This is slide of paper

1. SUPERVISOR :
DR. LILIS YUANINGSIH, SE., M.SI
THE EFFECT OF COMPENSATION AND
WORK DISCIPLINE ON THE PERFORMANCE
OF REGIONAL REVENUE AGENCY
EMPLOYEES (BAPPENDA) IN CIANJUR
DISTRICT
LISPI APILIANI ADAWIAH
514211202131
PRESENTED BY

2. 1 INTRODUCTION
II THEORY
III
OBJECT AND RESEARCH
METHODOLOGY
IV RESULT AND DISCUSSION
V CONCLUSION
OUTLINE

3. BACKGROUND OF
THE PROBLEM
(Mangkunagara, 2018) performance or job performance
or actual performance, namely the results of work in
quality and quantity achieved by an employee in
carrying out his duties in accordance with the
responsibilities given to him.
This research was conducted at the Regional Revenue
Agency (Bappenda) of Cianjur Regency, where there
were problems with employee performance as seen
from the 4 dimensions of performance, namely quality,
quantity, implementation of duties and responsibilities.

4. Uraian
Tahun
2021 2022
Target Realisasi % Target Realisasi %
PAD 738.222.744.767 792.907.706.917 107,41 829.082.546.909 634.967.163.312,29 76,59
AD 182.273.728.515 193.906.627.727 106,38 237.248.060.043 236.235.443.330,00 99,57
RD 23.536.408.109 17.925.556.338 76,16 29.719.779.808 23.163.031.163,00 77,94
Based on the table above regarding the target and realization of
regional income, it can be seen from the income item that the target
has not been reached and has even decreased. This means that the
quality of employee performance at the Regional Revenue Agency of
Cianjur Regency has decreased. This is of course a very important
concern because this institution has an important role for regional
development.
BACKGROUND OF THE
PROBLEM

5. 0
50
100
150
200
250
300
350
400
Triwulan 2 Triwulan 3 Triwulan 4
225
278
370
Ketidakhadiran pegawai periode 2022
Katidakhadiran
Based on the figure above, it can be
seen that the employee absence rate
is very high and increases every
quarter and even up to the fourth
quarter, there were 370 employees
who were absent from work. The
absence of this employee has the
category of permission and
negligence. The absence of
employees certainly greatly affects
the performance of Bappenda Cianjur
Regency. Work focus and targets were
not achieved due to lack of job-desc
work which should have been
completed in the near term but on
the contrary, which required a long
time.
BACKGROUND OF
THE PROBLEM

6. Interviews also reveal a fourth dimension.
Accountability-based performance issues.
Employees are late for work. This means that the
management of Cianjur Regency still has no
concern or demands for regulated work discipline.
The researchers also found, after interviewing
human resource managers, that employees still lack
discipline in carrying out company-mandated tasks
and are slow to complete work on time, a serious
problem. I also encountered connection issues.
Because it interferes with the achievement of
company goals. Good work discipline leads to
better employee performance, because work
discipline can affect employee performance results.
Based on the results of interviews with
researchers, the problem of decreasing
performance can also be seen based on the
third performance dimension, namely the
implementation of tasks where it was also
found that the handling of problems faced
by the community or other taxpayers had to
wait quite a long time for the administrative
process. This can disrupt the speed of
carrying out tasks and overall institutional
performance Bappenda Cianjur Regency.
BACKGROUND OF
THE PROBLEM

7. RESEARCH GOALS:
1. find out how much influence compensation has
on the performance of regional revenue agency
employees (Bapenda) in Cianjur Regency
2. To find out how much influence work discipline
has on the performance of regional revenue
agency employees (Bapenda) in Cianjur Regency
3. To find out how much influence compensation
and work discipline have on the performance of
regional revenue agency employees (Bappenda)
in Cianjur Regency
FORMULATION OF RESEARCH :
1. How big is the influence of compensation on the
performance of regional revenue agency
employees (Bapenda) in Cianjur Regency?
2. How much influence does work discipline have
on the performance of regional revenue agency
employees (Bapenda) in Cianjur Regency?
3. How much influence does compensation and
work discipline have on the performance of
regional revenue agency employees (Bapenda)
in Cianjur Regency?

