Hasil Pencarian  ::  Simpan CSV :: Kembali

"When it comes to creating an executive compensation program, it can be hard to provide the company's leaders with the incentive they need to continue doing their best, without becoming too extravagant. This book gives readers the techniques and understanding they need to design a rewards strategy that will motivate performers while benefiting the entire organisation. Taking a careful look at the complicated state of executive rewards, this no-nonsense, practical guide provides readers with a complete methodology for motivating management to accomplish critical business goals. Instead of a 'one-size-fits-all' approach, the book uses case studies and examples to illustrate what factors should be considered - including corporate environment, key stakeholders, people and business strategy, and organizational capabilities - when designing a program that will benefit both their company, and the people who fuel its success."

"Pada tahun 2010 dan 2011 PT. XYZ mengalami turnover pegawai yang lebih tinggi dari rata-rata industri minyak dan gas di Indonesia. Berdasarkan analisis penyebab, tingginya turnover di PT. XYZ selalu diawali dengan niat berhenti yang disebabkan oleh pekerja tidak puas dengan kompensasi yang diberikan perusahaan. Penelitian ini bertujuan untuk mengukur pengaruh total rewards terhadap niat berhenti di kalangan pekerja PT. XYZ. Dependent Variable dalam penelitian ini adalah Intention to Leave, dan Independent Variabel-nya adalah Total Rewards. Dimensi total rewards yang dianalisis dalam penelitian ini meliputi compensation, benefit dan work-life balance. Teknik analisis data menggunakan pendekatan dekriptif dan multiple regression analysis. Hasil analisis deskritif menunjukkan bahwa tingkat intention to leave pekerja PT XYZ masih dalam taraf rendah, namun sudah berada pada ambang batas atas, sehingga dapat masuk ke taraf yang tinggi. Sedangkan, hasil analisis regresi menunjukkan bahwa dimensi compensationdalam total rewards memiliki pengaruh yang signifikan terhadap intention to leave, sedangkan faktor benefit dan work-life balance tidak memiliki pengaruh yang signifikan.

---

In 2010 and 2011, PT XYZ experienced employee turnover rates which appeared to be higher compared to the average turnover number among other oil and gas companies in Indonesia. Based on cause-effect analysis, high employee turnover rates at PT XYZ were always initiated by the intention to leave the company resulted by employee dissatisfaction with compensation provided by the company.

The objective of this research is measure the influence of total rewards towards employee's intention to leave at PT XYZ. In this research, the dependent variable is the intention to leave, and the independent variable is total rewards. The elements of total rewards which are assessed on this research consist of compensation, benefit and work-life balance. The author adopted descriptive approach and multiple regression analysis as means of data analysis techniques.

The results of descriptive analysis demonstrated that the level of intention to leave the company appeared to be low though it reached upper threshold which could lead to a higher level. On the other hand, the result of the regression analysis showed that compensation had significant impact towards intention to leave, while benefit and work-life balance displayed insignificant influences."

"Penelitian ini menganalisis pengaruh total rewards terhadap turnover intention yang dimediasi oleh work engagement serta dimoderasi oleh organizational justice pada sektor bank digital. Hasil menunjukkan total rewards berpengaruh signifikan terhadap work engagement (t-value 34.34). Work engagement memediasi hubungan antara total rewards dan turnover intention secara parsial dengan indirect effect sebesar -0.5194 dan t-value -2.50. Moderasi oleh organizational justice menunjukkan quasi-moderation dengan t-value 2.17 (SLF 0.02) untuk work engagement, dan memperlemah hubungan total rewards terhadap turnover intention meskipun tidak signifikan (t-value -0.69). Jalur mediasi melalui work engagement menunjukkan efek yang lebih kuat dalam mengurangi turnover intention dibandingkan dengan pengaruh langsung (t-value -2.00).

---

This study analyzes the effect of total rewards on turnover intention mediated by work engagement and moderated by organizational justice in the digital banking sector. The results show that total rewards significantly influence work engagement (t-value 34.34). Work engagement partially mediates the relationship between total rewards and turnover intention with an indirect effect of -0.5194 and t-value -2.50. Moderation by organizational justice shows quasi-moderation with a t-value of 2.17 (SLF 0.02) for work engagement and weakens the relationship between total rewards and turnover intention, although not significantly (t-value -0.69). The mediation path through work engagement shows a stronger effect in reducing turnover intention compared to the direct effect (t-value -2.00)."

"Tujuan penelitian adalah untuk menganalisis perilaku etis, kemampuan mendengarkan, kemampuan menjalin hubungan dan kemampuan mengelola dari sales executive berpengaruh positif terhadap keputusan pembelian pelanggan. Desain penelitian yang digunakan dalam penelitian ini adalah desain riset konklusif deskriptif, dengan metode kuantitatif yang akan dilakukan satu kali dalam satu periode (single cross section), dengan unit analisis pelanggan Sales Executive Honda Mobil Indonesia. Penelitian ini disebar dengan konteks sampel yakni 103 responden yang merupakan pelanggan yang pernah berkomunikasi dengan Sales Executive Honda Mobil Indonesia dalam periode 6 bulan dan telah melakukan keputusan pembelian. Teknik analisis yang digunakan dalam mengolah dan menganalisis data yang didapatkan dari kuesioner adalah perbandingan hasil uji Structural Equation Modeling (SEM) dengan menggunakan software Lisrel 8.51 dan uji regresi berganda dengan menggunakan software SPSS 22. Hasil dari penelitian ini adalah perilaku etis, kemampuan mendengarkan dan kemampuan menjalin hubungan dari seorang sales executive Honda Mobil tidak berpengaruh secara positif terhadap keputusan pembelian. Kemampuan mengelola emosi dari seorang sales executive berpengaruh positif terhadap keputusan pembelian pelanggan.

