Discipline

Business administration

Abstract

The consumer finance industry in the Philippines is growing amid rising competition and changing workforce expectations, pushing organizations to enhance HR strategies to sustain performance. However, many sales-driven institutions face ongoing challenges in maintaining high levels of employee motivation. This study focused on Home Credit Consumer Finance Philippines, specifically the selected branches of SM San Lazaro and SM Manila, to examine the relationship between incentive programs and employee motivation among sales associates. The study highlights how well-structured and transparent incentive systems may be associated with higher motivation, job satisfaction, and organizational performance in a competitive financial services environment. A descriptive-quantitative research design was used to determine the relationship between incentive program and employee motivation. This allowed researchers to examine variables without manipulation. Seventy-one sales associates were selected through consensus sampling technique. Data were collected using a structured questionnaire. Statistical tools included frequency and percentage, weighted mean, Mann Whitey U-test, Kruskal Wallis H-test, Pearson r, and ranking to analyze and interpret results. Results indicated strong employee agreement on the effectiveness of incentive programs, particularly the Quarta Bonus (CWM = 3.34), Referral Bonus (CWM = 3.26), and Sales Associate Bonus (CWM = 3.34), all rated Strongly Agree, indicating favorable perceptions of their relationship with performance and sales achievement. Among non-monetary incentives, Gift Certificates (CWM = 3.38) and Certificates (CWM = 3.32) were highly valued, highlighting the importance of recognition. The EADA Account (CWM = 3.13, Agree) suggests room for improvement. Employees reported high motivation in Job Satisfaction (CWM = 3.29) and Recognition and Achievement (CWM = 3.28), while Work-life Balance (CWM = 3.15, Agree) was generally positive. A strong positive correlation (r = 0.75, p = 0.001) indicates that effective incentive programs are significantly associated with employee motivation and performance. In conclusion, the study indicates that effective and transparent incentive programs are significantly associated with employee motivation and performance among sales associates at Home Credit Consumer Finance Philippines. Strengthening both monetary and non-monetary rewards may support job satisfaction, engagement, and organizational competitiveness in the financial services sector.

Keywords

motivation, home credit, sales associate, consumer finance, financial services, incentive program