of an organization. There are 5 (five) usual audit approaches, : Comparative By comparing the work results of the company with other similar companies. Authority from outside Using findings from outside the company, such as consultants hired to make published research Statistics An approach that is based on existing data and is feasible, and uses a mathematical-statistical approach to evaluate current and future conditions. Obedience By looking for facts about fraud and violations, so that the performance of the personnel department can be known and assessed. Management By Objective (MBO) By comparing the results of personnel activities with predetermined goals.

18. Conclusion Natural Resources and Human Resources are important aspects in conducting a project feasibility study Natural Resources (SDA) are divided into 2, namely natural resources that can be renewed and natural resources that cannot be renewed. Natural Resources that cannot be renewed must be balanced with environmental preservation so that they can be maintained Natural Resources that cannot be renewed need to find solutions for replacements as a way to maintain their existence Human Resources is an important aspect in a project feasibility study because humans are the main role of all project activities in an organization. Human Resources Management needs to be done in order to produce reliable and professional Human Resources in accordance with the type of work and activities carried out

19. REFERENCES Drs. Husein Umar, SE.MM, MBA, Studi Kelayakan Bisnis , Manajemen , Metode , dan Kasus . Cet-1 – Jakarta : Gramedia Pustaka Utama , 1997 – ISBN- 979-605- 578-3 Situmorang , Syafrizal Helmi , Studi kelayakan bisnis ( buku II)/ oleh Syafrizal Helmi Situmorang dan Ami Dilham . Cet. 1. – Medan: USU Press, 2007. ISBN – 979-458-296-4 Wiwik Sulistiyowati , ST., MT.(2019), Analisa Kelayakan Usaha, ISBN - 978-623-6833-92-6 Dr. H. Sugiyanto , S.E., MM, CMA., CFRM., CT., CHt , Luh Nadi, S.E., M.M, I Ketut Wenten , S.E., M.M.(2020), Studi Kelayakan Bisnis ISBN : 978-623-7815563

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