Lack of Incentives for Rejected Applications

Oct 13, 2025 by recoveryshake.com 122 views

Analysis of Employee Wage System Credit and Credit Sales Section Unsecured Credit on Employee Revenue Levels at The Royal Bank of Scotland (RBS) Medan

Introduction

The Royal Bank of Scotland (RBS) Medan, which was once known as ABN-Amro Bank, has a long history of more than 182 years. As a leading financial institution, RBS Medan has been providing various financial services to its customers, including credit card and unsecured loan facilities. However, the wage system for employees in the credit card sales section without collateral has been a topic of concern for many employees. This study aims to analyze the wage system for employees of credit card and credit sales section without collateral in RBS Medan, as well as its effect on employee income levels.

Methodology

This study uses primary and secondary data collected through observation and interviews. The data analysis method used is descriptive. The data collected includes information on the current wage system, employee income levels, and the factors that affect employee income. The study also includes a review of the literature on wage systems and employee income levels in the banking industry.

Analysis of the Wage System

The results of the study showed that the wage system applied today has not fully supported the level of employee income. The current wage system has several weaknesses that need to be addressed. Some of the weaknesses of the wage system in RBS Medan include:

Lack of Incentives for Rejected Applications

Employees do not get compensation for their efforts in processing credit card applications or loans without collateral rejected. This can demotivate employees and reduce their enthusiasm at work. The lack of incentives for rejected applications can lead to a decrease in employee morale and productivity.

Unfair Wage Distribution System

The current wage distribution system does not consider the level/level of employees, the type of credit card sold, and the amount of credit provided. This causes injustice in the distribution of income, where employees with higher performance may not get a proper reward. The unfair wage distribution system can lead to a decrease in employee motivation and productivity.

Low Employee Income

Employee income of credit card sales department in RBS Medan is still low. This is caused by several factors, such as low commissions, high sales targets, and lack of incentives offered. The low employee income can lead to a decrease in employee motivation and productivity, as well as an increase in employee turnover.

Recommendations for Improving the Wage System

Some steps that can be taken by RBS Medan to improve the wage system and support employee income include:

Consider Compensation for Rejected Applications

RBS Medan can consider providing compensation to employees for credit card applications or unsecured loans, both through small bonuses or other incentives. This will motivate employees to keep trying hard and improve their performance.

Implement a Fairer Wage Distribution System

RBS Medan needs to consider implementing a faireful wage distribution system. This system can consider factors such as employee levels/levels, types of credit cards sold, and the amount of credit given. This will ensure that employees are rewarded fairly for their efforts and performance.

Increasing Employee Income

RBS Medan can increase employee income in several ways, such as:

Increase the Sales Commission.
Offering additional bonuses and incentives.
Provide training and employee development to improve their performance and increase income.

Conclusion

The wage system in the Medan RBS needs to be increased to be more fair and support the level of employee income. By providing adequate incentives, implementing a more fair wage distribution system, and increasing employee income as a whole, RBS Medan can increase employee motivation and productivity, as well as increase long-term employee retention. The recommendations made in this study can help RBS Medan to improve its wage system and support employee income levels, ultimately leading to a more productive and motivated workforce.

Limitations of the Study

This study has several limitations. The study only focuses on the wage system for employees in the credit card sales section without collateral in RBS Medan. The study does not consider other factors that may affect employee income levels, such as employee experience and job satisfaction. The study also relies on primary and secondary data, which may not be comprehensive or accurate.

Future Research Directions

Future research can build on the findings of this study by exploring other factors that affect employee income levels, such as employee experience and job satisfaction. Future research can also examine the impact of the wage system on employee motivation and productivity, as well as the impact of the wage system on employee turnover and retention.

References

[List of references cited in the study]

Appendix

[Appendix includes additional data and information that support the findings of the study]
Frequently Asked Questions (FAQs) about the Analysis of Employee Wage System Credit and Credit Sales Section Unsecured Credit on Employee Revenue Levels at The Royal Bank of Scotland (RBS) Medan

Q: What is the main objective of the study?

A: The main objective of the study is to analyze the wage system for employees of credit card and credit sales section without collateral in RBS Medan, as well as its effect on employee income levels.

Q: What are the weaknesses of the wage system in RBS Medan?

A: The study identified several weaknesses of the wage system in RBS Medan, including:

Lack of incentives for rejected applications
Unfair wage distribution system
Low employee income

Q: How can RBS Medan improve the wage system to support employee income?

A: RBS Medan can improve the wage system by:

Considering compensation for rejected applications
Implementing a fairer wage distribution system
Increasing employee income through various means, such as increasing sales commissions, offering additional bonuses and incentives, and providing training and employee development

Q: What are the benefits of improving the wage system in RBS Medan?

A: Improving the wage system in RBS Medan can lead to several benefits, including:

Increased employee motivation and productivity
Increased long-term employee retention
Improved employee morale and job satisfaction

Q: What are the limitations of the study?

A: The study has several limitations, including:

The study only focuses on the wage system for employees in the credit card sales section without collateral in RBS Medan
The study does not consider other factors that may affect employee income levels, such as employee experience and job satisfaction
The study relies on primary and secondary data, which may not be comprehensive or accurate

Q: What are the future research directions?

A: Future research can build on the findings of this study by exploring other factors that affect employee income levels, such as employee experience and job satisfaction. Future research can also examine the impact of the wage system on employee motivation and productivity, as well as the impact of the wage system on employee turnover and retention.

Q: What are the implications of the study for RBS Medan?

A: The study has several implications for RBS Medan, including:

The need to improve the wage system to support employee income levels
The need to consider compensation for rejected applications
The need to implement a fairer wage distribution system
The need to increase employee income through various means

Q: What are the implications of the study for the banking industry?

A: The study has several implications for the banking industry, including:

The need to improve the wage system to support employee income levels
The need to consider compensation for rejected applications
The need to implement a fairer wage distribution system
The need to increase employee income through various means

Q: What are the recommendations for RBS Medan?

A: The study recommends that RBS Medan:

Improve the wage system to support employee income levels
Consider compensation for rejected applications
Implement a fairer wage distribution system
Increase employee income through various means

Q: What are the recommendations for the banking industry?

A: The study recommends that the banking industry:

Improve the wage system to support employee income levels
Consider compensation for rejected applications
Implement a fairer wage distribution system
Increase employee income through various means