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Kompensasi: Establishing Pay Rates
Kompensasi: Establishing Pay Rates
• LANGKAH-LANGKAH
– Job analysis
• Telaah sistematis atas sebuah pekerjaan/jabatan
• Telaah dilakukan terhadap jabatan BUKAN ORANG yang
menduduki jabatan tersebut
– Job evaluation
• Proses penentuan nilai relatif sebuah
pekerjaan/jabatan dalam organisasi
• Compensable factors
COMPENSABLE FACTORS
• Compansable factors adalah kumpulan kriteria
yang menggambarkan bagaimana suatu jabatan
memberikan nilai tambah bagi suatu organisasi
• Normative compansable factors:
– Skill
– Effort
– Responsibility
– Working Condition
Persyaratan compensable factors
• Mencerminkan aktivitas kerja yang
sesungguhnya
• Didukung oleh dokumen kunci
• Memperkuat strategi bisnis dan budaya
organisasi
• Bermakna bagi semua pihak yang terkait
(stakeholders)
• Direview dari waktu ke waktu
COMPANSABLE FACTORS BASED ON HAY
PLAN METHOD
• Know How
• It measures the total knowledge, skills and competencies required in a job
to realize its accountabilities and to perform the job in an acceptable
• Problem Solving
• It measures the thinking required in the job by considering the
environment in which the thinking take places and the challenge
presented by the thinking to be done
• Accountability
• It measures the relative degree to which the job, performed competently,
can affect the end results of the organization or of a unit within the
organization
• Working Conditions
• It measures the unavoidable conditions under which the job is performed
CONTRIBUTION
• Pay will affects employee behavior, especially
on their motivation, so :
– Performance measures must be clearly defined,
and employee must be able to affect them trough
work behavior
– If payouts do not match expectations, employees
will react negatively
COMPETITIVENESS
• Dilakukan melalui survey untuk mengetahui
tingkat upah di pasar:
Tunjangan Tunjangan
Kinerja Kinerja
Individu Organisasi
Penilaian Penilaian
Kinerja Kinerja
Individu Organisasi
Managerial Matrix Grading Concept
Poin
Strata Rank Jabatan
Min Max
22
21
20
Staf
19
Manajerial
18
17
16
15
Staf
Non 14
Manajerial
12
Grading Jabatan
Rupiah
Poin
Strata Peringkat Jabatan 3,000
M in M ax M in M ax
15 PPKM 3920 4420 11,760,000 13,260,000
14 3420 3915 10,260,000 11,745,000
13 Direktur Sekeproc 2885 3415 8,655,000 10,245,000
12 PPTK, PPK SKPD 2350 2880 7,050,000 8,640,000
11 1815 2345 5,445,000 7,035,000
10 penyelia SKPD 1620 1810 4,860,000 5,430,000
bendahara pengeluaran, kord sekeproc, pejabat
9 1425 1615 4,275,000 4,845,000
pengadaan
8 koordinator 1230 1420 3,690,000 4,260,000
Staf Non Manajerial
6 staf konseling sekeproc, analisator sekmanpro, PPT 840 1030 2,520,000 3,090,000
Insentif Kinerja
Skor Kinerja Nilai Kinerja
Bulanan*
<25 – 30 A 10%
<20 – 25 B 7%
<15 – 20 C 3%
<10 – 15 D 0%
5 – 10 E 0%
Tunjangan kompetensi/pekerjaan
(jumlah poin x harga poin)
4000 poin x Rp 3,000 Rp 12.000.000
Tunjangan kinerja individu
(kategori penilaian x tunjangan kompetensi)
Mis: kategori A
10% x Rp 12.000.000 Rp 1.200.000
Jumlah* Rp 13.200.000
*belum termasuk gaji , tunjangan kinerja organisasi dan tunjangan lainnya (lembur dan transport)