SWOT Analysis in Development

SWOT Analysis in Development A. Human Resource Development Concept According to Werner and Desimone (2009) human resource development is defined as a series of systematic and planned activities designed by the organization to provide its members with the opportunity to learn the skills needed to meet current and future job requirements. Human resources (HR) are one of the most important factors and cannot be separated from an organization, both institutions and companies. HR is also the key that determines the development of the company. In essence, HR is in the form of humans who are employed in an organization as drivers, thinkers and planners to achieve the goals of the organization. Development is formal education, work experience, relationships and assessment of personality and abilities that help HR to prepare for the future. The purpose of HR development has two dimensions, namely the individual dimension and the institutional/organizational dimension. Individual-dimensional goals refer to something achieved by an HR in the company while institutional-dimensional goals refer to what can be achieved by the company as a result of the HR development program. B. SWOT Analysis SWOT analysis is a form of analysis in company management or in an organization that can systematically assist in the preparation of a mature plan to achieve goals, both short-term and long-term goals. SWOT analysis is a method that companies often use to see a brief overview of the company as a whole, namely the internal and external environment. The internal environment consists of Strengths (S) and Weaknesses (W) while the external environment includes Opportunities (O) and Threats (T). a) Strength is the advantage of the company's resources over competitors and the needs of the market that the company offers or wants to offer. b) Weakness is a limitation or deficiency of one or more company resources or company capabilities against competitors that affect performance. c) Opportunities are the main situations that are beneficial to the company's environment. Trends are key sources of opportunities. Identification of previously missed market segments, changes and regulations, changes in technology, improving buyer and supplier relations, which are some of the opportunities for the company. d) Threats are situations that are not beneficial to the company. The entry of competitors, slow market growth and increasing bargaining power of buyers or suppliers, technology that is not yet optimal and government regulations are also threats to the success of the company. Strengths, weaknesses, opportunities, and threats (strengths, weaknesses, opportunities, threats) are an important matching tool in their role to help managers develop four types of strategies, namely: 1) SO Strategy (SO Strategies), utilizing the company's internal strengths to gain an advantage over external opportunities. 2) WO Strategy (WO Strategies), aims to improve the company's internal weaknesses by taking advantage of the company's external opportunities. 3) ST Strategy (ST Strategies), utilizes the strengths owned by the company to avoid or reduce the impact of external threats. 4) WT Strategy (WT Strategies), is a way for the company to survive which is useful in reducing internal weaknesses and avoiding external threats. SWOT Matrix example in HR Development 1. Strength-opportunity (SO) strategy The strategy produced in this combination is to utilize strengths to obtain opportunities that have been identified. a) Knowledge sharing carried out by employees can help employees increase their knowledge and abilities and get promotions according to the abilities they have learned from the sharing they do. b) With a good management system, it can support fresh HR to be managed and educated so that they have more competent abilities. 2. Strength-threat (ST) strategy This strategy tries to find the strengths that the company has to be able to overcome these threats. a) HR has interpersonal relationships so that they avoid competition that has a negative impact on employees and the company. b) Management that continues to be improved so as to reduce the level of employee layoffs. 3. Weakness-opportunity (WO) strategy This strategy is an alternative strategy in minimizing the weaknesses of the company by utilizing the opportunities that exist to the maximum: a) Contract employees are motivated by the career ladder promised by the company. b) Recruitment based on family elements is replaced with fresh human resources from schools that have collaborated. 4. Weakness-threat strategy (WT) This strategy is a strategy to utilize existing weaknesses to suppress threats that arise in the company. a) Hierarchical Management can cause fear for employees who want to commit corruption.