scholarly journals Analisis Prosedur Terjadinya Piutang Pada PT. Pertani (Persero) Unit Pemasaran Subang

Author(s):  
Iwan Henri Kusandi

Pada dasarnya, setiap perusahaan ataupun instansi baik yang bergerak di bidang jasa, dagang, maupun manufaktur, memiliki tujuan yang sama untuk memperoleh laba dan menjaga kesinambungan perusahaan di masa akan datang. PT. Pertani (Persero) merupakan perusahaan yang bergerak di bidang Agribisnis, mengalami kerugian secara finansial akibat pendapatan dalam piutang. Kerugian yang dialami disebabkan oleh tidak sesuainya kebijakan dalam pemberian kredit dan tidak berjalan secara efektif dan efisien dalam penagihan piutang kepada pelanggan. Menurut Soemarso, piutang merupakan kebiasaan bagi perusahaan untuk memberikan kelonggaran-kelonggaran kepada para pelanggan pada saat melakukan penjualan. Piutang terbagi menjadi dua, piutang dagang, dan piutang non dagang. Ada beberapa faktor dalam mempengaruhi piutang, serta terdapat beberapa resiko kerugian piutang. Semua pasti dialami oleh setiap perusahaan yang melakukan penjualan barang atau jasa secara kredit. Hal ini terjadi di Pertani yang sering memberikan kelonggaran tanpa menggunakan jatuh tempo pembayaran dan mempunyai kebijakan tersendiri, sehingga membuat perusahaan mengalami kerugian. Semua memang berawal dari tidak sesuainya kebijakan pemberian kredit yang sudah diatur dalam standar prosedur operasional di Pertani. Lalu lemah atau kurangnya SDM untuk melaksanakan tugas khusus di bagian lapangan, terutama dalam penagihan piutang kepada pelanggan. Ada empat jenis piutang, yaitu piutang macet, lancar, sehat, dan tidak sehat. Walaupun Pertani memberlakukan termin pembayaran hanya sebagai formalitas, Pertani tetap bisa memantau kondisi piutang berdasarkan jenis piutang yang sudah digolongkan sesuai dengan umur piutang. Kondisi piutang yang ada di Pertani itu lebih banyak kondisi macet, dan tidak sehat. Dua kategori piutang tersebut merugikan perusahaan, dalam laporan laba rugi setiap bulannya itu tidak ada pengurangan jumlah piutang. Meskipun perusahaan mengalami keuntungan, tetapi dalam segi piutang itu sendiri justru merugikan. Hal ini terjadi karena tidak adanya kesadaran pelanggan untuk membayar piutangnya mereka kepada Pertani, dan dipihak Pertani pun kurang atau tidak adanya SDM yang ditugaskan khusus untuk bisa melakukan penagihan piutang yang rutin, minimal satu minggu sekali.   Basically, any company or agency that is engaged in services, trade, or manufacturing, has the same goal to earn profits and maintain the company's sustainability in the future. PT. Pertani (Persero) is a company engaged in the field of Agribusiness, experiencing financial losses due to income in receivables. The losses suffered are caused by the inappropriate policies in the provision of credit and does not run effectively and efficiently in the collection of receivables to customers. According to Soemarso, accounts receivable is a habit for companies to give concessions to customers when making a sale. Accounts are divided into two, accounts receivable, and non-trade receivables. There are several factors in influencing accounts receivable, as well as there is some risk of loss of accounts receivable. All must be experienced by every company that sells goods or services on credit. This happens in Pertani which often gives leeway without using the due date of payment and has its own policy, thus making the company suffered losses. All indeed started from the inappropriate policy of lending that has been set in standard operating procedures in Pertani. Then weak or lack of human resources to carry out specific tasks in the field, especially in the collection of receivables to customers. There are four types of accounts receivable, namely bad debts, smooth, healthy, and unhealthy. Although Pertani imposes payment terms only as a formality, Pertani can still monitor the conditions of receivables based on the types of receivables that have been classified according to the age of receivables. The conditions of receivables in Pertani are more stagnant, and unhealthy. Two categories of receivables are detrimental to the company, in the monthly income statement there is no reduction in the amount of receivables. Although the company experienced a profit, but in terms of receivables itself is detrimental. This happens because there is no awareness of customers to pay their receivables to Pertani, and Pertani side also lack of or absence of human resources specially assigned to be able to collect receivables routine, at least once a week.

2015 ◽  
Vol 4 (4) ◽  
pp. 23-27
Author(s):  
Ровенский ◽  
Yu. Rovenskiy ◽  
Наточеева ◽  
N. Natocheeva ◽  
Белянчикова ◽  
...  

