BAB 1

Sistem Pampasan:
Pengenalan
Pentadbiran Pampasan
PAMPASAN
Semua bentuk pulangan kewangan dan
faedah dan perkhidmatan yang
nyata/jelas yang diterima oleh pekerja
sebagai sebahagian daripada satu
perhubungan pekerjaan.
Jenis pampasan
 Pampasan kewangan langsung
 Pampasan kewangan tidak
langsung
 Pampasan bukan kewangan
Pampasan kewangan langsung
 Upah atau gaji pokok
 Bonus
 Komisen
 Perkongsian perolehan (gainsharing)
 Insentif
 Penyelarasan kos kehidupan (cost of
living adjustments)
 Pampasan kewangan tidak
langsung
 Bayaran masa tidak bekerja
(vacations, breaks, holidays, etc.)
 Pelan insurans (perubatan, pergigian,
nyawa, etc.)
 Pelan jaminan (pencen, insurans
ketidakupayaan, etc.)
 Perkhidmatan pekerja (bantuan
pendidikan, program rekreasi, etc.)
Pampasan bukan kewangan
 Compliment (pujian)
 Self-esteem (Sanjungan diri)
 Recognition (Penghargaan)
 Self-worth (Nilai diri)
 Pride (Harga diri/maruah)
 COMPENSATION AND
ORGANIZATIONAL STRATEGY
 Compensation program must fully support
the strategic plans and actions of an
organization.
 Top management is responsible in
establishing and developing organizational
strategy.
 Strategic plans hence inform organizational
members the direction of the organization.
 Organizational members will then take
necessary actions to accomplish the strategic
plans.
 LINGKAGE BETWEEN COMPENSATION
AND ORGANISZATIONAL STRATEGY
1. Kerja-kerja mesti dilaksanakan oleh sekumpulan
unit-unit kerja atau individu.
2. Nyatakan jenis dan tahap pengetahuan serta
kemahiran yg diperlukan.
3. Kualiti pekerja bagi menyokong kejayaan organisasi.
4. Organisasi boleh memberi ganjaran kepada pekerja
yg menunjukkan prestasi cemerlang bagi
memastikan matlamat, misi dan visi tercapai.
LINGKAGE BETWEEN COMPENSATION
AND ORGANIZATIONAL STRATEGY

1. The work that must be performed by

some work unit or individual.
2. The kinds and levels of knowledge and
skill required.
3. The quality of people needed to
promote organizational success
4. The rewards the organization can offer
to its members that promote a work
culture that ensures accomplishment
of organizational strategy.
 SEVEN NONCOMPENSATION
SYSTEM
 Enhanced Dignity and Satisfaction
from Work Performed – cuba menguruskan
pekerja-pekerja sebaik mungkin agar menjadi
penyumbang kepada organisasi yg berguna dan bernilai
 Enhance Physiological Health,
Intellectual Growth, and Emotional
Maturity-b/m situasi kerja yg selesa & selamat
mempengaruhi/meningkatkan fisiologi kesihatan,
kematangan emosi dan intelektual ant. Pekerja dan
majikan.
 Promote Constructive Social
Relationships with Coworkers- b/m
sistem bukan pampasan mampu membina hub. Baik
dgn pekerja asas. Cuba mewujudkan suasana kerja
yg +ve dan akhirnya menanamkan keyakinan sesama
pekerja.
 Design Jobs that Require Adequate
Attention and Effort – mlemberi peluang
bersuara berkaitan bidang kerja mereka; lebih
fleksibel dalam pelaksanaan kerja.
 Allocate Sufficient Resources to
Perform Work Assignments- b/m
sumber-sumber diagihkan dgn tepat bg
melaksanakan kerja yg baik iaitu dr 3 sudut
knowledge, skills, and time.
 Grant Sufficient Control Over the Job
to Meet Personal Demands-
membenarkan kawalan ke atas kerja yg munasabah
bagi menenuhi permintaan ind. Cth membenarkan
buat keputusan tanpa merujuk kp pihak atasan.
 Offer Supportive Leadership and
Management- skills and interest in coaching
and counseling, praise for a job well done, and
constructive feedback.
COMPENSATION DIMENSIONS
 Pay for work and performance-
money provided in the short term (weekly, monthly
and annual bonuses)
 Pay for time not worked- pay for
holidays, longer paid vacations, and paid time off for
personal reasons.
 Loss-of-job income continuation-
unemployment insurance, and supplemental
unemployment benefits (SUBs)
COMPENSATION DIMENSIONS
 Disability income continuation- due
to accident or health disability. Sick leave and short
or long term disability plans.
 Deferred income- income continuation after
retirement. Employer provides pension plans, savings
and thrift plans.
 Spouse/family income
continuation- help provide income for the
families when a certain employee died or become
disabled.
COMPENSATION DIMENSIONS
 Health, accident, and liability
protection- financial assistance for payments
required to overcome illness or disability.
 Income equivalent payments- also
known as perquisites or perks. Use of company cars,
company credit cards, payment for expenses to
professional meetings, subsidized food services, and
child care services.
 THE COMPENSATION
PROGRAM
 Base wages and salaries – influences
current lifestyles of most workers.
 Wage and salary add-ons – overtime pay,
shift differentials, premium pay for working
weekends and holidays, and pay for being on
call.
 Incentive payments- payment received for
certain output.
 Benefits and services- time off with pay,
pay when employment terminated or
suspended, and pay when unable to work.
DETERMINING RATES OF PAY
 Kinds and levels of required
knowledge and skills – private vs. public
sector, profit vs. non-profit org., types of industries.
 Union-Nonunion status
 Capital versus Labor Intensive –
lower labor costs relative to revenues pay employees
higher rates of pay.
 Size of Business – larger businesses
normally provide higher pay rate to employees.
DETERMINING RATES OF PAY
 Philosophy of management –
employers may have their own philosophical bias
toward paying their employees.
 Total Compensation Package
 Geographic location
 Supply and Demand of Labor
 Profitability of the Firm- normally,
employees in highly profitable businesses receive
higher salaries/wages.
DETERMINING RATES OF PAY
 Employment Stability- naturally, all
employees want to feel ‘psychological secured’ with
their job.
 Gender Differences
 Employee Tenure and
Performance- seniority and performance
determine pay.