8. FRAMEWORK OF THEORY
COMPENSATION
WORK
DISCIPLINE
PERFORMANCE
COMPENSATION
(Sudaryo et al., 2018) that compensation is the
total of all rewards received by employees as a
substitute for the services they have provided.
WORK DISCIPLINE
According to (Sutrisno, 2019) discipline is an
attitude of willingness and willingness of a
person to comply with and comply with the
regulatory norms that apply around him.
PERFORMANCE
(Mangkunagara, 2018) performance or job performance or
actual performance, namely the results of work in quality and
quantity achieved by an employee in carrying out his duties
in accordance with the responsibilities given to him

9. Effect of compensation on employee performance at
PT. self-sufficient, united and mighty in Serang, Banten
Effect of work discipline on employee performance
The Effect of Compensation and Work Discipline on
Employee Performance at PT. Pos Indonesia Dc Ciputat
PREVIOUS RESEARCH AND
SUPPORTED THEORY
Ahmad Eko
Adi (2021)
Muhammad
Zaenal Arifin
dan Hadi
sasana
(2022)
Angga
Pratama
(2020)

10. PARADIGMA PENELITIAN

11. HYPOTHESIS

12. Variable
Operational
Variabel Dimensi Indikator Skala
Kompensasi (X1) (Hasibuan, 2021)
kompensasi merupakan semua
pendapatan yang berbentuk uang,
barang langsung atau tidak
langsung yang diberikan
perusahaan sebagai tanda jasa atas
kontribusi kepada perusahaan.
Kompensasi Langsung
(Hasibuan, 2021)
Gaji Interval
Kompensasi Tidak Langsung
(Hasibuan, 2021)
Fasilitas Interval
Disiplin Kerja (X2) (Sutrisno, 2019)
disiplin kerja adalah sikap
kesediaan dan kerelaan seseorang
mematuhi dan mentaati norma-
norma peraturan yang berlaku di
sekitarnya
Kehadiran (Sutrisno, 2019) Ketepatan waktu hadir kerja Interval
Ketaatan
(Sutrisno, 2019:94)
Kepatuhan terhadap standar
kerja
Interval
Tingkat kewaspadan (Sutrisno,
2019:94)
Bersikap hati-hati Interval
Bekerja Etis (Sutrisno, 2019:94) Bekerja menjunjung nilai moral Interval
Kinerja (Y) (Mangkunagara, 2018)
kinerja adalah hasil kerja secara
kualitas dan kuantitas yang dapat
dicapai oleh seseorang pegawai
dalam melaksanakan tugasnya
sesuai dengan tanggung jawab yang
di berikan kepadanya
Kualitas (Mangkunagara,
2018:70)
Hasil kerja sesuai dengan
standar kerja (SOP)
Interval
Kuantitas (Mangkunagara,
2018:70)
Tepat waktu dalam
menyelesaikan pekerjaan
Interval
Pelaksanaan tugas
(Mangkunagara, 2018:70)
Kemampuan melakukan
pekerjaan dengan akurat
Interval
Tanggung jawab
(Mangkunagara, 2018:70)
Tanggung Jawab terhadap
pekerjaan
Interval

13. a
OBJECT & RESEARCH METHODOLOGY
OBJECT METHOD ANALYSIS OF DATA
• Quantitative Approaching
• Descriptive and Verificative
• Analysis of double linear
regression
• Validity Test
• Reliability Test
• Normality Test
• Linearity Test
• t - test
• F - Test
Kinerja
Kompensasi
Disiplin Kerja DATA COLLECTING
TECHNIC :
Field research :
Questionaire

14. Sumber : data diolah peneliti (2023)
POPULATION & SAMPLE

15. Female = 23
21-30 Yrs (50)
SMA/MA (6)
Non - PNS = 67 1-2 Yrs (68)
> 40 Yrs (14)
S1 (90)
S2 (3)
0
10
20
30
40
50
60
70
80
90
100
Gender Age Education Category Work Period
Characteristic of Respondent
Series 1 Series 2 Series 3 Series 4 Series 5

