Publisher

UNINDRAUNINDRA

Journal JABE (Journal of Applied Business and Economic)JABE (Journal of Applied Business and Economic) Abstract

The retail industry is a field that has a high contribution to the Indonesian economy. This research will examine the compensation based on the need for a decent living for retail workers. The purpose of this study is to (1) Analyze and evaluate the fulfillment of compensation (2) Creating a design and compensation strategy based on the requirements of decent living in Bogor. The type of data in this study is primary data (interview and questionnaires) and secondary data obtained from the website of Bogor, BPS, literature study, and relevant report. The method used is the descriptive analysis, control chart, and Grid ERRC. The results show that according to 60 components of Living Standards/KHL, only 53 items have been fulfilled and the rest (7 items are expected to be reviewed/Omited) and equal to Rp 2.753.000 which are below to Minimum Wage in Bogor. There is a priority in financial compensation and non-financial compensation, which are health benefits, holiday benefits, work accidents, and work incentives and non-financial compensation consists of career systems, work facilities, responsibilities, work status, working conditions. According to the control chart only 38% of the total respondents whose number of the COLA can be fulfilled above the average retail sector worker.

Conclusion

The study concludes that 53 out of 60 components of decent living have been fulfilled for retail workers in Bogor, with 7 items needing review or elimination.The calculated rational minimum wage is IDR 2,753,000, which is 28.Financial compensation, including health benefits and work incentives, and non-financial compensation, such as career systems and work facilities, are prioritized.Only 38% of respondents meet the average decent living standard for the retail sector, indicating a need for improvement.

Future Research

Penelitian lebih lanjut dapat dilakukan untuk mengeksplorasi dampak spesifik dari komponen KHL yang tidak terpenuhi terhadap kesejahteraan dan produktivitas pekerja ritel di Bogor. Hal ini dapat dilakukan dengan studi kualitatif mendalam yang melibatkan wawancara dengan pekerja untuk memahami pengalaman dan tantangan mereka secara langsung. Selain itu, penelitian dapat difokuskan pada pengembangan model kompensasi yang lebih fleksibel dan responsif terhadap perubahan biaya hidup, dengan mempertimbangkan perbedaan kebutuhan dan preferensi pekerja. Penelitian lanjutan juga dapat menginvestigasi efektivitas berbagai strategi non-finansial dalam meningkatkan kepuasan dan retensi pekerja ritel, seperti program pengembangan karir yang disesuaikan atau peningkatan kondisi kerja. Terakhir, studi komparatif dapat dilakukan untuk membandingkan praktik kompensasi di sektor ritel Bogor dengan wilayah lain di Indonesia, untuk mengidentifikasi praktik terbaik dan peluang peningkatan.

References

1. PENGARUH KOMPENSASI, MOTIVASI DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN BAGIAN AKUNTANSI... doi.org/10.14414/tiar.v2i02.97PENGARUH KOMPENSASI MOTIVASI DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN BAGIAN AKUNTANSI doi 10 14414 tiar v2i02 97

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