JOB ANALYSIS

REMUNERATION AND COMPENSATION MANAGER

YP51B CORPORATION

PEOPLE IN ORGANIZATION HUMAN CAPITAL MANAGEMENT

Take Home Final Exam

By:
Adzka Innayati Rahmah
29114725
MBA YP 51 B

2015
1

YP51B Incorporation
Job Analysis
Date: January 5, 2015
Position Title
Department
Section/Location
Report to

: Remuneration and Compensation Manager

: Human Resources and General Affairs Department
: Headquarter
: Human Resources Senior Manager

Category of Position:
Full-time

Part-time

Reporting Structure
In the corporation structure, Remuneration and Compensation Manager is under the Human Resource Senior
Manager within the Human Resources and General Affairs Department.

Job Description
The Remuneration and Compensation Manager is responsible for establishing and maintaining a companys
payment system and overseeing the compensation and benefits division of YP51B Incorporation. Monitors salary
structures, balance staffing needs with cost controls and ensure that policies, procedures and programs are in
alignment with the corporations strategic objectives and Human Resources Department vision. The job
descriptions of Remuneration and Compensation Manager are listed below:
1. Conduct analysis of compensation and benefits within company.
2. Design, implement, and manage salary classification and compensation programs.
3. Forecast budget for salary increases.
4. Administer and manage employee insurance plans.
5. Facilitate on salary increase requests.
6. Satisfaction of the employees regarding to the timely payment.
7. Collaborates with others departments to determine staffing needs, design and adjust salary structures,
compensation, and benefit packages and develop policies and procedures.

Job Specification
Education and Work Experience Requirements:
A. Education
Bachelors degree of:
- Human Resource Management
- Psychology
- Business Administration
B. Work Experience
- Minimal 3 years experience in Human Resources Department especially in remuneration.
Personal Attributes Required:
- Good communication in english.
- Good appearance.
Physical Requirements:
- Minimum age 25, maximum age 28.
General Knowledge Needed:
- Human Capital Management
- Basic computer skills ( Microsoft Office, etc)
- Understand and can operate the payroll program systems.
Skills and Competencies Requirements
As a Remuneration and Compensation Manager, are required to have skills and comptencies requirements
based on Spencer and Spencer theory.
No.
Competency
1 Achievement orientation

Concern for order

Definition
Passion for achievement to reach
the target job.

A boost in a person to confirm or

reduce the uncertainties regards to
the assignment, as well as the
quality and accuracy of data

Level
Dimension A (Intensity and
Completeness) : Level 6 Analyzing all the actions and
decisions based on
considerations Cost Benefit.

Dimension B ( Business impact)

: Level 3 - Affect the working
groups ( around 4-15 people).

Dimension C (Innovation
degree) : Level 1 creates new
things for the job unit.
Level 5 Monitoring data or
project.

Initiative

Empathy

accuracy and information in the

workplace.
The impetus to act to exceed the
required or demanded by the job
done something without waiting for
orders in advance, these actions are
taken to correct or improve the
result of the work or avoid
problems or create new
opportunities.
The ability to understand things that are not expressed in words that
could be on understanding the
feelings, desires or ideas of others.
-

Organizational awareness

Relationship building

Developing others

Understanding the structure of the informal organization, recognize the

limitations that are not visible
organization, identify problems and
opportunities that affect the
organization.
-

The amount of effort to establish

and maintain social relationships or
networks of social relations to keep
warm and familiar.
The desire to teach or encourage
the development or learning of
others.

Directiveness

Ability to rule and direct others to

do things according to the position
sand authorities.

Dimension A (Timing): Level 7

Conduct the anticipated actions
for 2-5 years later.
Dimension B (Self
encouragement): Level 4 - Do
the job much more than that
commanded.
Dimension A ( Depth
understanding of others) : level
5 - Understanding complex
issues behind a conversation.
Dimension B ( Responds the
others) : level 5 Ready to
help others.
Dimension A (Depth
understanding of the
organization) : level 6
Understanding longterm
issues.
Dimension B ( The latitude of
organization understanding) :
level 4 Middle division or
corporation.
Dimension A (Intensity) : level 4
Building a concensus.
Dimension B ( Latitude) : level 3
Department.
Dimension A (Intensity) : level
7 Evolving new trainings or
new choices.
Dimension B (Latitude) : level 6
How many colleagues they
have.
Dimension A (Intensity) : level
6 - Admonishing people.
Dimension B (Latitude) : level 3
How many subordinates they
have.

