scholarly journals PENGARUH DOKUMEN PERENCANAAN DAN KOMPETENSI SUMBER DAYA MANUSIA TERHADAP PENYERAPAN ANGGARAN PADA DINAS PEKERJAAN UMUMKABUPATEN BONE BOLANGO

2018 ◽  
Vol 1 (2) ◽  
Author(s):  
Saprudin Saprudin
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Public Works ◽  
Good Service ◽  
Administrative Records ◽  
The Public ◽  
Determination Coefficient ◽  
Work Done ◽  
Service Field

The problem of budget absorption at the Public Works Department of Bone Bolango Regency is still relatively low. Because in the implementation programs tend to accumulate at the end of the year, this is caused by a plan that is not conceptualized well and less competent human resources in terms of good service field of work done. So that, impact on the implementation and results are not maximal.The study aims to determine how the influence of planning dokuments and competence of human resources on the absorption of the budget at the Department of Public Works Bone Bolango Regency. The resultd showed that the planning dokuments and competence of human resources have a positive and significant impact on the budget absorption, either partially or simultaneously.The result of determination coefficient test shows that the absorption of existing budget at the Public Works Department of Bone Bolango Regency is influenced by the variable of planning document and human resource competence of 43,3% and the rest 56,7% influenced by other variable not examined in this research, between Other administrative records, procurement documents, and inventory money.

scholarly journals Analisis Kebutuhan Pengembangan SDM Bidang Bina Marga Dinas PUPR Provinsi NTB

2018 ◽  
Vol 7 (2) ◽  
Author(s):  
Dewi Utary ◽  
Agusdin Agusdin ◽  
Hermanto Hermanto
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Human Resource ◽  
Focus Group Discussion ◽  
Group Discussion ◽  
Public Works ◽  
Work Unit ◽  
The Public ◽  
Technical Personnel ◽  
Hr Competencies

 This study aims to analyze the workload of each work unit and the category of human resources (HR), analyze the number and HR competencies of each work unit and to analyze the types of human resource development needed by the Highways Department of the Public Works and Spatial Planning ( PUPR) West Nusa Tenggara Province (NTB). The population in this study were all employees who worked on the Highways Sector of the PUPR Provincial Office of NTB Province which numbered 49 people. The population in this study were all employees working in the Highways Division of the Public Works Department of West Nusa Tenggara Province with documentation techniques, questionnaires, in-depth interviews and Focus Group Discussion (FGD) as the data collection methods used. The data analysis technique used in this study is WISN (Workload Indicators of Staffing Need). The results showed that the workload for each unit in the Highways Sector of the PUPR Office of NTB Province was still not optimal, there were a shortage of human resources of 34 people consisting of 24 (twenty four) technical personnel and 10 (ten) non-technical personnel, as well as still need HR development to improve HR competencies. Penelitian ini bertujuan untuk menganalisis beban kerja masing-masing unit kerja dan kategori sumber daya manusia (SDM), menganalisis kebutuhan jumlah dan kompetensi SDM masing-masing unit kerja dan untuk menganalisis jenis pengembangan SDM yang dibutuhkan Bidang Bina Marga Dinas Pekerjaan Umum dan Penataan Ruang (PUPR) Provinsi Nusa Tenggara Barat (NTB). Populasi pada penelitian ini adalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB yang berjumlah 49 orang. Populasi dalam penelitian ini adalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB dengan teknik dokumentasi, angket, wawancara mendalam (Indepth Interview), dan Focus Group Discussion (FGD) sebagai metode pengumpulan data yang di gunakan. Teknik analisis data yang digunakan dalam penelitian ini adalah WISN (Workload Indicators of Staffing Need). Hasil penelitian menunjukkan bahwa beban kerja pada setiap unit pada Bidang Bina Marga Dinas PUPR Provinsi NTB masih belum optimal, terdapat kekurangan  SDM sejumlah 34 orang yang terdiri dari 24  orang tenaga teknis dan 10 orang tenaga non teknis,  serta masih membutuhkan pengembangan SDM untuk peningkatan kompetensi SDM.Keywords: Workload, Human Resource Needs, Workload Indicators of Staffing Need (WISN), Needs  Assesement.Beban Kerja, Kebutuhan Sumber Daya Manusia, Workload Indicators of Staffing Need. (WISN),  Needs Assesement.

scholarly journals ANALISIS KEBUTUHAN PENGEMBANGAN SDM BIDANG BINA MARGA DINAS PUPR PROVINSI NTB

