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Manajemen Kompensasi
Modul 12

Tujuan Instruksional Kusus
Setelah mempelajari manajemen kompensasi, mahasiswa diharapkan dapat : a. Menjelaskan syarat-syarat yang dibutuhkan untuk mengelola system kompensasi yang baik b. Membahas tujuan manajemen kompensasi yang efektif c. Menjelaskan aturan dan tantangan yang dapat mempengaruhi rencana pembayaran. d. Menggambarkan bagaimana menentukan upah dan gaji. e. Membahas faktor-faktor yang mempengaruhi keberhasilan manajemen kompensasi memutuskan bagaimana cara terbaik untuk mengembangkan sistem pembayaran yang dapat dipahami, diterapkan dan dapat diterima oleh karyawan.

Pengertian dan Tujuan Kompensasi
Kompensasi adalah bentuk pembayaran (langsung atau tidak langsung) dalam bentuk manfaat dan insentif untuk memotivasi karyawan agar produktivitas kerja mereka semakin tinggi. Kompensasi dalam bentuk finansial langsung, seperti upah, gaji, komisi dan bonus. Sedangkan kompensasi tidak langsung seperti asuransi, bantuan sosial, uang cuti, uang pensiun, pendidikan dan sebagainya.

Menurut keith Davis dan Werther W.B (1996), secara umum tujuan manajemen kompensasi adalah untuk membentu perusahaan mencapai tujuan strategis dan menjamin terjadinya keadilan internal dan eksternal. Keadilan eksternal menjamin bahwa pekerjaan dikompensasi secara adil dengan membandingkan pekerjaan yang sama di pasar kerja. Kadang-kadang tujuan ini bisakonflik dan trade-offs harus terjadi. Misalnya untuk mempertahankan karyawan dan menjamin keadilan, analisis upah dann gaji merekomendasi pembayaran jumlah yang sama untuk pekerjan yang sama. Akan tetapi perusahaan mungkin menarik pekerja yang berkualifikasi dengan upah yang lebih tinggi, maka terjadilah trade-offs antara tujuan rekrutmen dan konsistensi tujuan manajemen kompensasi.

Beberapa prinsip yang diterapkan dalam manajemen kompensasi, antara lain sbb : a. Terdapat rasa keadilan dan pemeratan pendapatan dalam perusahan b. Setiap pekerjaan dinilai melalui proses evaluasi pekerjaan dan kinerja c. Mempertimbangkan keuangan perusahaan. d. Nilai rupiah dalam sistem penggajian mampu bersaing dengab harga pasar tenaga kerja yang sejenis. e. Sistem penggajian yang baru dapat membedakan orang yang berprestasi baik dan tidak dalam golongan yang sama. f. Sistem pengganjian yang baru harus dikaitkan dengan penilaian kinerja karyawan

Tujuan Manajemen Kompenasi yang Efektif a. Memperoleh personil yang berkualifikasi b. Mempertahankan karyawan yang ada c. Menjamin keadilan. d. Penghargaan terhadap perilaku yang diinginkan e. Mengendalikan biaya. f. Mengikuti aturan hukum g. Memfasilitasi pengertian h. Meningkatkan efisiensi administrasi

Tujuan manajemen diatas bukan berbagai aturan, hanya sebagai petunjuk saja. Untuk memenuhi tujuan tsb, ada tiga tahapan manajemen kompensasi : a. Mengevaluasi tiap pekerjaan dengan menggunakan informasi analisis pekerjaan untuk menjamin keadilan internal yang didasarkan nilai relatig setiap pekerjaan ( fase identifikasi dan studi pekerjaan. b. Melakukan survei upah dan gaji untuk menetapkan ketidak adilan eksternal didasarkan pada upah dipasar kerja ( fase keadilan internal c. Menilai harga tiap pekerjaan untuk menetukan upah (pembayaran) didasarkan pada keadilan internal dan eksternal ( fase keadilan eksternal

