Korelasi antara Fingerprint Dengan Kinerja Pegawai UIN Ar-Raniry

This research is a mixed Methods on the correlation between fingerprint with the performance of employee of UIN Ar-Raniry. Fingerprint is an electronic attendance record which is used by UIN Ar-Raniry to keep track the attendance of its employees; and performance is the outcomes achieved either in quantity or quality by the employees of UIN Ar-Raniry in performing the responsibilities assigned to them. The application of fingerprint at the UIN was based on the consideration that the discipline and the performance of its employees were not yet optimal. The question is then whether the fingerprint has correlated positively with the performance of employees of UIN Ar-Raniry? How effective was the fingerprint in improving the discipline of the employees of UIN Ar-Raniry? Two of those problems were studied by the researcher with concurrent embedded mixed methods. The quantitative data were collected through a questionnaires circulated to 171 employees as respondents. The respondents were selected through proportionate stratified random technique. The qualitative data were collected through interviews with 11 respondents who were selected by using purposive sampling technique. To analyze the correlation coefficient index between variable X and variable Y, the researcher adopted a simple linear product moment correlation index (rxy). The result of rxy analysis is 0.1960. This figure indicates a correlation between the two variables but very weak; and thus considered no correlation. The contribution of variable X to variable Y was only 4%, while 96% were accounted to other variables. To prove the hypotheses, tcal was counted. The result showed that tcal 2.5983 > ttable 1.9742, therefore Ho was rejected and Ha was accepted. The qualitative hypotheses testing confirmed that fingerprint has not effectively improved the employees’ discipline. The employees did the fingerprint and then left the office. As such their presence was not linear with performance improvement. The awareness and accountability toward their responsibilities are still very low. From seven performance indicators, only the indicator on attendance which was positive. No progress recorded on the quantity and quality of works since the adoption of fingerprint technique. The interview results show that LCKH is more effective in improving the discipline among the employees than the fingerprint. This findings indicated that UIN Ar-Raniry need arrange a more accurate, planned, and measurable mechanism to improve the employees’ performance in addition to fingerprint application to track the attendance. The supervisors have to oversee and keep track of the performance of their underline employees so that the employees’ performance are on the right track and measurable.