(COMPENSATION)
Perusahaan dalam
memberikan
kompensasi kepada
para pekerja terlebih
dahulu melakukan
penghitungan
kinerja dengan
membuat
sistem penilaian kine
rja
yang adil.
Total
Returns
Total
Compensation
Cash
Compensation
Base
Merit/Cost
of Living
Short-term
incentives
Long-term
incentives
Relational
Returns
Recognition &
Status
Benefits
Employment
security
Income
protection
Challenging work
Work/life
focus
Allowances
Learning
opportunities
Imbalan Ektrinsik
a. Imbalan ektrinsik yang berbentuk uang
antara lain misalnya :
- gaji
- upah
- honor
- bonus
- komisi
- insentif
- upah, dll
Imbalan Intrinsik
Imbalan dalam bentuk intrinsik yang tidak
berbentuk fisik dan hanya dapat dirasakan
berupa kelangsungan pekerjaan, jenjang
karir yang jelas, kondisi lingkungan kerja,
pekerjaan yang menarik, dan lain-lain.
Position
descriptions
Job
descriptions
Job
standards
Job
ranking
Job
grading
Factor
comparison
Point
system
Phase-IV
Matching internal
and external worth
Dept
NAKER
Employer
association
Professional
associations
Self conducted
surveys
Pricing jobs
Job evaluation
worth
Match
Labor market
worth
Position
Rank
Remark
Janitor
Less Importance
Secretary
Importance
Office Manager
Very Importance
Standard Description
Work is simple and highly repetitive, done under close supervision, requiring
minimal training and little responsibility or initiative
Ex: Janitor, file clerk
II.
Work is simple and highly repetitive, done under close supervision, requiring some
training or skill. Employee is expected to assume responsibility or exhibit initiative
only rarely.
Ex: Clerk-typist I, Machine cleaner
III.
Work is simple, with little variation, done under general supervision. Training or skill
required. Employee has minimum responsibilities and must take some initiative to
perform satisfactorily.
Ex: Part expediter, machine oiler, Clerk-typist II.
IV
Work is moderately complex, with some variation, done under general supervision.
High level of skill required. Employee is responsible for equipment or safety;
regularly exhibits initiative.
Ex: Machine operator I, Tool and die apprentice
Work is complex, varied, done under general supervision. Advance skill level
required. Employee is responsible for equipment and safety; shows high degree of
initiative.
Ex: Machine operator II, Tool and die specialist
Forklift
Driver
Secretary
Janitor
File Clerk
Responsibility
3,20
1,80
2,40
0,80
1,40
Skill
4,00
1,80
2,00
0,80
1,30
Mental Effort
3,00
1,20
1,80
0,50
1,40
Physical Effort
2,00
1,80
0,70
2,70
0,90
Working Condition
0,07
0,60
0,60
1,90
0,60
Total
12,27
7,20
7,50
6,70
5,60
12,27
7,20
7,50
6,70
5,60
Minimum
Low
Moderate
High
II
III
IV
Responsibility
1
a
Safety of others
25
50
75
100
20
40
60
80
Assisting trainees
20
35
50
20
40
60
80
Skill
2
a
Experience
45
90
135
180
Education/ training
25
50
75
100
Effort
3
a
Physical
25
50
75
100
Mental
35
70
105
150
Working Condition
4
a
Unpleasant condition
20
40
60
80
Hazard
20
40
60
80
Total
1000
1.
Responsibility
b. Equipment and materials.
Each employee is responsible for conserving the companys equipment and
materials. This include reporting malfunctioning equipment or defective materials,
keeping equipment and materials cleaned or in proper order, and maintaining,
repairing, or modifying equipment and materials according to individual job duties.
The company recognizes that the degree of responsibility for equipment and
material varies widely throughout the organization.
Level I.
Level II.
Level III.
Level IV.
Wages or Salaries
Point Values
Problematika kompensasi
1. Strategic Objectives, pola kompensasi dapat dipergunakan untuk
mendorong terciptanya kerjasama tim, apabila besaran kompensasi
dikaitkan dengan tingkat kinerja tim (bukan kinerja individu).
Nontraditional Compensation