modul 12 - direct compensation

7/26/2019 Modul 12 - Direct Compensation

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Certification on Human Resource Professional (CHRP), AtmaJaya University Jakarta, 2006

Direct Compensation, IndirectCompensation, and Deferred

Compensation

Modul 12

CERTIFIED HUMAN RESOURCESPROFESSIONAL (CHRP)

By: Ones Lebang


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Certification on Human Resource Professional (CHRP), AtmaJaya University, Jakarta, 2006

OBJECTIVESOBJECTIVES

By the conclusion of this Module, you willBy the conclusion of this Module, you willbe able to accomplish the following:be able to accomplish the following:

Differentiate Direct Compensation fromDifferentiate Direct Compensation fromIndirect and Deferred Compensation.Indirect and Deferred Compensation.

Define the concept and components ofDirect Compensation as applicable in acertain organization.

Identify the purposes of each componentof Direct Compensation as applicable in acertain organization


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Deferred Compensation/Benefits

Total Compensation looks at all the cash programs, all the non-cash programs, and all the

deferred compensation and benefit programs offered by an organization to its employees.

ELEMENTS OF TOTAL COMPENSATION

COMPANY XYZ

- Severance Pay

Defined Benefits)

- Monthly Pension (Defined

Contribution)

- Old Age Benefit- Coy Tax on Severance

Pay

- Medical Coverage

- HOP Loan

- VPA

- Educational Loan

- Natural Death Benefit

- Long Term Disability-Industrial Death Benefit

- JK/JKK (XXVI.B)

-Salary Continuation

- Paid Vacations/Holidays

- Coy Tax

Indirect Compensation

- Base Salary

-Regional Allowance

- Temporary Monetary

Assistance (MAC)

- Overtime Pay

- Excess Working Hours

- Shift Allowance

- Onshore Allow-Offshore Allow

-Leave Allowance

- THRK

- Vacation Travel Allowance

- AIP

- Coy Tax

Direct Compensation


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KOMPONEN UPAHKOMPONEN UPAH

DEFINITIONS :DEFINITIONS :

Upah adalah hak pekerja/buruh yang diterima

dan dinyatakan dalam bentuk uang sebagaiimbalan dari pengusaha atau pemberi kerjakepada pekerja/buruh yang ditetapkan dan

dibayarkan menurut suatu perjanjian kerja,kesepakatan, atau peraturan perundang-undangan, termasuk tunjangan bagi

pekerja/buruh atas suatu pekerjaan dan/ataujasa yang telah atau akan dilakukan.


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UpahPokokadalah imbalan dasar yang

dibayarkan kepada pekerja menurut tingkatatau jenis pekerjaan yang besarnya ditetapkan

berdasarkan kesepakatan


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DEFINITIONS :DEFINITIONS : UpahPokokadalah imbalan dasar yang

dibayarkan kepada pekerja menurut tingkat

atau jenis pekerjaan yang besarnya ditetapkanberdasarkan kesepakatan

Tunjangan Tetap adalah suatu pembayaranyang teratur berkaitan dengan pekerjaan yang

diberikan secara tetap untuk pekerja dan

keluarganya serta dibayarkan dalam satuanwaktu yang sama dengan pembayaran upah

pokok, seperti tunjangan istri, anak,

perumahan, transport, dll.





Tunjangan Tidak Tetap adalah suatu

pembayaran yang secara langsung atau tidaklangsung berkaitan dengan pekerja, yang

diberikan secara tidak tetap untuk pekerja dan

keluarganya serta dibayarkan menurut satuanwaktu yang tidak sama dengan waktu

pembayaran upah pokok, seperti tunjangan

transport dan makan yang didasarkan pada

kehadiran.



KOMPONEN NON UPAHKOMPONEN NON UPAH


Fasilitas adalah kenikmatan dalam bentuk

nyata/natura yang diberikan perusahaan olehkarena hal-hal yang bersifat khusus atau

meningkatkan kesejahtraan pekerja, seperti

fasilitas kendaraan, pemberian makan cuma-cuma, sarana ibadah, tempat penitipan bayi,

koperasi, kantin, dll.



KOMPONEN NON UPAHKOMPONEN NON UPAH


Bonus adalah pembayaran yang diterima

pekerja dari hasil keuntungan perusahaan ataukarena pekerja menghasilkan hasil kerja lebih

besar dari target produksi yang normal atau

karena peningkatan produktifitas, besarnyapembagian bonus diatur berdasarkan

kesepakatan.