Evaluasi dan Analisis Pekerjaan a. Penyusunan peringkat pekerjaan b. Penilaian kelas pekerjaan c. Perbandingan faktor d. Sistem poin
Analisis pekerjaan meliputi pengumpulan informasi pekerjaan melalui survei, observasi dan diskusi antara para pekerja dengan penyelia untuk menghasilkan deskripsi posisi dan pekerjaan. Dengan informasi dari analisis pekerjaan sebagai bagian dari sistem informasi SDM, para analisis kompensasi memiliki informasi minimum yang dibutuhkan untuk melakukan evaluasi pekerjaan.
Evaluasi pekerjaan merupakan prosedur sistematis untuk menentukan nilai relatif dari pekerjaan. Meskupun terjadi perbedaan pendekatan, setipa pendekatan mempertimbangkan tanggung jawa, keahlian, upaya dan kondisi kerja yang inheren dalam pekerjaan. Evaluasi ini menentukn pejerjaan mana yang memiliki nilai lebih tinggi. Tanpa evaluasi pekerjaan , departemen SDM tidak mampu mengembangkan pendekatan yang rasional dalam kompensasi.

Penyusunan Peringkat Pekerjaan
Adalah metode evaluasi pekerjaan yang paling sederhana dan tidak rumit. Para spesialis me-review informasi analisis pekerjaan dan menyusun peringkat tiap pekerjaan secara subyektif sesuai dengan kepentingan relatif kemudian membandingkannya dengan pekerjaan lain

Penilaian Kelas Pekerjaan
Kelas pekerjaan atau klasifikasi pekerjaan lebih memuaskan dari penentuan peringkat pekerjaan. Deskripsi standar yang digunakan hampir sepadan dengan deskripsi pekerjaan yang menentukan nilai relatif yang diekspresikan sebagai kelas pekerjaan. Semakin penting sebuah pekerjan semakin besar pembayarannya. Contoh metode penentuan kelas pekerjaan.

Tabel. Metode Penentuan Kelas Karyawan
|Kelas Pekerjaan |Deskripsi Standar |
|I |Pekerjaan mudah dan dilakukan sangat berulang-ulang, syarat pelatihan minimal, tanggung jawab dan |
| |inisiatif relatif kecil dan supervisi ketat |
| |Contoh : portir, pembersih kontor dan klerk arsip |
|II |Pekerjaan mudah dan berulang-ulang, membutuhkan pelatihan dan keterampilan, supervisi agak ketat. |
| |Karyawan diharapkan memiliki |
| |tanggung jawa atau inisiatif. |
| |Contoh : klerk, pengetik, dan pembersih mesin |
|III |Pekerjaan mudah, variasi sedikit dan supervisi umum. Pelatihan dan |
| |keterampilan dibutuhkan. Karyawan memiliki tanggung jawab minimal dan harus mengambil inisiatif untuk |
| |melakukannya dengan memuaskan. |
| |Contoh. Ekspekdisi surat, montir mesin, klerk kelas II. |
|IV |Pekerjaan agak kompleks dengan bebera[pa variasi dan supervisi umum.Tingkat keterampilan/keahlian |
| |tinggi. Karyawan bertanggung jawab untuk peralatan dan kemanan, dan secara teratur menunjukkan |
| |inisiatif. |
| |Contoh : operator mesin I dan pemegang saham. |
|V |Pekerjaan kompleks, bervariasi dan supervisi umum. Tingkat keahlian lanjutan. Karyawan bertanggung jawa|
| |terhadap peralatan dan keamanan, menunjukkan derajat inisiatif yang tinggi |
| |Contoh. Aperator mesin II dan spesialis. |

.

Perbandingan Factor
Metode ini meliputi langkah langkah berikut : a. Menentukan faktor-faktor penting b. Menentukan pekerjaan-pekerjaan kunci c. Membagi sedara adil upah berlaklu untuk pekerjaan d. Menempatkan pekerjaan-pekerjaan kunci pada daftar faktor pembanding e. Mengevaluasi pekerjaan-pekerjaan lain

Sistem Poin
Menurut Keith Davis dan Werther W.B (1996), metode ini meliputi langkah langkah berikut : a. Menentukan faktor-faktor penting b. Menentukan tingkat faktor-faktor c. Memberi poin pada tiap subfaktor d. Memberi poin pada tiap tingkatan e. Mengembangkan manual poin. f. Menerapkan sistem poin

