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Pertemuan 6-40275
Pertemuan 6-40275
COMPENSATION
MANAGEMENT
RATRI WAHYUNINGTYAS
Total
Returns
Total Relational
Compensation Returns
•Recognition &
Cash Status
Compensation Benefits •Employment
security
•Base •Challenging
•Income
protection work
•Merit/Cost
of Living •Learning
•Work/life
•Short-term focus opportunities
incentives
•Allowances
•Long-term
incentives
Major phase of Compensation management 6
Job analysis
Phase-I
Identify & study jobs Position Job Job
descriptions descriptions standards
I. Work is simple and highly repetitive, done under close supervision, requiring minimal
training and little responsibility or initiative
Ex: Janitor, file clerk
II. Work is simple and highly repetitive, done under close supervision, requiring some
training or skill. Employee is expected to assume responsibility or exhibit initiative
only rarely.
Ex: Clerk-typist I, Machine cleaner
III. Work is simple, with little variation, done under general supervision. Training or skill
required. Employee has minimum responsibilities and must take some initiative to
perform satisfactorily.
Ex: Part expediter, machine oiler, Clerk-typist II.
IV Work is moderately complex, with some variation, done under general supervision.
High level of skill required. Employee is responsible for equipment or safety;
regularly exhibits initiative.
Ex: Machine operator I, Tool and die apprentice
V Work is complex, varied, done under general supervision. Advance skill level
required. Employee is responsible for equipment and safety; shows high degree of
initiative.
Ex: Machine operator II, Tool and die specialist
Factor Comparison, comparing the critical or compensable 10
factors (common job elements such as responsibility, skill, mental
effort, physical effort, and working condition) for each key job
(commonly found throughout the organization), and put wages
for each job as its compensation.
Key Jobs
Compensable or
critical factors Forklift
Machinist Secretary Janitor File Clerk
Driver
1 Responsibility
a Safety of others 25 50 75 100
b Equipment and materials 20 40 60 80
c Assisting trainees 5 20 35 50
d Product/ service quality 20 40 60 80
2 Skill
a Experience 45 90 135 180
b Education/ training 25 50 75 100
3 Effort
a Physical 25 50 75 100
b Mental 35 70 105 150
4 Working Condition
a Unpleasant condition 20 40 60 80
b Hazard 20 40 60 80
Total 1000
Wage Structure 12
Dessler, G. (2015). Human Resource Management. Fourteenth edition. United States of America : Pearson
Education, Inc.
Ivancevich, J.M. (2010). Human Resource Management. Singapore: McGraw-Hill
Werther, W.B. & Davis, K. (2006). Human Resource Management. United States of America : McGraw-Hill
Companies, Inc.
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THANK YOU
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