{"id":8282,"date":"2018-10-17T08:00:00","date_gmt":"2018-10-16T23:00:00","guid":{"rendered":"https:\/\/norimen.net\/wordpress\/?p=8282"},"modified":"2026-05-17T10:54:03","modified_gmt":"2026-05-17T01:54:03","slug":"kebijakan-reformasi-gaji-di-sektor-konstruksi","status":"publish","type":"post","link":"https:\/\/norimen.net\/id\/construction-salary-reform-site-discretion\/","title":{"rendered":"Reformasi sistem penggajian di sektor konstruksi! Apa yang akan terjadi jika \u201csistem diskresi di lapangan\u201d diterapkan?"},"content":{"rendered":"<h2 id=\"anc-0\">Gaji di sektor konstruksi lebih tinggi daripada di sektor industri lainnya<\/h2>\n<p>Di antara para insinyur konstruksi, kekurangan tenaga kerja terutama terasa parah pada insinyur manajemen konstruksi. Namun, gaji mereka tidaklah tinggi jika dibandingkan dengan beban kerja yang diemban. Oleh karena itu, saya yakin bahwa sistem penggajian insinyur manajemen konstruksi perlu direformasi.<\/p>\n<p>Untuk mendorong mobilitas tenaga kerja di bidang manajemen konstruksi dan meningkatkan jumlah tenaga kerja di bidang tersebut, tidak hanya keseruan dalam pekerjaan yang diperlukan, tetapi juga insentif gaji yang menguntungkan.<\/p>\n<p>Menurut Survei Statistik Tenaga Kerja Bulanan yang dilakukan oleh Kementerian Kesehatan, Tenaga Kerja, dan Kesejahteraan, gaji rata-rata per bulan per pekerja di sektor konstruksi pada tahun 2017 mencapai 389.037 yen, atau 72.071 yen lebih tinggi daripada gaji rata-rata di seluruh 16 sektor industri.<\/p>\n<p>Namun, jam kerja termasuk lembur rata-rata per bulan mencapai 171,9 jam, yang 27,5 jam lebih tinggi daripada rata-rata bulanan seluruh sektor industri. Dengan kata lain, upah per jam di sektor konstruksi tidak jauh berbeda dengan sektor industri lainnya.<\/p>\n<div class=\"space-mt_30 space-mb_30\">\n<div class=\"box-pr-article\">\n<div class=\"article-image-wrapper\"><\/div>\n<h2 class=\"article-title\">Gaji dan Tanggung Jawab Pekerjaan seorang Teknisi Manajemen Konstruksi<\/h2>\n<\/div>\n<\/div>\n<p>Gaji teknisi manajemen konstruksi pada dasarnya tidak berbeda dengan gaji di industri lain.<\/p>\n<p>Namun, kenyataannya tanggung jawab pekerjaan seorang teknisi manajemen konstruksi jauh lebih berat daripada pegawai kantoran pada umumnya.<\/p>\n<p>Misalnya,<\/p>\n<ul>\n<li>Jika terjadi kecelakaan kerja, perwakilan di lapangan dapat dimintai pertanggungjawaban pidana bersama dengan perusahaan.<\/li>\n<li>Karena bertanggung jawab atas seluruh pengelolaan anggaran terkait proyek konstruksi, ia memiliki keleluasaan yang besar dalam hal keuangan.<\/li>\n<li>Pada dasarnya, konsep jam kerja tetap dan hari libur kurang jelas, sehingga pada praktiknya, ini merupakan sistem kerja berdasarkan kebijaksanaan sendiri.<\/li>\n<li>Pekerjaan konstruksi pada dasarnya harus dijalankan berdasarkan arahan sendiri, bukan arahan perusahaan.<\/li>\n<\/ul>\n<p>Dan sebagainya, tanggung jawab seorang teknisi manajemen konstruksi sangat besar, bahkan ada yang sampai bunuh diri.<\/p>\n<p>Berdasarkan hal-hal di atas, seorang teknisi manajemen konstruksi ingin mengusulkan sistem diskresi gaji di lokasi proyek, di mana ia dapat \u201cmenentukan sendiri gajinya sebagai bagian dari anggaran lokasi proyek\u201d.<\/p>\n<p>Secara mekanisme, hal ini mirip dengan pemberian bonus. Secara spesifik, hal ini dilakukan sebagai berikut.<\/p>\n<h2>Sistem Gaji Diskresioner di Lapangan bagi Teknisi Manajemen Konstruksi<\/h2>\n<p>Pertama-tama, pada saat dimulainya pekerjaan konstruksi, pihak perusahaan akan menyampaikan tingkatan tingkat keuntungan kepada perwakilan lapangan.<\/p>\n<p>Misalnya, tingkat keuntungan 20% ke atas masuk dalam peringkat A, tingkat keuntungan 10% ke atas masuk dalam peringkat B, dan tingkat keuntungan 0% ke atas masuk dalam peringkat C. Berdasarkan hal tersebut, perwakilan lapangan memasukkan \u201canggaran gaji\u201d dirinya selama masa pengerjaan ke dalam anggaran proyek.<\/p>\n<p>Jumlah ini boleh berapa pun asalkan masih dalam batas yang memungkinkan untuk menghasilkan laba. Jika gaji per bulan ditetapkan sebesar 1 juta yen, maka anggaran gaji untuk 3 bulan sebesar 3 juta yen akan dimasukkan (termasuk biaya operasional, lembur, dan sebagainya).<\/p>\n<p>Selama masa pengerjaan, gaji yang diberikan sesuai dengan ketentuan perusahaan akan diambil dari \u201canggaran gaji\u201d yang telah ditetapkan ini.