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"ABSTRAKPenelitian ini membahas tentang analisis implementasi pemberian tunjangankinerja di lingkungan Badan Kepegawaian Negara. Pendekatan penelitian adalahpost-positivis dan jenis penelitian merupakan penelitian deskriptif. Hasilpenelitian menunjukkan bahwa pemberian tunjangan kinerja dilingkungan Badankepegawaian Negara hanya mendasarkan pada unsur perilaku kerja khususnyaaspek disiplin. Meskipun Peraturan Presiden yang mengatur tentang tunjangankinerja pegawai di lingkungan Badan Kepegawaian Negara telah mengamanatkanbahwa tunjangan kinerja diberikan dengan memperhitungkan capaian kinerjapegawai setiap bulan, namun terdapat beberapa kendala dalam implementasipemberian tunjangan kinerja pegawai di lingkungan Badan Kepegawaian Negaraantara lain yaitu: pertama, aturan teknis pelaksanaan Peraturan PresidenTunjangan Kinerja Pegawai Di Lingkungan Badan Kepegawaian Negara yaituPeraturan Kepala Badan Kepegawaian Negara tidak memperhitungkan unsursasaran kinerja pegawai SKP dalam pemberian tunjangan kinerja, keduapelaksanaan manajemen sumber daya manusia SDM di lingkungan BadanKepegawaian Negara yang belum optimal sehingga menyebabkan sistemmanajemen kinerja belum dapat dilaksanakan dengan baikKata kunci: Regulasi Pemberian Tunjangan Kinerja, Manajemen KinerjaUniversitas.

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ABSTRACT

This research is analizing implementation of performance allowance in CivilService Agency BKN . The approach used in this research are post positivist.Type of this research is descriptive. The result of this research showed thatperformace allowance in Civil Service Agency BKN only base on behaviorelement such attendance and punishment. Although the regulation PeraturanPresiden that regulates employees performace allowance in Civil Service Agencyhas instructed that performance allowance given consider the expense ofemployees performance achievements every month but there are some obstaclesin the implementation of performance allowance in Civil Service Agency BKN such as first. The technical rule of regulation that regulates of employeesperformance allowances in Civil Service Agency did not take into employeeperformace target SKP as a basic for pay performace allowance but behaviorelement as a basic for pay performace allowance, second, the implementation ofhuman resource management HRM in the Civil Service Agency BKN especially performance management system not optimalized.Keywords Regulation of performance allowance, Performance management."