The paper considers the issues of how to manage the accounts receivable and accounts payable based on the findings of analysis of thereof. The authors propose to sort out definite stages in debt management and suggest ways to calculate the working capital amount to be allocated to accounts receivable; to assess the company financial performance, subject to the provision of onemonth and three-month discounts to debtors, and to evaluate the effect of the increase in accounts receivable in the upcoming period. All the above help to enhance efficiency of the company’s credit policy and of the accounts payables management and also allow to reduce financial losses related to attracting additional sources of capital.


2020 ◽  
Vol 16 (1) ◽  
pp. 39-43
Author(s):  
Yanti Yanti ◽  
Mumun Maemunah

The aim of this study is to determine the accounts receivable turnover rate and inventory turnover have an influence on profitability both partially and simultaneously in a company. The object of this study is a consumer goods industry sector manufacturing company that listed on Indonesia Stock Exchange in the period 2015-2017. The type of data in this study is quantitative data. The source of the data in this study is secondary data, in the form of financial report data (balance sheet and income statement) related to variable in this study. The results of this study indicates that accounts receivable turnover has an affect on profitability. While inventory turnover does not affect on profitability. The results of the study simultaneously indicates that accounts receivable turnover and inventory turnover influence together on profitability.


2018 ◽  
Vol 1 (2) ◽  
pp. 1-10
Author(s):  
Nano Suyatna

In an effort to improve electricity services to customers, there needs to be a balance between the supply of electricity and revenue. Payment methods made by the Perusahaan Listrik Negara (PLN) use Postpaid and Prepaid methods. Because services with postpaid methods better meet customer satisfaction, this method is chosen. Sales Accounting Information System is an information technology-based accounting application to support financial transactions in a company to run faster, more precisely and accurately at a reasonable cost. In its operation, it takes competent human resources to not be a source of problems (human error) and adequate infrastructure. To overcome the obstacles that will arise, whether triggered by the application or by the human resources themselves, it is necessary to control both aspects. Based on this research it shows that the application  of  Sales Accounting Information Systems and existing human resources is sufficiently supportive  and  reliable  in  supporting the creation of good control as it is proven that the level of acceptance of sales targets is realized effectively and efficiently.    


Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.


2000 ◽  
Vol 75 (3) ◽  
pp. 257-281 ◽  
Author(s):  
Patrick E. Hopkins ◽  
Richard W. Houston ◽  
Michael F. Peters

We provide evidence that analysts' stock-price judgments depend on (1) the method of accounting for a business combination and (2) the number of years that have elapsed since the business combination. Consistent with business-press reports of managers' concerns, analysts' stock-price judgments are lowest when a company applies the purchase method of accounting and ratably amortizes the acquisition premium. The number of years since the business combination affects analysts' price estimates only when the company applies the purchase method and ratably amortizes goodwill—analysts' price estimates are lower when the business-combination transaction is further in the past. However, this joint effect of accounting method and timing is mitigated by the Financial Accounting Standards Board's proposed income-statement format requiring companies to report separate line items for after-tax income before goodwill charges and net-of-tax goodwill charges. When a company uses the purchase method of accounting and writes off the acquisition premium as in-process research and development, analysts' stockprice judgments are not statistically different from their judgments when a company applies pooling-of-interest accounting.


Author(s):  
А.П. СОЛОВЬЕВА ◽  
А.В. СКРЯБИНА ◽  
Л.А. ЭВЕРСТОВА ◽  
Ф.Н. ПЕТРОВА

Предприятие обязано контролировать дебиторскую и кредиторскую задолженность, следить за сроками погашения, не позволять необоснованного роста суммы дебиторской задолженности, особое внимание уделять по истребованию просроченной задолженности, вести активную работу с контрагентами. Крайне внимательно относиться к расчетам с кредиторами, вовремя погашать им долги, в противном случае предприятие будут иметь штрафные санкции по расчетам с контрагентами – все это объясняет актуальность этой проблемы. Для повышения эффективности использования дебиторской и кредиторской задолженности нами разработаны мероприятия по управлению дебиторской задолженностью. A company must control accounts receivable and accounts payable, be sure to monitor repayment rates, not allow unreasonable growth of debtors and the amount of their debts, take timely measures to recover overdue debts, and actively work with debtors. It is also necessary to be extremely attentive to settlements with creditors, repay their debts on time, otherwise the company may lose the trust of its suppliers, banks and other creditors, will have penalties for settlements with counterparties – all this explains the relevance of this issue. To improve the efficiency of the use of accounts receivable and accounts receivable, we developed measures on managing accounts receivable.


2021 ◽  
Vol 18 (1) ◽  
pp. 119-133
Author(s):  
Maha Putra

A company that can be said to have succeeded in developing human resources by having various kinds of skills and good knowledge is one of the efforts that a company can make to improve employee performance with Employee Training and Appraisal. This study aims to find out anything that has a major effect on performance and assessment of performance. This type of research is quantitative. The sampling method in this study is nonprobability sampling or saturated samples. The sample taken in this study may be 60 respondents. Based on the results of research and discussion, it can be denied that: 1.) Training has a positive and significant effect on Employee Performance 2) Job Appraisal has a positive and significant effect on performance. 3) By using the F test simultaneously, training and work results have an effect on employee performance.


