Sistem remunerasi pada perguruan tinggi negeri badan hukum (studi komparasi pada tiga ptnbh)

Astridina, . (2017) Sistem remunerasi pada perguruan tinggi negeri badan hukum (studi komparasi pada tiga ptnbh). Masters thesis, Institut Pertanian Bogor.

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Abstract

State University of the legal entity (PTNbh) was established under the law number 12 of 2012 on Higher Education. PTNbh is a form of PTN that is considered established by the government in its management. The government's expectation of PTNbh so that PTNbh can produce graduates and researchers that have competitiveness at national and international level by providing autonomy on academic and non-academic management. Presidential Regulation (Perpres) No. 138 of 2015 and Presidential Regulation no. 32 the year 2016 on Employee Performance Allowance in Environment Kemenristekdikti has excluded the provision of performance allowance for PTNbh employees, it is a form of government responsibility duty to PTNbh to pay remuneration of its own employees. Remuneration is essential to stimulate employees to perform beyond their institutional expectations. Proper remuneration management will help the organization achieve its goals of obtaining, maintaining and retaining productive employees. Dissatisfaction with remuneration can affect performance degradation, increased absenteeism, employee complaints, strikes and so on. Different perceptions of PTNbh autonomy, lack of management regulation and internal PTNbh condition differences resulted in the remuneration of PTNbh being various, both in terms of remuneration concept and the value of remuneration given to employees. The research used descriptive analysis, to analyze the appropriateness of the design of remuneration system in three PTNbh (IPB, UI and ITS) with the stages and principles of remuneration compilation, evaluating the socialization system and information system used in the application of remuneration on three PTNbh using stakes analysis. The approach used is qualitative and quantitative approach with primary data obtained from the in-depth interview with policymakers in each PTNbh and expert questionnaires. Secondary data were obtained from literature studies, scientific journals, prior research, government regulations, decisions relevant to remuneration in PTNbh. The results of this study, among others, IPB and UI have not done the preparation of remuneration with the stages of remuneration in detail and thorough both for lecturers and support staff. Although all three have used the same concept that is 3P the implementation of 3P components in each PTNbh differ depending on the internal policy of each PTNbh. The socialization system used in the three PTNbh uses tiered socialization using the Rector's letter as one of its socialization media. It is not effective enough and can lead to the wrong perception so that the purpose of the remuneration itself is not fully understood by the employee at all levels of office. The three PTNbh have used the information system in remuneration, but the integrated IPB and UI information system and UI information system have not been able to be accessed by all employees directly so that employees can know details of the remuneration component they received. ITS previously derived from PTN BLU tend to be better and detailed and obedient principles in the preparation of the concept of remuneration, equality with similar PTN, feasibility, fairness and the amount of remuneration value.

Item Type: Thesis (Masters)
Uncontrolled Keywords: kelayakan dan keadilan, otonomi, patok duga, PTNbh, remunerasi, Metode Eckenrode, feasibility and fairness, autonomy, benchmarking, PTNbh, remuneration
Subjects: Manajemen Sumber Daya Manusia
Depositing User: SB-IPB Library
Date Deposited: 13 Apr 2018 03:21
Last Modified: 13 Apr 2018 03:21
URI: http://repository.sb.ipb.ac.id/id/eprint/3088

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