scholarly journals PENERAPAN SISTEM PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI KANTOR REGIONAL III BADAN KEPEGAWAIAN NEGARA

Asy-Syari ah ◽  
2018 ◽  
Vol 20 (1) ◽  
pp. 85-96
Author(s):  
Bina Danny R. Gani
Keyword(s):  
Human Resources ◽  
Performance Assessment ◽  
Work Performance ◽  
Objective Assessment ◽  
Civil Servant ◽  
Working Time ◽  
Assessment Process ◽  
Regional Office

Penilaian prestasi kerja PNS wajib dibuat dan disusun oleh seluruh PNS, dengan penilaian sasaran kerja pegawai (SKP) dari empat aspek yaitu aspek kuantitas, aspek kualitas, aspek waktu, dan aspek biaya. Dalam implementasinya ditemukan ketidakobjektifan yang akan berpengaruh terhadap kenaikan pangkat PNS. Tujuan tulisan ini adalah untuk menggambarkan penilaian prestasi kerja di Kantor Regional III Badan Kepegawaian Negara serta kendala dan langkah-langkah yang dapat diambil dalam mengatasi kendala yang ditemui. Pada kantor regional tersebut ditemukan bahwa penilaian prestasi kerja PNS sudah objektif untuk aspek aspek kuantitas, aspek kualitas, dan aspek perilaku kerja; dan belum objektif untuk aspek waktu dan aspek biaya. Kendala dalam aspek waktu meliputi satuan waktu yang digunakan dan karakteristik dari uraian tugas yang berbeda untuk setiap jabatan PNS.Keyword: Penilaian Prestasi Kerja, Sasaran Kerja Pegawai, Perilaku Kerja, Kenaikan Pangkat PNSAbstractWork performance assessment is required and must be arranged by every civil servant, consists four aspects of employee work target which are quantity, quality, working-time and cost. In its application, there are subjectivity in time and cost aspects evaluation, which will affect the civil servant. This paper describes the work performance assessment at the Regional Office III of State Human Resources Institution including their efforts to overcome problems  that raised in the assessment process. The results shows that the work performance assessment was executed in objective manners in each aspect excluding working-time and costs aspects, since the applied working-time is different for each civil servant type of job. Whilst in the costs aspect, minimal score was given due to low target achievement. For this reason, there is a demand to improve related regulation in formulating the time and costs aspects evaluation, in order to make a more objective assessment for all civil servant in every level.Keyword: work performance assessment, employee work target, employee behaviour,  civil servant promotion

scholarly journals ARSITEKTUR SISTEM INFORMASI PENILAIAN KINERJA PEGAWAI DI LINGKUNGAN BKD PROVINSI JAWA BARAT DENGAN METODE RATIONAL UNIFIED PROCESS

2018 ◽  
Author(s):  
Yuda Syahidin
Keyword(s):  
Information System ◽  
Performance Assessment ◽  
Work Performance ◽  
Civil Servant ◽  
Object Oriented Programming ◽  
Assessment Process ◽  
Computer Application ◽  
Design System ◽  
Programming System ◽  
Unified Process

This research aimed to know the design System Architecture of civil servant work performance assessment information system using at Badan Kepegawaian Daerah West Java Province. The research method that used in this research is using qualitative method which the data technique collection was done by observation, interview and library study that got related with subject. This system that was running is a new system of assessment that uses Sasaran Kerja Pegawai/SKP. There are some problems such as the process of assesment was using a simple computer application and database that not integrated each other. Therefore, in the result of assessment has a stack of data. The solution given to fix the existing system was building a software named civil servant work performance assessment information system. This system was built to easy the assessment process and saving the result of assessment. The design of the system was using Rational Unified Process (RUP) method and the equipment used with object oriented programming system. Keywords: performance assessment, Rational Unified Process, Sasaran Kerja Pegawai (SKP).

