PENGARUH PENERAPAN ELEKTRONIK REMUNERASI KINERJA (e-RK) TERHADAP KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN, PENDIDIKAN, DAN PELATIHAN KOTA BANDUNG

In achieving Good Governance, the Bandung City Government implements e-Government to improve quality of its performance. The implementation is expected increase convenience, efficiency and accessibility public services. One form e-government implementation, Personnel, Education Training Agency (BKPP) a Dynamic Work Allowance (TKD) system based on Electronic Performance Remuneration (e-RK). -RK affects achievement employee performance as so that it can give birth solutions or recommendations for smooth activities in government agencies, especially city Bandung. research method used quantitative approach. To measure which dimensions are inadequate, authors use TPC (technology chain) theory from Goodhue Thompson (1995) shows four including Task Characteristics, Technologies Task-technology fit, Utilization. Mitchel's Sedarmayanti (2001) where there five assessing performance, namely Promptness, Quality Work, Initiative, Communication, Capability. ). researcher sampling technique, proportionate stratified random technique with total sample 46 people. results showed e-RK had high effect BKPP employees. contribution given by an 87.8% Then rest much 12.2% influence other contributions not examined this study. Based hypothesis test, value tcount > ttable (17.807 >2.01537) was obtained. So be concluded Ho rejected significant Dalam mencapai Pemerintah Kota menerapkan untuk meningkatkan kualitas kinerjanya. Penerapan diharapkan dapat kenyamanan, efisiensi serta aksesibilitas yang dari pelayanan publik. Salah satu bentuk penerapan e-government, Badan Kepegawaian, Pendidikan, dan Pelatihan sistem pemberian Tunjangan Kerja Dinamis berbasis Elektronik Remunerasi Kinerja (e-RK).Tujuan dilakukannya penelitian ini yaitu menjelaskan apakah E-RK berpengaruh terhadap tercapainya kinerja pegawai sesuai sehingga bisa melahirkan solusi ataupun rekomendasi bagi kelancaran pelaksanaan kegiatan di instansi-instansi pemerintah khususnya Metode digunakan pendekatan kuantitatif. Untuk mengukur dimensi mana tidak memadai, penulis menggunakan teori menunjukan empat diantaranya Characteristic, Adapun ialah Mitchel dalam dimana terdapat lima menilai kinerja, Ketetapan Waktu (Promptness), Kualitas (Quality Work), Inisiatif (Initiative), Komunikasi (Communication), Kemampuan (Capability). Peneliti teknik penarikan sampel dengan jumlah sebanyak orang. Hasil menunjukkan bahwa tinggi BKPP. kontribusi diberikan sebesar 87,8% Pegawai. Kemudian sisanya 12,2% merupakan pengaruh lain diteliti pada ini. Berdasarkan uji hipotesis, diperoleh nilai thitung ttabel (17,807 >2,01537) . Sehingga disimpulkan ditolak signifikan Pegawai