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One of the crucial components in human resource management is a fair and appropriate compensation system. This research analyzes the compensation system at UKM XYZ in Bogor Regency using the Overlapping method. Analysis methods include descriptive analysis, job analysis, given system method analysis, and salary mapping analysis with the Overlapping method. The results showed that the initial salary of UKM XYZ was not ideal because the mid-to-mid value comparison was still greater than the spread value. After revamping with the Overlapping method, a new compensation structure was obtained with an increase in operating costs of 6.75%. A competitive and fair compensation system is expected to improve employee motivation, productivity, and performance as well as the competitiveness of UKM XYZ in the industry. This research provides recommendations for UKM XYZ to implement a new compensation system based on the Overlapping method to meet the needs of the company and employees.

Job analysis is the key to planning human resources effectively. This involves a deep understanding of the duties, qualifications, and responsibilities of a job. With proper analysis, organizations can plan recruitment, selection, development and assessment of employees in accordance with the needs of the position. It also helps ensure employee-job match, increases productivity, and achieves organizational goals. In the context of human resource planning, job analysis is the foundation that enables efficient and strategic workforce management

The research carried out has the aim of examining the role of job analysis in an organization and its influence on employee performance. Job analysis is a procedure used to determine the demands and duties of a position as well as the characteristics of individuals who are suitable to fill the available positions, so that this job analysis can increase employee effectiveness and performance. The method used in this research is a literature study by reviewing 30 journals related to job analysis and employee performance. The results of this research also show that there is a positive influence between job analysis and increasing employee performance. Other influencing factors in ensuring individuals are matched to appropriate positions such as job descriptions and job specifications play a very important role. Apart from that, this research also found that job analysis also influences increasing employee job satisfaction, which will also increase employee performance. The suggestions in this research are the need for regular updates to job analysis, job integration into human resource management, and also evaluations that impact job analysis on employee performance.

Job analysis is one approach that can be used to improve teacher performance. Improving teacher performance is currently one of the main focuses in achieving optimal quality of education. Teachers are a key component in the learning process, and the quality of their performance has a significant impact on student learning outcomes. The aim of this research is to explain job analysis in improving teacher performance in schools by using literature review studies as a method of collecting data, analyzing, reading and taking notes as well as processing research materials. Data collection techniques involve collecting information from written or printed sources, such as books, journals, articles, reports and other documents by assessing procedures from the results of similar research that has been carried out by other people. The results of this research conclude that in job analysis, teachers must be placed in positions that are in accordance with their qualifications and skills. This allows teachers to use their abilities effectively and improve their performance. In addition, job analysis also helps in identifying the training and development needs of teachers, so that they can improve the quality of education provided.