scholarly journals THE EFFECT OF WORK ENVIRONMENT, WORK TRAINING AND PUNISHMENT ON WORK ACHIEVEMENT OF DPRD SECRETARIAT EMPLOYEES

2021 ◽  
Vol 2 (2) ◽  
pp. 167
Author(s):  
Mulya Rosalia ◽  
Kelik Purwanto ◽  
Mayroza Wiska
Keyword(s):  
Human Resources ◽  
Hypothesis Testing ◽  
Work Environment ◽  
Quantitative Research ◽  
Work Performance ◽  
Job Training ◽  
Employee Performance ◽  
Active Role ◽  
Civil Servant ◽  
Test Reliability

Human resources are a resource needed by an organization, because human resources are sources that play an active role in running of an organization and decision-making process. The existence of human resources in a company or government agency plays a very important role. By improving quality of human resources, it is expected that employees can work productively and professionally so that employee's work performance is expected to be more satisfactory according to required work standards. This study aims to determine the effect of work environment, job training and punishment on work performance of non-civil servant employees. The case study of this research is at DPRD Secretariat of Merangin Regency. The type of research used in this study is quantitative research, sample of this research is non-civil servant employees at DPRD Secretariat of Merangin Regency. This sampling uses non-probability sampling. The tool used to collect data is in form of a questionnaire consisting of 40 questions, data is analyzed using Validity Test, Reliability Test, Multicollinearity Test, Normality Test, Heteroscedasticity Test, R2 Determination Coefficient Test, Multiple Multiple Regression Analysis Test, Partial Hypothesis Testing ( T-test), Simultaneous Hypothesis Testing (F-Test). The results of this study indicate that dependent variable work environment (X1), job training (X3) and punishment (X4) have a positive and significant effect on employee performance. 

scholarly journals Penilaian Prestasi Kerja Pegawai Negeri Silpil di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Daerah Kabupaten Bungo

2020 ◽  
Vol 4 (1) ◽  
pp. 17
Author(s):  
Ismail Buhari
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Work Performance ◽  
Civil Service ◽  
Civil Servants ◽  
Assessment Process ◽  
Human Resources Development ◽  
Development Agency ◽  
The Government ◽  
Resources Development

Human resources (HR) is a very important factor that cannot even be separated from an organization, moreover a country or government organization. The success or failure of an organization is very dependent on the ability of human resources in moving management within the organization through the form of effectiveness and efficiency. Human resources are an important asset for the organization because it is closely related to the running or not of other resources. The Bungo Regional Human Resources and Human Resources Agency (BKPSDMD) has an important role in supporting the performance of the government to improve the quality of Civil Servants in the Bungo Regency government environment in order to be able to provide the best service to the community in a professional, honest, fair and equitable manner in carrying out state duties, governance and development. The point is that Civil Servants as one of the main driving factors for the implementation of development both at central and regional levels.To see the performance of apparatus resources in accordance with what is needed or not, an assessment of work performance or performance that is objective is needed. This assessment process must be able to reflect the performance of civil servants in real terms without bias and disagreement. Moving from these thoughts, the authors are interested in conducting research under the title "Performance Appraisal of Civil Servants in the Agency for Civil Service and Human Resources Development in the Bungo District" Civil aims to make research writing and its application become easy and structured. Therefore, the authors limit research on the Performance Appraisal of Civil Servants in the Civil Service and Human Resources Development Agency of the Bungo District. Based on the results of research on the Performance Appraisal of Civil Servants in the Civil Service and Human Resources Development Agency of the Bungo District, the authors assess the Performance appraisal of the Civil Service and Human Resources Development Agency of the Bungo District has been running quite effectively. There are Inhibiting Factors in the Performance Evaluation of Civil Servants in the Civil Service and Human Resources Development Agency of the Bungo District, both internal and external, so that in the future can make efforts in the assessment of work performance. Suggestions from the author to the Civil Service and Human Resources Development Agency of the Bungo District to streamline the Performance Assessment of Civil Servants and overcome the existing obstacles.

