bab 1 pengenalan_sistem_pampasan-a071-latest_1_
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Pentadbiran Pampasan
Objektif Pembelajaran: Menjelaskan definisi pampasan Menghuraikan jenis-jenis
pampasan Membincangkan model
bayaran Membincangkan isu-isu strategi
pampasan
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Definisi pampasan
Pampasan merujuk kepada semua bentuk pulangan kewangan,faedah dan perkhidmatan yang diterima oleh pekerja sebagai sebahagian daripada ikatan perhubungan pekerjaan.
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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
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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.
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Objektif bayaran gaji/ganjaran adalah untuk:
menarik dan mengekalkan para pekerja
memotivasikan pekerja
membangunkan kemahiran dan pengetahuan pekerja
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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)
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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)
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The Pay Model
A framework for examining current pay systems
It contains three basic building blocks: compensation objectives policies techniques
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Model Bayaran Gaji (THE PAY MODEL)
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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
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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.
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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)
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Objektif pampasan
Tujuan: Panduan membangunkan sistem
pampasan Standards for judging the success of
the pay system. Cth: to attract and retain talented
employee
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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)
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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
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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
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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
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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
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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%