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This study aims to determine the effect of compensation and benefits on employee job satisfaction. Fair, adequate, and transparent compensation is considered a crucial factor influencing employee morale, loyalty, and retention. The study identifies seven key indicators to measure the impact of compensation on job satisfaction: salary adequacy, compensation fairness, punctuality of payments, compensation system transparency, incentives and bonuses, overall compensation satisfaction, and employee retention. The analysis results show that compensation has a significant influence on job satisfaction. Additionally, compensation effectiveness is affected by economic conditions, compensation system structure, and the relevance of compensation to employee needs. The study concludes that well-designed compensation can be a strategic tool for improving performance and reducing employee turnover.

Work loyalty is a fundamental pillar in human resource management that plays a critical role in sustaining organizational development and enhancing employee productivity. This study aims to explore and analyze the strategies implemented by PT. Bank BTPN Syariah MMS Rantau Rasau in maintaining employee loyalty, particularly among Community Officers who serve as the frontline representatives of the bank in delivering services directly to local communities. The research adopts a descriptive qualitative approach using in-depth interviews and documentation as data collection techniques. The findings reveal that work loyalty can be fostered through several strategies, including equitable and measurable reward systems, regular and relevant training, structured career development, and appropriate compensation and performance-based incentives. Additionally, leadership support and effective two way communication between management and employees play a crucial role in cultivating a sense of ownership and emotional attachment to the organization. These strategies significantly contribute to strengthening employee commitment, dedication, and the willingness to stay and grow with the company, ultimately leading to increased productivity in both quantitative target achievement and qualitative service delivery. This study offers practical implications for the development of human resource management policies in the Islamic banking sector and serves as a reference for other organizations facing similar challenges in maintaining employee loyalty and improving productivity. A comprehensive understanding of loyalty strategies enables organizations to build a sustainable and productive work environment.

Economic globalization has increased the complexity of cross-border transactions, particularly in transfer pricing practices, which are often used by multinational companies to shift profits to lower-tax jurisdictions. While this strategy can legally reduce tax burdens, aggressive transfer pricing often leads to income distribution inequalities and reduced government tax revenues. On the other hand, tax planning using the Gross-Up method in Article 21 Income Tax has emerged as a more transparent alternative strategy that enhances employee welfare through company-covered tax incentives. This study analyzes the effectiveness of the Gross-Up method in managing tax obligations and its impact on economic fairness compared to transfer pricing practices. Using a qualitative approach based on case studies of companies in Indonesia, the study finds that implementing the Gross-Up method can improve tax compliance and employee loyalty, whereas uncontrolled transfer pricing poses a risk of reducing government tax revenues. Therefore, stricter and more transparent tax regulations are needed to mitigate the misuse of transfer pricing and encourage the adoption of fairer tax planning strategies.

Singular Digital Printing is the name of a business operating in the printing, digital printing, advertising & merchandise sector. As a business activity in providing services to consumers and in the midst of increasingly tight competition, companies are required to provide services quickly and precisely according to the expectations of today's consumers who want smart services. Therefore, in an effort to motivate the performance of its employees, Singular Digital Printing provides rewards in the form of additional income to its employees in the form of incentives, the results of which have yet to be felt. Suryani (2019) states that incentives are stimuli given to employees with the aim of encouraging employees to act and do something for company goals. In this Community Service, the aim is to carry out socialization activities regarding the mechanism/pattern of giving rewards in the form of additional income in the form of incentives so that when implementing incentives there is a standard operational basis/guidelines, and employees know and understand their rights and obligations.  Incentives provided programmatically in the form of performance bonuses, awards or additional allowances have fostered motivation, loyalty and enthusiasm to be more productive and perform better in employees.

Salary reform as a structural improvement in a company’s compensation system is a widely applied strategy to enhance employee motivation and performance. Compensation policies that are responsive to employee needs are expected to create a work environment that supports productivity, where intrinsic motivation can be strengthened through fair and proportional rewards. This study aims to explore the extent of the influence of salary reform on improving employee motivation and performance within organizations by using a literature review method. Based on analyses of previous studies, it was found that salary reform not only plays a significant role in fostering employees' intrinsic motivation but also impacts the overall productivity of the organization. Reforms that include salary structure adjustments, performance-based incentives, and increased transparency in compensation management have proven effective in reducing disparities, enhancing loyalty, and improving workplace climate. These findings strongly imply that management should continuously develop adaptive compensation policies focused on employee needs and well-being, with the aim of optimally contributing to achieving the company’s strategic goals and enhancing organizational competitiveness.

