SOFTSKILL: tugas 3 (menerjemahkan PI)

CHAPTER I
PRELIMINARY

1.1 Background

Human resources is one element that plays an important role in the success or failure in a company. According to Maslow, (Robins, 1996: 1990) humans have a need for multilevel potentially fatal, namely safety, social, esteem, and self-actualization. It can be said that the growth of a company is determined by the individuals who are in it. Mankind, in this case the employee is a company asset that should be improved in efficiency and productivity performance.The progress and development of the business world today is increasingly tight. To support this company should be able and quick in making decisions that established businesses can thrive. PT. Bina Busana Internusa 2 located in Cilincing is one of the businesses engaged in garments (apparel). PT. Bina Busana Internusa 2 This is one branch of PT. Bina Busana Internusa 1 which is in Pulogadung Region.With the growing of the garment business world, the authors chose scientific writing titled "BONUS AND INCENTIVE EFFECT ON THE PERFORMANCE OF EMPLOYEES PT. BINA BUSANA INTERNUSA 2 "

1.2 Formulation and Limitations

1.2.1 Problem Formulation

The formulation of the problem is how the bonus and incentive effect on the performance of employees of PT. OF BINA BUSANA INTERNUSA 2?

1.2.2 Limitations

The author will limit the influence of bonuses and incentives on the performance of employees of PT. Bina Busana Internusa 2 by distributing questionnaires to 20 respondents and using multiple linear method, F Test, T Test.

1.3 Research Objectives

The purpose of scientific writing is to know the effect of bonuses and incentives on the performance of employees of PT. BINA BUSANA INTERNUSA 2.

1.4 Benefits Research

1. Academic Benefits

To determine the effect of bonuses and incentives on the performance of employees and see how big the effect on the continuity of the company to compete in the business world. And as a reference or comparison to managers in selecting potential employees provide huge profits for the company.

2. Practical Benefits

To increase knowledge and benefits to authors and share experiences to benefit the readers of Scientific Writing.

1.5 Research Methods

The method used is:

1.5.1 Research Object

The object of research in the preparation of scientific writing is obtained from PT. Bina Busana Internusa 2 Jl. Inspeksi Cakung Drain Rt. 06 Rw.010 East Semper, Cilincing - North Jakarta

1.5.2 Data / Variable

In the preparation of the writer obtained data for the author's work in PT. Bina Busana Internusa 2.

1.5.3 Data Collection Method / Variable

In collecting the data, the authors used data collection methods, namely the primary data and secondary data. The method is as follows:

a. Primary Data

Primary data is data obtained directly from the author of the object under study, among other things:

1. Questionnaire

The author provides a questionnaire sheet to employees at PT. Bina Busana Internusa 2.

2. Interview

In any questioning conducted by the employees of PT. Bina Busana Internusa 2.

b. Secondary Data

The collection of secondary data obtained by studying various books that help in this paper as well as some references such as note books, social media and other materials obtained from the object support in this writing.

1.5.4 Hypothesis

Hypothesis is a statement or with one or more of the population, the hypothesis is also a temporary answer to the problem formulation of hypothesis to be proved are:

Ho: The absence of bonus and incentive effect on the performance of employees of PT. Bina Busana Internusa 2

Ha: The influence of bonuses and incentives on the performance of employees of PT. Bina Busana Internusa 2

1.5.5 Analysis Tools Used

Multiple Linear Regression is an analysis that is used simultaneously to study the effect of two or more independent variables on the dependent variable with a measurement scale that is a good metric for the independent variables and the dependent variable.

CHAPTER II

THEORETICAL BASIS

2.1 Theory Framework

2.1.1 Definition of Bonus

Bonus according Simamora (2004: 522) is a "lump-sum payment given for meeting your performance goals",

Bonus is:

a. Money paid in return for the results of work that has been carried out if the target exceeded.

b. Given once received without any ties in the future.

c. A few percent of profits which were distributed to those entitled to receive the bonus.

Bonus is given if the employee has the profitability or profit from all sales last year. The determination of the bonus is based on the company policy, no provision is uncertain about the bonus given. Dessler (1997: 417) states that "There are no definite rules regarding the calculation of the bonus system and some companies do not have to develop a funding bonus formula".

