Professional Documents
Culture Documents
Discussion Material
HRMS
March 2009
Corporate Human Capital
Tudung Group
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HR
Competitors
MISSION
OBJECTIVES
STRATEGY
KEY ACCOUNTABILITIES
Structure
JOB TASKS
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HR
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HR
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Organizational Design
Sample
8
9
Inbound Logistics
Includes raw materials receiving, storing, invetory control,
and transportation scheduling.
Operations
Includes machining, equipment maintenance, testing and
all other value-creating activities that transform the inputs
into the final product.
Outbound Logistics
The activities required to get finished product to the
customers: order fulfillment, transportation, distribution
management.
Service
The activities that maintain and enhance the product's
value, including customer support, repair services,
installation, upgrading, etc
Mercer
6
7
Technology Development
Includes technology development to support the value
chain activities, such as process automation.
Procurement
Procurement of raw materials, servicing, spare parts,
buildings, machines, etc
5
HR
Performance
Review
Compensation
Person Development
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HR
Role
Clarification
Objective
Setting
Resources
Inventory
Position
Evaluation
Resources
Utilization
Performance
Review
Compensation
Person Development
Resources Development
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HR
Position
Evaluation
Role
Clarification
Objective
Setting
Performance
Evaluation
Position
Evaluation
Performance
Review
Compensation
Person Development
Person Evaluation
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HR
Communication
Expected
Expectedrole
role
Commitment
Perceived
Perceivedrole
role
Accepted
Acceptedrole
role
Allocation of responsibilities
Role clarification
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HR
HUMAN
RESOURCES
HR Policies
Hiring
Compensation
Etc.
HR Director
Design, develop and review
HR policies in line with
strategic planning and labor
laws, control implementation
of approved policies.
Set up and control recruitment
needs assessment systems,
approve recruitment plans,
design candidate assessment
tools, participate in selection of
management positions, control
employment contracts.
Suggest Compensation Mix,
develop and suggest total
remuneration structure, control
implementation and annual
reviews.
Etc.
Recruitment Manager
Etc.
Etc.
Etc.
Etc.
Etc.
Etc.
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HR
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HR
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HR
What is Organizational?
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HR
Impact
Impact
Contribution
Contribution
Communication
Communication
Frame
Frame
Organization
Organization
Impact
Impact
Position
Position
Class
Class (PC)
(PC)
Communication
Communication
Innovation
Innovation
Innovation
Innovation
Complexity
Complexity
Knowledge
Knowledge
Knowledge
Knowledge
Team
Team
Breath
Breath
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HR
Div./Dept.:
Position:
Sr. Accountant
Factor
Dimension
SAMPL
E
Impact
Communication
Innovation
Knowledge
Degree
Org. Size
Impact
Contribution
Communication
Frame
Innovation
Complexity
Knowledge
Teams
Breadth
Points
112
55
45
PC
Finance
54
Finance Mgr
Marketing
Marketing Mgr
53
52
51
95
50
Total Points
307
51
Sr. Accountant
Specialist
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etc.
HR
Position
Grade
Class
SubGrade
Career Stream
56 58
12
A-B-C
General Manager
54 55
11
A-B-C
Manager
52 53
10
A-B-C
Manager
50 51
A-B-C
Manager
Senior Specialist
48 49
A-B-C
Supervisor
Specialist
46 47
A-B-C
Supervisor
Analyst
Senior Staff
45
A-B-C
Supervisor
Analyst
Staff
44
A-B-C
43
4
A-B-C
Grade: Levels into which jobs of the
similar values based on impact,
3
A-B-Cinnovation,
communication,
knowledge are grouped.
42
41
A-B-C
Professional
Sa
mp
le
Management
Staff
Staff
Staff
Sub-Grade: Sub grade is to
accommodate differences in
employees achievements and yearsJunior Staff
of experience.
Junior Staff
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HR
Position
Grade
Class
SubGrade
Career Stream
46 47
A-B-C
Senior Staff
Individual contributor that is fully proficient in applying established standards.
Works independently or with very limited supervision.
Requires knowledge acquired from several years of experience in the career stream.
May instruct or coach other staffs.
Reports to Manager / General Manager.
45
A-B-C
44
A-B-C
43
A-B-C
Staff
Individual contributor that works under limited supervision.
Applies subject matter knowledge based on strict procedures and guidelines.
Develops experience in the career stream.
