Design and implement a fair and accountable remuneration system

Oct 13, 2025 by wbrum.org 129 views

The Effect of Remuneration on the Performance of Polri Members: Studies on the Spripim of the Republic of Indonesia National Police

Introduction

Remuneration is a crucial aspect of employee motivation in the context of New Public Management (NPM). It plays a vital role in encouraging the spirit of bureaucratic reform and maximizing the potential of the state apparatus to carry out government duties and functions. In the face of globalization, efficiency and effectiveness of performance are the main keys to success. This study aims to examine the effect of remuneration on the performance of SPripim members (Information and Management Services Unit) in the National Police of the Republic of Indonesia, North Sumatra.

Background

The National Police of the Republic of Indonesia is a vital institution responsible for maintaining law and order in the country. The SPripim unit is a crucial component of the police force, responsible for providing information and management services to support the police's duties and functions. The performance of SPripim members is critical to the success of the police's operations. However, the remuneration system in place may not be adequate to motivate members to perform at their best.

Methodology

This study used a purposive sampling technique to select 33 respondents from the SPripim unit in the North Sumatra region. The data analysis model used was linear regression, which focused on the influence of independent variables (remuneration) on the dependent variable (member performance). Data quality testing was carried out through a series of tests, including regression tests, normality tests, and significant tests consisting of F tests, T tests, and determination tests.

Results

The results of the study showed that there was a positive influence between remuneration and the performance of SPripim members. This indicates that the better the remuneration system is applied, the more member performance will also increase. In this context, competitive and transparent remuneration not only motivates members to improve performance but also helps create a positive work atmosphere and supports collaboration between members.

Discussion

The results of this study have several implications for management. First, it is essential for the police to design and implement a fair and accountable remuneration system. Second, training and development need to be held for members so that they can maximize the existing potential after receiving the appropriate remuneration. Third, management must also be active in conducting periodic performance evaluations to ensure that the remuneration given is proportional to the work achieved.

Conclusion

In conclusion, remuneration has a significant impact on the performance of members of the National Police, especially on SPripim in the North Sumatra region. This study suggested that the remuneration policy be taken seriously by the police, in order to improve performance and professionalism in the implementation of their duties. The good implementation of the remuneration system will not only increase motivation but also contribute to improving better public services in facing the challenges of the times.

Recommendations

Based on the findings of this study, the following recommendations are made:

Design and implement a fair and accountable remuneration system: The police should design and implement a remuneration system that is fair, transparent, and accountable. This will help to motivate members to perform at their best and create a positive work atmosphere.
Provide training and development opportunities: The police should provide training and development opportunities for members to maximize their existing potential after receiving the appropriate remuneration.
Conduct periodic performance evaluations: Management should be active in conducting periodic performance evaluations to ensure that the remuneration given is proportional to the work achieved.
Take remuneration policy seriously: The police should take the remuneration policy seriously and implement it effectively to improve performance and professionalism in the implementation of their duties.

Limitations of the Study

This study has several limitations. First, the sample size was limited to 33 respondents, which may not be representative of the entire SPripim unit. Second, the study only focused on the remuneration system and did not consider other factors that may influence member performance. Third, the study was conducted in a specific region (North Sumatra) and may not be generalizable to other regions.

Future Research Directions

Future research should focus on the following areas:

Investigate the impact of remuneration on member performance in other regions: This study only focused on the North Sumatra region. Future research should investigate the impact of remuneration on member performance in other regions.
Examine the relationship between remuneration and other factors that influence member performance: This study only focused on the remuneration system. Future research should examine the relationship between remuneration and other factors that influence member performance, such as training and development opportunities, leadership, and organizational culture.
Develop a comprehensive remuneration system: This study only focused on the design and implementation of a fair and accountable remuneration system. Future research should develop a comprehensive remuneration system that takes into account the needs and expectations of members.

Conclusion

In conclusion, this study provides valuable insights into the impact of remuneration on the performance of SPripim members in the National Police of the Republic of Indonesia, North Sumatra. The findings of this study have several implications for management and suggest that the remuneration policy be taken seriously by the police to improve performance and professionalism in the implementation of their duties.
Frequently Asked Questions (FAQs) about the Effect of Remuneration on the Performance of Polri Members

Q: What is the main purpose of this study?

A: The main purpose of this study is to examine the effect of remuneration on the performance of SPripim members (Information and Management Services Unit) in the National Police of the Republic of Indonesia, North Sumatra.

Q: What is the significance of this study?

A: This study is significant because it provides valuable insights into the impact of remuneration on the performance of police members, which can inform policy and practice in the police force.

Q: What is the methodology used in this study?

A: This study used a purposive sampling technique to select 33 respondents from the SPripim unit in the North Sumatra region. The data analysis model used was linear regression, which focused on the influence of independent variables (remuneration) on the dependent variable (member performance).

Q: What are the implications of this study for management?

A: The results of this study have several implications for management. First, it is essential for the police to design and implement a fair and accountable remuneration system. Second, training and development need to be held for members so that they can maximize the existing potential after receiving the appropriate remuneration. Third, management must also be active in conducting periodic performance evaluations to ensure that the remuneration given is proportional to the work achieved.

Q: What are the limitations of this study?

A: This study has several limitations. First, the sample size was limited to 33 respondents, which may not be representative of the entire SPripim unit. Second, the study only focused on the remuneration system and did not consider other factors that may influence member performance. Third, the study was conducted in a specific region (North Sumatra) and may not be generalizable to other regions.

Q: What are the recommendations of this study?

A: Based on the findings of this study, the following recommendations are made:

Design and implement a fair and accountable remuneration system: The police should design and implement a remuneration system that is fair, transparent, and accountable. This will help to motivate members to perform at their best and create a positive work atmosphere.
Provide training and development opportunities: The police should provide training and development opportunities for members to maximize their existing potential after receiving the appropriate remuneration.
Conduct periodic performance evaluations: Management should be active in conducting periodic performance evaluations to ensure that the remuneration given is proportional to the work achieved.
Take remuneration policy seriously: The police should take the remuneration policy seriously and implement it effectively to improve performance and professionalism in the implementation of their duties.

Q: What are the future research directions?

A: Future research should focus on the following areas:

Investigate the impact of remuneration on member performance in other regions: This study only focused on the North Sumatra region. Future research should investigate the impact of remuneration on member performance in other regions.
Examine the relationship between remuneration and other factors that influence member performance: This study only focused on the remuneration system. Future research should examine the relationship between remuneration and other factors that influence member performance, such as training and development opportunities, leadership, and organizational culture.
Develop a comprehensive remuneration system: This study only focused on the design and implementation of a fair and accountable remuneration system. Future research should develop a comprehensive remuneration system that takes into account the needs and expectations of members.

Q: What are the implications of this study for policy and practice?

A: The findings of this study have several implications for policy and practice. First, the police should take the remuneration policy seriously and implement it effectively to improve performance and professionalism in the implementation of their duties. Second, the police should provide training and development opportunities for members to maximize their existing potential after receiving the appropriate remuneration. Third, management should be active in conducting periodic performance evaluations to ensure that the remuneration given is proportional to the work achieved.

Q: What are the contributions of this study?

A: This study contributes to the existing body of knowledge on the impact of remuneration on member performance in the police force. The findings of this study provide valuable insights into the relationship between remuneration and member performance, which can inform policy and practice in the police force.