UJIAN AKHIR SEMESTER (UAS)

Mata Kuliah : Manajemen Strategi SDM

Kelas/Jurusan : X/S1 Manajemen
Hari/Tanggal : 9 Juni 2023
Sifat : Open Book
Dosen Pengampu : Dr. Diana Sulianti K. Tobing, SE., M.Si

Jawablah kasus berikut sesuai nama masing-masing mahasiswa. Jawab dalam Bahasa Inggris
dan Indonesia

But I Didn’t Know

After a meeting with the operations manager of your organization, you close the door to your
office so you can think of strategies to resolve an issue that has come up. The operations
manager casually mentioned he had just finished a performance review of one of his employees
and offered the employee a large raise because of all the hours the employee was putting in.
The raise was equal to 11 percent of the employee’s salary. The operations manager, being new
both to the company and to a union shop, wasn’t aware of the contract
agreement surrounding pay increases. An employee must receive a minimum of a 2 percent
pay increase per year and a maximum of 6 percent per year based on the contract. You worry
that if the union gets wind of this, everyone at that employee’s pay level may file a grievance
asking for the same pay raise. Of course, the challenge is that the manager already told this
person he would be receiving the 11 percent raise. You know you need to act fast to remedy
this situation.
a. As an HR professional, what should you have done initially to prevent this issue from
happening? Outline a specific strategy to implement stating how you will prevent this
from happening in the future.
b. What would you do about the 11 percent pay raise that was already promised to the
employee?
c. If the union files a grievance, what type of grievance do you think it would be? Provide
reasoning for your answer.
d. If the union does file a grievance, draft a response to the grievance to share with your
upper-level managers as a starting point for discussion on how to remedy the situation.

*****
Name : Muhammad Afif Difa Asy Syafiq
Student ID Number : 210810201138
Final Exam Answer Sheet

1. As an HR professional, what should you have done initially to prevent this issue from
happening? Outline a specific strategy to implement stating how you will prevent this from
happening in the future.
Answer: To prevent this issue from happening, as an HR professional, we should be aware
of the agreement on the contract about pay increases. The specific strategy we can
implement:
- Arrange regular training or workshops for managers, especially those who are new
to the company. The training or workshops should cover key aspects of the contracts
so that they have a clear understanding of the limitations, including pay increases.
- Prepare a summary of the contract agreement about pay increases. The summary
should include the precise information about the minimum and maximum
percentages allowed and any other relevant details. This needs to be distributed to
all managers as a reference.
- Implement a review process for any proposed pay increases. HR should review the
request to make sure compliance with the contract and provide guidance or
suggestions if necessary.
- Communication channels. Create a channels to communicate with managers to seek
HR guidance and encourage managers to consult with HR before making decisions
about employee compensation.
- Establish culture of compliance. Emphasize the importance of comply and
consistent with the contract agreement.
2. What would you do about the 11 percent pay raise that was already promised to the
employee?
Answer: It is important to minimizing any potential negative impact on the employee since
the 11 percent pay raise was already promised. What we can do is:
- Have on-one-one discussion with the operations manager to clarify the contract
agreement about pay increases. Highlight the specific limits and the consequences
of exceeding them.
 - Explore alternative options that provide benefits to the employee without violating
the contract. It can be non-monetary benefits, such as extra vacation days,
professional development opportunities, or performance bonus.
- Arrange a meeting with the employee who was promised 11% raise. Be transparent
with the current situation, explain contract limitations, and apologize for any
confusion or misunderstanding, and offer the alternative solustions.
- Document the details of the resolution, it can be the recording of the discussion for
future reference, the alternative benefits/compensation adjustment that has been
offered.

3. If the union files a grievance, what type of grievance do you think it would be? Provide
reasoning for your answer.
Answer: In that situation, if the union files a grievance it is likely to be classified as a
“contractual violation” grievance. The reason is because the operation manager has offered
an 11% raise to an employee that clearly exceeds the limits set in the contract agreement
which specfies a minimum 2% pay raise and maximum 6% pay raise per year.

