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BAB II TINJAUAN PUSTAKA 2.1. Kompensasi 2.1.1. Pengertian

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BAB II TINJAUAN PUSTAKA 2.1. Kompensasi 2.1.1. Pengertian 9 BAB II TINJAUAN PUSTAKA 2.1. Kompensasi 2.1.1. Pengertian Kompensasi Pada dasarnya manusia bekerja dengan tujuan hidupnya. Seorang karyawan akan menunjukkan kinerja yang baik apabila diberikan balas jasa yang sesuai. Salah satu cara manajemen untuk meningkatkan prestasi kerja, memotivasi dan meningkatkan kinerja para karyawan adalah melalui kompensasi. Kompensasi ditinjau dari sudut pandang perusahaan merupakan unsur biaya yang dapat mempengaruhi posisi persaingan perusahaan karena berkaitan dengan kinerja karyawan. Sedangkan ditinjau dari sudut pandang karyawan merupakan unsur pendapatan yang mempengaruhi gaya hidup, status, harga diri, dan loyalitas terhadap perusahaan. Selain itu juga merupakan alat manajemen bagi perusahaan untuk meningkatkan motivasi kerja, meningkatkan produktivitas, dan mempengaruhi kepuasan kerja. Beberapa ahli mengungkapkan pendapat mengenai definisi kompensasi, yaitu sebgai berikut : ▪ Menurut Ardana (2012:153); 10 “Kompensasi adalah segala sesuatu yang diterima oleh karyawan sebagai balas jasa atas kontribusinya kepada perusahaan atau organisasi”. ▪ Menurut Hasibuan (2013:117) “Kompensasi adalah semua pendapatan yang berbentuk uang, barang langsung ataupun tidak langsung yang diterima oleh karyawan sebagai imbalan atas yang diberikan kepada perusahaan”. ▪ Menurut Husein Umar (2007:16); “Kompensasi adalah segala sesuatu yang diterima oleh karyawan berupa gaji, upah, insentif, bonus, premi, pengobatan, asuransi, dan lain lain yang sejenis yang dibayar langsung oleh perusahaan”. ▪ Menurut Andrew dikutip oleh A.A.Anwar Prabu Mangkunegara (2009:83); “Kompensasi merupakan sesuatu yang dipertimbangkan sebagai suatu yang sebanding”. ▪ Menurut Sastrohadiwiryo dalam bukunya Yuniarsih (2011:125); “Kompensasi adalah imbalan .atau balas jasa yang diberikan oleh perusahaan kepada para tanaga kerja, karena para tenaga kerja tersebut telah memberikan sumbangan tenaga dan pikiran demi kemajuan perusahaan guna mencapai tujuan yang ditetapkan”. Berdasarkan definisi para ahli tersebut penulis menyimpulkan bahwa kompensasi adalah segala sesuatu yang berkaitan dengan balas jasa berupa uang 11 ataupun bukan uang yang diberikan perusahaan kepada karyawan sebagai imbalan atas pengorbanan waktu, tenaga, pengetahuan, keahlian, dan kemampuan yang telah diberikan selama periode tertentu sebagai sumbangan pada pencapaian tujuan perusahaan atau organisasi. 2.1.2. Bentuk – bentuk Kompensasi Anwar Prabu Mangkunegara (2009:84) mengemukakan : “Ada dua bentuk kompensasi, yaitu bentuk kompensasi kompensasi langsung yang merupakan upah dan gaji, bentuk kompensasi yang tak langsung yang merupakan pelayanan dan keuntungan”. 