<![CDATA[Background: Introduction: Nursing remuneration management is a crucial strategic tool for maintaining operational efficiency and quality of care, particularly within healthcare facilities within an organizational structure. Purpose: To analyze the EFE, IFE, and IE matrices within the hospital remuneration system. Method: A qualitative descriptive design with an analytical study approach was used. Data collection was conducted through field observations and semi-structured interviews with nursing management. Data analysis used the Balanced Scorecard (BSC) framework to identify strengths, weaknesses, opportunities, and threats (SWOT) based on four organizational perspectives. The results were then presented in an EFE, IFE, and IE matrix. Results: The analysis of the EFE, IFE, and IE matrices indicated that Hospital X was in quadrant V (maintain and sustain). Based on this position, a Tower of Work (TOWS) and BSC were developed, with a prioritized strategic plan emphasizing efforts to maintain a well-functioning system and recommendations for selective development in strategic areas requiring optimization in nursing remuneration management, which is an urgent need through the shift from seniority-based to competency-based remuneration. Conclusion: Several areas require attention in developing a strategic plan, particularly the dominance of seniority in determining remuneration, subjectivity in the assessment process, and the suboptimal integration of external certification into the organization's reward system. Suggestion: This analysis is highly strategic and can provide recommendations for remuneration development. Future research is expected to further examine the development of a well-managed remuneration system for nurses. Keywords: External Factor Evaluation (EFE); Hospital; Internal Factor Evaluation (IFE); Internal-External (IE); Remuneration System.]]>
