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Glosarium Manajemen Sumber Daya Manusia dan Ketentuan Tunjangan Karyawan
HR compensation encompasses both monetary rewards like salaries and bonuses, as well as non-monetary benefits such as health insurance and retirement plans, aiming to attract, retain, and motivate employees.
HR compensation refers to the monetary and non-monetary rewards provided to employees in exchange for their work or services rendered to an organization. It encompasses salaries, wages, bonuses, benefits, incentives, and perks designed to attract, retain, and motivate employees.
HR compensation and benefits refer to the total rewards package offered by an organization to its employees in exchange for their work. Compensation includes monetary rewards such as salaries, wages, bonuses, and incentives, while benefits encompass non-monetary perks like health insurance, retirement plans, paid time off, and other employee welfare programs. Together, they form a comprehensive strategy to attract, retain, and motivate talent within the workforce.
The key components of HR compensation include:
Some common challenges in HR compensation management include:
HR compensation is determined through a structured process involving factors such as market rates, job roles and responsibilities, employee performance, organizational budget constraints, and legal requirements. This process typically involves job analysis, market research, internal equity considerations, and performance evaluations to ensure fairness and competitiveness.
HR compensation plays a crucial role in employee motivation and retention. Competitive compensation packages can attract top talent to the organization and incentivize employees to perform at their best. Fair and transparent compensation practices also contribute to a positive work culture, fostering loyalty and reducing turnover rates. Additionally, performance-based compensation structures can align employee efforts with organizational goals, driving productivity and engagement.
Ini adalah survei singkat yang dapat sering dikirim untuk memeriksa pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Ini dapat diberikan secara berkala (bulanan / mingguan / triwulanan).
Mengadakan rapat berkala selama satu jam untuk obrolan informal dengan setiap anggota tim adalah cara terbaik untuk mendapatkan gambaran sebenarnya tentang apa yang terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.
eNPS (employee Net Promoter score) adalah salah satu cara paling sederhana namun efektif untuk menilai pendapat karyawan Anda tentang perusahaan Anda. Ini termasuk satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS meliputi: Seberapa besar kemungkinan Anda merekomendasikan perusahaan kami kepada orang lain? Karyawan menanggapi survei eNPS pada skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' untuk merekomendasikan perusahaan dan 1 menandakan bahwa mereka 'sangat tidak mungkin' untuk merekomendasikannya.
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