Reports to Manager / Supervisor.
42
A-B-C
41
A-B-C
40
A-B-C
Staff
Junior Staff
Individual contributor that works under direct supervision.
Applies subject matter knowledge based on strict procedures and guidelines.
Reports to Manager / Supervisor.
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Compensation Philosophy
HR
COMPARATIVE FRAMEWORK: Specifies the industries and/or companies which will be used
as a basis for determining the competitiveness and balance of the companys pay practices
and performance relative to the external market.
PAY POSITIONING: Identifies the companys overall objective for setting total remuneration
levels in relation to its comparative framework(s). (e.g., 25th percentile, median or 75th
percentile).
PAY MIX/VARIABILITY: Establishes the role each reward program (e.g., base pay versus
variable pay) will play to achieve the companys pay positioning goal. Addresses reward
levels and performance required to justify/deliver it.
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HR
4th quartile
P50
Q2
Median
3rd quartile
P75
Q3
Upper quartile
2nd quartile
1st quartile
P25
Q1
Lower quartile
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HR
Base
Salary
Q3
Reference
Q2 Salary
Q1
Green Zone (underpaid)
Grade
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HR
ABOVE MAXIMUM
MAX
Q4
Q3
REFERENCE
SALARY
Q2
Q1
MIN
Market Competitiveness
Considerations
Extensively experienced,
highly promotable
Experienced or showing
adequate performance but
capable of further
development
Inexperienced or showing
marginal performance
Recent appointee
BELOW MINIMUM
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120%
Q4
CompaRatio (%)
Q3
REFERENCE
SALARY
Compa-Ratio (percentage) is a
compensation terminology that is used to
describe an employees pay position relative
to the respective grades salary range.
Individual Salary
Reference Salary
100%
Mapping the Compa-Ratio will enable deeper
analyses into the current state of a
companys pay equity.
Q2
Q1
MIN
GREEN ZONE
80%
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HR
P75th
P50th
P25th
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HR
P75th
P50th
P25th
Company
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Salary Structure
HR
Gr 8
Gr 7
Annual Base Salary
Gr 6
Gr 5
Gr 4
Gr 3
Gr 2
Gr 1
Gr 9
Gr 10
Gr 11
Individual Salary
Data
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HR
(Rp.000/Gross)
Range
Ref. Salary
Maximum
24,042
32,056
40,070
-25% to +25%
13,811
19,731
25,650
-30% to +30%
7,809
11,155
14,502
-30% to +30%
4,415
6,307
8,199
-30% to +30%
2,312
3,303
4,294
-30% to +30%
1,078
1,658
2,238
-35% to +35%
Sa
mp
le
Minimum
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HR
Bonus
Definisi :
Pencapaian target dari masing-masing Bisnis Unit. Sehingga setiap unit bisnis dan
kelompok grade karyawan memiliki tabel formula Bonus yang berbeda-beda.
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HR
Bonus
Masing-masing Bisnis Unit pengali bonusnya dihitung berdasarkan pencapaian target tahun lalu
dan ditetapkan pada SK tentang Pedoman Performance Bonus Tudung Group, sbb :
EBT Realisasi vs EBT Target (Business Plan)
1.
Performance < 80 %
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Sa
mp
le
NO
Untuk perusahaan yang belum mencapai target yang telah disepakati berlaku ketentuan sbb:
Pencapaian Performance Bisnis Unit 25% < Performance < 80%, diberikan Gratifikasi sebesar 0.VV kali
gaji khusus untuk karyawan dengan masa kerja 1 tahun atau lebih, dan nilai PA (prestasi kerja) minimal NI+.
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HR
Bonus - Sample
Individual Bonus Scheme
Company
Achievement
Grad
e
PERFORMANCE RATING
ME
AE
+
ME NI+
NI
1
2
3
4
5
80% - < 85%
7
Bonus diberikan kepada karyawan dengan ketentuan:
8 tanggal tertentu.
Karyawan yang sudah diangkat tetap per
Karyawan yang masa kerjanya belum melampaui masa kerja 1 (satu) tahun dihitung secara proporsional.
9
Karyawan yang mendapatkan bonus ini adalah karyawan yang sampai tanggal pembayaran Bonus masih
bekerja/tercatat sebagai karyawan aktif
Dasar pemberian Bonus dan Gratifikasi sebagai pengali adalah Grade dan Gaji per Bulan Desember
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HR
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