In awarding bonuses to employees. Companies give bonuses every year at an unspecified time, be in early, middle, or end of the year. The amount of bonus is set at 1 to 2 times the employee's base salary.

2.1.2 Definition of Incentives

Incentives are one way for the company leadership to encourage and direct the activities of subordinates toward desired. Incentives are given an award or reward to motivate workers to higher work productivity. The incentive is to share in the profits, especially given the workers who work in good or outstanding. In this case the incentive was a bonus, gratuity and additional salary.

• Incentives are a means of motivating the form of matter, which is given as an inducement or incentive deliberately to workers that arise within them much encouragement to increase their productivity in the organization (Gorda, 2004: 141).

• Jiwo Wangso and Kartanto Broto Harsono (2003: 101) is:

"Elements of remuneration paid or given fixed or are variable depending on the condition of achievement of employees".

While understanding the incentives according to Effendi Hariandja Marihot Tua (2005; 265) are: an employee as a result of increased productivity or cost savings ".

• "The form of direct payments associated with the performance and gain sharing and defined as profit sharing

• Manullang (2003: 147) states, is a means of motivation incentives / facilities impetus.

• Harsono (2004: 21) argues, is any incentive compensation system in which the amount given depends on the results achieved, which means offering something meaningful to offer something incentives to workers to achieve better results.

1. The purpose of the provision of incentives

The main function of the incentive is to give responsibility and encouragement to employees. Incentives guarantee that the employee will direct its efforts to achieve organizational goals. While the main purpose of the incentive is to increase labor productivity of individuals and groups (Panggabean, 2002: 93). More specifically the purpose of incentives can be divided into two groups, namely:

a. For Companies

The purpose of the implementation of incentive in the company, especially in production activities is to increase the productivity of employees by encouraging or stimulating for the employee:

1) Working more vibrant and fast

2) Work more discipline

3) Work more creative

b. For Employees

With the incentive of employees will benefit:

1) The standard of achievement can be measured quantitatively.

2) Standards of achievement above can be used as the basis for remuneration which is measured in terms of money.

3) Employees should be more active in order to receive more money.

According to Anwar Prabu Mangkunegara (2002: 89), suggests that:

"A form of motivation that is expressed in the form of money on the basis of high performance and also a sense of recognition of the organization towards the employee's performance and contributions to the organization (company)".

2. Type / Type Incentives

There are two types of incentives:

a. Financial Incentives

Is the encouragement of a financial nature which not only includes the salaries they deserve. But also includes the possibility of obtaining a part of the company's profits and welfare problems which include the maintenance of old age security, recreation, health and others.

b. Nonfinancial Incentives

There are two main elements of non-financial incentives, namely:

• The state of a fulfilling job that includes the workplace, working hours, tasks and colleagues.

• The attitude of the leadership towards the wishes of each employee such as job security, promotions, complaints, entertainments and relationships with superiors.

Types of incentive plans in general are:

1) The individual incentive programs to provide income over and above the basic salary of the individual employee who meets the specific individual performance standards. Bonus in place given, generally for individual employees, the achievements have not measured by the standard, such as the example recognizes that long working hours the employee used last month.

2) The incentive program is such a group of individual incentive plan, but members pay over and above the basic salary to all members of the team as a group or team collectively achieve a specific standard of performance, productivity or behavior with respect to other work.

3) profit sharing plan is generally an incentive program throughout the organization giving employees a share of the profits of the organization in a special period.

4) Program is a division of the acquisition of the wage plan throughout the organization designed to member rewards to employees for improvements in organizational productivity.

3. Process Incentives

The process of giving incentives can be divided into two, namely:

a. The process of awarding incentives based group.

b. The process is based on individual incentives.

Individual incentive plan aims to provide extra income in addition to the basic salary for individuals who can achieve certain performance standards. While the incentive will be given kepaada working groups if they also exceed the performance standards set (Panggabean, 2002: 90-91)
According Panggabean (2002: 91) incentive groups can be granted by:

• All members receive a payment equal to that received by their highest job performance.

• All members of the group receive a payment equal to the payments received by the employees of the lowest achievement.

