Penerapan Sistem E-Remunerasi (E-Rk) dan Kinerja Pegawai

Aprisya Ayu Restu, Rini Intansari Meilani (Scopus ID: 56493077300)

Abstract


Belum optimalnya kinerja pegawai merupakan salah satu masalah yang krusial bagi organisasi karena dapat menyebabkan ketidaktercapaian tujuan organisasi. Salah satu faktor yang mempengaruhi kinerja pegawai adalah sistem remunerasi yang diterapkan oleh organisasi. Artikel ini membahas hasil analisis pengaruh penerapan E-Remunerasi Kinerja (E-RK) terhadap kinerja pegawai. Angket sebagai alat pengumpul data disebarkan kepada seluruh pegawai Dinas Komunikasi dan Informatika di salah satu kota di Indonesia yang berjumlah 69 orang. Data yang terkumpul dianalisis secara deskriptif dan inferensial. Hasil analisis deskriptif menunjukkan efektivitas penerapan E-RK berada dalam kategori cukup efektif dan kinerja pegawai masuk dalam kategori tinggi. Hasil analisis inferensial menunjukkan pengaruh yang kuat dari penerapan E-RK terhadap kinerja pegawai. Penelitian ini menyarankan perlunya mengatasi permasalahan kinerja pegawai yang belum optimal dengan cara meningkatkan kompetisi positif diantara para pegawai serta meningkatkan efektivitas pelaksanaan tugas mereka dalam bekerja melalui penerapan E-RK yang lebih transparan dan kredibel. 


Keywords


efektivitas organisasi; kinerja pegawai; sistem remunerasi elektronik

References


Alshammari, H. (2016). The role of rewards in improving the performance of customer service in government sector. Arabian Journal of Business and Management Review, 6(4), 1–5.

Andreani, F., & Petrik, A. (2016). Employee performance as the impact of transformational leadership and job satisfaction in PT Anugerah Baru Denpasar. Jurnal Manajemen dan Kewirausahaan, 18(1), 25–32.

Anggara, R. W., & Winarno, A. (2020). Pengaruh worklife balance dan budaya kerja perusahaan terhadap kinerja karyawan. Journal IMAGE, 9(1), 65–78.

Aritonang, D. M. (2017). The impact of e-government system on public service quality in Indonesia. European Scientific Journal, 13(35), 99–111.

Calvin, O. Y. (2017). The impact of remuneration on employees’ performance: A study of Abdul Gusau Polytechnic, Talata-Mafara and State College of Education Maru, Zamfara State. Nigerian Chapter of Arabian Journal of Business and Management Review, 4(2), 34–43.

Gichuhi, A. W., Abaja, P. O., & Ochieng, I. (2013). Effect of performance appraisal on employee productivity: A case study of supermarkets in Nakuru Town, Kenya. Asian Journal of Business and Management Sciences, 2(11), 42–58.

Girma, T., Lodesso, S. L., & Sorsa, G. (2016). The effect of performance appraisal on employee performance: A survey on administrative staff of Hawassa Univesity. IOSR Journal of Business and Management, 18(3), 36–44.

Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 5(15), 15–42.

Kareem, M. A., & Haseeni, Z. J. (2015). E-government and its impact on organizational performance. International Journal of Management and Commerce Innovations, 3(1), 664–672.

Khan, Z., Khan, A. S., & Khan, I. (2017). Impact of performance appraisal on employee’s performance including the moderating role of motivation: A survey of commercial banks in Dera Ismail Khan,

Khyber Pakhtunkhwa, Pakistan. Universal Journal of Industrial and Business Management, 5(1), 1–9.

Martono, S., Khoiruddin, M., & Wulansari, N. A. (2018). Remuneration reward management system as a driven factor of employee performance. International Journal of Business & Society, 19(4), 535–545.

Munyua, C. K., & Rukangu, S. (2015). Influence of remuneration on performance of banking agent workers in Meru County,Kenya. International Journal of Economics, Commerce and Management, III(11), 702–714.

Nyberg, A. J., Pieper, J. R., & Trevor, C. O. (2016). Pay-for-performance’s effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective. Journal of Management 42(7), 1753-1783.

Ren, T., Fang, R., & Yang, Z. (2017). The impact of pay-for-performance perception and pay level satisfaction on employee work attitudes and extra-role behaviors: An investigation of moderating effects. Journal of Chinese Human Resource Management, 8(2), 94–113.

Rizal, S., & Pasigai, M. A. (2017). Analisis faktor yang mempengaruhi kinerja pegawai pada Sekretariat Komisi Penyiaran Indonesia Daerah Sulawesi Selatan. Jurnal Economix, 5(2), 48–57.

Rulandari, N. (2017). The effect of supervision and professionalism on staff performance at the office of social affairs in East Jakarta administrative city. International Journal of Humanities and Social Science, 7(2), 184–192

Sari, R. N. I., & Hadijah, H. S. (2016). Peningkatan kinerja pegawai melalui kepuasan kerja dan disiplin kerja. Jurnal Pendidikan Manajemen Perkantoran, 1(1), 204–214.

Triana, Y. (2017). The influence of compensation, organizational commitment and career path to job performance employees. Journal of Applied Management, 15(1), 68–73.

Tumbuan, W., & Simanjorang, M. (2016). The influence of performance allowance and employee development to employee performance in state assets and service office Manado. Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi, 4(1), 1156–1165.

Widiansyah, F. A. (2019). Etika kerja islam sebagai faktor determinan terhadap kinerja karyawan PT. x di Kota Bandung. Journal IMAGE, 8(2), 68-76.




DOI: https://doi.org/10.17509/manajerial.v22i1.56583

Refbacks

  • There are currently no refbacks.


Copyright (c) 2023 Universitas Pendidikan Indonesia (UPI)

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Creative Commons License

Jurnal Manajerial is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

View My Stats