<\/p>\n<p>Misalnya, jika gaji yang ditetapkan perusahaan adalah 200.000 yen, maka setiap bulan akan dipotong 200.000 yen dari anggaran gaji sebesar 3.000.000 yen untuk dibayarkan.<\/p>\n<ul>\n<li>Bulan pertama: Anggaran gaji 3 juta yen \u2014 Gaji sesuai ketentuan perusahaan 200.000 yen \u2192 2,8 juta yen<\/li>\n<li>Bulan ke-2: Anggaran gaji 2,8 juta yen \u2014 Gaji sesuai ketentuan perusahaan 200.000 yen \u2192 2,6 juta yen<\/li>\n<li>Bulan ke-3: Anggaran gaji 2,6 juta yen \u2014 Gaji sesuai ketentuan perusahaan 200.000 yen \u2192 2,4 juta yen<\/li>\n<\/ul>\n<p>Apabila tingkat laba turun di bawah 0% akibat penambahan pekerjaan atau perpanjangan masa pengerjaan, anggaran gaji akan dialihkan ke anggaran proyek. Selain itu, meskipun anggaran gaji menjadi 0, gaji sesuai ketentuan perusahaan tetap akan dibayarkan.<\/p>\n<p>Di sisi lain, jika masih ada sisa dana dalam anggaran gaji setelah pekerjaan selesai, gaji akan dibayarkan dari anggaran gaji tersebut sesuai dengan peringkat tingkat keuntungan yang ditetapkan. Tentu saja, hal ini tidak akan terjadi jika tidak ada keuntungan.<\/p>\n<ul>\n<li>Untuk peringkat A: Sisa anggaran gaji sebesar 2,4 juta yen \u00d7 1001 TP3T dibayarkan \u2192 dibayarkan sebesar 2,4 juta yen<\/li>\n<li>Untuk peringkat B: Sisa anggaran gaji sebesar 2,4 juta yen \u00d7 501 TP3T dibayarkan \u2192 dibayarkan sebesar 1,2 juta yen<\/li>\n<li>Untuk Peringkat C: Sisa anggaran gaji sebesar 2,4 juta yen \u00d7 251 TP3T dibayarkan \u2192 dibayarkan sebesar 600.000 yen<\/li>\n<\/ul>\n<div class=\"article-main-content space-mt_35 space-mb_35 js-notification-subscribe-judge-ele\">\n<h2>Transformasi Sistem Penggajian di Industri Konstruksi<\/h2>\n<p>Sistem penggajian berbasis diskresi lapangan seperti yang dijelaskan di atas memberikan manfaat bagi kedua belah pihak, yaitu perusahaan dan perwakilan lapangan.<\/p>\n<p>Perusahaan dapat memastikan pembayaran gaji minimum dan tingkat laba, sementara perwakilan lapangan dapat meningkatkan motivasi kerja.<\/p>\n<p>Selain itu, dalam hal gaji, dengan membedakan diri dari pegawai kantoran pada umumnya, bukankah profesi ini\u2014yang memiliki daya tarik besar\u2014juga dapat menarik minat generasi muda yang penuh kreativitas?<\/p>\n<p>Namun, beberapa masalah yang mungkin timbul dari sistem penggajian yang didasarkan pada kebijaksanaan di lapangan antara lain kemungkinan pengelolaan anggaran menjadi rumit dan kemungkinan nilai kontrak pekerjaan meningkat. Selain itu, ada juga kekhawatiran bahwa besaran gaji akan berfluktuasi tergantung pada tingkat kesulitan pekerjaan.<\/p>\n<p>Meskipun sistem penggajian ini memiliki kelemahan, saya berpendapat bahwa penerapan sistem ini sangat penting untuk meningkatkan daya tarik sektor konstruksi secara keseluruhan. Sistem penggajian para teknisi konstruksi harus benar-benar diubah.<\/p>\n<\/div>\n<p><span style=\"font-size: 20px;\"><strong><span style=\"text-decoration: underline;\"><span style=\"color: #0000ff;\"><a style=\"color: #0000ff; text-decoration: underline;\" href=\"https:\/\/sekokan-navi.jp\/magazine\/\" target=\"_blank\" rel=\"noopener\">Dewa Konstruksi<\/a><\/span><\/span><\/strong><\/span><\/p>\n<p>&nbsp;<\/p>\n<p>Saya juga berpendapat bahwa gaji manajer konstruksi memang seharusnya tinggi.<\/p>\n<p>Harganya selama ini terlalu murah, lho. Apalagi kalau mempertimbangkan porsi tanggung jawabnya.<\/p>\n<p>Tapi, buat yang bisa sih, hehe<\/p>","protected":false},"excerpt":{"rendered":"<p>Gaji di sektor konstruksi lebih tinggi daripada di sektor industri lainnya. Di antara para teknisi konstruksi, kekurangan tenaga kerja terutama terasa parah pada insinyur manajemen konstruksi. Namun, gaji mereka tidaklah tinggi jika dibandingkan dengan beban kerja yang diemban. Oleh karena itu, saya yakin bahwa sistem penggajian insinyur manajemen konstruksi perlu direformasi. Untuk mendorong mobilitas tenaga kerja insinyur manajemen konstruksi dan memastikan ketersediaan tenaga kerja di bidang ini\u2026<\/p>","protected":false},"author":2,"featured_media":8283,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[1231],"tags":[1246],"class_list":["post-8282","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-1231","tag-1246"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.4 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ 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