• All members receive a payment equal to the average payment received by the group.

Incentives can also be provided to the entire organization, not only by the incentives of individuals or groups.

The incentive plan across the organization is comprised of:

a. Profit sharing plan, is a plan under which most employees share the profits.

b. Employee stock ownership plans, that the incentives provided by the company in which the company donates stocknya shares of itself to the belief which made additional donations each year. People trust distributes stock to employees who resign or are separated from the service.

c. Scanlon Plan, which is an incentive plan developed in 1937 by Joseph Scanlon and designed to mendorongkerjasama, engagement and various allowances.

d. Gain Sharing plans, namely the incentive plans that involve employees in a common endeavor to achieve the goals of productivity and acquisition division.

2.1.3 Definitionof Employee Performance

Definition of employee performance related to human resources is quite urgent for companies or organizations to manage, regulate, utilize employees so that it can function productively for the achievement of objectives. Human resources is one of the factors of production potential, significantly.

Human factors of production not only work physically alone but also work fikir. Optimization of human resources became a central point of concern to the organization in improving employee performance. So it can be said of human resources is a very important source or a key factor to get good performance. Here will be described the notion of performance in general and understanding of the performance of employees, according to experts.

• According Hasibuan (2002: 160), the performance is a result of work achieved in executing his duties on skill, effort and opportunity. Based on the above exposure performance is a result achieved in executing the tasks based on skills, experience and sincerity as well as the time according to the standards and criteria established in advance.

• Definition of employee performance is the result of a planned process specific job at the time and place of the employee and the organization concerned according Mangkuprawira and Hubeis (2007: 153). According Stolovitch and Keeps (blog Mangkuprawira) is a set of performance results achieved and on achievement measures and the implementation of any work requested.

• Performance by Cardosa Faustino Gomes (2003: 195) as an expression of employee performance such as output, efficiency and effectiveness is often associated with productivity. Anwar Prabu Mangkunegara (2006: 67), put forward the notion of performance (performance) is the result of the quality and quantity of work accomplished by an employee in performing their duties in accordance with the responsibilities given to him. Performance by Robert L. Mathis and John

• H. Jackson (2006: 378) is what is done or not done by employees.

2.2 Study Research Similar

1. Name : Yogi Alfionanta

NPM : 17211530

Title : Effect of Incentive and Motivation Work To Performance Employees at PT. Telkomsel IT Division Street General Gatot Subroto No. 42 South Jakarta.

Supervisor : Sriyanto, SE., MM

Conclusion :

The importance of human resources in a company and their role in the internal organization with the load position or positions along with the work that has become the responsibility of the company. Increasing competition in the business world of today makes managers are required to be able to increase productivity. With periodic incentives and motivation to continue to give all employees the employee's performance will increase. The studies aimed to determine the effect on employee performance incentives and determine the effect of motivation on employee performance. Methods of data collection through questionnaires and literature study. The population in this study as many as 100 employees and a sample taken as many as 50 employees. After performing data processing with SPSS version 20 can be concluded that simultaneously incentives and motivation influence on employee performance. While the partial results show that the incentive does not affect the performance of employees at PT. Telkomsel IT Division, while working motivation influence on the performance of employees at PT. Telkomsel IT Division. Variable work motivation is also a variable that has an influence on the performance of employees at PT. Telkomsel IT Division.

2. Name : Wulan Andhika Princess

NPM : 18210576

Title : Effect of Incentives to Increase Productivity Work At PT. TRAIN INDONESIA (Persero)

Supervisor : Muhammad Yunanto, SE, MM.

Conclusion :

In an enterprise, the labor factor is the main capital (the most important asset in the company is manpower) therefore they need to get the attention it deserves. One effort to increase productivity is to look at the labor factor, and in this case the incentive is a pretty good tool to increase productivity. The author presents a problem particularly in the incentive effect of increasing labor productivity at PT. Kereta Api Indonesia (Persero). This study aims to examine and analyze the effect of incentives on employee productivity PT. Kereta Api Indonesia (Persero). Primary data were collected by distributing questionnaires to employees of PT. KAI Cikini station as respondents who totaled 50 employees. Mechanical testing of the data used in this study include testing the hypothesis. The analysis showed that the Incentive significant positive effect on employee productivity. Bibliography (1993 - 2008)

2.3 Analysis Tool

Multiple linear regression analysis is a linear relationship between two or more independent variables (X₁, X₂, ... X_n) with the dependent variable (Y). This analysis to determine the direction of the relationship between independent variables and the dependent variable whether each independent variable associated positive or negative, and to predict the value of the dependent variable when the independent variables increase or decrease. The data used is usually an interval or ratio scale.

