Implementation of the Remuneration Grading System on Employee Performance through Employee Incentives for Conventional Bank in Sidoarjo

Abstract

This study aims to (1) analyze the implementation of the remuneration system grading on employee performance through the provision of employee incentives at Conventional Banks in Sidoarjo, (2) to identify constraints in implementing the remuneration system grading in Conventional Banks in Sidoarjo. This study uses mixed methods (quantitative and qualitative) research methods. The quantitative research design used a questionnaire and analyzed with the SPSS statistical software program, while the qualitative research design was descriptive, using group discussion forums (FGD) and document review, data validity using credibility, confirmability, transferability, dependability. Data analysis techniques use data collection, data reduction, data display and conclusion. The important respondents or informants in this study are the Directors; Managing Director and Compliance, Operations Head, Manager, Supervisor, Admin, Marketing and Billing. The results obtained from the implementation of the remuneration system grading on employee performance through the provision of incentives showed that marketing and supervisor incentives were 82.70% of the total provision of overall incentives, and collector and remidial incentives of 17.30% of the total incentives given to BPR Buduran Delta Purnama. The constraints in the implementation of the remuneration system grading at Conventional Banks in Sidoarjo is that the incentives applied by BPR are the same for all employees regardless of tenure but results in the operational month, so that employees with high levels of achievement in BPR can be achieved by all employees even at the lowest level. and emphasizes the importance of obtaining large numbers of customers so that incentives for marketing and supervisors are greater in number so that they can envy other employees and move to other companies.

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