2018 ◽  
Vol 7 (2) ◽  
pp. 36
Author(s):  
Dewi Utary ◽  
Agusdin Agusdin ◽  
Hermanto Hermanto
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Human Resource ◽  
Focus Group Discussion ◽  
Group Discussion ◽  
Public Works ◽  
Work Unit ◽  
The Public ◽  
Technical Personnel ◽  
Hr Competencies

This study aims to analyze the workload of each work unit and the category of human resources (HR), analyze the number and HR competencies of each work unit and to analyze the types of human resource development needed by the Highways Department of the Public Works and Spatial Planning ( PUPR) West Nusa Tenggara Province (NTB). The population in this study were all employees who worked on the Highways Sector of the PUPR Provincial Office of NTB Province which numbered 49 people. The population in this study were all employees working in the Highways Division of the Public Works Department of West Nusa Tenggara Province with documentation techniques, questionnaires, in-depth interviews and Focus Group Discussion (FGD) as the data collection methods used. The data analysis technique used in this study is WISN (Workload Indicators of Staffing Need). The results showed that the workload for each unit in the Highways Sector of the PUPR Office of NTB Province was still not optimal, there were a shortage of human resources of 34 people consisting of 24 (twenty four) technical personnel and 10 (ten) non-technical personnel, as well as still need HR development to improve HR competencies. Penelitian ini bertujuan untuk menganalisis beban kerja masing-masing unit kerja dan kategori sumber daya manusia (SDM), menganalisis kebutuhan jumlah dan kompetensi SDM masing-masing unit kerja dan untuk menganalisis jenis pengembangan SDM yang dibutuhkan Bidang Bina Marga Dinas Pekerjaan Umum dan Penataan Ruang (PUPR) Provinsi Nusa Tenggara Barat (NTB). Populasi pada penelitian iniadalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB yang berjumlah 49 orang. Populasi dalam penelitian ini adalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB dengan teknik dokumentasi, angket, wawancara mendalam (Indepth Interview), dan Focus Group Discussion (FGD) sebagai metode pengumpulan data yang di gunakan.Teknik analisis data yang digunakan dalam penelitian ini adalah WISN (Workload Indicators of Staffing Need). Hasil penelitian menunjukkan bahwa beban kerja pada setiap unit pada Bidang Bina Marga Dinas PUPR Provinsi NTB masih belum optimal, terdapat kekurangan SDM sejumlah 34 orang yang terdiri dari 24   orang tenaga teknis dan 10 orang tenaga non teknis, serta masih membutuhkan pengembangan SDM untuk peningkatan kompetensi SDM.Keywords:Workload, Human Resource Needs, Workload Indicators of Staffing Need (WISN), Needs Assesement. Beban Kerja, Kebutuhan Sumber Daya Manusia, Workload Indicators of Staffing Need. (WISN), Needs Assesement.

scholarly journals EVALUASI PENATAUSAHAAN ASET PADA PEMERINTAH KABUPTEN SARM

2021 ◽  
Vol 5 (3) ◽  
Author(s):  
Mutmainnah HS Dimo ◽  
Syaikhul Falah ◽  
Arius Kambu
Keyword(s):  
Human Resources ◽  
Quantitative Methods ◽  
Public Works ◽  
The Public ◽  
Qualitative And Quantitative ◽  
Qualitative And Quantitative Methods ◽  
Asset Managers ◽  
Weak Coordination ◽  
Research Show

The research objective was to evaluate the administration of regional property in the Sarmi Regency Government. The administrative aspects that were studied included the aspects of bookkeeping, inventory and reporting. Qualitative and quantitative methods are used to answer the research formulation. The research object consisted of three Regional Apparatus Organizations (OPD), including the Public Works Office, the Health Office and the Education Office. The interviewed informants are treasurers of goods. The interviewed informants were managers of regional property in three regional apparatus organizationsThe results of the research show that the Sarmi Regency Government has not fully implemented asset administration in accordance with the Minister of Home Affairs Regulation No. 19 of 2016. It is the only aspect of bookkeeping that has the highest value or has implemented regulations. Furthermore, the reporting and inventory aspects have not been said to have carried out regulatory orders.The results of this research resulted in the findings of several obstacles, namely: misuse of assets, weak coordination, lack of human resources to handle assets, and limited incentives for asset managers.

scholarly journals Modernization of the public service and human resource management in Ukraine

2018 ◽  
Vol 6 (1-2) ◽  
pp. 42-51
Author(s):  
N. T. Goncharuk ◽  
L. V. Prudyus
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Human Resources Management ◽  
Resources Management ◽  
The Public ◽  
European Standards ◽  
Main Components

