RECOMENDATION Based on the results of the study found that the LDR, NPLs and OEOI

469 Table 5 Simultaneous Test Results F-Test Source: Output SPSS 21.0. ANOVA Model Sum of squares Df Mean square F Sig. 1 Regression 1.843 3 .614 41.580 .000 b Residual .296 20 .015 Total 2.139 23 a. Dependent variable ROA; b. Predictors: constant, OEOI, LDR, NPLs 5. CONCLUSION Based on the background, the formulation of the problem, hypotheses, methods and research results and discussion, some conclusions can be drawn as follows: 1. In period 2010 -2015, the average value of ROA achieved by PT. Bank Tabungan Negara Pesero Tbk. amounted 1.68 and until December 31, 2015 amounted to 1.61 lower than the national banks 2.32, and other groups such as state owned banks 3.31, foreign owned banks 1.68, foreign exchange banks 1.75, non-foreign exchange banks 1.65; regional development bank 2.40, but higher than joint venture banks 1.01. The lowest value of ROA at 1.02 is achieved on III2014, while the highest value of ROA at 2.05 is achieved on IV2010. 2. Based on the results, it is concluded that the partial, LDR has positive and significant effect to ROA; The NPLs has negative and significant effects to the ROA; and the OEOI has negative and significant effects to the ROA; Simultaneously that variable LDR, NPLs and OEOI significantly influence to ROA variable. 3. The amount of the contribution or influence variable of NPLs and OEOI to the dependent variable of ROA is 86.2 while the remaining 13.8 influenced by other variables not examined in this study.

