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Bab 1 pengenalan_sistem_pampasan-a071-latest_1_

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  • 1. Pentadbiran Pampasan Objektif Pembelajaran:  Menjelaskan definisi pampasan  Menghuraikan jenis-jenis pampasan  Membincangkan model bayaran  Membincangkan isu-isu strategi pampasan
  • 2. Definisi pampasan Pampasan merujuk kepada semua bentuk pulangan kewangan,faedah dan perkhidmatan yang diterima oleh pekerja sebagai sebahagian daripada ikatan perhubungan pekerjaan.
  • 3. 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
  • 4. 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.
  • 5. Objektif bayaran gaji/ganjaranadalah untuk: menarik dan mengekalkan para pekerja memotivasikan pekerja membangunkan kemahiran dan pengetahuan pekerja
  • 6. 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)
  • 7. Jenis-jenis pampasan Sistem pampasan Kewangan Bukan kewangan Iktiraf/status Langsung Tak langsung (faedah) Jaminan kerjaGaji Pokok Pengalaman/ Income KerjayaMerit / COLA protectionInsentif Jangka Pendek AllowancesInsentif Jangka Panjang Work/life focus Milkovich & Newman (2005)
  • 8. The Pay Model A framework for examining current pay systems It contains three basic building blocks:  compensation objectives  policies  techniques
  • 9. Model Bayaran Gaji (THE PAY MODEL) Page 14 Dasar Teknik- Objektif Strategik Teknik StrategikKesejajaran A l Deskr Pengesa n/ ST UKT naisa ipsi ha R UR Kera j Penil ia a n DA M N LA A •Kecekapan Prestasi Definisi Kaia j n G r gais ST UKT ais- r R UR KualitiPersaingan Pa r n (Sur saa veys) Da r sa GJ AI Pelanggan KosSumbangan A s A s G Pa n sa sa . ndua PR R M OG A Senior i Pr a M it it est si er INSE IF NT •Adil •PematuhanPentadbiran Per nca n Bel nj w n Komunika PE IA a nga aaa si NILA N
  • 10. 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.
  • 11. 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)
  • 12. Objektif pampasan Tujuan:  Panduan membangunkan sistem pampasan  Standards for judging the success of the pay system.  Cth: to attract and retain talented employee
  • 13. 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)
  • 14. 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
  • 15. 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
  • 16. 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
  • 17. 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
  • 18. 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%