Perancangan Struktur dan Skala Upah Berbasis Salary Survey pada Usaha Kecil Subsektor Industri Pakaian Jadi di Kota Bogor

Abstract

Industri pakaian jadi merupakan salah satu produk unggulan Kota Bogor yang berkontribusi pada pertumbuhan usaha dan penyerapan tenaga kerja. Namun, praktik pengupahan pada usaha kecil masih belum optimal akibat terbatasnya acuan pengupahan, sehingga mengurangi daya saing dalam menarik dan mempertahankan tenaga kerja. Penelitian ini bertujuan menganalisis jabatan, kompensasi finansial 3P (pay for person, pay for position, dan pay for performance), dan daya saing pengupahan melalui salary survey, serta merancang struktur dan skala upah yang proporsional pada 10 usaha kecil. Metode penelitian meliputi evaluasi jabatan dengan classification method, salary survey, dan metode dua titik. Kompensasi mencakup gaji pokok, tunjangan hari raya, bonus, manfaat kesehatan, transportasi, upah lembur, dan tunjangan makan, dengan sebagian besar usaha kecil menerapkan pengupahan di bawah median pasar eksternal. Evaluasi jabatan menghasilkan 10 critical positions dalam tiga golongan, dengan rekomendasi spread masing-masing 133% (managerial), 131% (supervisory), dan 100-129% (staff). Seluruh gaji aktual berada pada kategori in-paid. Sehingga dapat rekomendasi dapat diterapkan.

The apparel industry was one of Bogor City’s leading sectors, contributing to business growth and employment. However, wage practices in businesses remained suboptimal due to limited wage-setting guidelines, reducing competitiveness in attracting and retaining workers. This study aimed to analyze job positions, the 3P compensation system (pay for person, pay for position, and pay for performance), wage competitiveness through a salary survey, and design a salary structure for 10 businesses. The methods included job evaluation using the classification method, salary survey, and two-point method. Compensation included basic salaries, holiday allowances, bonuses, health, transport, overtime, and meal allowances. Businesses paid below the market median. Job evaluation identified 10 positions across staff, supervisory, and managerial grades, with recommended spreads of 100–129%, 131%, and 133%, respectively. All salaries were in-paid, indicating feasibility.