“…(Poli Neto et al, 2016) explain that there are various forms of different compensation systems. For this reason, an effective way is needed to find out the compensation package to obtain maximum employee performance and rules are made to stimulate the productivity of these employees (Kelechi et al, 2016). This opinion is supported by research results from (Prabowo et al, 2016) that compensation can improve employee performance.…”
The owner of a fishery processing business in Jakarta seeks to improve employee performance by providing career development, good compensation, carrying out a recruitment strategy, and conducting a selection process. The population in this study was 6 (six) fishery processing businesses in Jakarta with a sample of 119 employees who were taken at random and only employees of the fishery processing department so that the sample taken did not include employees who had positions. Data collection was carried out in February 2022. The data processing used accidental sampling method. Results by research prove that career development can increase compensation and employee performance, recruitment strategy can increase compensation, selection can increase compensation, and employee performance and compensation can increase employee performance. Compensation does not significantly mediate career development, recruitment strategy, and selection of employee performance.
“…(Poli Neto et al, 2016) explain that there are various forms of different compensation systems. For this reason, an effective way is needed to find out the compensation package to obtain maximum employee performance and rules are made to stimulate the productivity of these employees (Kelechi et al, 2016). This opinion is supported by research results from (Prabowo et al, 2016) that compensation can improve employee performance.…”
The owner of a fishery processing business in Jakarta seeks to improve employee performance by providing career development, good compensation, carrying out a recruitment strategy, and conducting a selection process. The population in this study was 6 (six) fishery processing businesses in Jakarta with a sample of 119 employees who were taken at random and only employees of the fishery processing department so that the sample taken did not include employees who had positions. Data collection was carried out in February 2022. The data processing used accidental sampling method. Results by research prove that career development can increase compensation and employee performance, recruitment strategy can increase compensation, selection can increase compensation, and employee performance and compensation can increase employee performance. Compensation does not significantly mediate career development, recruitment strategy, and selection of employee performance.
“…Kompensasi adalah semua pendapatan yang berbentuk uang, barang langsung atau tidak langsung yang diterima karyawan sebagai imbalan atas jasa yang diberikan kepada perusahaan (Hasibuan, 2010). Kelechi et al (2018) mendefinisikan kompensasi sebagai pembayaran tunai (direct cash payment) dan indirect payment (pembayaran tidak langsung) dalam bentuk tunjangan dan insentif bagi karyawan yang dimaksudkan agar karyawan termotivasi dan mencapai produktivitas tinggi. Compensation which includes direct cash payment, indirect payments in the form of employee benefits and incentives to motivate employees to strive for higher levels of productivity is a critical component of the employment relationship.…”
Section: Peta Konsepunclassified
“…A good compensation package is a good motivator. Hence, the primary responsibility of the HR manager is to ensure that the company's employees are well paid (Kelechi et al, 2018).…”
Bismillahirrahmanirrohim. Segala puji hanya bagi Allah SWT semata, shalawat dan salam semoga tercurahkan kepada Rasullullah Muhammad SAW, keluarga, sahabat dan para pengikutnya. Rasa syukur penulis panjatkan kepadaNya, Sang Maha Pemilik Ilmu, atas karunia dan rahmatNya, penulis dapat menyelesaikan buku ajar Manajemen Kompensasi. Buku ajar ini diharapkan memberikan pemahaman kepada mahasiswa yang mengampu mata kuliah manajemen kompensasi, maupun mahasiswa yang sedang menyusun skripsi maupun penulisan ilmiah lainnya tentang kompensasi. Pemahaman akan terminologi dan sistem kompensasi dapat menjadi bahan penelitian binis, baik bagi penulis maupun mahasiswa. dengan mempelajari manajemen kompensasi diharapkan nantinya mahasiwa mampu menerapkan konsep, teknik dn pemikiran logisnya, ke dalam dunia kerja.