Multiple linear regression equation as follows:

Y’ = a+b₁X₁+b₂X₂+…+b_nX_n

Explanation :

Y = Dependent Variable (predicted value)

X₁ dan X₂= Independent Variable

a = Konstanta (value Y’ if X₁,X₂,…X_n=0)

b = Regresion Koeficient ( value up or down)

CHAPTER IV

DISCUSSION

4.1 Results and Analysis

Overview questionnaire was distributed to 20 people a group leader to get the data the employee bonus (x₁), incentives (x₂) and employee performance (Y). The questionnaire contains questions about the bonuses of 6, 8 and 10 questions incentives questions about the performance of the employee.

Questions in the questionnaire are general. Every question posed to respondents only be one answer will then be calculated from the total amount that has been collected.

4.1.1 Results Respondents

Authors examined 20 samples by age, education, past positions held within the company and sex to compare the proportion between one another. This is intended to facilitate the writing in the conclusion of research conducted by the author.

Based on the age of employees, the number of employees working at the company can be indicated by the table below

Table 4.1.

Age Employees

Age Employees	Quantity	Presentase
≤ 20 tahun	0	0
21 – 30 tahun	4	20%
31 – 40 tahun	7	35%
≥ 41 tahun	9	45%
Total	20	100%

Source: Results 2015 of Corporate Data

From the above table it is known that 20% or 4 leader aged 21-30 years. Furthermore, 35% or 5 leader and two supervisors aged 31-40 years, and 45% or one manager, three supervisors and five leader aged ≥ 41 years. So of the 20 samples taken if in view of his age, the vast majority were aged ≥ 41 years. From the above data can be explained that aged ≥ 41 years is the most superior work in the company.

Based on educational background, the number of employees working in the company may be indicated by the table below :

Table 4.1

Educational Background

Educational background	Quantity Respondent	Presentase
S1	2	10%
SMA	18	90%
Total	20	100%

Source: Results 2015 of Corporate Data

From the above data it can be seen mostly superiors completing high school education is 90% or 18 bosses and superiors menyeslesaikan 2 S1 or 10%. So of the 20 samples taken, if viewed by an educational background, most of the employees completed high school education.

From the above data can be explained that the educational background of employees working in these companies do not have to graduate from college as required by the company is the employees who have the will, skills, and be able to work together in a team great motivation to work.

Based on the existing positions in the company, the number of employers who work in the company can be indicated by the table below

Table 4.2

Position Held Within The Company

Jabatan Yang Dipegang	Quantity Respondent	Presentase
Manager	1	5%
Supervisor	5	25%
Group Leader	14	70%
Total	20	100%

Source: Results Of the 2015 Corporate Data

From the above table it can be seen that the majority of employees hold positions of group leaders by 70% or 14 employees, and 25% or 5 employees held positions as supervisor and one employee or 5% held positions as manager. So of the 20 samples taken based on the positions held in companies, most employees hold office as operator.

From the above data can be explained that the employees working in the company held positions as group leaders. By sex, the number of employees working in the company may be indicated by the table below:

Table 4.3

Gender

Gender	Quantity Respondent	Presentase
Men	14	70%
Woman	6	30%
Total	20	100%

Source: Results Of the 2015 Corporate Data

From the above table it can be seen that most of the employees are women by 30% or 6 people, whereas male employees - male 14 employees or 70%. So of the 20 samples taken, if viewed by gender, most employees who work are male. From the above data can be explained that the male employees more work in the company because the company is in need of the ability of quick and responsive and thorough in order to achieve the production target.

