Periodic Salary Research Articles

The Impact of Pay and Perquipment on Worker Performance at UD Nilam Sari Nganjuk

This study examines the impact of pay and perquisites on worker performance at UD. Nilam Sari Nganjuk. The research aims to identify the extent to which financial compensation and non-financial benefits influence employees' productivity and job satisfaction. Using a quantitative research design, data were collected through surveys distributed to 50 employees of the company. The findings indicate a significant positive relationship between pay and worker performance, suggesting that competitive salaries motivate employees to perform better. Similarly, the provision of perquisites, such as bonuses, allowances, and welfare benefits, was found to enhance employee satisfaction and overall productivity. The study concludes that optimizing both pay and perquisites can serve as a strategic tool to boost worker performance and organizational effectiveness. Recommendations for the company include periodic salary reviews and the introduction of innovative employee benefits to sustain motivation and improve performance. Keywords : Worker Performance, Financial Compensation, Non-Financial Benefits, Job Satisfaction, Productivity

Financial and Non-Financial Compensation on Employee Productivity

Purpose: This study examines the effect of financial and non-financial compensation on employee productivity at Bank Papua, Abepura Branch. Using reinforcement theory and expectancy theory, it investigates how both forms of compensation affect employee motivation and performance. Research Design and Methodology: This study utilized a quantitative approach, using surveys and statistical analysis to assess the relationship between compensation and productivity. Data was collected from employees at the Abepura Branch of Bank Papua. Both financial compensation (e.g., salary, bonus) and non-financial compensation (e.g., recognition, career development opportunities) were measured and analyzed for their impact on employee productivity. Findings and Discussion: The findings show financial and non-financial compensation's vivacious and significant effect on employee productivity. The findings are consistent with motivation and fairness theories, indicating that fair and competitive compensation encourages employees to work harder and perform better. The discussion emphasizes the importance of a balance between both forms of compensation to improve overall productivity and organizational performance. Implications: This research highlights practical implications for management at Bank Papua, Abepura Branch. It indicates the need for greater attention to the compensation structure to ensure employee satisfaction and motivation. Recommendations include periodic salary reviews and adjustments, developing incentive programs based on individual and team performance, and creating a supportive work environment.

Sistem Informasi Manajemen Kepegawaian Penentuan Karyawan Terbaik Menggunakan Metode Analytical Hierarchy Process (AHP) Di PT.Nerangi Sarana Karya Berbasis Web

In the era of information and technological developments that are very rapid as it is today, in the context of managing human resources in a company or what is known as a personnel management information system.The problems faced by PT. Manage the work facilities, namely until now, the personnel data management is still using a manual system that has not been properly computerized, does not have a database as a data storage medium, does not share data over the network and still uses hardcopy printouts.Seeing the problems that occur in the personnel administration subdivision of PT. Serang the means of work, the author intends to develop a web-based personnel information system (SIMPEG) to handle staffing master data, employee data, promotion data, and periodic salary increase data. using PHP and MySQL. The system development method that I use is AHP.In the end, this system can provide output to its users in the form of a promotion decree, a regular salary increase decree and employee reports. Employee Recapitulation Report. Promotion report. Periodic salary increase reports

ВОПРОСЫ СОВЕРШЕНСТВОВАНИЯ МОТИВАЦИОННОЙ СИСТЕМЫ ПРЕДПРИЯТИЯ (НА ПРИМЕРЕ ОАО «ДЕНЕБ»)

