Jurnal Ilmu Sosial dan Pendidikan (JISIP) Vol.
9 No.
1 Januari 2025 e-ISSN : 2656-6753, p-ISSN: 2598-9944 DOI: 10.
58258/jisip.
8246/http://ejournal.
org/index.
php/JISIP/index Analysis of Reward and Punishment on Employee Performance Pri Rajesti Nababan1.
Fa'uzobihi2.
Partimah3 Universitas Pertiwi Article Info Article history:
Received: 9 January 2025 Publish: 20 January 2025 Keywords:
Human Resource Management.
Reward.
Punishment.
Abstract This study aims to determine how reward and punishment can affect employee performance at Pt.
Cakradigdaya Lokaraya.
This research with 6 sources in the markering division is research written with a qualitative descriptive method that takes data with observation, interview and observation techniques at Pt.
Cakradigdaya Lokaraya.
Cakradigdaya Lokaraya.
The results of this study indicate that Pt Cakradigdaya Lokaraya provides rewards in the form of intenvise every month to employees who meet project sales targets, year-end vacations for 2 employees and also promotions, while the punishment given to employees is in the form of late fines, reprimands, sanctions and also the release of While the effect of giving rewards to employees is to motivate employees, provide a sign for an employee if the performance is superior and also universal in nature so that employees do not feel neglected by the Company.
While punishment affects employees by providing a deterrent effect on employees, improving employee discipline, improving performance results, evaluating employee performance.
This is an open access article under the Lisensi Creative Commons Atribusi-BerbagiSerupa 4.
0 Internasional Corresponding Author:
Pri Rajesti Nababan Universitas Pertiwi Email: rajesti@pertiwi.
INTRODUCTION
Human resources are people who work and function as assets of an organization or company that can be counted and human resources are the potential that drives the organization (Gaol, 2.
Human resource management is a field of management that specifically studies the relationship and role of humans in organizations.
This is because human resource management manages the workforce in the organization, so that organizational goals and sales job satisfaction are realized.
Giving rewards is one of the main things that must be considered by the company.
The spirit of sales can also be caused by the size of the reward received.
With the right reward and a good way of working so that in the future, the organization's work process can run according to organizational goals.
Meanwhile, according to Simamora .
4: .
suggests that Reward is: "Incentives that link pay on the basis of being able to increase the productivity of sales people in order to achieve competitive advantage".
Likewise, according to Mahmudi .
5: .
, suggests that Reward can be defined: "As a reward in the form of money given to those who can work beyond predetermined standards.
Another factor that is also able to influence employee work discipline is punishment.
Punishment or a sanction and punishment in a work organization is a threat whose purpose is to correct violations, maintain applicable regulations and provide lessons for customers .
angkunegara, 2.
Reward and punishment can affect employee performance levels.
Reward is applied because there is an assumption that by rewarding employees for their work, employees will work more optimally.
Punishment is applied with the aim of 416 | Analysis of Reward and Punishment on Employee Performance (Pri Rajesti Nababa.
Jurnal Ilmu Sosial dan Pendidikan (JISIP) e-ISSN : 2656-6753, p-ISSN: 2598-9944 maintaining applicable regulation so that all tasks and responsibilities can be completed So.
Reward and Punishment are a form of reaction from the leadership to maintain and improve employee performance, as well as encourage employees to be better, more qualified and responsible for the tasks assigned.
Mahmudi .
in Purnama .
The success of a company is largely determined by the strategic characteristics of the company.
These strategies include the strategy of implementing a reward and punishment system in the company.
The structure in reward and punishment can be a benchmark in determining success or failure in a company.
According to information obtained by researchers from one of the employees at Pt.
Cakradigdaya Lokaraya that the performance of employees of Pt.
Cakradigdaya Lokaraya is still not optimal, it can be seen that there are still employees who come late during briefing, there are still employees who suddenly leave the office without the permission of their superiors, besides that there are still some employees who are still not optimal in providing services to prospective buyers and are less dexterous in completing their duties.
Based on this, the author formulates the problem as follows:
How does Pt.
Cakradigdaya Lokaraya in giving rewards and punishments to How does reward affect performance on employees of Pt.
Cakradigdaya Lokaraya? How does punishment affect employee performance Pt.
Cakradigdaya Lokaraya? METHOD The design used in this research uses qualitative.
The type of research used is qualitative This research uses a descriptive method, in which this method describes variable by variable one by one.
This method also describes systematically the facts or characteristics of certain populations and certain fields carefully.
This type of research has the aim of describing a situation in accordance with existing facts.
Research conducted at Pt.
Cakradigdaya Lokaraya which is located at jl.
Prof.
DR.
Satrio No.
Kav.
Kuningan.
Karet Kuningan.
Setiabudi District.
South Jakarta City.
Special Capital Region of Jakarta 12940.
This study uses data collection techniques by of observation, interviews, and documentation.
DISCUSSION