| dc.contributor |
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| dc.contributor |
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| dc.creator |
Amallia, Syara |
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| dc.creator |
Nurhasanah, Neneng |
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| dc.creator |
Nurhayati, Nunung |
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| dc.date |
2016-02-16 |
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| dc.identifier |
http://karyailmiah.unisba.ac.id/index.php/perbankan_syariah/article/view/2494 |
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| dc.description |
Doing the compensation proportionally work is not easy, it is as happened in BPRS HIK Parahyangan which illustrate the employees in the Accounts Officer of the performance of good works do not always work as a form of compensation or reward benefits. Compensating work there or not depends on its budget allocated by the management. Compensating the work given to the loan officer that his performance could exceed specified targets can be promoted management position with the expectation that the performance of work in the SRB Account Officer Parahyangan HIK can be increased. Based on the background of the problem, then the problems are in the form of the following questions. (1) How does the compensation work for the Accounts Officer in BPRS HIK Parahyangan Bandung Area? (2) How is the implementation of the performance of the Account Officer in BPRS HIK Parahyangan Bandung Area? (3) How is the influence of compensation work towards improving the performance of the Account Officer in BPRS HIK Parahyangan Bandung Area? The method used in this research is descriptive method, which is a method that seeks to collect data in accordance with the actual situation, deliver, and analyze them so as to provide a fairly clear picture of the object under study and then it can be deduced. In this case, the study examined the compensation and the effect on the performance improvement in BPRS HIK Account Officer Area Parahyangan in Bandung. The conclusion of this study indicate a compensation mechanism system of work for the Accounts Officer in BPRS HIK Area Parahyangan Bandung realized in the form of salary, incentives, bonuses, wages, premiums and Insurance and Health Benefits. The compensation effect on the performance improvement in BPRS HIK Account Officer Parahyangan Bandung Area with a contribution of 78.8%, this shows the degree of influence that is quite good. Then the remaining balance of 21.2% change in the variable Accounts Officer job performance caused by other factors not examined in awarding compensation other than work in BPRS HIK Parahyangan Bandung Area. |
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| dc.description |
Melakukan pemberian kompensasi kerja secara proporsional tidaklah mudah, hal ini sebagaimana yang terjadi di BPRS HIK Parahyangan yang menggabarkan para karyawan pada bagian Account Officer yang kinerja kerjanya baik tidak selalu diberikan kompensasi kerja sebagai bentuk tunjangan atau reward. Pemberian Kompensasi kerja tergantung ada atau tidak-nya anggaran yang disediakan oleh pihak manajemen. Pemberian Kompensasi kerja tersebut diberikan kepada Account Officer yang prestasi kerjanya bisa melebihi target yang ditentukan manajemen dapat dipromosikan jabatannya dengan harapan agar kinerja kerja Account Officer di BPRS HIK Parahyangan dapat meningkat. Berdasarkan latar belakang masalah, maka dirumusan masalah ke dalam bentuk pertanyaan sebagai berikut : Bagaimana pemberian kompensasi kerja bagi para Account Officer di BPRS HIK Parahyangan Area Bandung ? Bagaimana pelaksanaan kinerja para Account Officer di BPRS HIK Parahyangan Area Bandung ? Dan bagaimana pengaruh pemberian kompensasi kerja terhadap peningkatan kinerja para Account Officer di BPRS HIK Parahyangan Area Bandung ? Metode penelitian yang digunakan dalam penelitian ini adalah metode deskriptif, yaitu suatu metode yang berusaha mengumpulkan data yang sesuai dengan keadaan yang sebenarnya, menyajikan serta menganalisisnya sehingga dapat memberikan gambaran yang cukup jelas atas objek yang diteliti dan kemudian dapat ditarik kesimpulan. Dalam hal ini penulis akan meneliti pemberian kompensasi serta pengaruhnya terhadap peningkatan kinerja para Account Officer di BPRS HIK Parahyangan Area Bandung. Kesimpulan dari penelitian ini menunjukkan sistem mekanisme pemberian kompensasi kerja bagi para Account Officer di BPRS HIK Parahyangan Area Bandung direalisasikan ke dalam bentuk pemberian Gaji, Insentif, Bonus, Upah, Premi dan Asuransi serta Tunjangan Kesehatan. Pemberian kompensasi berpengaruh terhadap peningkatan kinerja para Account Officer di BPRS HIK Parahyangan Area Bandung dengan kontribusi sebesar 78.8%, hal ini menunjukkan tingkat pengaruh yang cukup baik. Kemudian sisanya sebesar 21.2% perubahan yang terjadi pada variabel Kinerja kerja Account Officer disebabkan oleh faktor lainnya yang tidak diteliti selain daripada pelaksanaan pemberian Kompensasi kerja di BPRS HIK Parahyangan Area Bandung. |
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| dc.format |
application/pdf |
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| dc.language |
ind |
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| dc.publisher |
Proceedings of Finance & Islamic Banking |
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| dc.publisher |
Prosiding Keuangan & Perbankan Syariah |
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| dc.relation |
http://karyailmiah.unisba.ac.id/index.php/perbankan_syariah/article/view/2494/pdf |
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| dc.source |
Proceedings of Finance & Islamic Banking; Vol 2, No 1, Prosiding Keuangan & Perbankan Syariah (Februari 2016); 323-330 |
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| dc.source |
Prosiding Keuangan & Perbankan Syariah; Vol 2, No 1, Prosiding Keuangan & Perbankan Syariah (Februari 2016); 323-330 |
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| dc.source |
2460-2159 |
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| dc.subject |
Proceedings of the Financial Institutions and Syariah Banking |
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| dc.subject |
Compensation, Performance, and Employee |
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| dc.subject |
Keuangan dan Perbankan Syariah |
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| dc.subject |
Kompensasi, Kinerja, dan Karyawan. |
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| dc.title |
The Effect of the Incentive Compensation of Financing Distribution Target on the Account-Officer Performance Improvement in PT BPRS HIK Parahyangan Bandung Raya Area |
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| dc.title |
Pengaruh Pemberian Kompensasi Insentif Target Penyaluran Pembiayaan terhadap Peningkatan Kinerja Account Officer di PT BPRS HIK Parahyangan Area Bandung Raya |
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| dc.type |
info:eu-repo/semantics/article |
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| dc.type |
info:eu-repo/semantics/publishedVersion |
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| dc.type |
Artikel yang dipeer-review |
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| dc.type |
Kuantitatif |
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| dc.type |
Quantitative |
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