4. If the union does file a grievance, draft a response to the grievance to share with your upper-
level managers as a starting point for discussion on how to remedy the situation.
Answer:

Response to the grievance:

[Name]
[Position]
[Organization/Company Name]
[Date]

[Union Representative's Name]

[Union Name]
[Union Address]

Subject: Grievance Response - Contractual Violation

Dear [Union Representative's Name],

I hope this letter is finds you in good health and spirits. I am composing this correspondence
to response to the grievance filed by the union concerning a pay raise issue that recently came
to our attention. We acknowledge the concerns raised by the union and commited to
addressing this matter in a fair and timely manner.
According to our investigation, the operations manager unintentionally violated the contract
agreement by promising the employee 11 percent pay raise without following to the
minimum and maximum limits specified in the contract. We acknowledge that this was a
mistake.

As a company, we cherish our relationship with the union and make an effort to preserve a
fair and transparent working environment. We apologize for any misunderstanding or
confusion brought on by the acts of our operations manager, and we assure you that the issue
will be resolved.

In light of this grievance, we propose the following resolution:

1. Upholding the agreement: We promise to comply to the contract agreement regarding

pay increases, making sure that any future raises fall within the specified range of 2
percent to 6 percent per year.
2. Employee communication: We have already contacted with the employee in question
and explained the circumstances, expressing our apology for the miscommunication.
We have offered alternative solutions that comply with the contractual limits and
demonstrate our commitment to the employee's well-being and satisfaction.
3. Assesment and training: In order to find any deficiencies that may have led to this
overlook, we will organize a full assessment of our internal procedures and training
initiatives. In order to avoid such events, we will intensify our efforts to inform and
train management on the specifics of union contracts, including pay raise.
4. Documentation and record-keeping: We’ll make sure that all pay raise are properly
documented and approved in accordance with the contract. To guarantee compliance
and lower the possibility of repeat mistakes, HR will put in place additional controls
and monitoring.We understand the importance of resolving this matter swiftly and
amicably. We are open to further discussions with the union to address any remaining
concerns and find a mutually acceptable solution.

Thank you for bringing this grievance to our attention. We value your cooperation and look
forward to resolving this matter in a way that upholds the principles of our contractual
agreements and maintains a positive working relationship with the union.

Sincerely,

[Name]
[Position]
[Organization/Company Name]
 JAWABAN BAHASA INDONESIA

1. Untuk mencegah hal ini terjadi, sebagai HR profesional, kita harus mengetahui
kesepakatan kontrak tentang kenaikan gaji. Strategi khusus yang dapat kami terapkan:
- Mengadakan pelatihan atau lokakarya rutin untuk para manajer, terutama mereka
yang baru mengenal perusahaan. Pelatihan atau lokakarya harus mencakup aspek-
aspek kunci dari kontrak sehingga mereka memiliki pemahaman yang jelas tentang
batasan-batasan tersebut, termasuk kenaikan gaji.
- Siapkan ringkasan perjanjian kontrak tentang kenaikan gaji. Ringkasan harus
mencakup informasi yang tepat tentang persentase minimum dan maksimum yang
diperbolehkan dan detail relevan lainnya. Ini perlu didistribusikan ke semua
manajer sebagai referensi.
- Terapkan proses peninjauan untuk setiap kenaikan gaji yang diusulkan. SDM harus
meninjau permintaan untuk memastikan kepatuhan terhadap kontrak dan
memberikan panduan atau saran jika perlu.
- Saluran komunikasi. Buat saluran untuk berkomunikasi dengan manajer untuk
mencari panduan SDM dan dorong manajer untuk berkonsultasi dengan SDM
sebelum membuat keputusan tentang kompensasi karyawan.
- Menetapkan budaya kepatuhan. Menekankan pentingnya mematuhi dan konsisten
dengan perjanjian kontrak.
2. Penting untuk meminimalkan potensi dampak negatif pada karyawan karena kenaikan
gaji 11 persen sudah dijanjikan. Apa yang bisa kita lakukan adalah:
- Lakukan diskusi langsung dengan manajer operasi untuk mengklarifikasi perjanjian
kontrak tentang kenaikan gaji. Soroti batas-batas spesifik dan konsekuensi dari
melampauinya.
- Jelajahi opsi alternatif yang memberikan manfaat bagi karyawan tanpa melanggar
kontrak. Ini bisa berupa keuntungan non-moneter, seperti hari libur ekstra, peluang
pengembangan profesional, atau bonus kinerja.
- Atur pertemuan dengan karyawan yang dijanjikan kenaikan 11%. Bersikap
transparan dengan situasi saat ini, jelaskan batasan kontrak, dan minta maaf atas
kebingungan atau kesalahpahaman, dan tawarkan solusi alternatif.
- Dokumentasikan rincian penyelesaiannya, bisa berupa rekaman pembahasan untuk
referensi di masa mendatang, alternatif penyesuaian manfaat/kompensasi yang
telah ditawarkan.
 3. Dalam situasi tersebut, jika serikat pekerja mengajukan pengaduan, kemungkinan besar
akan diklasifikasikan sebagai pengaduan “pelanggaran kontrak”. Alasannya karena
manajer operasi telah menawarkan kenaikan gaji 11% kepada seorang karyawan yang
jelas melebihi batas yang ditetapkan dalam perjanjian kontrak yang menetapkan
kenaikan gaji minimal 2% dan kenaikan gaji maksimal 6% per tahun.