16. Nomor Pernyataan r Hitung r tabel (0,05) Ket
1 0,882 0,195 Valid
2 0,819 0,195 Valid
3 0,734 0,195 Valid
4 0,782 0,195 Valid
Nomor Pernyataan r Hitung r tabel (0,05) Ket
1 0,594 0,195 Valid
2 0,704 0,195 Valid
3 0,681 0,195 Valid
4 0,651 0,195 Valid
5 0,815 0,195 Valid
6 0,797 0,195 Valid
7 0,815 0,195 Valid
8 0,797 0,195 Valid
Nomor Pernyataan r Hitung r tabel (0,05) Ket
1 0,774 0,195 Valid
2 0,643 0,195 Valid
3 0,865 0,195 Valid
4 0,785 0,195 Valid
5 0,858 0,195 Valid
6 0,865 0,195 Valid
7 0,785 0,195 Valid
8 0,858 0,195 Valid
Variabel r Alpha
Standar
Probabilitas
Ket
Kompensasi (X1) 0,817 0,7 Reliabel
Disiplin Kerja (X2) 0,775 0,7 Reliabel
Kinerja (Y) 0,788 0,7 Reliabel

17. ANOVA Table
Sum of
Squares df
Mean
Square F Sig.
Kinerja *
Kompensasi
Between
Groups
(Combined) 769.651 15 51.310 2.414 .006
Linearity 140.315 1 140.315 6.600 .012
Deviation
from Linearity
629.335 14 44.953 2.114 .019
Within Groups 1764.531 83 21.259
Total 2534.182 98
Based on the results of statistical calculations, it can be shown in
the image above, it can be seen that the spheres in this plot have
the same distribution, that is, they are in line with the diagonal
plane. Then this plot ball also approaches and follows the
direction of the diagonal line so that it can be concluded that this
data has a normal distribution and this research instrument is
feasible to use
Based on the table above, it can be stated that the first
linearity significance value is greater than the standard
value, namely 0.012 > 0.05. The two significance
values ​​for Deviation for Linearity are greater than the
standard value, namely 0.019 > 0.05. Therefore it can be
concluded that there is a positive and linear relationship
between compensation and work discipline on
performance

18. ε

19. First, the calculated t value of the compensation
variable has a value of 0.404. When compared to the t
table value obtained from a = 5% with degrees of
freedom (df) n-k or 99-3 = 96, a t table of 1.980 is
obtained. Then t count is smaller than t table (0.404 <
1.984) then it can also be seen that the calculated
significance value is greater than the standard
significance value of 0.05 or 0.687 > 0.05, so the
compensation variable has no significant effect on
the performance of Bappenda Cianjur Regency
employees.
Second, t count is greater than t table (5.979 > 1.984).
It can also be seen that the arithmetic significance
value is smaller than the standard significance value
(0.000 <0.05), so the work discipline variable has a
significant effect on the performance of Bappenda
employees in Cianjur Regency
UJI PARSIAL ( UJI T)

20. UJI SIMULTAN ( UJI F)
Based on the table above, it can be interpreted that
simultaneously the compensation and work discipline
variables have a calculated F value that is greater than
the F table value (21.738 > 3.092), and the calculated
significance value is smaller than the standard
significance (0.000 <0.05) . From the results of this
analysis, it can be concluded that simultaneously there is
a significant influence between compensation and work
discipline on the performance of Bappenda employees
in Cianjur Regency.
Based on the R square value, the total effect of the
independent variables on the dependent variable is
31.2%. And the remaining 68.8% is influenced by other
variables not examined in this case.
ANOVAa
Model
Sum of
Squares df Mean Square F Sig.
1 Regression 789.926 2 394.963 21.738 .000b
Residual 1744.256 96 18.169
Total 2534.182 98
a. Dependent Variable: Kinerja
b. Predictors: (Constant), Disiplin Kerja, Kompensasi

21. KOEFISIEN KORELASI
Based on table above, it can be seen that the value of r
pearson compensation for performance is 0.235, which
means the level of correlation is weak. The coefficient of
determination (Kd) can be calculated as follows:
Kd = rs2 x 100%
Kd = 0,2352 x 100%
Kd = 0,055 x 100%
Kd = 5,52%
So the percentage effect of compensation on performance
is 5.52%.
Pearson's value of work discipline on performance is 0.557,
meaning that the level of correlation is strong. The
coefficient of determination (Kd) can be calculated as
follows:
Kd = rs2 x 100%
Kd = 0,5572 x 100%
Kd = 0,310 x 100%
Kd = 31,02%
Then the percentage of the influence of work discipline on
performance is 31.02%

22. CONCLUSION

23. SUGGESTION