The article discusses the issues of scientific substantiation and development of the motivational system of the leading enterprise of the food industry of the Republic of Dagestan, JSC Deneb. The company's internal accounting and policy documents, which disclose the principles and methods of rewarding employees for their work, served as the information basis for the work. The compensation and incentive programs at the enterprise in question include periodic salary reviews, the payment of one-time bonuses, the implementation of a bonus system depending on the individual achievements of employees, the introduction of sales promotion strategies, etc. The factors and measures influencing the improvement of the efficiency of the company's personnel management system are analyzed. It is noted that as part of the development of a project to improve the labor incentive system at JSC Deneb, a personnel strategy based on well-thought-out criteria for salary graduation and the entire system of financial incentives for employees is now being successfully implemented. The methodology for calculating bonus payments to the company's staff is given. If the financial incentives for the Deneb sales team are based on a monthly revenue and sales plan, then bonuses for administrative and support staff are based on the overall performance of this company. The financial analysis allowed us to conclude that the company's development is sustainable, which is achievable only with a high level of social guarantees for its employees. When studying incentive mechanisms, problems related to the promotion of employees on the career ladder, the separation of responsibilities and powers, the structuring and regulatory design of the labor process were identified. The revealed shortcomings in the company's human resource management emphasize the relevance of work to further improve its motivation system.

Analisis Efektivitas Sistem Pengendalian Manajemen Atas Penggajian Pegawai Dan Non Pegawai Pada Kantor Camat Medan Timur

Effectiveness is a measurement in the sense of achieving predetermined goals. Management Control System is a collection of elements that are interconnected and interact in one unit to carry out a process of achieving a main goal. Salary is part of the largest compensation provided by the agency as remuneration for its workforce. The East Medan Sub-District Office located in the Medan area, North Sumatra is one of the government agencies that functions as a community service. The research that the author conducted aims to analyze the Effectiveness of the Management Control System for Employee and Non-Employee Payrolls at the East Medan Sub-District Office. This study uses qualitative research methods that are descriptive and tend to use analysis. The data collection stage is carried out through interviews, literature studies, and there is also an addition from searching on the website. The types of data used in this study are Primary and Secondary Data. In this study, the authors analyze the existing data using a Data Processing Application (Software NVivo 11 Plus), which can be proven by a Model (Brainware Analysis). Based on the analysis carried out, it was concluded that the cause of the delay in the effectiveness of the management control system on the payroll of employees and non-employees at the East Medan Sub-district Office, namely due to lack of supervision, as well as the unequal time of payroll. Meanwhile, the obstacles that hinder the effectiveness of the management control system on employee payroll are the Delay in Reporting Periodic Salary Increases/ Promotions, and the efforts made in the various problems faced, namely reporting employee salaries or ASN (State Civil Apparatus), and updating employment data, so that they become better and more effective.

Sistem Pendukung Keputusan Penilaian Kinerja Guru Dengan Metode Saw Pada Man 2 Tebo

MAN 2 Tebo is a high school under the auspices of the Ministry of Religion which is engaged in the field of Religion and Education. The development of a madrasa is determined by the number of students who register at the madrasa, of course with this increase it requires teachers who are competent and perform well in teaching. To improve good performance, of course, through teacher performance assessment, it is a very important thing in an educational institution. In this case, the process of assessing teacher performance is only limited to an assessment system for periodic salary and rank increases and there is no appreciation in terms of teacher performance appraisal. This is what causes the teacher to be a little unmotivated in performance. Therefore, based on these conditions, a teacher performance appraisal decision support system is needed that helps the head of madrasah in assessing teacher performance based on existing criteria. So the final result of this research is the design of a teacher performance appraisal decision support system with the SAW method which aims to facilitate decision making in determining teacher performance accurately and consistently.

