Remuneration Philosophy AZAS Yakni : Konsep penghargaan Remunerasi yang lebih besar, untuk karyawan yang terkait langsung dengan Customer
Yakni : Dirancang sedemikian, shg mudah pengontrolan dan pengelolaan Yakni : Konsep penghargaan Remunerasi yang lebih besar, sesuai dengan tingkat posisi
Competency Scarcity Customer Value
Managable & Controlable
Hirarchical Position
Market Base
Internal Equity
Yakni : Konsep Penghargaan Remunerasi yang lebih besar, untuk karyawan yg memiliki Kompetensi, terlebih atau Hot Skill
Yakni : Konsep Remunerasi yang berbasis Pasar, yakni harga rata-rata pasar, sebagai acuan besaran total Remunerasi yang diberikan Yakni : Konsep Remunerasi yang dirancang dan dikembangkan dg memperhatikan kesetaraan internal.
Remuneration Management
Competency and Performance Based Remuneration System
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
CBHRM Awareness -
Membangun kesadaran dan kesepahaman terhadap pengelolaan SDM berbasis kompetensi Membangun komitmen untuk melakukan perbaikan dalam pengelolaan SDM termasuk di dalamnya pengelolaan kompetensi, remunerasi, performansi dan karir.
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Competency Directory -
Bertujuan untuk menyusun suatu kamus kompetensi yang bisa digunakan untuk berbagai keperluan dalam pengelolaan SDM berbasis kompetensi seperti: • • • •
Job design, Job Analysis and Job Evaluation Recruitment, Selection and Promotion Training and Development Remuneration
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Competency-Based Job Analysis and Evaluation
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Dengan menggunakan direktori kompetensi maka bisa dilakukan analisis dan evaluasi terhadap jabatan untuk menentukan nilai suatu jabatan relatif terhadap jabatan lain. CV = CI1 x PL1 + CI2 x PL2 + … + CIn x PLn Dimana: CV = Competency Value CI = Competency Index (Importance, Difficulty, Scarcity) PL = Proficiency Level Semakin tinggi nilai CV maka semakin tinggi tingkat kesulitan sebuah pekerjaan. Karena faktor tekanan-tekanan dan resiko-resiko jabatan sudah dicerminkan oleh kompetensi yang dibutuhkan maka nilai CV menjadi representasi bobot jabatan.
Competency and Performance Based Remuneration System
Ilustrasi Competency Value Tinggi
Job Competency Value
Rendah Rendah
Job Position
Tinggi
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Competency-Based Job Analysis and Evaluation -
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Selanjutnya, kompetensi sesungguhnya dari seorang pejabat (CVactual) dibandingkan dengan tuntutan nilai kompetensinya (CVrequired) melalui assessment sehingga ditemukan competency gap yang bisa mendongkrak (bila positif) atau menurunkan (bila negatif) take home pay. Cara penghitungan Competency Gap: Competency Gap = CVactual – CVrequired CVrequired Faktor kompetensi mempengaruhi besarnya tunjangan jabatan
Tunjangan Jabatan = Tunjangan Jabatan Standar x Competency Gap (%)
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Competency-Based Job Analysis and Evaluation -
Ilustrasi Competency Gap = CVactual - CVrequired Tinggi Gap (-)
Required Actual
Jabatan
Gap (+)
Rendah
Rendah
Competency Value
Tinggi
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Performance Factor in Remuneration System -
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Performansi merupakan faktor pendongkrak remunerasi dalam jangka pendek (maksimal 1 tahun). Penilaian performansi merupakan perbandingan antara pencapaian dibandingkan dengan target. Performansi = Pencapaian – Target Target Faktor performansi merupakan pengali pada komponen insentif. Insentif = Insentif Standar x Performansi (%)
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Direct Pay Volume-Based Remuneration -
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Direct pay berbasis volume dimungkinkan mengingat tradisi panjang di industri dan untuk memberikan direct reward kepada fungsionalis sehingga mempertahankan motivasi kerja mereka. Besarnya direct pay disesuaikan dengan standar yang berlaku secara umum dan kemampuan perusahaan. Kelebihan atau kekurangan pencapaian volume dibandingkan target akan dikompensasi pada insentif.
