Implementation Of Motivation and Compensation on Employee Performance of Bank Syariah Indonesia Kotamobagu Branch Office
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Abstract
Each company has different implementation of motivation and compensation according to the company's capabilities, one of which is implemented by Bank Syariah Indonesia KC. Kotamobagu. Motivation and compensation should be given to employees so that they have the spirit to work and welfare so that the company's goals and objectives are achieved. In the past year, employee performance has decreased resulting in a high employee turnover rate. This type of research is field research, while the research method and approach use qualitative methods with a descriptive approach. This study uses data collection techniques through observation, interviews and documentation. This study found several things. First, the application of motivation to employee performance, including direct motivation: providing direct encouragement, namely greeting, shaking hands, giving praise, giving a smile when meeting and parting, holding routine events to read the Qur'an to strengthen the mentality of employees, holding outbound activities, providing career paths, and holding training. While indirect motivation: upholding a sense of family, and providing office facilities. Second, the application of compensation to employee performance, including providing basic salary, office facilities, awards (rewards), and allowances. While the provision of bonuses is not appropriate. Third, the implications of implementing motivation and compensation for employees, namely employees feel happy, increasingly satisfied with their work, have a positive attitude. However, employee loyalty begins to decline because their performance also declines because their achievements are not properly appreciated, they should get 20% of the results of their achievements but only get 15%, so that the level of employee welfare is less guaranteed, employee discipline increases. Therefore, the implementation of motivation is appropriate but the provision of compensation such as bonuses is less appropriate. From these findings, this study concludes that the implementation of motivation is in accordance with the theory and needs of employees, but the compensation received by employees does not match the achievements that employees have achieved while meeting the targets seen from the evidence of the 2022 management system recap preview in the moderation management system criteria column shows that there are some that need to be fixed. Therefore, the implementation of compensation is not in accordance with the expectations and desires of employees, so that it affects employee performance to be unproductive in the past year, thereby increasing the employee turnover rate.
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