scholarly journals The Importance of Motivation Factors on Employee Performance in Kosovo Municipalities

2015 ◽  
Vol 5 (1) ◽  
pp. 23 ◽  
Author(s):  
Naim Ismajli ◽  
Jusuf Zekiri ◽  
Ermira Qosja ◽  
Ibrahim Krasniqi
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Performance Assessment ◽  
Corporate Culture ◽  
Employee Performance ◽  
Local Level ◽  
Objective Assessment ◽  
Secondary Data ◽  
Work Conditions ◽  
Additional Information

This study tries to identify the factors that motivate employees as human resources in local government that serve as a basis for increasing the service quality. In this study, a structured questionnaire were used in order to collect data from respondents. The questions get answers from respondents about their motivation regarding their performance assessment within municipalities they work. The data was collected using primary and secondary resources. Secondary data were collected from books, textbooks, online articles, magazines, etc. The analyses of the findings from the study show the importance of motivation that is affected by the process of performance assessment. Setting standards and building evaluation systems help strengthen governance of local authorities. In this way municipalities will improve transparency, accountability, and build a corporate culture in the local government management and a better service to the citizens of those municipalities. From the obtained results, salary of workers, professional advancement and opportunity for promotion appear to be among the most important factors of motivation. The other important factors that the study revealed are work conditions, as well as the evaluation and the objective assessment of performance measurement. The data and results will provide additional information for managers of rural and urban municipalities of the Republic of Kosovo about their drafting strategies for a more efficient management of human resources which will increase the quality of services at the local level and beyond.

Capability Model of Manage Human Resource And Service Agreement at PT X

2017 ◽  
Vol 4 (1) ◽  
pp. 54-58 ◽  
Author(s):  
Inez Gavrila Wahyudi ◽  
Johan Setiawan ◽  
Wella Wella
Keyword(s):  
Information System ◽  
Human Resources ◽  
Human Resource ◽  
Visionary Leadership ◽  
Assessment Process ◽  
Human Communication ◽  
Level 3 ◽  
Service Agreement ◽  
And Control ◽  
Work Management

This research was made with purpose to measure the capability of human resource and work management in PT. X using COBIT 5.0. In the assessment process, researcher applied 1 domain (align, plan, and organize) with 2 processed, Manage Human Resource APO 07) and Manage Service Agreement (APO 09). Data collection was obtained from the distribution of questionnaires to IT division (there were 127 items of the question and 10 respondents). The result of this research figured out that APO 07 stopped in level 2 with score 82.50 in level 3 and APO 09 ended in level 3 with score 84.10 in level 4. In conclusion, there were still few problems that made human resources in PT X unable to reach level 5. PT.X ought to do audit regularly in deep and holistically.   Keywords— Align Plan and Organize, Capabilities Level, COBIT 5.0, Manage Human Resources, Manage Service Agreement REFERENCES [1] Sumarsono, Sonny. 2003. Ekonomi Manajemen Sumber Daya Manusia. Jakarta: LPFE-UI. [2] Gondodiyoto, Sanyoto. 2003. Audit Sistem Informasi (Pendekatan COBIT). Bekasi : Mitra Wacana Media. [3] ISACA. 2013. COBIT 5 A Business Framework for the Governance and Management of Enterprise IT. USA : Enterprise GRC Solution Inc. [4] ISACA 2013. COBIT 5 for Information Security. USA : Enterprise GRC Solution Inc. [5] Arbie, E. 2000. Pengantar Sistem Informasi Manajemen, Edisi ke-7. Jakarta : Bina Alumni Indonesia. [6] Arikunto, Suharsimi. 2006. Metodelogi Penelitian. Yogyakarta : Bina Aksara. [7] Arikunto, Suharsimi. 2010. Prosedur Penelitian Suatu Pendekatan Praktik. Jakarta : Rineka Cipta. [8] Davis, Chris, Mike Schiller, & Kevin Wheeler. 2011. IT Auditing Using Controls to Protect Information Assets, 2nd Edition. English : Mc Graw Hill. [9] Follet, Mary Parker. 1999. Visionary Leadership and Strategic Management. MCB University Press. Women in Management Review Volume 14. Number 7.Gondodiyoto, Sanyoto. 2003. Audit Sistem Informasi (Pendekatan COBIT). Bekasi : Mitra Wacana Media. [10] Hasibuan,M. 2003. Manajemen Sumber Daya Manusia. Jakarta: PT. Bumi Aksara. [11] Hasibuan,M. 2003. Organisasi dan Motivasi. Jakarta: PT. Bumi Aksara. [12] Herzberg, Frederick. 2006. Perilaku Organisasi Edisi 10. Yogyakarta: Andy. [13] Jogiyanto. 2005. Sistem Teknologi Informasi. Yogyakarta : Andi Offset. [14] ISACA. 2012. COBIT 5 Enabling Processes. USA : Enterprise GRC Solution Inc. [15] ISACA. 2003. Audit and Control of Information System. USA : Enterprise GRC Solution Inc. [16] Kusumah, Wijaya dan Dwitagama Dedi. 2011. Mengenal Penelitian Tindakan Kelas. Jakarta : PT Indeks. [17] Littlejohn, Stephen W. 1999. Theories of Human Communication, 6th Ed. Belmont CA : Wadsworth Publishing. [18] Muhyuzir T.D. 2001. Analisa Perancangan Sistem Pengolahan Data, Cetakan kedua. Jakarta : PT Elex Media Komputindo. [19] O’Brien, James A. 2010. Management Information System (11th Edition). New Jersey: Pearson Prentice Hall. [20] O’Brien, James A. 2005. Pengantar Sistem Informasi: Perspektif Bisnis dan Manjerial (12th Edition). Jakarta: Salemba.