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Remuneration Formula and Pricing -
Mengingat prinsip 3 P maka formula remunerasi harus mengandung: 1. Pay for Person (fixed, naik secara reguler untuk mengantisipasi inflasi dan sesuai kemampuan perusahaan): - Gaji dasar sesuai masa kerja dan latar belakang pendidikan
2. Pay for Position (berubah sesuai bobot jabatan yang dicerminkan oleh nilai kompetensi): - Tunjangan jabatan dikalikan Competency Gap
3. Pay for Performance (Insentif yang diberikan sesuai prestasi kerja): -
Insentif standar sesuai posisi dikalikan nilai kinerja
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Remuneration Formula and Pricing -
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Pricing merupakan penentuan satuan mata uang (rupiah) yang ditetapkan berdasarkan perbandingan umum dengan perusahaan sejenis dan kemampuan internal perusahaan. Tujuannya adalah untuk membuat remunerasi tetap menarik namun tidak membahayakan kelangsungan operasi perusahaan dalam jangka panjang. Hasil pricing digunakan untuk menentukan besaran gaji dasar, tunjangan jabatan, direct pay dan insentif
Competency and Performance Based Remuneration System CBHRM Awareness
Competency Directory
CompetencyBased Job Analysis & Evaluation
Performance Factor in Remuneration System
Direct Pay Volume-Based Remuneration
Remuneration Formula and Pricing
Remuneration Formula and Pricing -
Setelah seluruh tahap dilewati maka formula dasar remunerasi adalah:
Pay for People
Gaji Dasar
+
Pay for Position
Tunjangan Jabatan x Competency Gap
+
Direct Pay
Pay for Performance
Insentif Jabatan x Nilai Kinerja
Competency and Performance Based Remuneration System
Ilustrasi Remunerasi
Tinggi Semakin tinggi sebuah jabatan semakin besar komponen variabelnya
Penurunan karena nilai kinerja
Take Home Pay
Penurunan karena competency gap Kenaikan karena masa kerja
Rendah Rendah
Posisi Jabatan
Tinggi
Competency and Performance Based Remuneration System
Ilustrasi Take Home Pay
Tinggi
Kenaikan berdasarkan kinerja
Take Home Pay
Kenaikan berdasarkan jabatan
70%
60% 30% Pekarya
40% Supervisor
50% Manager
Senior Manager
Top Management
Kenaikan berdasarkan masa kerja
70%
60%
50%
40%
30%
Rendah Rendah
Job Position
Tinggi
Competency and Performance Based Remuneration System
Komponen Remunerasi
1. Pay for People a. Gaji Dasar b. c. d. e.
Pendidikan Dasar (dan penyesuaian) Masa Kerja
Tunjangan Tunjangan Tunjangan Tunjangan
Hari Tua Pensiun Transport dan Makanan Asuransi
2. Pay for Position
a. Tunjangan Posisi
Competency Value
b. Tunjangan Kesehatan c. Tunjangan Hari Raya d. Tunjangan Cuti
3. Pay for Performance a. Insentif
Kinerja
Kinerja Perusahaan dan Unit
b. Bonus
Terima Kasih
First we make people then we make product -Matsuhita-
Mar 19, 2010 - remuneration systems are sound and prudent and do not pose risks to ...... requirements under relevant legislation or accounting and financial ...
on outsourcing/contract basis in ... As such, remuneration to the following personnel working on outsourcing/ contract ... 12000/- Academic support through BRC.
number of persons will be engaged for effective monitoring from management cost. As such, remuneration to the following personnel working on outsourcing/ ...