6. RECOMENDATION Based on the results of the study found that the LDR, NPLs and OEOI

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Bank Syariah Mandiri, 2 Master Of Management Program, Faculty Of Economics And Business Universitas Padjadjaran Introduction In the current era of globalization, the role of banks in promoting the economy of a country is very large. Almost all sectors related to various financial activities always require the services of the Bank. The banking industry has undergone many changes over the years, such as the increasing needs of the community with banking services, both for their taste wary of the future that makes people want to save some funds, as well as for the smooth running of their businesses. With increasing requirement, then banks should also increase the level of their service to the community, to be able to properly protect the public funds entrusted to him and be able to channel funds for the creation of the community development objectives. Human resources HR plays a very dominant in corporate activities. Success or failure in achieving the companys goals depends on the ability of human resources or employees in carrying out the tasks given so that employees are required to always be able to develop themselves proactively in a company. SDM is needed now is human resources that have the performance. Good employee performance can be seen from all sides. Therefore, performance appraisals are needed by companies to determine the extent to which employees are able to participate in the development and growth of the company. A person or groups performance is influenced by external and internal factors. External factors such as the form of labor regulations, customer desires, leadership, competitors, social values, trade unions, economic conditions, changes in work location, and market conditions. Internal factors affecting the performance of the employee group consists of intelligence, skills, emotional stability, motivation, commitment, perceptions of roles, family conditions, physical condition and characteristics of the working groups and work culture. 475 This study has three objectives in accordance with the formulation of the problem. First, this study is to investigate and analyze the corporate culture, motivation and leadership are in PT Bank Syariah Mandiri Branch Bandung Kopo. Second, this study is to determine and analyze the performance of employees at PT Bank Syariah Mandiri Branch Bandung Kopo. Third, this study is to determine and analyze the influence of corporate culture, motivation and leadership to employees performance in PT Bank Syariah Mandiri Branch Bandung Kopo either simultaneously or partially. Literature Review Human Resource Management Human resource management is a process of dealing with various issues on the scope of the employee, employees, workers, managers and other workers to be able to support the activities of the organization or company to achieve its intended purpose. Section or unit that is usually in charge of HR is a human resources department or called HR or human resource department. A.F. Stoner 2002 ; 4 Human Resource Management is an ongoing procedure that aims to supply an organization or company with the right people to be placed in the position and the right position when the organization needs it. Function Human Resources Department Dessler 2006; 4 Department of Human Resources Has Role, Functions, Duties and Responsibilities: 1. Preparation and selection a. Preparation In the process of preparation planning is the need for human resources to determine the range of work that may arise. What can be done is by estimating the vacant job, the amount, timing, and so forth. There are two factors that need to be considered in the preparation, ie internal factors such as the number of new employees needs, organizational structure, existing departments, and others. External factors such as labor law, labor market conditions, and so forth. 476 b. Recruitment Recruitment is a process to find a candidate or candidates, employees, workers, managers, or new workers to meet the human resource needs of the organization or company. In this stage to the required analysis of existing positions to create job descriptions and job specifications. c. Selection Selection of labor is a process of finding the right employment of the many existing candidate or candidates. The initial stage needs to be done after receiving the application file is viewed resume cv curriculum vittae belonging to the applicants. Then from cv applicants do sorting between applicants will be called by failing to meet the standards of a job. Then next is to call the selected candidates to do the written test exam, a job interview interview and other selection processes. 2. Development and evaluation Workers who work in the organization or company must master the duties and responsibilities. For that we need a briefing that the existing workforce can be more controlled and experts in their respective fields as well as improving existing performance. Thus the process of development and evaluation of employees is very important from the employees at both high and low levels. 3. Compensation and protection Compensation is a reward for the contribution employees regularly work from the organization or company. Compensation is very important and adapted to labor market conditions that exist in the external environment. Compensation that is not in accordance with existing conditions can cause labor problems later in life or may cause harm to the organization or company. Protection also needs to be given to workers in order to carry out its work quietly so that the performance and contribution of the worker can remain up from time to time. Motivation Motivation can be defined as the power energy someone who can create a need for someone to perform an activity, whether sourced from within the individual itself intrinsic motivation and external individuals extrinsic motivation. 477 The size of the motivation of the individual will determine much of the behavior of the display quality, both in the context of learning, work and in life. Studies on motivation have long had a special attraction for educators, managers, and researchers, particularly those related to the interests of efforts to achieve the performance achievement of a person. There are several theories of motivation, among others: 1. theory of Needs Robbins, 2006;214 The theory of motivation developed by Abraham H. Maslow was essentially revolves around the notion that humans have five levels or hierarchy of needs, namely: 1. Physiological needs: hunger, thirst, rest and sex; 2. Safety needs, not in the sense of purely physical, but also mental, psychological and intellectual; 3. Social needs, sense of belonging, well received and friendship; 4. Esteem needs, include factors such as respect for self-esteem, autonomy and achievement, as well as the respect of external factors eg, status, recognition, and attention. 5. Self actualization, availability of opportunities for someone to develop the potential contained in her that turned into real capabilities. The needs of the former physiological and second security is sometimes classified in other ways, for example by rank as a primary requirement, while others are also known by the classification of secondary needs. Through this theory it is known that human needs are not only material, but it is a psychological, mental, intellectual and even spiritual. Classical theory of Maslow increasingly used, is even said to have a correction. Completion or correction is primarily directed at the concept of hierarchy of needs expressed by Maslow. The term hierarchy can be interpreted as levels. Or by analogy means of stairs. The logic is that climbing a ladder rung means starting with the first, second, third and so on. If the concept is applied to the satisfaction of human needs, means that someone will not try to satisfy the needs of the second level, before the needs of the first level. 478 Completion and correction is felt not only appropriate, but necessary because it shows that the business of satisfying human needs take place simultaneously. That is, while satisfying their physical needs, a person at the same time want to enjoy a sense of security, to feel appreciated, needed company and want to expand. Thus it can be said that it is more appropriate where human needs are classified as a series and not as a hierarchy. In this connection, it should be emphasized that manurut Maslow: a. Needs are met that one time is likely to arise again in the future; b. The gratification of a variety of specific needs, especially their physical needs, can be shifted from a quantitative approach into a qualitative approach in gratification. c. Various those needs will not be reached saturation point in the sense of the arrival of a condition in which a person is no longer able to do anything to fulfill that need. Although thinking about the theory of Maslows needs seem more theoretical, but it has provided a foundation for the development and inspired theories of motivation oriented next needs that are more applicable.

2. Teori McClelland Theory of Achievement Requirements Robbins, 2006;222