1. Kompensasi langsung a. Upah Upah adalah pembayaran berupa uang untuk pelayanan kerja atau uang yang biasanya dibayarkan kepada karyawan atau pegawai setiap minggu/harian. b. Gaji Gaji adalah pembayaran berupa uang yang diterima secara langsung setiap minggu/bulan untuk karyawan sebagai imbalan atas pekerjaannya sedangkan bila terjadi kenaikan atau penurunan prestasi kerja, tidak mempengaruhi besar kecilnya gaji tetap. Besar kecilnya nilai gaji terjadi 12 apabila perusahaan mengubah kenaikan atau penurunan nilai gaji yang ditetapkan oleh perusahaan. c. Insentif Insentif adalah sejumlah uang yang diterima secara langsung setiap minggu/bulan untuk karyawan sebagai imbalan dari suatu kasus yang dikerjakan sesuai ketrampilan kinerjanya. Atau tambahan balas jasa yang diberikan kepada karyawan tertentu yang prestasinya diatas prestasi standar. d. Bonus Bonus adalah sejumlah uang yang diterima secara langsung sebagai imbalan atas prestasi kerja yang tinggi untuk jangka waktu tertentu dan jika prestasinya sedang menurun maka bonusnya tidak akan diberikan. 2. Kompensasi tidak langsung Kompensasi tidak langsung merupakan kompensasi yang diterima oleh karyawan yang tidak mempunyai hubungan langsung dengan pekerjaan, tetapi lebih menekankan kepada pembentukan kondisi kerja yang baik untuk menyelesaikan pekerjaannya. a. Pembayaran untuk waktu tidak bekerja, dalam bentuk : • Istirahat on – the - job • Hari – hari sakit 13 • Liburan dan cuti • Alasan lain seperti kehamilan b. Pembayaran terhadap bahaya • Asuransi jiwa • Asuransi kesehatan • Asuransi kecelakaan c. Program pelayanan karyawan • Program rekreasi • Cafetaria • Perumahan • Beasiswa Pendidikan • Fasilitas pembelian • Aneka ragam pelayanan lain, seperti pemberian pakaian seragam, transportasi 14 2.1.3. Tujuan Pemberian Kompensasi Menurut Malayu S.P. Hasibuan (2005), tujuan pemberian kompensasi (balas jasa) antara lain adalah: 1. Ikatan Kerjasama Dengan pemberian kompensasi terjalinlah kerjasama formal antara perusahaan dengan karyawan. Karyawan harus mengerjakan tugas-tugasnya dengan baik, sedangkan pengusaha/majikan wajib membayar kompensasi sesuai dengan perjanjian yang disepakati. 2. Kepuasan Kerja Dengan balas jasa, karyawan akan dapat memenuhi kebutuhan-kebutuhan fisik, status sosial, dan egoistiknya sehingga memperoleh kepuasan kerja dari jabatannya. 3. Pengadaan Efektif Jika program kompensasi ditetapkan cukup besar, pengadaan karyawan yang qualified untuk perusahaan akan lebih mudah. 4. Motivasi Jika balas jasa yang diberikan cukup besar, manajer akan mudah memotivasi bawahannya. 5. Stabilitas Karyawan 15 Dengan program kompensasi atas prinsip adil, layak dan kompetitif maka stabilitas karyawan lebih terjamin karena turn-over relative kecil. 6. Displin Dengan pemberian balas jasa yang cukup besar maka disiplin maka karyawan semakin baik. Mereka akan menyadari serta menaati peraturan-peraturan yang berlaku. 7. Pengaruh Serikat Buruh Dengan program kompensasi yang baik pengaruh serikat buruh dapat dihindarkan dan karyawan akan berkonsentrasi pada pekerjaannya. 8. Pengaruh Pemerintah Jika program kompensasi sesuai dengan undang-undang perburuhan yang berlaku (seperti batas upah minimum) maka intervensi pemerintah dapat dihindarkan. 2.1.4. Karakteristik Kompensasi Menurut Simamora terdapat lima karakteristik yang harus dimiliki oleh kompensasi apabila kompensasi dikehendaki secara optimal efektif dalam mencapai tujuan-tujuannya. Karakteristik-karakteristik tersebut adalah: 1. Arti penting Sebuah imbalan tidak dapat mempengaruhi apa yang dilakukan oleh orang-orang atau bagaimana perasaan mereka jika hal tersebut tidak 16 penting bagi mereka. Adanya rentang perbedaan yang luas diantara orang- orang jelaslah mustahil mencari imbalan apapun yang penting bagi setiap orang didalam organisasi. Dengan demikian tantangan dalam merancang sistem imbalan adalah mencari imbalan-imbalan yang sedapat mungkin mendekati kisaran para karyawan dan menerapkan berbagai imbalan- imbalan guna meyakinkan bahwa imbalan-imbalan yang tersedia adalah penting bagi semua tipe individu yang berbeda didalam organisasi. 