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Technical Issues Related to Computerized Music Performance Assessment

2019 ◽  
pp. 854-876
Author(s):  
Daniel Massoth
Keyword(s):  
Research And Development ◽  
Performance Assessment ◽  
Music Performance ◽  
External Factors ◽  
Assessment Process ◽  
Future Directions ◽  
Music Assessment ◽  
History Of ◽  
Technical Issues ◽  
Internal And External Factors

When technology is used for assessment in music, certain considerations can affect the validity, reliability, and depth of analysis. This chapter explores factors that are present in the three phases of the assessment process: recognition, analysis, and display of assessment of a musical performance. Each phase has inherent challenges embedded within internal and external factors. The goal here is not to provide an exhaustive analysis of any or all aspects of assessment but, rather, to present the rationale for and history of using technology in music assessment and to examine the philosophical and practical considerations. A discussion of possible future directions of product research and development concludes the chapter.

LA FORMACIÓN DE LOS EMPLEADOS PÚBLICOS TRAS EL EBEP: ¿CAMBIO DE PARADIGMA

2010 ◽  
pp. 637-688
Author(s):  
RAFAEL JIMÉNEZ ASENSIO
Keyword(s):  
Human Resources ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Career ◽  
The Public ◽  
Recursos Humanos ◽  
Selection Policies

