Nama Kelompok :

Dendy Ady Sanjaya 201760193

Muhammad Rizki Alfarisi 201860044
Ulyah Kumalasari 201860178

Bab 7 : Defining Competitiveness

External Competitiveness
 Mengacu pada hubungan gaji di antara organisasi - gaji organisasi relatif terhadap
pesaingnya.
External competitiveness dinyatakan dalam practice oleh :
1. Menetapkan tingkat pembayaran yang di atas, di bawah, atau sama dengan pesaing,
dan
2. Dengan mempertimbangkan campuran formulir pembayaran relatif terhadap pesaing.
Pay level – mengacu pada rata-rata dari berbagai tarif yang dibayarkan oleh majikan.
Σ Base + Bonuses + Benefits + Options / Σ Employees
Pay forms – lihat campuran berbagai jenis pembayaran yang membentuk kompensasi total.
Pay level and mix fokuskan perhatian pada dua tujuan :

 Control Labor Costs

 Attract and Retain Employees

Pay Level Decisions Impact Labor Costs :

 Labor Costs = Number of Employees x Pay Level
What Shapes External Competitiveness?
External Competitiveness :

 Labor Market Factors – Sifat permintaan, sifat penawaran

 Product Market Factors –Tingkat persaingan, tingkat permintaan produk
 Organization Factors – Industri, Strategi, Ukuran, Manajer Individu

Labor Market Factors

Labor Demand :

 The marginal product of labor adalah output tambahan yang terkait dengan pekerjaan
satu unit sumber daya manusia tambahan, dengan faktor produksi lainnya dianggap
konstan.
  The marginal revenue of labor adalah pendapatan tambahan yang dihasilkan ketika
perusahaan mempekerjakan satu unit tambahan sumber daya manusia, dengan faktor-
faktor produksi lainnya tetap konstan.

Labor Demand Theories and Implications

Theory Prediction So What?

Compensating differentials
Efficiency wage
Signaling
Work with negative
characteristics requires higher
pay to attract workers
Above-market wages will
improve efficiency by attracting
workers who will perform better
and be less willing to leave
Pay policies signal the kinds of
behavior the employer seeks
Job evaluation must collect
and compensable factors most
capture these negative
characteristics
Staffing programs must have
the capability of selecting the
best employees. Work must be
structured to take advantage
of employees’ greater efforts.
Pay practices must recognize
these behaviors by better pay,
larger bonuses, and forms of
compensation

Labor Supply Theories and Implications

Theory Prediction So What?

Reservation wage
Human Capital
Job competition
Job seekers won’t accept jobs
whose pay is below a certain
wage, other job aspects
The value of an individual’s
skills and abilities is a function
of the time and expense required
to acquire them
Workers compete through
qualifications for jobs with
established wages
Pay level will affect ability to
recruit
Higher pay is required to
induce people to train for
more difficult jobs
As hiring difficulties increase,
employers should expect to
spend more to train new
hires.spend more to train new
hires.

Competitive Pay Policy Alternatives

 Bayar dengan Kompetisi (Pertandingan)

 Pilihan Saham
 Kebijakan Prospek
 Kebijakan Lag
  Kebijakan yang Fleksibel
 Majikan Pilihan

Pay Mix Policy Alternatives :

 Performance – Driven
- Benefit = 17%
- Options = 16%
- Bonus = 17%
- Base = 50%
 Market Match
- Benefit = 20%
- Options = 4%
- Bonus = 6%
- Base = 70%
 Work - Life Balance
- Benefit = 30%
- Options = 10%
- Bonus = 10%
- Base = 50%
 Security (Commitment)
- Benefit = 20%
- Base = 80%
Consequences of Pay-Level and Pay-Mix
Beberapa Konsekuensi dari Tingkat Gaji
Daya saing total kompensasi :

 Berisi biaya operasional (biaya tenaga kerja)

 Tingkatkan kumpulan pelamar yang memenuhi syarat
 Meningkatkan kualitas dan pengalaman
 Kurangi omset sukarela
 Tingkatkan kemungkinan status bebas serikat pekerja
 Mengurangi penghentian pekerjaan terkait gaji

PERTANYAAN
Berapa tingkat Berapa tingkat gaji yang diprediksi oleh the efficiency wage theory? Apakah
teori tersebut secara akurat memprediksi perilaku organisasi? Mengapa dan mengapa tidak?