2. Fleksibilitas Jika sistem imbalan disesuaikan dengan karakteristik-karakteristik unik dari anggota-anggota individu, dan jika imbalan-imbalan disediakan tergantung pada tingkat kinerja tertentu, maka imbalan-imbalan memerlukan beberapa tingkat fleksibilitas. Fleksibilitas imbalan merupakan prasyarat yang diperlukan untuk merancang sistem imbalan yang terkait dengan individu. 3. Frekuensi Semakin sering suatu imbalan dapat diberikan, semakin besar potensi daya gunanya sebagai alat yang mempengaruhi kinerja karyawan. Oleh karena itu, imbalan yang sangat didambakan adalah imbalan yang dapat diberikan dengan sering tanpa kehilangan arti pentingnya. 4. Visibilitas Imbalan yang dapat dilihat jika dikehendaki supaya kalangan karyawan merasakan adanya hubungan antara kinerja dan imbalan. Imbalan yang 17 kelihatan memiliki keuntungan tambahan karena mampu memuaskan kebutuhan-kebutuhan karyawan akan pengakuan dan penghargaan. 5. Biaya Sistem kompensasi nyata sekali tidak dapat dirancang tanpa pertimbangan yang diberikan terhadap biaya imbalan yang tercakup. Jelasnya, semakin rendah biayanya, semakin diinginkan imbalan tersebut dari sudut pandang organisasi. Imbalan yang berbiaya tinggi tidak dapat diberikan sesering imbalan berbiaya rendah, dan karena sifat mendasar biaya yang ditimbulkannya, imbalan berbiaya tinggi mengurangi efektivitas dan efisiensi. 2.1.5. Faktor-faktor yang Mempengaruhi Kompensasi Banyak faktor yang dapat mempengaruhi besar kecilnya tingkat kompensasi. Hal ini perlu mendapat perhatian supaya prinsip pengupahan adil dan layak lebih baik dan kepuasan kerja dapat tercapai. Faktor-faktor yang mempengaruhi kompensasi menurut A.A. Anwar Prabu M (2009 : 84), adalah sebagai berikut: 1. Faktor Pemerintah Peraturan pemerintah yang berhubungan dengan penentuan standar gaji minimal, pajak penghasilan, penetapan harga bahan baku, biaya transportasi, inflasi maupun devaluasi sangat mempengaruhi perusahaan dalam menentukan kebijakan kompensasi pegawai. 18 2. Penawaran bersama antara perusahaan dan pegawai Kebijakan dalam penentuan kompensasi dapat dipengaruhi pula pada saat terjadinya tawar menawar mengenai besarnya upah yang harus diberikan perusahaan kepada pegawainya. Hal ini terutama dilakukan oleh perusahaan dalam merekrut pegawai yang mempunyai keahlian dalam bidang tertentu yang sangat dibutuhkan perusahaan. 3. Standar dan biaya hidup pegawai Kebijakan kompensasi perlu mempertimbangkan standar dan biaya hidup minimal pegawai. Hal ini karena kebutuhan standar pegawai harus terpenuhi. Dengan terpenuhinya kebutuhan standar pegawai dan keluarganya, maka pegawai akan merasa aman. Terpenuhinya kebutuhan dasar dan rasa aman pegawai akan memungkinkan pegawai dapat bekerja dengan penuh motivasi untuk mencapai tujuan perusahaan. Banyak penelitian yang menunjukkan adanya korelasi
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