La formación de empleados públicos ha sido objeto de una atención marginal. El objeto de este estudio es analizar hasta qué punto la aprobación del EBEP y los instrumentos de innovación de la gestión de personas allí recogidos suponen realmente un cambio de paradigma en la manera de comprender la formación de empleados públicos. La política de formación de empleados públicos tiene un carácter transversal y tiene, asimismo, una naturaleza instrumental. El presente trabajo desarrolla un análisis integral de la formación en el marco del cambio de paradigma que representa el EBEP en la gestión de recursos humanos, poniendo en valor la importancia que la formación tiene para articular políticas selectivas, la carrera profesional o la evaluación del desempeño en el empleo público. Superar el actual «modelo agotado» de formación exige ver la misma como un deber o responsabilidad del empleado público. Enplegatu publikoen prestakuntza baztertu samar egon da. Lan honek, hain zuzen, aztertzen du noraino aldatuko ote duten paradigma, enplegatu publikoen prestakuntza ulertzeko moduan, Enplegatu Publikoaren Oinarrizko Estatutua onartzeak eta han jasotzen diren pertsonen kudeaketa berritzeko tresnek. Enplegatu publikoak prestatzeko politika zeharkakoa izateaz gain, instrumentala ere bada. Azterlan honetan oso-osoan aztertzen da enplegatu publikoen prestakuntza, aipatu estatutuak baliabideen kudeaketari dagokionez dakarren paradigma-aldaketaren ikuspegitik. Halaber, baloratu egiten da prestakuntzak duen garrantzia, hautaketa-politikak, karrera profesionala edo enplegu publikoko lanaren ebaluaketa antolatzeko orduan. Gaur egungo prestakuntza-eredua «agortuta» dago. Beraz, gainditu beharra dago, eta, horretarako, ezinbestekoa da enplegatu publikoaren eginbehar edo erantzukizun moduan hartzea prestakuntza. The civil servants¿ training has been subject of marginal attention. The aim of this study is to analyzse to what extent the passing of the Basic Statute for the Civil Servants and the instruments of innovation for the personal administration therein do really imply a change in the paradigm of understanding the civil servants¿ training. The policy on the civil servant¿s training has a transversal character and also an instrumental nature. This present work develops an integral study on the training within the framework of the change of paradigm which entails the EBEP for the management of human resources, by enhacing the importance training has in order to articulate selection policies, the professional career or the evalutaion of the performance of the public employment. Overcoming the current «outdated model» of training calls for considering it as a duty or responsibility by the civil servant.

Employee Performance Assessment at PG-TK Diamond Kids School Using the Analytical Hierarchy Process Method

2021 ◽  
Vol 11 (02) ◽  
pp. 26-32
Author(s):  
Hery Sunandar
Keyword(s):  
Performance Assessment ◽  
Analytical Hierarchy Process ◽  
Work Performance ◽  
Employee Performance ◽  
Complete Data ◽  
Complex Problems ◽  
Hierarchy Process ◽  
Process Method

The problem of work performance at the foundation has not been maximally measured, only a review of achievements based on an assessment that is considered not perspective because it is not based on accurate points from employees. Regarding solving complex problems based on employee assessments, foundation leaders need to be careful to collect more detailed, accurate, and complete data. Therefore, it is necessary to have a program that can analyze the work and achievements of employees at the foundation. So one of the ways to analyze the assessment is the Analytical Hierarchy Process.

scholarly journals Employee Placement System in Structural Positions in the Personnel and Human Resources Development Agency of Southeast Minahasa Regency

2021 ◽  
Vol 21 ◽  
pp. 30-38
Author(s):  
Hence Erwin Tumiwan ◽  
Marthinus Mandagi ◽  
Itje Pangkey
Keyword(s):  
Mental Health ◽  
Academic Achievement ◽  
Human Resources ◽  
Work Performance ◽  
Government Regulation ◽  
Human Resources Development ◽  
Physical And Mental Health ◽  
Development Agency ◽  
Resources Development ◽  
Structural Positions

The purpose of this study was to determine the system for placing employees in structural positions as well as the determinants of the placement of employees in structural positions in the Personnel and Human Resources Development Agency of Southeast Minahasa Regency. Data collection techniques were collected through 1) Observation, 2) Interviews, 3) Documentation. The research results are the Employee Placement System in Structural Positions through a standard mechanism, namely using Government Regulation Number 11 of 2017 concerning the Management of the State Civil Apparatus. Placement of employees in structural positions is carried out based on the principle of professionalism by the competence, work performance, ranks assigned to the position as well as other objective requirements regardless of gender, ethnicity, religion, race, or class as well as the Determinant Factors on Employee Placement, namely: 1) Academic Achievement, 2) Experience, 3) Physical and Mental Health, 4) Marital Status, 5) Age.

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