4.1.2 Research variables x₁ (Employee Bonuses)

One of the indicators that affect the performance of employees in an organization is the amount of bonus. Bonus will give you satisfaction and love for the employees of the company or the job. If this love is getting good employees to work, the performance of the work they will be the better. Data on employee bonuses indicated by the table below.

Table 4.4

Results Questioner Employee Bonus

No.	QUESIONER	RESPONDENTS					TOTAL
No.	QUESIONER	SS	S	KS	TS	STS	TOTAL
1.	1^st Quesioner	6	7	4	2	1	20
2.	2^nd Quesioner	3	7	5	3	2	20
3.	3^rd Quesioner	0	2	5	9	4	20
4.	4^th Quesioner	0	0	3	7	10	20
5.	5^th Quesioner	7	10	3	0	0	20
6	6^th Quesioner	7	6	2	5	0	20

Source: Results Of Scientific Writen

Of the amount above it can be seen that the number of variables x_1 amounted to 120. The results of the above questioner will be used in the calculation of linear regression to determine the relationship of the salaries of employees with labor productivity.

4.1.3 Results Variable x_2 (Employee Incentive)

Besides the wage or salary, the employee can provide incentives. Additional allowances may be time off from work is appealing to most people. Most companies have a break systems built in the holiday program. Workers receive different holidays and alimony / child for future employees, so here is a compensation other than salary / wages. Data on employee motivation tehadap benefits obtained from the questionnaire in the table below.

Table 4.5

Employee Incentives

No.	QUESIONERS	RESPONDENT					TOTAL
No.	QUESIONERS	SS	S	KS	TS	STS	TOTAL
1.	1^st Quesioner	6	13	1	0	0	20
2.	2^nd Quesioner	5	7	5	3	0	20
3	3^rd Quesioner	0	2	9	4	5	20
4.	4^th Quesioner	5	9	1	4	1	20
5.	5^th Quesioner	7	7	6	0	0	20
6.	6^th Quesioner	3	12	2	3	0	20
7.	7^th Quesioner	6	8	3	2	1	20
8.	8^th Quesioner	0	4	11	5	0	20

Source: Results Of Scientific Writen

From the above data it can be seen that the number of variables x_2 of 160. Result of questionnaire can be used dlam calculation of linear regression to determine the relationship between employee benefits to employee productivity.

4.1.4 Results Variable Y (Employee Productivity)

In a world of global competition, companies need to improve employee productivity demanded. Employees continue - constantly improve its performance in order to satisfy company. Each year the company is always evaluating the productivity of the employee to know the results of the work provided by employees and make recommendations on productivity corrective. Employees data obtained from the questionnaire results shown in the table below.

Table 4.6

Results Questionnaire Employee Productivity

No.	QUESIONERS	RESPONDENT					TOTAL
No.	QUESIONERS	SS	S	KS	TS	STS	TOTAL
1.	1^st Quesioner	11	9	0	0	0	20
2.	2^nd Quesioner	14	6	0	0	0	20
3.	3^rd Quesioner	0	6	9	5	0	20
4.	4^th Quesioner	13	5	2	0	0	20
5.	5^th Quesioner	0	8	7	5	0	20
6.	6^th Quesioner	2	7	7	4	0	20
7.	7^th Quesioner	0	4	10	5	1	20
8	8^th Quesioner	4	8	6	2	0	20
9.	9^th Quesioner	11	7	2	0	0	20
10.	10^th Quesioner	2	5	8	5	0	20

Source: Results Of Scientific Writen

From these data it can be seen that the number of the variable Y of 200. The results of the above questionnaire will be used in the calculation of linear regression to determine the relationship between incentives with the performance of the employee.