Implementation of Integrated System Related to Website-Based Employee Data Management

The purpose of this study is to implement the restful method of the subsystem into a website-based integrated system for managing employee data and to update the employee data management system in an integrated manner. Data collection methods used are observation, interviews, and library studies. The method used is the Rest method, better known as RESTful, in principle, a request for data to a RESTful web service is actually a reference or basic request in the delivery of resources through the media website. The results of the study prove that the resource itself is interpreted as anything that can be stored on internal digital storage data and displayed as an array of bits in the form of a softcopy of data or a blueprint of data, where the goal is to create a system that has good performance, is fast and easy to use. developed (scale) especially in data exchange and communication. The conclusion of this study is that the results of the implementation of an integrated system of data on periodic salary increases, promotions and employee leave are the solution to the problems that exist at the PSDKU State Polytechnic of Creative Media Makassar

Sistem Pendukung Keputusan Penilaian Karyawan Terbaik Dengan Metode SMART Pada AJB. Bumiputera 1912 wilayah Jambi

AJB. Bumiputera 1912 is one of the national companies engaged in insurance. Improving the quality of Human Resources, one of which is through the assessment of the best employees, is a non-negotiable priority if the company wants to get maximum business results and loyal employees. So far, the employee performance appraisal process is based on the assessment of the criteria for the last one year that has been determined based on the decision letter of the board of directors and contained in the Work Assessment Sheet (LPK) and the assessment is limited to the basis for determining periodic salary increases. This results in employees not being motivated to give their best and career stagnation. Based on these conditions, a decision support system for selecting the best employees is needed that can help managers determine the best employees based on existing criteria. So the final result of this research is the design of a decision support system for selecting the best employees with the SMART method which aims to facilitate decision makers in determining the best employees accurately and consistently.

Development of Religious Activities for Science Teachers as an Effort to Integrate Islamic Values in Science Learning

This study aims to reveal the spiritual activities programmed by Madrasah Tsanawiyah Ja-alHaq for teachers, how Madrasah Tsanawiyah Ja-alHaq manages these activities, and the benefits of these activities for science learning in madrasas. This activity is carried out by interview technique. Data analysis was carried out by means of data reduction, data display, and conclusion drawing/verification. The results showed that the spiritual activities programmed for teachers at Madrasah Tsanawiyah Ja-alHaq included dhuha and zuhur prayers in congregation, reading sholawat, Asmaul Husna, reciting yanbu'a, monthly manaqib reading activities, recitation of the Taklim Almutaalim book and the matan salim taufiq book. These programs are determined based on the decisions of the teacher council meeting and coordination with the Ja-alhaq foundation management. To ensure the implementation of these activities, madrasah madrasas carry out monitoring and evaluation and make these activities one of the criteria for promotions or periodic salary increases for teachers. Through these activities, teachers are expected to increase their understanding of religious insight and be followed by improving the quality of worship. In teaching and learning activities for Science at Madrasah Tsanawiyah Ja-alHaq the teacher has been able to link the subject matter with the behavior of being grateful to Allah SWT for all the blessings given, the teacher also invites students to improve the quality of their worship by getting used to starting and ending learning by praying, and through learning Science students are invited to see the greatness and majesty of Allah SWT.

URGENSI IZIN BELAJAR BAGI PNS YANG AKAN KULIAH (Studi Kasus di SMPN 1 Moro Kab. Karimun)

This study uses a descriptive qualitative approach, where researchers are the key instrument. The data collected were obtained from observations, interviews, and documentation. The data analysis technique used is triangulation, with the addition of several relevant sources. This study discusses the urgency of study permits for civil servants who will study. This phenomenon involves several civil servants who face obstacles in managing promotion through the diploma adjustment route due to not having a study permit issued by the Karimun Regency BKPSDM. The Regent of Karimun has issued a circular explaining the procedure for obtaining study permits for civil servants who will study. However, there are still civil servants who do not comply with these regulations and choose to continue studying without having a study permit. This phenomenon also occurs at SMPN 1 Moro, where several civil servants who have finished college but experience problems in the process of managing promotion through the diploma adjustment route. Based on this background, this study aims to explore the reasons behind the decision of civil servants to continue studying even without a study permit. From the results of the study, it was obtained that the lack of information regarding study permits and the issuance of Law number 14 of 2005 caused civil servants at SMPN 1 Moro to continue studying even without a study permit. The distance and topography separated by the ocean are also the reasons why civil servants at SMPN 1 Moro do not take care of study permits until completion. It was also found that the impact felt by civil servants at SMPN 1 Moro was not only an obstacle in class promotion, but also had an impact on periodic salary increases.

