The Impact of Performance Appraisal and Compensation to Performance of Pharmacy Technical Personnel Non-Civil Servants at Hasan Sadikin Hospital

Abstract

Kinerja adalah hasil kerja secara kualitas dan kuantitas yang dicapai oleh seorang pegawai. Penelitian ini bertujuan untuk mengetahui pengaruh penilaian prestasi kerja dan kompensasi terhadap kinerja pegawai Tenaga Teknis Kefarmasian Non-PNS Instalasi Farmasi. Metode yang digunakan adalah metode survei analitik dengan rancangan potong lintang. Sampel yang digunakan 102 karyawan instalasi farmasi kompetensi Tenaga Teknis Kefarmasian dengan status kepegawaian Non-PNS. Pengumpulan data menggunakan kuesioner dan dianalisis menggunakan analisis jalur. Hipotesis pertama penilaian prestasi kerja memengaruhi kinerja (t hitung 4,038 > t tabel 1,984). Hipotesis kedua adalah kompensasi memengaruhi kinerja (t hitung 3,739 > t tabel 1,984). Hipotesis ketiga adalah penilaian prestasi kerja memengaruhi kompensasi (t-hitung 10,208 > t tabel 1,984). Penilaian prestasi kerja dan kompensasi berpengaruh sebesar 51,68% terhadap kinerja pegawai. Penilaian prestasi kerja dan kompensasi masing‑masing berpengaruh sebesar 27% dan 24,68% sedangkan 48,32% merupakan variabel lain yang tidak diteliti. Kinerja Tenaga Teknis Kefarmasian Non-PNS Instalasi Farmasi RSUP Dr. Hasan Sadikin dipengaruhi oleh penilaian prestasi kerja dan kompensasi dengan total pengaruh sebesar 51,68%. Kata kunci: Kinerja, kompensasi, penilaian prestasi kerja, tenaga teknis kefarmasian The Impact of Performance Appraisal and Compensation to Performance of Pharmacy Technical Personnel Non-Civil Servants at Hasan Sadikin Hospital Abstract Performance is the result of the quality and quantity of work achieved by an employee. This study aimed to determine the effect of performance appraisal and compensation to performance of Pharmacy Technical Personnel Non Civil Servants. This study used analytic survey with cross-sectional study design. The sample are 102 pharmacy employees. Data was collected by using questionnaires and analyzed using path analysis. The first hypothesis is the performance appraisal affect the performance (t value 4,038 > t table 1.984). The second hypothesis is the compensation affects the performance (t value 3.739 > t table 1.984). The third hypothesis is the performance appraisal affects the compensation (t value 10.208 > t table 1.984). Performance appraisal and compensation affected employee performance by51.68%. Performance appraisal and compensation affected employee performance by 27% and 24.68% respectively, while 48.32% is other variable that is not investigated. Performance of Pharmacy Technical Personnel Non Civil Servants in RSUP DR. Hasan Sadikin is influenced among others by the performance appraisal and compensation with a total effect of 51.68%. Keywords: Compensation, performance, performance appraisal, pharmacy technical personnel

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