Menurut Keith Davis dan Werthner W.B, penelitian menunjukan bahwa sistem poin lebih banyak digunakan dari pada metode lainnya. Sistem ini mengevaluasi faktor-faktor pengimbang tiap pekerjaan dengan menggunakan unpah sebagai metode pembanding faktor. Sistem ini menggunakan anggka-angka. Sistem ini dijalankan melalui enam langkah dan biasanya melalui komite evaluasi pekerjaan atau analisdis individu. Berikut ini disajikan matriks sistem poin
|Faktor Pengimbang |Tingkat I |Tingkat II |Tingkat III |Tingkat IV |
|- Tanggung Jawab | | | | |
|Keselamatan lainnya |25 |50 |75 |100 |
|Peralatan dan bahan-bahan |20 |40 |60 |80 |
|Membantu petatar |5 |20 |35 |50 |
|Kualitas produk/jasa |20 |40 |60 |80 |
|- Keterampilan/Keahlian | | | | |
|a. Pengalaman |45 |90 |135 |180 |
|b. Pendidikan/Pelatihan |25 |50 |75 |100 |
|- Upaya | | | | |
|a. Fisik |25 |50 |75 |100 |
|b. Mental |35 |70 |105 |150 |
|- Kondisi Pekerjaan | | | | |
|a. Kondisi tidak menyenangkan |20 |40 |60 |80 |
|b. Kerusakan moral |20 |40 |60 |80 |
|Total Poin | | | |1000 |

Catatan
I = minimum II = Rendah III = moderat IV = tinggi Poin minimum = bobot (menghilangkan %) Poin maksimum = bobot x jumlah poin

Poin maksimum – Poin minimum Interval = --------------------------------------------- Jumlah tingkatan -1

Karena karakteristiknya, tiap faktor pekerjaan hendaknya diberi bobot, misalnya untuk keterampilan/keahlian 50%, tanggung jawab 30%, usaha fisik 12% dan kondisi kerja 8% upah/gaji

Survei Upah dan Gaji
Apa saja yang terkandung pada keadilan eksternal ? Untuk menentukan tingkat kompensasi yang adil, perusahaan percaya pada survei upah dan gaji. Pada survei ditemukan apakah pengusaha lain dipasar kerja memberikan pembayaran yang spesifik untuk pekerjaan kunci. Data survei merupakan dasar penetapan tinggi rendahnya upah dan gaji untuk membandingkan level/tingkat kompensasi. Salah satu sumber data adalah DTK atau BPS. Apabila data survei tidak sesuai lagi dalam menghadapi perubahan pasar yang cepat, sumber data lain dapat digunakan.
Masalah utama yang sering dihadapi dari hasil publikasi survei adalah tentang derajat perbandingannya, seperti tingkat keakurasian, kepercayaan dan keabsahan.
Untuk mengatasi keterbatasan hasil survei yang dipublikasikan, beberapa departemen SDM melakukan survei upah dan gaji. Namun survei itu biayanya mahal, oleh karena itu hanya pekerjaan-pekerjaan kunci yang digunakan. Sebagai contoh dari beberapa perusahaan di pasar kerja diseleksi, dan mereka dikontrak melalui telepon atau surat untuk mempelajari berapa yang mereka bayarkan untuk pekerjaan kunci.
Untuk pekerjaan berskala internasional, khususnya pada level yang lebih tinggi. Sebuah survei mungkin tidak efektif karena sifat dari pekerjaannya yang unik. Banyak perusahaan yang membayar gaji sama dengan yang diterima didalam negeri dan tambahan diberikan untuk biaya ekstra karena melakukan tugas internasional.