Perancangan Sistem Kenaikan Gaji Berkala Berbasis Java Pada Sekretariat Daerah Kabupaten Aceh Tengah

Purpose: To create a model of a periodic employee salary increase system that is useful for simplifying the fast, good, and efficient processing of employee rank and salary reports in this application, facilitating all types of administration (Wijaya, 2019). Research Methods: what is needed to apply for a periodic salary increase which is included in the KGB Submission menu which contains the requirements and files that must be completed for the progress of the salary increase, (Wardhani, Trinoto, & Kuncoro, 2021). Results: to find out the process and results of submitting periodic salary increases for employees at the Regional Secretariat of Central Aceh Regency (Setdakab) with the validation and results menu, users can easily monitor the submission of periodic salary increases that have been submitted, can quickly determine to what extent the process has been running so it works.

Implementation of Service Oriented Architecture in Cloud Computing for Periodic Salary Increment

Technological advances are used to help improve government performance in matters relating to the use of technology in the process of Periodic Salary Increment, which is the task of the sub-division of staffing at the Regional Government Forestry Service Office of West Java Province. Judging from the document for Standard Operating Procedures (SOP) for the subdivision of the West Java Provincial Government Forestry Service office in 2018, in the work process section of periodic salary increases with stages that require time and energy so that the performance process appears less effective. So that it implements a system that can complete the periodic salary work process using the Cloud Computing-based Service-Oriented Architecture (SOA) method. The purpose of using cloud computing is to increase reliability and flexibility without increasing computing costs. Cloud computing has become a solution and opportunity for the development of the Information and Communication Technology (ICT) industry to get better advantages over other technologies. On the other hand, the user does not need to see or have knowledge of the physical location and system configuration of the service. This research resulted in the performance of the sub-division of the staffing of the West Java Provincial Government Forestry Service in the process of making regular salary increases more effective. And from the test can prove that 74.74% of the questions answered "Yes" are successful.

Monitoring System Building Plan For Risk Of Civil Office

The development of increasingly rapid information technology requires companies to have a system that is able to provide data and information quickly and accurately. Tangerang Regency Education Office is a government agency in charge of controlling the education sector. In its business process, the Education Office still faces difficulties in obtaining reports on employment in periodic salary increases, because the system used is still using the help of Microsoft excel application software that is semi computerized, so that every data reported often has errors in providing civil servant salaries. Based on these problems Tangerang District Education Office is in dire need of an automated computer system that can control the regular salary increases of civil servants effectively and efficiently. As a tool to help in object-oriented programming language, Unified Modeling Language (UML) is used to describe the system, while data collection techniques use observation, interview, and literature study methods, so that the system can be monitored properly, effectively and efficiently using MySql databases, and PHP.
 Keywords: Staffing, Periodic Salary Increase, Controlling, Web.

Sistem Informasi Kenaikan Gaji Berkala Pns Pemerintah Provinsi Kepulauan Riau

Periodic Salary Increases is a kind of salary increases given to civil servants once in two years who is qualified according to the law. Making a Periodic Salary Increases Letter in Provincial Government of Riau Island. is still in manual process by typing the letter one by one and saved in Staffing Administrator's computer. This might cause an incorrect in Periodic Salary Increases Decree. Moreover, any trouble in the administrator's computer could also cause files lost and make Periodic Salary Increases Decree arrived late at BPKAD of Province of Riau Island.. From cases above, we need a Periodic Salary Increases Information System based on website to support Staffing create Periodic Salary Increases Decree.Author design a modeling system using structured method: Context Diagram, DFD, and ERD (Entity Relationship Diagram). This research produce Periodic Salary Increases Information System to process Periodic Salary Increases Decree, requirements, and to produce Periodic Salary Increases Decree until it suitable to send to BPKAD of Province of Riau Island.

