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%