“…Lebih lanjut dikatakan bahwa walaupun telah banyak studi yang dilakukan oleh para peneliti sekaitan dengan hal tersebut, diperlukan studi yang lebih banyak lagi pada bidang kajian ini karena karyawan adalah bagian yang tidak terpisahkan dari sebuh organisasi. Hal serupa pun disampaikan oleh Kelechi et al (2016) yang mengatakan bahwa penelitian yang mengkajisistemkompensasi harus terus dilakukan pada organisasi swasta maupun pemerintah, untuk dapat benar-benar memahami system kompensasi secara mendalam. Maka dari itu, penulis melakukan penelitian yang ditujukan untuk memotret serta mengetahui keterkaitan antara sistem kompensasi dan kepuasan kerja, dengan konteks penelitian yang difokuskan pada para GTT di sebuah SMK swasta.…”
Section: Pendahuluanunclassified
“…Hasil penelitian yang serupa pun dikemukakan oleh Kelechi et al (2016) dimana mereka menemukan bahwa sistem kompensasi berpengaruh secara positif terhadap produktifitas pegawai. Mereka pun menyarankan agar pimpinan organisasi secara berkelanjutan mengembangkan prosedur pemberian kompensasi yang akan membantu mereka untuk menarik, memotivasi, mempertahankan, dan meuaskan para karyawannya.…”
Section: Tinjauan Pustaka Sistem Kompensasiunclassified
In Indonesia, the existence of non-permanent teachers has become an inseparable part of achieving national education goals. However, a diverse and non-standard compensation system for non-permanent teachers in this country seems to have an impact on the types and amounts of compensation they receive. This triggers, in general, the high level of dissatisfaction in their work and the lack of optimal quality of their work as teachers. This article discusses the results of research aimed at knowing the effect of compensation systems for non-permanent teachers, of a private vocational high school in West Java, on their job satisfaction. Data was obtained through questionnaires distributed to 30 non-permanent teachers. Collected data were analyzed descriptively and inferentially. The results showed that the compensation system was in the category of being quite effective and the level of teacher jobsatisfaction was in low category. This shows that the compensation system has a positive and significant effect on non-permanent teachers’ job satisfaction. The effectiveness of the compensation system for non-permanent teachers, especially the type and amount of incentives, is the main focus that must be improved by schools’ authority and the government, along with the improvement of the quality of psychological aspects, especially in terms of creating an environment that supports non-permanent teachers to feel comfortable and be willing to continue working.ABSTRAKDi Indonesia, keberadaan guru tidak tetap telah menjadibagian yang tidak terpisahkan dalam pencapain tujuan pendidikan nasional. Namun demikian, sistem kompensasi yang beragam dan belum baku bagi para guru tidak tetap di negara ini nampaknya berimbas pada ketidaktetapan jenis serta jumlah kompensasi yang mereka terima. Hal ini memicu tingginya tingkat ketidakpuasan mereka dalam bekerja dan belum optimalnya kualitas kerja mereka sebagai guru. Artikel ini membahas hasil penelitian yang ditujukan untuk mengetahui pengaruh sistem kompensasi bagi para guru tidak tetap di sebuah SMK Swasta di Jawa Barat terhadap kepuasan kerja mereka. Data diperoleh melalui angket yang disebarkan kepada 30 orang guru tidak tetap. Data yang terkumpul dianalisis secara deskriptif dan inferensial. Hasil penelitian menunjukkan sistem kompensasi berada pada kategori cukup efektif dan tingkat kepuasan kerja guru tidak tetap berada pada kategori rendah. Hal ini menunjukkan bahwa sistem kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja guru tidak tetap. Efektivitas sistem kompensasi bagi guru tidak tetap, khususnya jenis dan besaran insentif menjadi fokus utama yang harus ditingkatkan kualitasnya oleh sekolah dan pemerintah, berikut dengan peningkatan kualitas aspek psikologis dalam hal penciptaan lingkungan yang mendukung para guru tidak tetap agar merasa nyaman dan betah untuk terus bekerja.
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