---

The purpose of this research is to analyze the effects of sales executive’s ethical behavior, listening ability, relational skill and emotional intelligent towards consumer purchase decision. The research design used for this research is conclusive descriptive research design with a quantitative method which is executed one time at a time (single cross section) and the unit of analysis for this research is consumer of Honda Mobil Indonesia.

This research is distributed to 103 respondents who have purchased and communicated with the sales executive in the last 6 months. The analysis technique used in processing and analyzing the data are Structural Equation Modeling (SEM) (using Lisrel 8.51 software) and Regression (using SPSS 22 software).

The result of this research shows that the ethical behavior, listening ability and relational skill of Sales executive does not influence consumer purchase decision significantly. In the other side, the emotional intelligent of Sales Executive influences consumer purchase decision positively."

"Persaingan industri perbankan saat ini begitu ketat dimana lambatnya pertumbuhan ekonomi negara membuat talent menjadi agenda penting untuk dipertahankan demi terwujudnya competitive advantage perusahaan. PT X merupakan salah satu perbankan yang mendapatkan imbas dari perang talent, dimana banyaknya pegawai yang keluar dari PT X terutama dari Direktorat Y. selama 2 tahun terakhir ini, Direktorat Y mempunyai turnover rate yang tinggi dibandingkan Direktorat lainnya di PT X. Tingginya turnover ini diawali oleh adanya niat berhenti pegawai Direktorat Y yang merasakan tidak puasnya terhadap total rewards (compensation, benefit, work-life balance, performanace and recognition dan career and development) yang diberikan oleh PT X. Penelitian ini dilakukan untuk melihat seberapa besar pengaruh total rewards terhadap turnover intention pegawai yang berada di lingkungan kerja Direktorat Y pada PT X.Penelitian ini menghasilkan bahwa tingkat turnover intention pegawai direktorat Y tergolong sedang dan variable compensation dapat dibuktikan ada pengaruh negatif signifikan terhadap turnover intention pegawai yang berada di Direktorat Y pada PT X. Sedangkan benefit, work-life balance, performanace and recognition dan career and development tidak dapat dibuktikan ada pengaruh negatif signifikan terhadap turnover intention pegawai yang berada di Direktorat Y pada PT X.

---

Competition in banking industry is so tight as the country's economic growth has made talent become the main agenda to be maintained to establish company's competitive advantage. PT X is one of a bank that has been affected by talent war whereby there were a lot of employees resigned from PT X especially from the Directorate Y. For the last 2 years, the Directorate Y has a high turnover rate compared with other Directorates in PT X. This high rate of turnover was started by intention to leave of employees in Directorate Y that did not satisfy with the total rewards (compensation, benefits, work-life balance, performanace and recognition and career and development) given by PT X.

This research is made to find out how much total rewards affect to turnover intention of employees in Dorectorate Y at PT X. This research shown that the turnover intention level of employee in Directorate Y can be considered moderate and the variable compensation may prove that there is significant negative impact to the intention turnover of employees in the Directorate Y at PT X. While for the benefit, work-life balance, performance and recognition and career and development cannot be proved that there is significant negative impact to the turnover intention of employees in the Directorate Y at PT X."

"Tujuan penelitian ini adalah untuk menjelaskan pengaruh imbalan baik finansial dan non- finansial terhadap keterikatan pegawai Generasi Millennials dan juga Generasi X. Penelitian ini akan dilakukan di perusahaan BUMN, yaitu PT Asuransi Jiwasraya Persero dengan metode survei dan menggunakan metode purposive sampling untuk pegawai tetap yang telah bekerja di perusahaan tersebut selama lebih dari satu tahun dan termasuk dalam kelompok Generasi X dan Generasi Millennials. Penelitian ini menggunakan pendekatan kuantitatif dan menggunakan kuesioner sebagai instrumen penelitian. Pengukuran imbalan yang diterapkan dalam penelitian ini adalah dari Model Sistem Reward Armstrong dan Murlis, dan kuesioner yang akan digunakan untuk mengukur keterlibatan karyawan berasal dari dimensi keterlibatan pegawai milik AON Hewitt.Hasil dari penelitian ini menunjukkan bahwa sistem imbalan di perusahaan akan mempengaruhi keterlibatan pegawai baik dari Generasi X ataupun Generasi Millennials. Kedua jenis imbalan, yakni imbalan finansial dan non-finansial memiliki signifikansi yang positif terhadap keterikatan pegawai, serta keterikatan pegawai Generasi X lebih dipengaruhi oleh imbalan finansial, sedangkan Generasi Millennials adalah sebaliknya. Selain itu hasil penelitian ini juga menunjukkan bahwa tidak ada perbedaan yang signifikan dalam persepsi mengenai total rewards, beserta dengan tingkat keterikatan pegawai antara Generasi X dan Generasi Millennials.

---

The purpose of this study is to explain the effect of both financial and non financial rewards on millennials rsquo and also Gen X rsquo s employee engagement. The research was conducted in a state owned enterprise, which was PT Asuransi Jiwasraya Persero with survey method using total sampling to employee have been working in the company for more than one year and belonged in the Millennials and Generation X cohort. This study used quantitative approach in collecting data with questionnaire as the research instrument. The measurement of reward that applied in this study was from Armstrong and Murlis Total Reward System Model, and the questionnaire used for measuring the employee engagement was from AON Hewitts dimensions of employee engagement.

The results of this study shown that the reward system applied in the company influenced both of the generations engagement. Both financial and non financial reward gave positive significance towards the employees engagement, but Generation Xs engagement most likely influenced from the financial reward, while Millennials was the opposite. Moreover, the result of this study shown that theres no significant difference in Generation X and Millennials rsquo perception of total rewards, as well as their level of engagement."