Menentukan Nilai Pekerjaan 1. Tingkat pembayaran 2. Struktur kompensasi
Dalam menentukan nilai pekerjaan, nilai evaluasi pekerjaan disepadankan dengan nilai yang ada di pasar kerja. Ada 2 kegiatan yang terkait yaitu (1) mengembangkan tingkat pembayaran yang tepat untuk setiap pekerjaan dan (2) mengelompokkan tingkat pembayaran yang berbeda kedalam sebuah struktur yang dapat dikelola secara efektif.
Untuk menyusun tingkat pembayaran yang benar, peringkat internal dan tingkat upah survei dikombinasikan melalui penggunakan kurva yang disebut kurva scattergram
Analisis kompensasi akan lebih tepat untuk menyatukan pekerjaan kedalam kelas pekerjaan. Dalam pendekatan penilaian pekerjaan, pekerjaan siap dikelompokan kedalam kategori yang ditetapkan sebelumnya. Dengan metode evaluasi pekerjaan yang lain, pengelomkan dibuat dengan menciptakan penilaian pekerjaan didasarkan pada peringkatan, pembayaran dan poin sebelumnya.

Beberapa Tantangan
Dalam menerapkan manajemen kompensasi, perusahan tidak akan luput dari beberapa tantangan yang mungkin dihadapi, baik internal maupun eksternal, seperti : a. Tujuan strategik b. Tingkat upah berlaku c. Kekuatan serikat kerja d. Kendala pemerintah e. Pemeratan pembayaran f. Penyesuaian dan strategi kompensasi g. Tantangan kompetensi internasilan h. Produktivitas dan Biaya

Penyunan Struktur Pengganjian 1. Permasalahan PT Jangkar Mustika memproduksi minuman ringan dan aqua berencana akan menyumparnakan sistem penggajian karyawan?staf pimpinan. Tujuan penyem,purnaan agar karyawan.staf lebih bergairah bekerja dan mengurangi turmn ofer yang sering terjadi karena tingkat penggajian yang lama kalah bersaing dengan tingkat penggjian dipasaran. Direksi PT Jangkar Mustika minta kepada tim konsultan agar semua job tutle yang ada dievaluasi agar benar-benmar memperoleh jobs point yang pasti. Berikut ini diberikan data-data yang diperlukan

|No |Position |Actual Monthly Base Salary |
|1 |Production Manager |1.850.000 |
|2 |Marketing Manager |1.600.000 |
|3 |Nat. Sales Manager |1.250.000 |
|4 |Technical Manajer |1.400.000 |
|5 |Q.C Manager |1.650.000 |
|6 |Finance Manager |1.500.000 |
|7 |E.D.P Manager |1.250.000 |
|8 | |850.000 |
|9 |Processing Manager |1.100.000 |
|10 | |850.000 |
|11 |Maintenence Manager |900.000 |
|12 |Brand Manager |800.000 |
|13 |Regional Sale Manager |750.000 |
|14 |Promotion Manajer |800.000 |
|15 |Purchasing Manager |750.000 |
|16 |Chief Account |1.100.000 |
|17 | |900.000 |
|18 |Personal Dev. Manager |650.000 |
|19 | |800.000 |
|20 |General Affairs Manager |850.000 |
|21 |Personel ADM Manager |450.000 |
|22 |Filling & Packing manajer |600.000 |
|23 | |500.000 |
|24 |Logistic Manajer |400.000 |
|25 | |350.000 |
|265 |Sales ADM & Office Man |550.000 |
|27 | |450.000 |
|28 |R & D Manager |400.000 |
|29 | |500.000 |
|30 |Management Acount |450.000 |
|31 |System Analisis |550.000 |
|32 |Micro Biologist |400.000 |
|33 | |600.000 |
|34 |Process Chemist |450.000 |
|35 | |570.000 |
| |Area Sales Manajer | |
| | | |
| |Canning Head | |
| |General Aqqount | |
| | | |
| |Electrical Head | |
| |Programmer/Analisys | |
| |General Affair Officer | |
| |Security Officer | |
| | | |
| |Distribution Officer | |
| | | |
| |Pers. Adm Officer | |
| | | |
| |Transport Office | |
| | | |

28.820.000

Penyelesaikan Masalah
Struktur penggajian tanpa penggolongan jabatan (Hay System) . Gaji ditentukan 30% midt poit, berarti 130% dari midt point dan gaji dasar ditentukan 30% midt point yang berarti 70% dari midt point. Untuk melihat hubungan nilai jabatan dengan nilai gaji karyawan, dapat dilakukan dengan menggunakan metode regresi dimana secara umum Persamannya Y = a + bX dimana : Y = nilai gaji karyawan X = nilai/bobot jabatan a = konstanta b = slope/gradien Berdasarkan data salary structure pada bagian permasalahan, untuk mencari nilai a dan b dapat dicari dengan menggunakan 2 persamaan

