Strategi Kompensasi yang Kompetitif untuk Mendukung Retensi Karyawan
Keywords:
compensation structure, employee retention, compensation equity, compensation survey, total rewardsAbstract
A competitive compensation structure for employee retention is designed based on internal and external equity as well as procedural fairness. External compensation surveys determine market positioning (leader, follower, laggard) that aligns with business strategy. A salary structure with transparent grades, pay ranges, and progression policies provides a clear career path. Variable compensation is effective for retaining high-performing employees if the performance-reward link is credible. Unique benefits and total compensation statements enhance the perceived value of the compensation package. Non-financial rewards increase perceived organizational support. Generational differences require adjustments to preferences for flexibility and transparency. Measuring retention requires analysis of voluntary turnover by segment and exit interviews. Without a competitive compensation structure, organizations lose their best employees to competitors.
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