Teamwork

The urge or ability to cooperate with others. Encouragement or the ability

to be part of a group in carrying out
a task.
-

10

11

12

13

Team leadership

Analytical thinking

Conceptual thinking

Expertise

Encouragement and willingness to

act as the leader of the group,
usually shown in a position of
formal authority.

Dimension A (Intensity) : level

6 Developing a team.
Dimension B (The size of the
team involved) : level 3
Small-scale department.
Dimension C (The amount of
effort) : level 1 Providing
more than daily activities.
Dimension A (The power) :
level 6 Ensconce your self as a
leader.

Dimension B (The size) : level 3

Small-scale department.

Dimension C (The amount of

effort) : level 2 Giving more
effort (5-15 actions)
Dimension A ( Complexity of
analysis) : level 4 establishing
complex plan and analysis.

The ability to understand the

situation by way of breaking it into
parts in more detail (factors), or
observe the state step by step
based on past experience.

The ability to understand a situation

or a problem by viewing it as an
integration includes the ability to
identify; the pattern of linkages
between issues that are not clearly
visible or the ability to identify the
main problems underlying the
complex situation.
Mastery of knowledge related to
the job (technical, managerial, or
professional). As well as the
motivation to use, develop and
share knowledge related to the
work to others.

Dimension B (The size of

problem) : level 3 Think of
the problems being faced.
Dimension A (Complexity and
originality of ideas) : level 4
Simplifying complicated things.

Dimension B (Problem size) :

level 3 - Think of the problems
being faced.

Dimension A (Depth of
knowledge): level 6 Middle
professional.

Dimension B (Managerial
comprehensive) : level 3
Heterogeneous group or crossfunctional.

Dimension C (Knowledge
mastership) : level 2
Expanding the knowledge base.
5

14

Self control

15

Flexibility

16

Organizational
commitment

17

Technical Competency
(English)

The ability to control themselves so

as to prevent to conduct negative
actions when there is a problem,
particularly facing the challenge or
rejection from others or when
working under pressure.
Ability to adapt and work effectively in a variety of different colleagues
or groups; ability to understand and
appreciate the differences, and
opposition views on an issue.
Encouragement and ability to adapt
his behavior to the needs, priorities
and goals of the organization, to act
in ways that support the
organization's goals or meet the
needs of the organization.
The ability to speak, read English
literature and listen to the
conversation in English.

Dimension D (Knowledge
deployment) : level 3
Proffering technical assistance.
Level 5 Give good responses,
controlling emotions and
provide constructive action to
respond to existing problems.

Dimension A (The magnitude

of changes made) : level 3 Adjust tactics in different
situations or people.
Dimension B (Speed action) :
level 3 Rapid changes.
Level 4 - Conducting selfsacrifice. Put the interests of
the organization above
personal interests and desires,
the status of the profession
and the interests keleuarga.
Level 3 - Capable of dialogue
with English structured with
others, writing letters,
conclusions, and articles in the
English language properly,
acting as rapid interpreter in
two-ways conversation,
understanding literature in
English.

Training, License, or Certificate Needed:

- Certified Human Resource Specialist (Payroll)
- Trainings and workshop related to human capital management issues.

Remuneration Package

Basic pay: Manager level Rp. 12.000.000

Allowance:

Allowance
per month

Expertise Allowance, by category

Transportation
Lunch
Telecommunication
Business trip
Overtime
Insurance and Pension Funds, salary base.

20
5
20

2%

Category
day
day
day
day
hour
%

Each
50,000.00
35,000.00
20,000.00
300,000.00
80,000.00

IDR
IDR
IDR
IDR
IDR

Bonus (yearly)
1. Based on position level Manager level : 90% from basic salary
2. Based on KPI score
Category
KPI Score
Bonus
A
80 100
40% of total incentive
B
60 79
30% of total incentive
C
40 50
20% of total incentive
Total incentive = IDR 500.000.000

Benefit
Health

Hospital charges for emergency treatment.