Occupational therapy workforce in India: A National survey

Background: Workforce data offer critical information to thrust a profession forward. The insights generated through workforce data provide foundations for benchmarking and advocacy initiatives pertaining to a given profession. Periodic salary surveys help professionals monitor trends and gauge the growth of their profession. Objectives: To determine the average compensation of occupational therapy practitioners in India and benchmark the profession's growth against 2015 workforce data. Study Design: The survey research design was used to conduct this study. Methods: The electronic survey used in 2015 salary survey study was modified and sent via e-mail and social media to Indian occupational therapy practitioners identified through convenience and snowball sampling. Data were collected from October 1, 2018, to October 27, 2018. Results: The number of responses received was 191. The average salary range of full-time OT practitioners in India was 35,001–45,000 Indian National Rupee/month. Gender, job title, level of OT education, practice area, years of experience, and geographical region influence the compensation received by OT practitioners in India. The profession has demonstrated a notable growth in multiple fronts. Conclusions: Occupational therapy in India is in growth trajectory. This workforce study points to the continuing demand for occupational therapists in India. Further, in-depth exploration is recommended.

‘Wage’, ‘Salary’ and ‘Remuneration’: A Genealogical Exploration of Juridical Terms and their Significance for the Employer’s Power to Make Deductions from Wages

The Supreme Court in Hartley v King Edwards VI College (2017) has confirmed that an employee who refuses to work in accordance with his contract forfeits his right to be paid for the duration of the breach. The decision extends to professional employees paid a periodic salary the principle established in Miles v Wakefield MDC (1987). The present article sheds new light on these decisions by situating them within a broader debate concerning the function of the wage and the proper relationship between work and payment. Drawing on insights from economic theory, and engaging in a genealogical analysis of legal concepts, the article shows how this debate has, over time, conditioned the use of concepts such as the ‘wage’, ‘the salary’ and ‘remuneration’ in legislation and case law concerning deductions. It shows that the legal concept of the ‘wage’ is closely related to the economic idea of the wage as the price of a commodity, while the legal concepts of ‘salary’ and ‘remuneration’ are more closely analogous to the economic idea of the wage as the cost of subsistence. The courts’ tendency to confuse these concepts, and to analyse the employer’s power to deduct as a right to withhold wages for non-performance of the contract, tells us much about the implicit assumptions underpinning cases such as Miles and Hartley, and how they have shaped the path of the law.

KEPUASAN KARYAWAN TERHADAP KOMPENSASI DAN PENILAIAN KINERJA (Studi Kasus di Perusahaan X)

Banking institutions is one of the businesses that have a competitive climate, where change and innovation banking services happen very quickly, it requires the company to keep pace with the changes and survive the competition that kept rolling, and therefore very important for the company to optimize its resources, the main one of which is human resources. SDM is a live production factors, where each company has their own way of doing the development of human resource management, human resources management but is commonly applied in the company. In the face of any change, HRM should be able to match what is needed to deal with these changes and achieve company goals. for that, we need the collective contribution of human resources, so that the necessary performance management activities , because if the human resources in the company can understand the contribution expected from them and have received support, the understanding of the purpose and job satisfaction will increase (Costello, 1994:6) so that the ideal of understanding and its application will affect the job satisfaction of human resources. This study aimed to determine the effect of the implementation of the performance management and compensation on employee job satisfaction in Bank X where this study took a sample of some branches that are supposed to represent and employees were asked to complete a questionnaire and interviews. Results of questionnaires collected was processed and the analysis of qualitative and quantitative . From these results it can be concluded that the salary provided by Bank X sudan pretty good but still needs to be improved periodic salary increases in accordance with the increase in cost of living and Bank X still need to also increase the benefits and facilities provided to the employees. Moderate Performance Management at Bank X still have to reduce the level of subjectivity superiors and also need to clarify the standard in accordance with IEC standards work in each job position.