THRK, Gratifitasi dan pembagian

Keuntungan lainnya





Kesejahteraan (benefit) suatu pemenuhan

kebutuhan dan/atau keperluan yang bersifatjasmaniah dan rohaniah, baik didalam maupun

diluar hubungan kerja, yang secara langsung

dan tidak langsung dapat mempertinggiproduktifitas kerja dalam lingkungan kerja yang

aman dan sehat.



Prinsip-prinsip Pengupahan

(PP No. 8 tahun 1981 tentang Perlindungan Upah)

Adanya Hubungan Kerja

Tidak boleh mengadakan diskriminasi

No work no pay

Leave with pay Waktu pembayaran sesuai yang

diperjanjikan

Dibayar dalam bentuk uang, sebagian(max. 25%) dapat dalam bentuk lain



Prinsip-prinsip Pengupahan

(PP No. 8 tahun 1981 tentang Perlindungan Upah)

Pembayaran dengan alat pembayaran yang

sah

Pemotongan untuk pihak ketiga harus dengan

surat kuasa Pemotongan untuk jaminan utang maksimum

20% sebulan

Tuntutan upah menjadi daluwarsa setelah 2tahun


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BASE PAY

What is Base Pay?

The amount of money you receive on anhourly, monthly, or annual basis that is . .

Based on the value of your job-related skills andexperience compared to the market; and,

Tied to individual performance and contribution

relative to others.


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BASE PAY (continued)

Objectives of Base Pay:

Base Pay is intended to:

Provide a fundamental level of reward based on how

the position compares externally (vs. market) and

internally (vs. other roles in a company).

Reward performance and contribution over time.


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BASE PAY (continued)

How Base Pay is Determined

The value of the job in the market.

By position

By geography

Comparison with salary structure.

Salary Grades and Ranges

Individual performance and contributionrelative to others.


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EQUITY AND BASE PAY

SYSTEMS

O = OutcomesI = Inputs

S= Self

O= Relevant Others

S O

S O

O O

I I=


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BEHAVIORAL THEORIES

Equity TheoryEquity Theory

1. If ratios are equal, satisfied

2. If employees ratio is greater than

others, over-rewarded

3. If employees ratio is less thanothers, under-rewarded and

dissatisfied


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The Pay Model

Strategic Issues Techniques Strategic Objectives

CONSISTENCY

COMPETITIVESNES

CONTRIBUTORS

ADMINISTRATION

Work

analysisDescriptions Evaluation

certification

INTERNAL

STRUCTURE

Market

definitionsSurveys Policy

lines

PAY

STRUCTURE

Seniority

based

Performance

based

Merit

guidelinesINCENTIVE

PROGRAMS

Planning Budgeting Communi

cation EVALUATION

EFFICIENCY

EQUITY

COMPLIANCE


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INTERNAL EQUITYDifferent job, same

organization

Job Analysis

Job Descriptions Job Evaluation

Salary Structures


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EXTERNAL EQUITYSame job, different

organization

Salary Surveys

Benefit Surveys Market Pricing

Other Benchmarking


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INDIVIDUAL EQUITYSame job, same

organization, differentincumbent

Performance

Effort Seniority

Legitimate (and not so

legitimate) individual

differences


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PROCESS EQUITYProcedural justice

Fairness of process

Communication

Participation Appeals


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COMPENSATION STRATEGY

AND YOUR ORGANIZATION

What compensation strategy is implicit in

your Base Pay program?

How does it support organizational strategy?

Could it do better?

Is it aligned with other compensation

programs?


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Transportation AllowanceTransportation Allowance --

General IndustryGeneral Industry

Transportation Allowance in Rp000 Per month

Employee Category Min LQ Med. UQ Max Avg.

Top Management* 151 - - - 1,000 575

Management 140 220 575 750 1,000 554

Officer/Spv. 140 220 300 400 750 358

Clerical 100 136 222 300 600 249Non-clerical 50 100 121 167 300 142

Source : Watson Wyatt Total Remuneration Survey 2002

*: Due to insufficient data, we only provide the Minimum, Maximum and Average information


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ALLOWANCES (CONTINUED) Labor Law No. 13. Article 94:

In the event the wage components consist of Base

Salary and Fixed Allowances, the magnitude of theBase Salary is at the minimum 75% (seventy fivepercent) of the sum of the Base Salary and FixedAllowances.

Example: Base Salary: Rp. 5,000,000.-

Housing Allow: Rp. 1500,000.-Transport Allow: Rp. 1,000,000.-

Is the above in compliance with the LaborLaw?


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Certification on Human Resource Professional (CHRP) AtmaJaya University Jakarta 2006

ANSWER

PROPORTION OF BASE PAY TO FIXED ALLOWANCES

67%

20%

13%

BASE

HOUSING

TRANSPORT

modul 12 - direct compensation

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