The following study aims to analyze and find out (1) The impact of incentives on the work results of PT employees. Amanah Safari Internasional Tour Travel, which has been running, (2) This research uses a qualitative approach to look for incentives to improve the performance of PT employees. Amanah Safari International Travel. Data mining methods encompass observation, documentation, and direct interviews with management and relevant staff. The results of this study show (1) the incentive system that the company has to provide material and non-material incentives to its employees, such as bonuses and social security, religious and non-religious awards and joint holidays. Employee quality, employee quantity, and employee attendance or discipline drive employee performance and motivation. This research shows that incentives can increase work morale and increase achievement, loyalty, discipline, and accountability towards positions. These valuable results can have an impact on improving employee performance. (2) According to the analysis results, PT. Amanah Safari Internasional Tour Travel has an incentive program that suits the needs of its employees, but further research is needed to improve the efficiency of this program. As a result, companies are expected to be able to maintain and improve their incentive policies to improve employee performance.

The purpose of this research is to find out: (1) Providing incentives in an effort to improve employee performance at the travel tour company PT. Menara Dunia Tour Travel which has been running, (2) How incentives should be given in an effort to improve the performance of PT. Menara Dunia Tour Travel. This research method uses a qualitative descriptive approach. Data collection techniques include direct interviews with company leaders and employees, observation and documentation. The research results show (1) The incentive system provided by the company to its employees is in the form of material and non-material incentives in the form of bonuses, social security, awards, work training and joint holidays. Meanwhile, the things that drive employee performance and motivation are employee quality, employee quantity, and employee attendance or discipline. The results of this research are that providing incentives can increase work enthusiasm in increasing achievement, increase loyalty, discipline and responsibility for the position, and most importantly can improve employee performance, (2) By looking at the results of the analysis which shows that the program The incentives implemented by PT. Menara Dunia Tour Travel  For this reason, companies are expected to be able to maintain and improve their policy of providing incentives in an effort to improve employee performance.

Intense competition within the industrial sector drives companies to be more proactive in creating and continually designing strategies to maintain their position in the market. Companies that have customer relationship strategies can enhance customer loyalty, which in turn optimizes the long-term profitability of the company. Through this strategy, relationships with customers can be strengthened, and existing customers can be retained. The strategy is also implemented by one of the heavy equipment companies in Indonesia, namely PT Trakindo Utama Branch BSD, to effectively address customer complaints so that customers feel comfortable again despite their previous dissatisfaction with the services provided. This research aims to determine whether the implementation of customer relationship management strategies carried out by PT Trakindo Utama's BSD Branch can effectively enhance customer relationships, retain customers, and increase loyalty. The methodology used in this research is a qualitative approach, involving data collection techniques such as observation and interviews with employees of PT Trakindo Utama Branch BSD in the Sales division and the Parts Counter sub-division who have direct and intensive communication with customers, as well documentation. Therefore, the data obtained are accurate and based on sources within the company relevant to the research. Through observations and interviews, it can be seen that the customer relationship management strategies implemented by the company have been effective in improving and maintaining customer relationships and increasing customer loyalty by offering loyalty programs, such as excellent and solution-oriented services, providing incentives, annual contracts, membership rewards, and conducting evaluations based on customer assessments.

This study aims to determine the effect of career development, workload and incentives on employee loyalty. Data was collected using a questionnaire on employees of the Public and State Property Section, Directorate General of Islamic Community Guidance, Ministry of Religion of the Republic of Indonesia in Jakarta. The sampling technique is saturated with a total of 35 respondents. The analytical tool used is descriptive (primary data) by using a questionnaire assisted by a Likert scale and given to respondents. The analytical tool used is SPSS software version 25. The results of multiple linear analysis using multiple linear regression analysis method. Y = 2.382 + 0.202 (X1) + 0.452 (X2) + 0.151 (X3) + €, so that it can be partially concluded that Career Development does not have a significant effect on Employee Loyalty, Workload and Incentives have a significant effect on Employee Loyalty in General and Property Sections State, Directorate General of Islamic Community Guidance, Ministry of Religion of the Republic of Indonesia in Jakarta.