4.2 Summary Calculation Results

4.2.1 Multiple linear regression

Table 4.7

Multiple Linear Regression Calculation

Answers		Bonus ()		Incentive ()		Employee Performance (Y)					²		²		Y²
SS	23		32		57		1311	1824	736	529		1024		3249
S	32		62		65		2080	4030	1984	1024		3844		4225
KS	22		38		51		1122	1938	836	484		1444		2601
TS	26		21		26		676	546	546	676		441		676
STS	17		7		1		17	7	119	289		49		1
JUMLAH	120		160		200		5206	8345	4221	3002		6802		10752

Source: Results Of Scientific Writen

From the above data it can be seen:

= 120

= 160

= 200

= 5206

= 8345

= 4221

² = 3002

² = 6802

² = 10752

If the result of the calculation was modified score deviation will be obtained:

– (

)² = 3002 – (120)²/5 = 122

– (

)² = 6802 – (160)²/5 = 1682

– (

)² = 10752 – (200)²/5 = 2752

– (

)(

) = 4221 – (120) (160)/5 = 381

)(

= 5206 – (120) (200)/5 = 406

– (

)(

) = 8345 – (160) (200)/5 = 1945

Simultaneous equations to determine a_1 and a_2 is

(1)

Y =

(2)

Y =

Loaded and executed:

(1) 5206 = 3002

+ 4221

(2) 8345 = 4221

+ 6802

Equation (1) and (2) divided by each - each value of a 2 becomes:

(1) 1.23335 = 0.71120

(2)

1.22684 = 0.62055

0.00651 = 0.09065

= 13.9247

After getting the value a_1 entered into the equation (1) to find the value a_2 be:

(1) 1.23335 = 0.71120

= 0.71120(13.9247) +

= 9.9032 +

= 1.23335-9.9032

= - 8.66985

Regression line in the score deviations that we are looking for is:

y =

y – y =

(

) +

(

)

y =

(

From the above it is known job

= 120/5 = 24

= 160/5 = 32

Y = 200/5 = 40

= 13.9247

= - 8.66985

Y = 4.527 + 0.101

+ 0.527

From equations Linear Regression above, it can be deduced if no employee bonuses, incentives or x_1 and x_2 = 0 then the performance level of employees amounted to 4,527, and the addition of employee bonus amounting to 1 will increase employee performance improvement by 0101 and the additional incentive of 1, it will increase work performance improvement by 0527.

4.2.2 Multiple Correlation

Multiple correlation function denoted R for strong measure whether or not the relationship of variable X to Y.

Correlation formula:

By using the data that has been searched before, then the calculation becomes:

= √ 0.101(406) + 0.527(1945)

2752

= √41.006 + 1025.015

2752

= √1066.021 = √0.3874 = 0.6224

2752

Based on the above calculation can be seen that the value of multiple correlation is 0.6224 means that the relationship between variables X and Y are strong enough.

4.2.3 Coefficient of Determination Regression

The coefficient of multiple determination denoted by R ^ 2, which shows the amount of donation x₁ and x₂ to variations Y.

Formula :

Coefficient of Determination Regression = R ^ 2 x 100%

By using the data that has been searched before, the calculation becomes:

Coefficient of Determination Regression (²)= (0.6224)² x 100%

= 0.3874 x 100%

= 38.74%

Based on the above calculation can be seen that the coefficient of multiple determination is 38.74% means that the effect x_1 and x_2 given to Y by 38.74%, while 61.26% is influenced by - other factors.

4.2.4 Partial T Test

T tests were used to test the partial remedy each variable. T test results basically show how much influence individual independent variables in explaining the variation of the variable terikat.Tujuan t test was to test the regression coefficients individually.

Model testing is

Ho; B_1 = 0, meaning that independent variables partially no positive effect on the dependent variable

Ha; B_1 ≠ 0, meaning free variable partial positive effect on the dependent variable
Then, test the hypothesis that will be proposed in the study used the t test with the following formula

Worked :

t = 0.6224

√1 – (0.6224)²

t = 0.6224 √18

√1 - 0.3874

t = 0.6224 (4.2426) t = 4.3105

0.6126

After the calculation process, the final results of the calculation process is 4.3105. While the degree of free testing is n - k = 20-3 = 17, and hypothesis testing α = 5%. Because the hypothetical two-way table values t = 2.110.

Conclusions from the study is that t is greater than t table, it can be concluded that Ha Ho accepted and rejected. So no effect salaries and benefits to productivity of labor.

