WAGE/REWARD/SALARY/FEE/COMPENSATION/EARNING/BONUSEMOLUMENT, AS AN INCENTIVE
Already said above that the wage is one important incentive for employees within the company. This does not mean that the level of upahlah which is a key driver. The wage level is only a major boost to the level where wages were not sufficient staff to live deserved. If the level was already achieved, then other incentives isentif-become more prominent.
General has accepted that wages be seen from the angle of the corner of the leadership or the company is one element of cost price (cost), the opposite is seen from the point of employee earnings. This evidence has long led corporate leaders tend to push wages as low as possible because it can thus be increased employee income. Raising wages is the desire each employee from earlier times until today. So before 1930, there selalau conflicting interests of both parties in the matter of the wage. Well, because wage earners are in a weak state, the value of labor in the form of wages depend on the leadership of the company. That situation changed in 1930 with the revolution since wages. Since then both the employees, especially leaders of companies, began to realize that there is a strong correlation between the amount of wages to the employee's behavior in employment relations. If the wage is so low is difficult for the company attract and keep hiring qualified employees. Just when the wage is fair enough, the company's employees tend to give great darma devotion to the company.
To set the high wages paid to employees the company, the main factors that need to be a material concern is the wage rate at umumya at similar companies. In general, the company follows the payment of wages in accordance with the general wage level. Because of that, is a good policy in setting the wage level. The personnel will periodically conduct surveys on wage levels similar companies locally, and nationally.
It is undeniable that there are also companies as pioneers in providing higher wages than the general wage level that is running. Wisdom like that is good, if companies really are able to do so. Conversely, there are also companies that provide wages to their employees is lower than the general wage level. This should be based on firm financial situation is not good to not forget the factors cost the lives of employees and the government regulations regarding minimum wage. As much as possible factors the cost of living and minimum wage regulations must be based.
Other than the general prevailing wage rates on similar companies, the employees are very sensitive also to the classification-categorization of unfair wage levels in the company where he works.
So in the determination of wages for each employee, in addition to note also the existence of justice in giving salary to each employee in the company. This is mainly because the majority of employees raised that the difference in wages is a sign of social status within the company where they work. The term just means not only fair for each employee on other employees, but also fair to the companies concerned.
For the realization of justice, including, there are several important factors to consider in determining an employee wage levels, namely:
a. education,
b. pemgalaman,
c. Dependents,
d. Ability of the company,
e. Economic circumstances, and
f. Conditions of employment.
The three preceding factors should receive attention. How well the wage level of a bachelor's degree and who have not to be distinguished; so is between an experienced with inexperienced. Furthermore, the public already considers a justice that employees who have dependents have a greater reward from fellow co-workers who only have a small family burden.
In our country, factor in the company's ability to realize justice in the payment of wages has not been on a rigorous proforsi. So that justice can be realized in granting wage, this factor should be taking the role.
When companies experience the benefits, employees must participate to enjoy the company through increasing the level of wages or profit sharing; thus in a state the opposite. Is a good action, if the company provides information as possible to his officers about the circumstances and capabilities in the field of finance.
Economic circumstances or the cost of living is one crucial factor in the realization of fairness in remuneration. Child A who worked for the same company with the B, and who had served as an equal, but in areas of higher living expenses, must receive a greater reward from the B. Thus any condition of employment must also take part in determining a fair wage rates. People working in remote or hazardous environments that work must obtain a wage higher than those in areas with existing bekrja places of entertainment or work environment that is not dangerous.
The realization of justice in wages within an enterprise can be possible with measures of job evaluation or appraisal office. By this we mean a systematic way in appreciating the value of each position in relation to other positions within a company. Viewed from the point of the company, the value of the position must be able to establish something that office role in realizing corporate objectives, so considering the above, then the amount of wages paid to holders of office shall be in office based on role in realizing its goals. Is clear in companies that multi-complex, assessment of the job role in the realization of corporate objectives is very difficult. Therefore, job evaluation should not intend to evaluate the role of that office in realizing corporate objectives, but the company considered several factors, namely skills, working conditions, responsibilities, or tasks performed in each position within a company. Based on the fact tersebutlah fakata-wage level has been set to something relevant positions within the company. Asserted a position based on the total value of the wage rate determined position.
