Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH
University of Brawijaya (UB) is a public service organization. UB in terms of implementing remuneration based on position and class of position. The civil servant remuneration system must adhere to the performance system, namely determining the amount of performance allowance, work weight, and grade...
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| Format: | Article |
| Language: | English |
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Universitas Brawijaya
2023-10-01
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| Series: | Wacana: Jurnal Sosial dan Humaniora |
| Subjects: | |
| Online Access: | https://wacana.ub.ac.id/index.php/wacana/article/view/979 |
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| author | Erma Lia Susita Siti Rochmah Ainul Hayat |
| author_facet | Erma Lia Susita Siti Rochmah Ainul Hayat |
| author_sort | Erma Lia Susita |
| collection | DOAJ |
| description | University of Brawijaya (UB) is a public service organization. UB in terms of implementing remuneration based on position and class of position. The civil servant remuneration system must adhere to the performance system, namely determining the amount of performance allowance, work weight, and grade for each position. The purpose of this study is to identify, describe, and analyze the implementation of remuneration policies that will be implemented at the University of Brawijaya, especially in the Directorate of Administration and Academic Services after the change in status of Brawijaya University to Perguruan Tinggi Badan Hukum. This research is a type of descriptive research with a qualitative approach. This research uses Edward III's Theory on Communication and Resources to assess remuneration policy implementation. The results of this study in terms of communication, the communication strategy carried out in conveying information on policy implementation from the leadership to the organizational structure below is carried out to the UB remun team in the hope that the UB remun team disseminates the information to employees in each unit and it turns out that the strategy This communication has not run optimally with the goals and objectives by the policies made. Resources that have supported each other in implementing remuneration policies in UB after UB became PTNBH. |
| format | Article |
| id | doaj-art-c225cfaf0f244c2e8be0ec0ebc288893 |
| institution | OA Journals |
| issn | 1411-0199 2338-1884 |
| language | English |
| publishDate | 2023-10-01 |
| publisher | Universitas Brawijaya |
| record_format | Article |
| series | Wacana: Jurnal Sosial dan Humaniora |
| spelling | doaj-art-c225cfaf0f244c2e8be0ec0ebc2888932025-08-20T02:30:05ZengUniversitas BrawijayaWacana: Jurnal Sosial dan Humaniora1411-01992338-18842023-10-01264https://doi.org/10.21776/ub.wacana.2023.026.04.01Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBHErma Lia Susita0Siti Rochmah1Ainul Hayat2Universitas BrawijayaUniversitas BrawijayaUniversitas BrawijayaUniversity of Brawijaya (UB) is a public service organization. UB in terms of implementing remuneration based on position and class of position. The civil servant remuneration system must adhere to the performance system, namely determining the amount of performance allowance, work weight, and grade for each position. The purpose of this study is to identify, describe, and analyze the implementation of remuneration policies that will be implemented at the University of Brawijaya, especially in the Directorate of Administration and Academic Services after the change in status of Brawijaya University to Perguruan Tinggi Badan Hukum. This research is a type of descriptive research with a qualitative approach. This research uses Edward III's Theory on Communication and Resources to assess remuneration policy implementation. The results of this study in terms of communication, the communication strategy carried out in conveying information on policy implementation from the leadership to the organizational structure below is carried out to the UB remun team in the hope that the UB remun team disseminates the information to employees in each unit and it turns out that the strategy This communication has not run optimally with the goals and objectives by the policies made. Resources that have supported each other in implementing remuneration policies in UB after UB became PTNBH.https://wacana.ub.ac.id/index.php/wacana/article/view/979implementationemployee remunerationrewardedward iii |
| spellingShingle | Erma Lia Susita Siti Rochmah Ainul Hayat Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH Wacana: Jurnal Sosial dan Humaniora implementation employee remuneration reward edward iii |
| title | Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH |
| title_full | Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH |
| title_fullStr | Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH |
| title_full_unstemmed | Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH |
| title_short | Implementation of Employee Remuneration Policy After Change of Status University of Brawijaya to PTNBH |
| title_sort | implementation of employee remuneration policy after change of status university of brawijaya to ptnbh |
| topic | implementation employee remuneration reward edward iii |
| url | https://wacana.ub.ac.id/index.php/wacana/article/view/979 |
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