Nationwide survey of work environment perceptions and dentists' salaries in community health centers

Experienced private practitioners make up a significant proportion of dentists entering community health center (CHC) practices. The authors conducted a study to identify sources of dissatisfaction that affect the retention of these dentists and to determine current CHC dentist salaries. CHC dentists nationwide were surveyed regarding salary and job satisfaction indicators. The authors mailed 569 surveys, and the response rate was 73.8 percent. The authors explored associations between job satisfaction indicators, salaries and dentists' intentions to leave the CHCs. Practitioners in private practice are the largest group of dentists recruited by CHCs (54.5 percent). However, 31.2 percent of currently employed dentists do not intend to remain in CHC dental practices. Salary was not associated significantly with the intention to leave. Years of experience, freedom of professional judgment, altruistic motivation, importance placed on loan repayment and amount of administrative time allowed were associated significantly with career change intentions. Periodic salary surveys can monitor factors associated with recruitment and retention of dentists in community and migrant health centers, and standardized exit surveys can identify factors causing dissatisfaction among dentists who leave. Employment opportunities in public nonprofit practices are increasing under current federal grant programs. However, unless job satisfaction issues are addressed adequately with dentists in social safety net programs, additional work force needs will not be met.

The perceived instability of tax legislation and its effect on consumption-investment decisions

During the past decade, there appears to have been an alarming decline in the flow of investment capital into ventures with uncertain returns. One factor which may have contributed to investor aversion to such investments is an increase in the perceived instability of the tax laws. This study examines the effect which this increase in the perceived instability of the tax laws may have on the two representative consumption-investment decisions of an owner-manager of a closely held corporation, namely: 1) the optimal periodic salary to draw from the corporation, and 2) the optimal time horizon for planning corporate affairs. These decisions are analyzed in the context of multiperiod optimization models. The study reveals that: 1) under certain conditions, increased tax rate uncertainty causes an increase in salary, and 2) increased tax rate uncertainty may cause a decrease in the time horizon for planning corporate affairs.

Federal Merit Pay: A Longitudinal Analysis

Pay for performance has long been a goal of federal personnel policy, but in practice few civil servants have been denied their periodic salary increases, regardless of their performance.' Merit pay, as mandated by the Civil Service Reform Act of 1978 (CSRA), bases the compensation of grades 13-15 supervisors and management officials on their rated performance. Merit pay has probably been the most complex of the CSRA's provisions for two reasons. First, the various payout mechanisms had to be established. Such questions as the appropriate size of pay pools and whether managers at the various grades/steps should receive identical salary increases for identical performance ratings had to be determined before payouts could be made. The difficulties of arriving at satisfactory solutions to these problems are reflected in the timing of OPM's comprehensive merit pay guidelines, released in draft in February 1981,' two and one-half years after the passage of CSRA, and in the last-minute General Accounting Office (GAO) intervention to alter the payout formula.3 Second, merit pay was implemented concurrently with the new, objectives-based performance appraisal system on which merit payouts would be based. This new performance appraisal system is significantly different from the trait-based systems used to rate most federal managers prior to the change. Now the elements, or components, of each job need to be specified and objective indicators of relative performance on each element must be developed. Ratings on these individualized contracts are then combined for each manager so that the performance of all the managers in a pay pool can be rated for merit pay purposes. Although there were objections to tying pay to a new, untested, performance appraisal system,4 virtually every agency in the federal government was required by the pressures of statutory deadlines to implement concurrently the new performance appraisal and merit pay systems for managers. This paper assesses the effectiveness of the new merit pay system after the initial government-wide payout in October 1981. Applying a longitudinal research design to the motivational premises on which merit pay is based, we evaluate the early reactions of employees to merit pay. We conclude with a discussion of some of the important contingencies affecting the motivational effectiveness of merit pay.