PENGEMBANGAN MODEL KOMPENSASI BERBASIS KOMPETENSI DI UNIVERSITAS TERBUKA
Abstract: The transformation
into stated-owned legal body (BHMN/BHP) makes quite a significant impact on UT
management, since the autonomy is wider and consequently it brings bigger
responsibilities and challenges. One of these challenges is adjusting
compensation system which previously referred to Civil Servants System and
currently has several weaknesses, such as externally less competitive salary level,
very close gap between highest and lowest salary and minimal concern about
performance. It leads to the need of designing new compensation system during
UT-BHP transitional period (2008-2017). Competency based Pay (CbP) which is
rewarding the way people work, not just recognizing what they can be deliver,
fits the academic world. In a learning organization, colleges and universities
certainly qualify, the focus on competence and the importance of individual
growth is tied explicitly to the organization’s mission and value also
consistent with the growing interest in life long learning. The acceptance of
individual development and skill acquisition as the criteria for rewarding
staff employees should be a natural in higher education. This compensation design
is focused on academic staffs, which are lecturer, researcher, and managerial
position. Base salary and allowances have several alternatives, and choice will
be made based on UT-BHP financial condition and the suitability with UT-BHP
human resources development strategy
Penulis: Amalia Kusuma Wardini
Kode Jurnal: jpmanajemendd070086
