Remunerasi Dan Problem Reformasi Birokrasi Di Indonesia

Abstract

Remuneration emerged as a solution to the issues of corruption that afflicts a number of civil servants (PNS) and officials in the bureaucracy. Remuneration is expected to improve their performance to be better, but in fact the opposite happened. In a number of media reports, many people who work in the government who aren't absent from corrupt practices, although they have a high salary. Remuneration, which is in the study of literature is also referred to as pay-for-performance system, the use of performance measurement associated with reward (compensation) as appropriate. With the proper compensation, employees no longer think about looking for financial benefits in ways that are not justified by law. On the other hand, the low level of compensation will affect the performance of employees is also low. The implementation of remuneration is one of the government's efforts to lead to good governance, coupled with bureaucratic reform. There is a strong link between the compensation and quality of public services. Improving the quality of public services is also determined by their motivation, but the growth of a great motivation is because of their high compensation. In its development, the remuneration is not absent from criticism. In fact, arguably the remuneration policy and objectives are often misguided. Therefore, governments need to include these policies with strict sanctions if there are employees or officials who make mistakes, disciplinary, and violated the rules.

Reformasi Birokrasi di Indonesia: Tinjauan Dari Perspektif Administrasi Publik

“…Padahal fungsi birokrasi ini menentukan kemiskinan, kesenjangan, dan pertumbuhan ekonomi suatu negara (Rasul and Rogger, 2017). Perilaku birokrat yang cenderung melalukan korupsi, kolusi, dan nepotisme (KKN) semakin mengerucutkan image negatif birokrasi publik di masyarakat (Dwiyanto et al, 2002).…”

“…Memasuki era reformasi, tantangan pemerintah Indonesia dalam mewujudkan tata kelola pemerintahan yang baik adalah dengan mengatasi krisis kepercayaan masyarakat terhadap layanan publik. Krisis yang muncul akibat bangunan birokrasi selama periode orde baru ini bahkan memicu protes di tingkat pusat maupun daerah (Dwiyanto et al, 2002;Thoha, 2012). Akibat dari perilaku birokrat yang cenderung tidak mendukung pelayanan publik telah menyebabkan tujuan awal birokrat dalam memberikan layanan publik bergeser ke arah pragmatisme dan menurunkan integritas dan kualitasnya (Horhoruw et al, 2012).…”

“…Kegagalan birokrasi dalam merespon krisis baik itu krisis ekonomi maupun politik akan mempengaruhi tercapainya good governance. Kegagalan itu sangat ditentukan oleh faktor kekuasaan, insentif, akuntabilitas, dan budaya birokrasi (Dwiyanto et al, 2002). Ternyata diantara komponen bangsa, birokrasi adalah komponen yang paling lambat berubah.…”

Kinerja Birokrasi Dalam Pemberian Reward dan Punishment Untuk Peningkatan Produktifitas Kerja Dan Pengembangan Karir Pegawai Pada Sekretariat DPRK Langsa

“…Ditinjau menggunakan teori Dwiyanto (2008), produktivitas tidak hanya mengukur efisiensi, tetapi juga efektivitas pelayanan. Produktivitas pada umumnya dipahami sebagai rasio antara input dengan output.…”

Meraih Kinerja Pegawai Melalui Disiplin Jam Kerja

“…Sulawesi Tenggara. Adapun indikator yang dapat digunakan dalam mengukur kinerja birokrasi (Dwiyanto, 2002)…”