Analisis Job Value dan Perancangan Struktur Gaji Baru Pada Perusahaan Pengolahan Semen Instan PT XYZ di Kabupaten Semarang

PT XYZ is a factory engaged in the instant cement or mortarindustry located in Semarang Regency, Central Java, which has beenestablished since 2013. The company is managed by a presidentdirector who supervises 36 contract employees. The compensationsystem used by PT XYZ is to pay a basic salary of Rp. 11,515/hourobtained from the UMR of Semarang Regency divided by 200working hours. The compensation system applies to all positions atPT XYZ except for director and the factors that affect the amount ofbasic salary received depend on the number of hours worked eachmonth. The amount of the director's salary has its own rulesaccording to the agreement of the commissioner. Determination ofcompensation applied in the company is not ideal because it is onlydetermined by working hours without considering other factors.Thus, this study aims to evaluate the compensation system at PTXYZ based on a salary survey, salary mapping, and Eckenrodesystem in order to provide a better description of the compensationsystem for PT XYZ in order to assist the company in improving itsperformance. This study found ten compensable factors thatmatched the work of PT XYZ, which were obtained using the haymethod. The calculation results of the adhered and overlappingmethods are used to classify employee salaries into five grades.

Professional Practices, Beliefs, and Incomes of Postdoctoral Trainees: The AACN, NAN, SCN 2020 Practice and ‘Salary Survey’

Objective Within a portion of the 2020 professional practice and “salary survey,” to update key information regarding neuropsychology postdoctoral trainees. Methods Postdoctoral trainees were contacted via a variety of membership listings, including the listserv used by the program directors of the Association of Postdoctoral Programs in Clinical Neuropsychology (APPCN). Invitations sent in multiple waves to members of numerous neuropsychological organizations via e-messages and physical postcards included the request that postdoctoral trainees participate. The survey website was opened on January 17, 2020 and closed on April 2, 2020, during which time a total of 178 postdoctoral trainees in the USA and 3 in Canada participated. Results Response rate was estimated to be 56.4%, which adequately represents the target sample. The modal postdoctoral trainee is a woman whose internship was American Psychological Association (APA)-accredited and whose postdoctoral training is in an APPCN program that adheres to Houston Conference training guidelines. Extensive clinical experiences in neuropsychology in the form of externship practica and during internship were reported by the majority of trainees prior to postdoctoral training. There are few differences between APPCN and non-APPCN trainees and reported training experiences. Job satisfaction is high. Salaries appear to have increased substantially in recent years. There is universal interest in pursuing board certification. Support for the empirical foundations justifying assessment of response validity is high. Conclusions Surveys of postdoctoral trainees continue to provide valuable perspectives regarding training background, clinical experiences, practice beliefs, and incomes of individuals who will soon launch their careers in clinical neuropsychology.