Already said above that the wage is one important incentive for employees within the company. This does not mean that the level of upahlah which is a key driver. The wage level is only a major boost to the level where wages were not sufficient staff to live deserved. If the level was already achieved, then other incentives isentif-become more prominent.
General has accepted that wages be seen from the angle of the corner of the leadership or the company is one element of cost price (cost), the opposite is seen from the point of employee earnings. This evidence has long led corporate leaders tend to push wages as low as possible because it can thus be increased employee income. Raising wages is the desire each employee from earlier times until today. So before 1930, there selalau conflicting interests of both parties in the matter of the wage. Well, because wage earners are in a weak state, the value of labor in the form of wages depend on the leadership of the company. That situation changed in 1930 with the revolution since wages. Since then both the employees, especially leaders of companies, began to realize that there is a strong correlation between the amount of wages to the employee's behavior in employment relations. If the wage is so low is difficult for the company attract and keep hiring qualified employees. Just when the wage is fair enough, the company's employees tend to give great darma devotion to the company.
To set the high wages paid to employees the company, the main factors that need to be a material concern is the wage rate at umumya at similar companies. In general, the company follows the payment of wages in accordance with the general wage level. Because of that, is a good policy in setting the wage level. The personnel will periodically conduct surveys on wage levels similar companies locally, and nationally.
It is undeniable that there are also companies as pioneers in providing higher wages than the general wage level that is running. Wisdom like that is good, if companies really are able to do so. Conversely, there are also companies that provide wages to their employees is lower than the general wage level. This should be based on firm financial situation is not good to not forget the factors cost the lives of employees and the government regulations regarding minimum wage. As much as possible factors the cost of living and minimum wage regulations must be based.
Other than the general prevailing wage rates on similar companies, the employees are very sensitive also to the classification-categorization of unfair wage levels in the company where he works.
So in the determination of wages for each employee, in addition to note also the existence of justice in giving salary to each employee in the company. This is mainly because the majority of employees raised that the difference in wages is a sign of social status within the company where they work. The term just means not only fair for each employee on other employees, but also fair to the companies concerned.
For the realization of justice, including, there are several important factors to consider in determining an employee wage levels, namely:
a. education,
b. pemgalaman,
c. Dependents,
d. Ability of the company,
e. Economic circumstances, and
f. Conditions of employment.
The three preceding factors should receive attention. How well the wage level of a bachelor's degree and who have not to be distinguished; so is between an experienced with inexperienced. Furthermore, the public already considers a justice that employees who have dependents have a greater reward from fellow co-workers who only have a small family burden.
In our country, factor in the company's ability to realize justice in the payment of wages has not been on a rigorous proforsi. So that justice can be realized in granting wage, this factor should be taking the role.
When companies experience the benefits, employees must participate to enjoy the company through increasing the level of wages or profit sharing; thus in a state the opposite. Is a good action, if the company provides information as possible to his officers about the circumstances and capabilities in the field of finance.
Economic circumstances or the cost of living is one crucial factor in the realization of fairness in remuneration. Child A who worked for the same company with the B, and who had served as an equal, but in areas of higher living expenses, must receive a greater reward from the B. Thus any condition of employment must also take part in determining a fair wage rates. People working in remote or hazardous environments that work must obtain a wage higher than those in areas with existing bekrja places of entertainment or work environment that is not dangerous.
The realization of justice in wages within an enterprise can be possible with measures of job evaluation or appraisal office. By this we mean a systematic way in appreciating the value of each position in relation to other positions within a company. Viewed from the point of the company, the value of the position must be able to establish something that office role in realizing corporate objectives, so considering the above, then the amount of wages paid to holders of office shall be in office based on role in realizing its goals. Is clear in companies that multi-complex, assessment of the job role in the realization of corporate objectives is very difficult. Therefore, job evaluation should not intend to evaluate the role of that office in realizing corporate objectives, but the company considered several factors, namely skills, working conditions, responsibilities, or tasks performed in each position within a company. Based on the fact tersebutlah fakata-wage level has been set to something relevant positions within the company. Asserted a position based on the total value of the wage rate determined position.