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"Skripsi ini bertujuan untuk mendeskripsikan implementasi dari kompensasi dan benefit dan juga faktor-faktor yang mempengaruhi pemberian kompensasi dan benefit di PT. XYZ. Penelitian ini dilakukan pada masa pandemi, yaitu semenjak bulan Maret hingga Mei tahun 2021. Penelitian ini menggunakan pendekatan penelitian kualitatif dengan studi deskriptif, melalui teknik studi dokumentasi dan wawancara yang melibatkan enam orang informan, yaitu tiga staf perusahaan yang memahami pengimplementasian kompensasi dan benefit dan tiga staf perusahaan yang menerima kompensasi dan benefit. Hasil dari penelitian ini menunjukan bahwa dalam implementasi kompensasi dan benefit, PT. XYZ melalui tiga tahapan besar yaitu perencanaan, implementasi, dan juga evaluasi. Dalam implementasi kompensasi dan benefit juga terdapat beberapa hal yang menjadi faktor yang mempengaruhi pemberian kompensasi dan benefit, yaitu regulasi pemerintah, kemampuan perusahaan, posisi dan jabatan, produktivitas dan performance, serta pendidikan dan pengalaman.

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This research aims to describe the implementation of compensation and benefits, along with describing the factors affecting compensation and benefits at PT. XYZ. This research was conducted in March-May 2021 during Covid-19 pandemic. This research uses a qualitative approach with a descriptive study, and uses documentation and interview as data collection methods, involving six informants: three company employees who have an in-depth understanding of the implementation of compensation and benefits, and three company employees who receive compensation and benefits. The results of this study indicate that in the implementation of compensation and benefits, PT. XYZ goes through three major stages: planning, implementation, and evaluation. In the implementation of compensation and benefits, there are also several things that affect compensation and benefits: government regulation, the ability of the company, positions and levels, productivity and performance, as well as education and experience.

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"The decade-long slowdown of the Japanese economy has forced many Japanese firms out of their complacency. In their struggle to regain competitiveness, firms have begun, among other measures, to revise their employment practices. While concentrating on promotion policy and compensation schemes, this paper looks into the evidence of these attempts to alter employment practices. As far as the developments of the last 20 years since the first oil-shock are concerned, recent adjustments of promotion and compensation practices seem rather limited. Although the seniority rule is further losing its influence on promotion and wage decisions which are increasingly determined by qualification and competence instead of age and tenure, the core of the Japanese employment system, i.e. the long-term development of human capital inside the firm, is not yet subject to change."