Hospital room charges.
Drugs, medication and vaccines and other supplies
available only by prescription.
Drugs, medication and vaccines and other supplies
available only by prescription.
Vision care expenses including frames and lenses,
contact lenses, fitting and remedial treatment,
laser eye correction surgery.

Dental

60% payment of basic preventative care.

Major restorative care and orthodontics.

Accidental Death or Dismemberment (AD&D)

Based on BPJS Ketenagakerjaan.

- Death compensation (santunan kematian) as
IDR 14.200.000
- Funeral cost as IDR 2.000.000
- Periodic compensation as IDR 200.000 per
month paid for 24 months ahead.

Retirement

Pension plans.
A Registered Retirement Savings Plan or RRSP.

Other Comments

Date:

Prepared by:

Approved by:

Senior Manager Human Resource

Director of Human Resource and GA

Date:

Job Performance Evaluation

Key Action
Compensation and
benefits analysis.

Key Strategic Initiatives

Identifying the
employees
information.

Salary classification
and compensation
programs.

Designing and
implementing the
remuneration system.

KPI
All remuneration staff make a
data base regarding to the
personal informations of the
employees.
Held a quarterly meeting to
analyze those data.

Score*
9

The application of
compensation program
system.
Update the salary data base
monthly.
Update the program system
twice a year.

10

Forecasting the salary budget

in semiannually based on the
database.

10

7
4

Forecast budget for

salary increases.

Forecast by using the

database.

Employee insurance
plans.

Administer and manage employee insurance

plans.

Inform to the employees

about their assurance that is
borne by the company,
monthly.

Facilitate on salary
increase requests.

The counselling session. -

Open the counselling session,

once a month.

Connectedness with
others departments.

Collaboration with
other departments
refers to compensation
of the staffs.

Apply the intra-database of

employees information
among the others
department.
Held a monthly meeting with
other departments
representative, in regarding to
upadate.
Payment is done by
remuneration staff in
specified time every single
month.
Using a program where
employees can calculate the
salary they will receive.

Employees satisfaction
regards to salary
payment.

Ensure the timely

payment of salaries.
Ensure the
transparation of the
calculation.

12

*KPI Scoring
No
1

Key Job Areas

Compensation
and benefits
analysis.

Key Performance Indicator

Weight
of KPIs
10%

Target

Actual

Score

1. All remuneration staff

make a data base
regarding to the
personal informations of
the employees.
2. Held a quarterly
5%
meeting to analyze
those data.

100%

90%

Meeting on
January,
June,
November.

1. The application of
compensation program
system.
2. Update the salary data
base monthly.
3. Update the program
system twice a year.

10%

100%

Meeting
85
on
January
and
November
100%
10

7%

95%

100%

95

5%

90%

75%

83

Forecast
budget for
salary
increases.
Employee
insurance
plans.

1. Forecasting the salary

budget in semiannually
based on the database.

10%

90%

87%

97

10

1. Inform to the employees 5%

about their assurance
that is borne by the
company.

100%

100%

100

Facilitate on
salary increase
requests.
Connectedness
with others
departments.

1. Hearing and sharing

session monthly with
other divisions
1. Apply the intra-database
of employees
information among the
others department.
2. Held a monthly meeting
with other departments
representative, in
regarding to upadate.
1. Payment is done by
remuneration staff in
specified time every
single month.

4th friday
each
month
Full applied

4th friday
each
month
85%
applied

100

85

8%

4th friday
each
month

4th friday
each
month

100

12%

1st date
each
month

1st date
each
month

100

12

Salary
classification
and
compensation
programs.

Employees
satisfaction
regards to
salary payment.

8%

10%

90

Final
Score
9

10

10

2. Using a program where

employees can calculate
the salary they will
receive.
TOTAL

10%

100%
applied

75%

75

100 %

93

This 93 KPI score is used to determine bonus allocation.

Take Home Pay on December 2014

Take home pay for Remuneration and Compensation Manager on December 2014 is
IDR 168.187.500.

11