Siti Zulaika


The low performance of employees of one of them due to poor compensation. The fi x, the system
is given additional remuneration other than salary income of employees (TPP). This study aims
to determine: the remuneration system in the District Sukmajaya; whether the application of
the remuneration can improve employee performance; and additional problems encountered
in the implementation of the remuneration. The study design is qualitative descriptive, with
a saturated sample because researchers wanted to gain a holistic overview and detailed to
answer these research objectives. The results of the study and discussion of remuneration in
the form of salaries and TPP. The amount of TPP is based on the results of the analysis of the
measured positions of responsible work. TPP is given based on the discipline and the measured
performance of the task implementation report every week to the direct superior. But in reality
the presence of an employee is unable to detect because the tools used are conventional and
do not report on the implementation tasks carried out according to the rules. Conclusion:
Remuneration in the form of salaries and the TPP is not feasible and is not fair; Remuneration
can motivate and improve employee performance, but not optimal due to poor application of
the rules; and presence are still using conventional tools. Recommendation: that TPP minimum
of salary, implementation of rules as the basis for the TPP, and soon realized the purchase of
equipment Presence automatically.
Keywords: remuneration, employee performance