MENGEMBANGKAN SISTEM KOMPENSASI BERBASIS KINERJA DI RUMAH SAKIT HARAPAN MAGELANG
DEVELOPING PERFORMANCE BASED COMPENSATION SYSTEM IN HARAPAN HOSPITAL MAGELANG
Abstract
Background: Harapan Hospital has started performance
appraisal toward employees since 2010. The result of these
performance appraisal become the base for the following year's
payment. Within five years of performance appraisal, the result
hasn't improved, but decreased instead. On the other side,
employee's salary continuously increased. So, we can say that
the compensation which is received by the employee isn't
relevant with their performance appraisal, and doesn't affect the
performance's improvement, therefore evaluations and
improvements on the recent compensation system are
necessary.
Objective: The goal of this research was to develop a
performance-based compensation system in Harapan Hospital
Magelang.
Methods: This research is a case study research with a case
study research design type 1, which means holistic single case
design.
Results: Four factors that based the completeness of the Pay
Model as the foundation of the payment structure, is yet to be
fulfifilled by the recent payment system. Performance appraisal
that have been used so far is incapable of pushing better
performance, because the guide used during the performance
appraisal are too subjective that it can't diffffer each employee's
capabilities. Performance appraisal results today become the
base of the employee's salary, and this caused uncertainty
about the salary changes. Incentive is being given equally. The
perception of compensation system and its component are still
yet to be well understood by neither the company nor the
employee. There is still yet to be any agreement in formulating
performance-based compensation system because of the
employee's pessimistic behaviour and their thought, which
considers performance appraisal nothing more than routines for
formality.
Conclusion: The completeness of Pay Model is yet to be based
on performance based compensation system which are still
valid, so more evaluations and improvements have to be done,
which would resulted with a reliable compensation structure that
can be formulated and able to become an attraction for potential
employees as well as becoming a pushing factor for
performance's improvement.