Analisis dan Perancangan Sistem Kompensasi Berbasis Metode Dua Titik pada Usaha Kecil Industri Pakaian Jadi di Kota Bandung

Abstract

Subsektor industri pakaian jadi berkontribusi terhadap pertumbuhan ekonomi Indonesia. Kota Bandung memiliki 590.379 UMKM pada 2025, namun menghadapi tantangan pengupahan yang meningkatkan turnover tenaga kerja. Penelitian ini bertujuan menganalisis jabatan, mengidentifikasi kompensasi finansial 3P (Pay for Person, Pay for Position, dan Pay for Performance) dan perbandingannya dengan job title eksternal serta menyusun struktur dan skala upah usaha kecil industri pakaian jadi di Kota Bandung. Penelitian ini menggunakan sampel 10 usaha kecil dengan data primer dan sekunder, dianalisis melalui evaluasi jabatan, salary survey, dan metode dua titik. Hasil menunjukkan kompensasi 3P belum optimal, dengan median gaji seluruh jabatan di bawah median pasar eksternal. Analisis jabatan mengidentifikasi 10 critical positions dalam tiga golongan yaitu, managerial, supervisory, dan staff. Pembenahan struktur dan skala upah menghasilkan spread 87% - 129% (staff), 131% (supervisory), dan 133% (managerial), dengan seluruh gaji berada pada kategori in-paid.

The apparel industry subsector contributes to Indonesia's economic growth. Bandung City has 590,379 SMEs as of 2025, yet faces wage management challenges that increase employee turnover. This study aims to analyze job positions, identify 3P financial compensation (Pay for Person, Position, and Performance) and its comparison with external job titles, and design a wage structure and scale for small businesses in the apparel industry in Bandung City. This study used a sample of 10 small businesses with primary and secondary data, analyzed through job evaluation, salary survey, and the two-point method. Results show that 3P compensation implementation remains suboptimal, with the median salary of all job titles still below the external market median. Job analysis identified 10 critical positions grouped into three categories: managerial, supervisory, and staff. Refinement of the wage structure and scale yielded spread values of 87% - 129% (staff), 131% (supervisory), and 133% (managerial), with all employee salaries falling within the in-paid category.