Tanggapan terhadap keluhan:

[Nama]
[Posisi]
[Nama Organisasi/Perusahaan]
[Tanggal]

[Nama Perwakilan Serikat]

[Nama Serikat]
[Alamat Serikat]

Perihal: Tanggapan Keluhan - Pelanggaran Kontrak

Yang terhormat [Nama Perwakilan Serikat],

Saya harap surat ini menemukan Anda dalam kesehatan dan semangat yang baik. Saya
menulis korespondensi ini untuk menanggapi keluhan yang diajukan oleh serikat pekerja
terkait masalah kenaikan gaji yang baru-baru ini menjadi perhatian kami. Kami mengakui
keprihatinan yang diangkat oleh serikat pekerja dan berkomitmen untuk menangani masalah
ini secara adil dan tepat waktu.

Menurut penyelidikan kami, manajer operasi secara tidak sengaja melanggar perjanjian
kontrak dengan menjanjikan kenaikan gaji 11 persen kepada karyawan tanpa mengikuti batas
minimum dan maksimum yang ditentukan dalam kontrak. Kami mengakui bahwa ini adalah
kesalahan.

Sebagai sebuah perusahaan, kami menghargai hubungan kami dengan serikat pekerja dan
berupaya menjaga lingkungan kerja yang adil dan transparan. Kami mohon maaf atas
kesalahpahaman atau kebingungan yang disebabkan oleh tindakan manajer operasi kami, dan
kami meyakinkan Anda bahwa masalah ini akan diselesaikan.

Sehubungan dengan keluhan tersebut, kami mengusulkan penyelesaian sebagai berikut:

1. Menjunjung tinggi kesepakatan: Kami berjanji untuk mematuhi perjanjian kontrak

mengenai kenaikan gaji, memastikan bahwa setiap kenaikan gaji di masa mendatang
berada dalam kisaran yang ditentukan antara 2 persen hingga 6 persen per tahun.
2. Komunikasi karyawan: Kami telah menghubungi karyawan yang bersangkutan dan
menjelaskan keadaannya, menyampaikan permintaan maaf kami atas miskomunikasi
tersebut. Kami telah menawarkan solusi alternatif yang sesuai dengan batas kontrak
dan menunjukkan komitmen kami terhadap kesejahteraan dan kepuasan karyawan.
 3. Penilaian dan pelatihan: Untuk menemukan kekurangan yang mungkin menyebabkan
pengabaian ini, kami akan mengatur penilaian penuh terhadap prosedur internal dan
inisiatif pelatihan kami. Untuk menghindari kejadian seperti itu, kami akan
mengintensifkan upaya kami untuk menginformasikan dan melatih manajemen
tentang hal-hal spesifik tentang kontrak serikat pekerja, termasuk kenaikan gaji.
4. Dokumentasi dan pencatatan: Kami akan memastikan bahwa semua kenaikan gaji
didokumentasikan dengan baik dan disetujui sesuai dengan kontrak. Untuk menjamin
kepatuhan dan mengurangi kemungkinan kesalahan berulang, HR akan menerapkan
kontrol dan pemantauan tambahan. Kami memahami pentingnya menyelesaikan
masalah ini dengan cepat dan damai. Kami terbuka untuk diskusi lebih lanjut dengan
serikat pekerja untuk mengatasi masalah yang tersisa dan menemukan solusi yang
dapat diterima bersama.

Terima kasih telah menyampaikan keluhan ini kepada kami. Kami menghargai kerja sama
Anda dan berharap dapat menyelesaikan masalah ini dengan cara yang menjunjung tinggi
prinsip-prinsip perjanjian kontrak kami dan menjaga hubungan kerja yang positif dengan
serikat pekerja.

Hormat kami,

[Nama]
[Posisi]
[Nama Organisasi/Perusahaan]