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All Journal Journal of Economic, Bussines and Accounting (COSTING) Jurnal Organisasi Dan Manajemen AFEBI Management and Business Review Jurnal Impresi Indonesia
Aurik Gustomo
Institut Teknologi Bandung
Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences

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COMPETENCY BASED PAY SYSTEM DESIGN AT KURSUS INDONESIA Rahma Dinda Dwi Ptri; Aurik Gustomo
AFEBI Management and Business Review Vol 3, No 1 (2018)
Publisher : Asosiasi Fakultas Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (780.346 KB) | DOI: 10.47312/ambr.v3i1.129

Abstract

In today globalization era, competition among business is getting tighter, and it is not only about attracting customers but also attracting and retaining human capital. Kursus Indonesia have a difficulty in attract and retain their employee, and founded that their current compensation not yet satisfying their employees. This study aims to find the root cause of Kursus Indonesia’s compensation problem, design a strategic compensation system and compare the new compensation proposed salary with benchmark salary. This study used qualitative research method and the data used are primary data (interview and observation) and secondary data (literature study). To process the data gained, this study used descriptive analysis with business situation analysis and current reality tree root cause analysis, job analysis and point method job evaluation. This study found that (1) The root cause of Kursus Indonesia’s compensation problem is no alignment between the current compensation strategy with company’s business strategy; (2) Design a Competency Based Pay system is a suitable approach to solve Kursus Indonesia’s compensation problem; (3) This solution propose some improvent in Kursus Indonesia’s employee salary by using Lead Pay Policy that pay above benchmark salary.Keywords: Attract and Retain, Compensation, Competency Based Pay,Competition, Salary
The Change Building Blocks Toward Sustainable Organizations: Learning From Three Sectors Sudirman Said; Aurik Gustomo; Yudo Anggoro
Jurnal Organisasi dan Manajemen Vol. 19 No. 1 (2023)
Publisher : LPPM Universitas Terbuka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33830/jom.v19i1.3533.2023

Abstract

Purpose - This research aims to identify processes and stages in managing sustainable change so that organizations are able to survive in different dynamic conditions, as all organizations (public, private and non-profit) are continuously forced to change to stay competitive in the society. The ability of the leaders of organization to strategically determine the direction of changes and manage change are the fundamental skills. Methodology - This research is qualitative research using multiple-case study that carried out in six organizational settings within three different sectors. Data were collected in 2021, from archival reviews and semi-structured interviews with eighteen change leaders, from six organizations. The data coded and analyzed using NVIVO to find out the common pattern on how the leaders managing changes in three sectors. Findings - The research identify five common building blocks of change: identifying rooms for improvement, organizing change agents, mobilizing support, executing change, and sustaining the change results. Originality - Leadership development is identified as the most effective strategies for sustaining change and transformation initiatives in all three sectors. As this research is conducted in Indonesian institutional setting, the further studies are needed to investigate whether the five building blocks of change are universally applicable.
COMPETENCY BASED PAY SYSTEM DESIGN AT KURSUS INDONESIA Rahma Dinda Dwi Ptri; Aurik Gustomo
AFEBI Management and Business Review Vol. 3 No. 1 (2018): June
Publisher : Asosiasi Fakultas Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47312/ambr.v3i1.129

Abstract

In today globalization era, competition among business is getting tighter, and it is not only about attracting customers but also attracting and retaining human capital. Kursus Indonesia have a difficulty in attract and retain their employee, and founded that their current compensation not yet satisfying their employees. This study aims to find the root cause of Kursus Indonesia’s compensation problem, design a strategic compensation system and compare the new compensation proposed salary with benchmark salary. This study used qualitative research method and the data used are primary data (interview and observation) and secondary data (literature study). To process the data gained, this study used descriptive analysis with business situation analysis and current reality tree root cause analysis, job analysis and point method job evaluation. This study found that (1) The root cause of Kursus Indonesia’s compensation problem is no alignment between the current compensation strategy with company’s business strategy; (2) Design a Competency Based Pay system is a suitable approach to solve Kursus Indonesia’s compensation problem; (3) This solution propose some improvent in Kursus Indonesia’s employee salary by using Lead Pay Policy that pay above benchmark salary.Keywords: Attract and Retain, Compensation, Competency Based Pay,Competition, Salary
Designing Performance Appraisal For Pplc Rafael Wahyu Wicaksono; Aurik Gustomo
Jurnal Impresi Indonesia Vol. 4 No. 5 (2025): Jurnal Impresi Indonesia
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jii.v4i5.6501

Abstract

PPLC is a wholesaler company operating both in online and offline stores in the DKI Jakarta area, which mainly sells plastics products for both retailers and customers. PPLC was founded in 2022 and could be considered a new company. Although new, their revenue shows otherwise, as the demand for their plastics products peaked in the beginning of 2025. Currently PPLC faced a significant problem which resulted in the ratings of their store. Packaging employees constantly make mistakes in packaging the wrong products. From the root cause analysis (RCA) it was found that one of the root causes was the new implementation of performance appraisal. Furthermore, not all employees excluding packaging employees have proper performance appraisal methods. This research aims to improve the design of the performance appraisal, analyse the gap between the current performance appraisal with the ideal performance appraisal according to literature review to enhance the current performance evaluation. With the new design, it is hoped to improve the performances of the employees. This research uses a qualitative approach with semi-structured interviews as the primary data, which also combines secondary data such as organization’s data or documents. The interview data is analyzed using thematic analysis and to ensure quality of qualitative data, triangulation method is used in this research. The result of this research shows that there are several gaps such as the lack of job analysis, no documentation on the job descriptions for all positions, and no proper method of evaluation for all employees within the organization. The extensive improvements suggest a hybrid approach in evaluating employees; the use of both Management by Objectives and Graphical Rating Scale methods in the performance appraisal. Furthermore, job analysis is also conducted in this research to support the new proposed design of performance appraisal for all employees in PPLC.
REDESIGN COMPANY REGULATIONS ALIGNED WITH LABOR LAW TO ENHANCE EMPLOYEE PERFORMANCE : A CASE STUDY OF PT.XYZ Decinta Najlaputri; Emilia Fitriana Dewi; Aurik Gustomo
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/ya23rc96

Abstract

This study analyzes the alignment of PT XYZ’s Company Regulations with Indonesian labor law and examines their implications for employee performance, using a qualitative socio legal design. Data were collected through semi structured interviews, document analysis, field observations, and legal inventory mapping of the company’s regulatory provisions against Law Number 6 of 2023, Government Regulation Number 35 of 2021, Government Regulation Number 36 of 2021, and relevant ministerial regulations. The findings show that PT XYZ’s existing Company Regulations partially comply with national labor standards but contain significant gaps, including outdated clauses on employment relations, overtime calculation, wage structure, grievance handling, and workplace protection. These inconsistencies have contributed to weak managerial accountability, limited employee participation, low motivation, and performance outcomes that fall below organizational targets. The study develops a revised Company Regulations design that integrates legal compliance with performance oriented governance through clearer procedures, transparent communication mechanisms, and structured performance indicators. The results demonstrate that legally aligned and managerially adaptive Company Regulations function not only as compliance instruments but also as strategic tools for strengthening employee performance, reducing turnover, and improving organizational sustainability.
Co-Authors Anggoro, Yudo Decinta Najlaputri Emilia Fitriana Dewi Rafael Wahyu Wicaksono Rahma Dinda Dwi Ptri Sudirman Said