2021 ◽  
Vol 8 (2) ◽  
Author(s):  
FEBRU RADHIANJAYA

PT XYZ is a company engaged in the field of production and services that has Human Resources spread throughout Indonesia. In this study, the object of observation is the employee in the East Java Unit which has a total of 2,300 personnel with the composition of the Millennial Generation (born 1981-1994) of 51% as the dominating number of employees in PT XYZ. The results of an interest survey conducted on 698 structural employees at the Basic Supervisor level (managerial type career) at PT XYZ East Java Unit, showed that 25% or 171 employees of the millennial generation chose functional careers (type of expertise). This phenomenon is then explored further in the research objectives, namely what factors influence career selection in millennial generation employees. This research is a qualitative research that uses the interview method. The result is that there are two factors that influence career choice, namely responsibility and type of work.   Keywords : Millenials, Careers, Qualitative


2016 ◽  
Vol 11 (5) ◽  
pp. 244
Author(s):  
Zirong Zhuo ◽  
Zhiwei Cheng ◽  
Yangzhou Lai ◽  
Ziyue Chen

In the age of knowledge economy, human resource is among the most important resources for enterprises, in that it forms the unique value of human resources which plays an indispensable role in the production and operating activities. Well managed human resources can effectively promote efficiency and thus create more social values. Therefore, it has aroused wide attention in academia. The thesis first establish the human capital value model and the human cost value model, based on which the thesis established the basic framework of enterprise human capital network. Then, simulation calculation from three aspects of human resource network were carried out with the cellular automation model. Firstly, we simulated the dynamic process of the change of personnel and got the evaluation model of the human cost in the future two years of a company, which can provide reference for company cost control. Secondly, the simulation mainly focused on checking whether under high staff churn rate, a company can still maintain certain number of employees. Thirdly, we simulated the healthy status of the human resource network under certain situations. Finally, We concluded that higher staff churn rate can lead to higher vacancy rate, which will lower the efficiency of companies .The thesis also explored with the model sensitivity analysis the benefit effect over human resource network by increasing recruits, indicating that increasing recruits can decrease the vacancy rate and improve the health status of the human capital network and based on the reality, we put forward the improvement direction of the model in indicator system aspect.


2020 ◽  
Vol 2 (1) ◽  
pp. 41-47
Author(s):  
Lukman Hakim

ABSTRACT: Human resources' existence plays a significant role in the success of a company, so many companies realize that human resources in the company can provide a competitive advantage. In the company of labor is the motor of the company, the assets of the company, which is an investment for a company to increase productivity. As a company asset, the welfare guarantee given by the company to workers or employees is an obligation that must be adjusted to their needs. Also, to realize the goals of the company, of course, there needs to be compensated as one of the motivations for employees In this study, the author used a research method based on descriptive statistics with a quantitative approach. The sample in this study consisted of 30 employees of the Bandung City Fire Department. The analysis used was multiple regression analysis. Based on the results of the study, it was found that the Occupational Health Insurance and Financial Compensation jointly had an effect of 85.8% on employee work motivation. The remaining 14.2% caused   ABSTRAK: Keberadaan sumber daya manusia memiliki peranan besar bagi kesuksesan sebuahperusahaan, sehingga banyak perusahaan menyadari bahwa unsur manusia dalam perusahaan itu dapat memberikan keunggulan daya saing. Di dalam perusahaan tenaga kerja merupakan motor penggerakperusahaan, aset perusahaan yang merupakan investasi bagi suatu perusahaan untuk meningkatkan pruduktivitas. Sebagai aset perusahaan, maka jaminan kesejahteraan yang diberikan oleh perusahaan terhadap buruh atau karyawan adalah kewajiban yang harus disesuaikan dengan kebutuhannya. Selain itu guna mewujudkan tujuan perusahaan, tentu perlu adanya kompensasisebagai salah satu motivasi bagi para karyawan Dalam penelitian ini Penulis menggunakan metode penelitian berdasarkan statistik deskriptif dengan pendekatan kuantitatif, sample dalam penelitian ini sebanyak 30orang pegawai Dinas Pemadam Kebakaran Kota Bandung, analisis yang digunakan yaitu analisis regresi berganda. Berdasarkan hasil penelitian diketahui Jaminan Kesehatan Kerja Dan Kompensasi Finansial secara bersama-sama berpengaruh sebesar 85,8% terhadap motivasi kerja pegawai. Adapun sebesar 14,2% sisanya disebabkan oleh variabel-variabel lain diluar variabel tersebut yang tidak dilibatkan dalam penelitian ini.


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