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Pentadbiran Pampasan
Objektif Pembelajaran: Menjelaskan definisi pampasan Menghuraikan jenis-jenis
pampasan Membincangkan model
bayaran Membincangkan isu-isu strategi
pampasan
Definisi pampasan
Pampasan merujuk kepada semua bentuk pulangan kewangan,faedah dan perkhidmatan yang diterima oleh pekerja sebagai sebahagian daripada ikatan perhubungan pekerjaan.
Definisi pampasan
Represents both the intrinsic and extrinsic rewards employees receive for performing their jobs (Martocchio, 2006) .
Extrinsic: monetary and non-monetary
Intrinsic: reflects employees’ psychological mindset
Definisi pampasan
Three main components of total compensation: fixed pay, flexible pay and benefits (Igalens & Roussel, 1999).
Fixed pay: the payment and amount are guaranteed (base pay, wage, seniority bonuses)
Flexible pay: the amount is variable and its distribution is uncertain (gain-sharing, bonuses, incentives, overtime)
Benefits: allowances for transportation, food, clothing etc.
Objektif bayaran gaji/ganjaran adalah untuk:
menarik dan mengekalkan para pekerja
memotivasikan pekerja
membangunkan kemahiran dan pengetahuan pekerja
Objektif bayaran gaji/ganjaran adalah untuk:
Kajian oleh Igalens & Roussel (1999) : the relationship between compensation package, work motivation and job satisfaction.
Findings: fixed pay can increase work motivation and job satisfaction for exempt employees (executives, senior managers) and only job satisfaction for non-exempt employees (wage)
Sistem pampasan
Kewangan Bukankewangan
Langsung
Iktiraf/status
Tak langsung (faedah)
Gaji Pokok
Merit / COLA
Insentif Jangka Pendek
Insentif Jangka Panjang
Jaminan kerja
Pengalaman/KerjayaIncome
protection
Allowances
Work/life focus
Jenis-jenis pampasan
Milkovich & Newman (2005)
The Pay Model
A framework for examining current pay systems
It contains three basic building blocks: compensation objectives policies techniques
Model Bayaran Gaji (THE PAY MODEL)
Page 14
DasarStrategik
Teknik-Teknik
ObjektifStrategik
Kesejajaran Analisa Deskripsi Pengesahan/ STRUKTURKerja Penilaian DALAMAN
Persaingan
Definisi Kajian Garis-garis STRUKTURPasaran (Surveys) Dasar GAJI
Sumbangan Asas Asas G. Panduan PROGRAMSenioriti Prestasi Merit INSENTIF
PentadbiranPerancangan Belanjawan Komunikasi PENILAIAN
•KecekapanPrestasiKualitiPelangganKos
•Adil
•Pematuhan
Objektif Pampasan
Kecekapan (efficiency) Meningkatkan prestasi, kualiti dan
mencapai kepuasan hati pelanggan & pemegang saham
Mengawal kos buruh
Adil (fairness) Memastikan layanan yg adil utk semua
pekerja berdasarkan sumbangan pekerja (prestasi, pengalaman) & keperluan pekerja
How: employee contribution and needs Procedural fairness: the process to
make pay decision.
Objektif Pampasan
Pematuhan Melibatkan pematuhan kpd
perundangan & peraturan kerajaan Sistem bayaran perlu diubahsuai jika
terdapat perubahan dari segi undang-undang
Civil servants earning up to RM1,000 a month will be paid a bonus of one and a half months salary and those earning more than RM1,000 a month will be paid a bonus of one month salary subject to a minimum of RM1,500. The bonus will be paid in two instalments, the first in October and the second in December (Budget-2005)
Objektif pampasan
Tujuan: Panduan membangunkan sistem
pampasan Standards for judging the success of
the pay system. Cth: to attract and retain talented
employee
Polisi/Dasar Strategik
Merupakan asas kpd pembentukan sistem pampasan sesebuah organisasi
Bertindak sebagai garis panduan dlm mengurus pampasan bagi mencapai objektif strategik pampasan
4 dasar strategik Kesejajaran dalaman Persaingan luaran Sumbangan pekerja Pentadbiran (management of the pay
system)
Kesejajaran Dalaman
Perbandingan antara pekerjaan & tahap kemahiran pekerja dari aspek sumbangan relatif kpd pencapaian objektif pampasan.
Cth: programmer, system analyst, software engineer?
Kesan ke atas objektif (pay and objectives) Kecekapan organisasi Adil Pematuhan
Persaingan Luaran
banding dgn pakej pampasan yg ditawarkan oleh pesaing
Market driven : based on what competitors pay
Pay mix / total compensation package
Kesan ke atas objektif Kecekapan orgn hasil drp
pengekalan pekerja yg berkualiti
Kos buruh
Sumbangan Pekerja
Darjah penekanan pd prestasi pekerja Memberi kesan kpd sikap & gelagat
kerja Mempengaruhi teknik-teknik yg akan
digunakan Organisasi yg pentingkan bayaran
berdasarkan prestasi selalunya menekankan insentif dan ‘merit-pay’
Kesan ke atas objektif Adil Kecekapan Kos buruh
Pentadbiran
To ensure that the right people get the right pay for achieving objectives in the right way
Sistem perlu direka bentuk semula, diubahsuai bagi menghadapi perubahan persekitaran
TUGASAN 1 Tugasan secara berpasangan (2 org) Soalan: Bincangkan jenis-jenis
pampasan. 5 m/s, 2 sided, Palatino Linotype, font
10. Bahasa Malaysia / Bahasa Inggeris Tarikh serahan: 29 Julai 2007 Markah 10%
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