4.2.5 F test (ANOVA)

F test is used to determine the Ho or Ha will be accepted

Ho = B_1 = B_2 = 0 (x_1 and x_2 not affect Y)

Ha = B_j ≠ 0 (at least one, x_1atau x_2, or x_1 and x_2 affecting Y)

By using the data that has been searched before, the calculation becomes:

Table 4.8

Variant Analysis (Anova)

Sumber Varian	Derajat Beban	Jumlah Kuadrat	Kuadrat Tengah	F Hitung
Regresi (Reg)	2	(0.6224) (2752)	= (0.6224) (2752) 2
Residu (res)	20-2-1	(1- 0.6224)(2752)	= ( 1 - 0.6224)(2752) 20-2-1
Total	20-1	2752

Source: From the results of calculations Writer

Table 4.9

Calculation Result Analysis of Varian (ANOVA)

Sumber Varian	Derajat Bebas	Jumlah Kuadrat	Kuadrat Tengah	F Hitung
Regresi(Reg )	2	1712.8448	= 856.4224	14.0106
Residu ( res )	17	1039.1552	= 61.1268	14.0106
Total	20-1

From the above data it can be seen that the value of F count is 14.0106. The next step is to look for the F table. A significant level of 5%, so the value of F table = (5%, 2:27) = 3.35

After getting the value calculated F and F table, the next step is to draw the critical areas of test F.

4.3 Summary of Results

After doing research using questionnaires as a data collection method was then calculated, as well as finding there any influence between variable X with variable Y, the result of the calculation can be seen in the summary table below:

Table 4.10

Summary of Results

No.	Calculation	The calculation results	Decision
1.	Multiple linear regression	Y=4.527 + 0.101 + 0.527	Influence among variables x_1 and x_2, with positive WHICH that will indirectly improve employee performance
2.	Mulitple correlation	0.6224	There is a relationship between the variables x_1, x_2 with Y strong because the interpretation is 0.60 to 0.799
3.	Coefficient of Determination Regression	38.74%	Influence x_1 and x_2 given to Y by 38.74%, while 61.26% is influenced by - other factors.
4.	Partial T Test	T hitung = 4.3105 > t tabel = 2.110	This means that there is a partial effect between bonus and performance incentives to employee
5.	Uji F	Ho rejected and Ha accepted	That is a significant difference between the bonuses and incentives on the performance of employees

CHAPTER V

CLOSING

5.1 Conclusion

Based on the results of investigation of the effect on performance bonuses and incentives of employees obtained several conclusions, among others:

1. Results of linear regression are:

Y = 4,527 + 0.101x_1 + 0.527x_2

Where :

Value 4527 is a constant value (a) which shows that if there is no index bonus and incentives, the performance of employees will reach 4,527.

Value 0101 is the regression coefficient indicates that every increase of 1 basis point bonus index will create increased job satisfaction for 0101.

Value 0527 is a regression coefficients showed that every increase of 1 basis point index incentives will create job satisfaction increased by 0527.

Influence among variables x1 and x2 with positive Y which will indirectly improve employee performance.

2. The results of the multiple linear regression analysis of multiple correlation test showed that the R of 0.6224 indicates no relationship between the variables x1 and x2 with strong Y because the interpretation is 0.60 - 0.799.

3. The results of the multiple linear regression analysis of multiple determination coefficient test showed that the coefficient of multiple determination is 38.74% means that the influence of x1 and x2 is given to Y by 38.74%, while 61.26% influenced by other factors.

4. The results of the multiple linear regression analysis showed that the T test Partial results of the study because t is greater than t table, eating it can be concluded that Ha Ho accepted and rejected. So no effect salaries and benefits to productivity of labor.

5. The results of the multiple linear regression analysis ANOVA F test showed that the value of F count is 14.0106.

5.2 Suggestions

Based on the research results and the above conclusions, the researchers need to give suggestions, among others:

1. Can be used as reference in the subsequent conduct other research mainly on the effect of bonuses and incentives to the performance of work by developing a broader and variable bias to add other variables.

2. Company PT. BINA BUSANA INTERNUSA 2:

For other items associated with money as salaries earned each month, pay raises (rapel) and the date of receipt of the salary should be increased in order to influence job satisfaction.

SOFTSKILL

Jumat, 10 Juni 2016

tugas 3 (menerjemahkan PI)

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