∑XY = a∑X +b∑X ∑Y = a ∑X + b.n

Nilai b = 3.387 dan a = -651.358
Dengan demikian didapatkan persamaan regresi Y = 3.387X – 651.358 Berdasarkan persamaan regresi tsb maka nilai/bobot pekerjaan dapat dihitung midt point. Gaji dasar 70% dari midt point dan gaji puncak 130% dari midt point

Kesimpulan a. Kompensasi karyawan apabila dikelola dengan baik dapat mencapai strategi perusahaan dengan baik dan sebagai alat efektif untuk memperoleh, memelihara dan mempertahankan karyawan yang produktif b. Karena kompensasi mampu memberikan sinyal dimana perilaku dapat dievaluasi, dapat berpotensi mempengaruhi produktivitas individu secara nyata. Jika tidak dikelola dengan baik hasilnya mungkin akan terjadi perputaran karyawan yang tinggi, tingkat ketidakhadiran yang meningkat, ketidak puasan dalam bekerja, produktivitas rendah dan tidak tercapainya strategi kompensasi karyawan. c. Agar komponen program-program kompensasi pembayaran tepat, maka gaji dan upah harus adil secara internal dan eksternal. Nilai relatif dari pekerjaan ditentukan melalu teknik evaluasi. Hal ini menjamin terjadinya keadilan internal. Survei upah dan gaji akan menentukan keadilan. Eksternal. Sekali keadilan knternal danm eksternal ditentukan, semua pekerjaa diharga untuk menentukan tingkat pembayaran spesifik yang dikelompokkan kedal range it agar mudah dikelola dengan baik. d. Jamlah aktual yang dibayarkan mungkin dipengaruhi oleh tantangan, seperti tujuan strategik, tingkat upah yang berlaku, kekuatan serikat kerja, kebijakan kompensasi, kendala tata pengembilan kepuitusan, globalisasi bisnis dan produktivitas karyawan.

Kasus

Direksi PT Agro Nusantara telah mengundang tim konsultan manajemen untuk menyempurnakan sistem penggajian karyawan, pimpimam/staf sesuai perkembangan ekonomi sekarang. Tim konsultan diminta mengajukan opsi atau pilihan sistem penggajian yaitu sistem Hay (profile) dan sistem penggolongan gaji. Direksi telah memberikan 35 nama jabatan beserta uraian kerjanya dan besar gaji pokok yang diterima. Satu bulan kemudian tim konsultan membawa hasil pekerjaannya dan ditunjukkan pada direksi sebagai berikut.
Persamaan garis regresi (trend) sebagai hasil penjabaran nilai jabatan (X) dan gaji pokok (Y) yang diterima yaitu :
Y = 3.950 x nilai jabatan – 424.500
Tugas selanjutnya yang harus Anda kerjakan sebagai anggota tim konsultan adalah :
1. Buat struktur penggajian model Hay system dengan ketentuan a. Nilai jabatan 270-690 b. Jarak gaji dasar (GD) dengan gaji puncak (GP) adalah 30% dari mid poiny yang melalui garis regresi bernilai 100%
2. Buat struktur penggajian model sistem penggolongan gaji (5 golongan) dengan ketentuan : a. Untuk golongan III jarak GD dan GP adalah 100% (25th x 4% kenaikan berkala), dimana mid poin dari golongan III tetap berada pada garis regresi hay system (tetapi tidak bernilai 100%) b. Kenaikan golongan gaji berikutnya adalah • Dari golongan III ke IV 25% • Dari golongan II ke III 30% • Dari golongan I ke II 35% • Dari golongan IV ke V 20% ( catatan : grafik dua struktur gaji berimpit)
3. Bila pada sistem Hay ada karyawan dengan gaji pokok sebesar Rp 700.000 (nilai jabatan 390) dan gaji pokok Rp 1.850.000 (nilai jabatan 430), Apa status gajinya (op, in, atau up) ? Buktikan dengan perhitungan dan apa tindakan direksi ?

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