The Impact Of Financial Compensation On The Performance Of Marketing Employees: Case Study At PT. Liek Motor, Mayor Mustajab Surabaya Branch

Ana Sriekaningsih

doi:10.61132/greeninflation.v1i4.93

Authors

Ana Sriekaningsih Politeknik Bisnis Kalimantan Utara

DOI:

https://doi.org/10.61132/greeninflation.v1i4.93

Keywords:

Compensation, Financial, Performance, Marketing

Abstract

To achieve this goal, companies need to pay attention to employees in all aspects of their work because this becomes an incentive for employees to carry out their work activities and achieve organizational goals. For this reason, it is natural to pay attention to the whereabouts of employees from the start. Employees who are company assets need to know their needs and desires so that they are expected to be able to produce job satisfaction, good performance and high loyalty to the company so as to achieve company goals. Effective human resource management requires managers to find the best way to employ employees to achieve goals. company. There are many things that can be done to empower good human resources, including efforts that include level education, training, and creating a conducive work situation or environment so that employees feel at home carrying out their work. Compensation is an important aspect in determining employee performance. Company attention is important because employees try to achieve the performance determined by the company. Realizing the importance of compensation for company performance, compensation management should be important. In providing compensation, the timeliness of providing compensation and the amount of compensation given by the company to employees affects employee morale, motivation, work performance and performance. An employee's absolute income level will determine the scale of his life and relative income shows his status and dignity. Therefore, if employees perceive that the compensation they receive is inadequate, this will cause employee morale, motivation, work performance and performance to decline drastically. Motivation is a condition that drives employees who are directed or focused on achieving company goals. Achieving this goal means also achieving the personal goals of the members concerned.

Downloads

Download data is not yet available.

References

Arfah, A., & Anshori, M. (2005). Pengaruh kesesuaian kompensasi terhadap kinerja dan kepuasan kerja karyawan pada karyawan perusahaan air minum di Batam. Majalah Ekonomi, XV(3A).

Aziz Sholeh, A., et al. (2024). Kompensasi terhadap motivasi kerja karyawan pada PT. Insolent Raya di Surabaya. Journal of Management and Creative Business, 2(1), 82–96.

Daengs, G. S. A., Istanti, E., Negoro, R. M. B. K., & Sanusi, R. (2020). The aftermath of management action on competitive advantage through process attributes at food and beverage industries export-import in Perak Harbor of Surabaya. International Journal of Criminology and Sociologi, 9, 1418–1425.

Dewi, K., Indri, et al. (2022). Peningkatan kinerja UMKM melalui pengelolaan keuangan. Jurnal Ekonomi Akuntansi, UNTAG Surabaya, 23–36.

Enny, I., & Kusumo, B. (2020). Implementasi harga, kualitas pelayanan dan pembelian berulang pada penjualan produk gamis Afifathin. Ekonomika, 45(8), 1–10.

Hasibuan, M. H. (2000). Manajemen sumber daya manusia (Edisi Revisi). Jakarta: PT. Bumi Aksara.

Hasibuan, M. H. (2002). Manajemen sumber daya manusia (Edisi Revisi). Jakarta: PT. Bumi Aksara.

Istanti, E., et al. (2024). Service design performance based on consumer preferences. International Journal of Economics and Management Sciences, 1(3), 142–160.

Iwa Soemantri, A., et al. (2020). Entrepreneurship orientation strategy, market orientation and its effect on business performance in MSMEs. Jurnal EKSPEKTRA Unitomo, IV(1), 1–10.

Kristiawati, et al. (2019). Citra merek, persepsi harga, dan nilai pelanggan terhadap keputusan pembelian pada mini market Indomaret Lontar Surabaya. Jurnal Ilmu Ekonomi dan Manajemen (JMM 17), 6(2), 27–36.

Kumala Dewi, I., et al. (2022). Peningkatan kinerja UMKM melalui pengelolaan keuangan. Jurnal Ekonomi Akuntansi, UNTAG Surabaya, 23–36.

Nitisemito, A. S. (1996). Manajemen personalia (Cetakan ketiga). Jakarta: Ghalia Indonesia.

Pramono Budi, I., Istanti, E., Daengs, G. S., Achmad, Syafi’i, B. K., & Bramastyo, K. N. (2023). Impact of social media marketing and brand awareness on purchase intention in coffee shop culinary in Surabaya. International Journal of Entrepreneurship and Business Development, 5(6), 968–977.

Purnomowati, E. (2006). Analisis pengaruh motivasi terhadap kinerja karyawan dan kepuasan kerja dengan variabel moderator komitmen pada perusahaan garmen di Surabaya. Majalah Ekonomi, XVI(3).

Rina Dewi, et al. (2020). Internal factor effects in forming the success of small businesses. Jurnal SINERGI UNITOMO, 10(1), 13–21.

Salim Gazali, et al. (2024). Ikan Nomei, Merdeka Belajar Kampus Merdeka. 1–98.

Simamora, H. (2000). Manajemen sumber daya manusia (Edisi ketiga). Yogyakarta: Bagian Penerbitan Sekolah Tinggi Ilmu Ekonomi YKPN.

Simamora, H. (2001). Manajemen sumber daya manusia (Edisi ketiga). Yogyakarta: Bagian Penerbitan Sekolah Tinggi Ilmu Ekonomi YKPN.

Simamora, H. (2004). Manajemen sumber daya manusia (Edisi ketiga). Yogyakarta: Bagian Penerbitan Sekolah Tinggi Ilmu Ekonomi YKPN.

Soemantri, I., Asep, et al. (2020). Entrepreneurship orientation strategy, market orientation and its effect on business performance in MSMEs. Jurnal EKSPEKTRA Unitomo, IV(1), 1–10.

Wibowo, A. (2007). Manajemen kinerja. Jakarta: PT. Raja Grafindo Persada.

Zuhro Diana, et al. (2024). Impact of measurement of service quality using the SERVQUAL method. Digital Innovation: International Journal of Management, 1(3), 94–114.