THE ROLE OF REMUNERATION IN IMPROVING HOSPITAL PERFORMANCE

: The management of the hospital business unit is unique because apart from being a business unit, the hospital business also has a social mission. However, the performance of this hospital is also influenced by the management of the hospital, one of which is remuneration. This study aims to determine the role of remuneration in improving hospital performance. This study uses a literature review research method, while the data collection technique is carried out by exploring journals and other information relevant to the study. The results show that remuneration policies play a role in building a solid work team, supporting business strategies in carrying out the hospital's vision and mission, improving service performance and hospital financial performance, and spurring employee motivation to have a high commitment to work. Fulfill the rights and obligations of employees and hospitals, which has an impact on increasing Hospital performance and income.


INTRODUCTION
The hospital is an institution that provides top healing services according to Minister of Health Regulation number 3 of 2020 where emergency, outpatient, and inpatient assistance is available. The main function of the hospital is to provide health services to medical personnel, while administrative and technical services that are not directly related to health services are provided by non-health workers. The existence of medical personnel and nonmedical personnel as workers perform a very fundamental character in hospital organizations and is an integral part of hospital management, which is one of the key variable factors in determining hospital success (Nova, 2010).
Hospital human resources that play a major role in health services are functional medical staff (SMF) which includes general practitioners, specialists, and nurses who have an important role in determining the direction of the quality of health services provided. Doctors and nurses are entitled to income for health services that have been provided to patients (Soetisna et al., 2013). In addition, a qualified workforce is also needed so that workers can play their role as executives who are experts in organizational tasks. This quality covers various aspects of the discipline, knowledge, expertise, dedication, ideas, creativity, and responsibility (Turmidzi, 2019).
Employee performance needs to be given appropriate appreciation so that it can be a motivator for employees to work optimally. According to (Luh & Sayang, 2019), the work of each employee will increase if balanced with good remuneration and their respective jobs. Remuneration has the meaning of "something" received by employees in return for the contribution they have made to the organization where they work (Nurhayati & Supardi, 2020 Indirect compensation consists of facilities, health, pension funds, salaries during disaster leave, and so on (Diyanto & Peristiowati, 2022).
The purpose of the remuneration system in general is to attract, retain and motivate quality human resources, and for that human resource management needs to pay attention to the availability and demand of human resources. In addition to the above, the purpose of the remuneration is to attract, retain and motivate quality human resources, and for that human resource management needs to pay attention to the availability and demand of human resources. If there is an excess of labor supply, the level of compensation provided is relatively low.
On the other hand, if there is excess demand, the rate of return is relatively high.
The provision of remuneration is related to the requirements that must be met by employees in the positions they occupy, to create a balance between output and input. The more courageous an institution is to provide high remuneration can be used as a benchmark that the more successful the institution is in building the work performance of its employees because the provision of high remuneration is only possible if the institution has a high enough income and is willing to provide high remuneration in the hope that the institution will be more advanced. Providing better remuneration will encourage employees to work more productively (Diyanto & Peristiowati, 2022).

Performance
Healthcare organizations face major challenges to keep healthcare accessible and affordable. This requires them to change and improve their performance, to do so the organization must improve the performance of its employees.
Performance is the result of work and work behavior that has been achieved in completing the tasks and responsibilities given in a certain period. And leadership, job satisfaction, work motivation, and incentives together have a positive and significant effect on performance.
The results of this study show that competence, training, and motivation partially and simultaneously have a positive and significant effect on employee performance (Rivaldo Yandra, 2022).
The higher and more appropriate competence of employees in working by their fields will be able to improve employee performance Competency is the capacity that exists in a person that makes the person able to fulfill what is required by the work in an organization so that the organization can achieve the expected results". Employee competence in the field of work will cause the work done to be done faster, and with more quality, thus causing increased performance. If employee competence is more by work, the training provided is more effective and employees have strong motivation, it will significantly improve employee performance therefore employee performance is an important factor that must be considered by companies to be able to thrive in fierce competition and uncertain conditions (Pratama & Riana, 2022).