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Competency and compensation
 

Competency and compensation

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using competency to build effective remuneration

using competency to build effective remuneration

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    Competency and compensation Competency and compensation Presentation Transcript

    • COMPETENCY LINKED COMPETITIVE REMUNERATION www.humanikaconsulting.comMayang Shindy. A - Gloria Gabriella. M - Reza Nusa Pahlawan(Students of Psychology Faculty in Pancasila University)
    • Making pay competitive Selama bertahun-tahun, organisasi, baik secara eksplisit maupun implisit mengakui kenyataan bahwa kunci untuk mencapai tujuan organisasi adalah sumber daya manusia. SDM
    •  Ekonomi permintaan danMONEY penawaran dan teori elastisitas harga pasti akan berlaku untuk Sumber Daya Manusia.  Merancang dan mengelola sistem kompensasi kompetensi. Oleh karena itu latihan manajemen yang melibatkan ekonomi, keahlian di bidang keuangan dan penguasaan pengetahuan tentang perilaku manusia. SDM
    • Sejarah Pada tahun-tahun awal di bidang kompensasi dan manfaat diakui sebagai profesi Pada tahun 1970-an dan 1980- an, organisasi mengakui bahwa kompensasi program strategis dirancang dan manfaat bisa memberi mereka tepi dalam lingkungan yang berubah dengan cepat.
    • Organisasi yang menanggapi : pembangunan ekonomi global dan munculnya perusahaan multinasional Sebuah lingkungan bisnis yang jauh lebih kompetitif Diversifikasi dari angkatan kerja yang meliputi pekerja yang tidak sesuai dengan pencari nafkah tunggal, kepala rumah tangga-of-model 50-an dan 60-an Baru mandat pemerintah terkait dengan engkau imbalan kerja Cepat meningkat manfaat biaya yang fleksibilitas promted dalam program untuk mengurangi biaya
    • Three Total Rewards main components Compensation Benefit The work Experience
    • “ The Work Experience” Acknowledgement Balance of work/ life Culture Competency Development
    • all managers will set performance goals in three CORE areas:1. Organizing competencies2. Core Competencies3. Job Specific Competencies
    • Overlaying Factor Internal External Influences Influences
    • Competency Based Remuneration as a HR Strategy importance of the competency based remuneration management system:a. mprove individual and organizational performance in live with business goals.b. identification of training and development needsc. increasing employee involvement and participation within the organizationd. establishing a foundation for the correlation between the performance of the individual and their remuneratione. encouraging open communication between managers and employeesf. to act as a base for the assessment of potential career development and succession planning
    • implication for management policies on account of competency based pay action steps1. Design an Effective Competency Based Compensation Program2. Deploy a Compensation Specialist on the job3. Establish the need for Pay-for-knowledge Pay Program a. Technological Innovation b. Increased Global Competition4. Demonstrate the advantages of Pay-for- Knowledge Program5. Highlight the disadvantages of Pay-for- Knowledge Program6. Link Pay-for-Knowledge with Competitive Stategy a. Lowest-Cost Competitive Strategy b. Differentiation Competitive Strategy
    • Competency based compensation structure Consolidated salary (cs) Comprehensive perquisites (cp) Retrials Fringes and Loans and Competency awards & individual performance award program
    • Designing Competency compensation system Base Pay and Position Evaluation Competency AwardsAkibatnya, adalah Kompetensi Awards elemen kompensasi kompetensi spesialis peran yang lebih tinggi risiko dalam organisasi dan satu yang berfungsi untuk membawa keluar karyawan dari zona kenyamanan mereka untuk mengarahkan ke daerah baru kinerja. Incentivising performance Creating lifestyles Perquisites, benefits and fringes Nurturing learning
    •  Employee partnerships-stock options, phantom stock options Facilitating life planning Evolving futuristic competency compensation plans Beberapa implikasi dari struktur futuristik pada kompensasi kompetensi adalah sebagai berikut:  Networks of competencies  Lean organizations and strategic outsourcing Virtual organizations Competency compensation zones and tailored competency compensation
    • Harmony of 1ndONEsia - Sasando-