The goal, tasks and essence of the concepts «modernization of the public service» and «human resources management in public service» are defined. The current state and problems of modernization of the public service and human resources management in Ukraine are analyzed; the main components of the reform that provide modernization of the public service and human resources management are disclosed. It has been established that in order to reform and modernize the public service as well as to improve human resources management in the recent years several strategic documents have been adopted in Ukraine, among them one should mention the Strategy of the Public Personnel Policy for 2012-2020, the Strategy for the Reform of the Public Service and Service in Local Self-Government Bodies in Ukraine for the period until 2017 and the Strategy for the Reform of the Public Administration of Ukraine in 2016-2020; their main provisions are developed and, in accordance with the European standards, the priority directions for modernization of the public service and human resource management in Ukraine are defined.

scholarly journals PENGARUH KUALITAS SUMBER DAYA MANUSIA DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DAN DAMPAKNYA TERHADAP EFEKTIFITAS ORGANISASI PADA BAGIAN KESEJAHTERAAN RAKYAT SEKRETARIAT DAERAH KABUPATEN KARAWANG

BUANA ILMU ◽  
2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Yeni Maryani
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Work Motivation ◽  
Employee Performance ◽  
The Public ◽  
Result Show ◽  
The Impact ◽  
Motivation To Work

ABSTRACT Influence of the quality of Human Resource and motivation to work the Performance of employees and the Impact on the effectiveness of the organization of the people’s welfare regional secretariat District Karawang. the Purpose of this study to obtain empirical evidence and found the clarity of the phenomenon and conclusions about the influence of Quality of Human Resources and Work Motivation Against Employee Performance and Its Impact on Organizational Effectiveness in the Public Welfare Section Karawang District Secretariat. Basedon data analysis, it indicates regression equation Z = 0,35 X1 + 0,62 X2 + 0,889 Y + ԑ1 + ԑ2. The result show that the quality of human resource, motivation to work and the performance of employees perform positive and significant effect on effectiveness of the organization. Determination test indicates that the value of adjusted R square is 0,79 which means that 79%quality of human resource and motivation to work. Meanwhile, 21,1% is affected by other variables which are not investigated in this research Keywords : Quality of Human Resources, Motivation, employee performance and organizational effectiveness

EDUCATION FOR QUALITY TOURISM MANAGEMENT

2009 ◽  
Vol 15 (2) ◽  
pp. 229-245
Author(s):  
Vinka Cetinski ◽  
Violeta Sugar
Keyword(s):  
Economic Development ◽  
Human Resources ◽  
Human Resource ◽  
Developed Countries ◽  
Service Work ◽  
Human Potential ◽  
Highly Educated ◽  
Tourism Management ◽  
Key Factor ◽  
Service Field

In every analysis of the economic development of Croatia, education is pointed out as a key factor. With the share of highly educated in the workforce of less than 15 percent, Croatia is seriously lagging behind developed countries. Human resource management (HRM) is a philosophy, a way of thinking for each employee. It is especially important in service, work–intensive fields, such as tourism. Croatia should, as a country which declared itself tourism country, as soon as possible apply the good experiences, adopt ways of application and the practice and results of the HRM philosophy. It is impossible to manage the development of tourism without a strategically placed system of management of human resources. Since tourism, as a service field, rests for the biggest part on people, their work, serviceability, knowledge, abilities, education, motivation, intelligence, in short on the human potential, that potential should be treated as capital, not as an expense or a burden.

Influencing public sector performance: studying the impact of ability-, motivation- and opportunity-enhancing human resources practices on various performance outcomes in the public sector

2015 ◽  
Vol 83 (4) ◽  
pp. 717-737 ◽  
Author(s):  
Brenda Vermeeren
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Outcomes ◽  
Management Performance ◽  
The Public ◽  
And Performance ◽  
Insight Into

Background In response to recent calls in the literature to decompose both the human resources system and performance, this study has examined the effects of ability-, motivation- and opportunity-enhancing human resources practices on the effectiveness, efficiency and fairness of public organizations, with job satisfaction considered as a mediating variable. Aim Insights from Human Resource Management and performance research, mostly conducted in the private sector, have been combined with public management literature in order to gain insight into the Human Resource Management–performance relationship in the public sector. Method Regression analysis with a bootstrapping method was used to test the mediating effects. Results The analysis showed that the three human resources components heterogeneously impact upon the three performance outcomes. Further, the results showed that ability-enhancing and opportunity-enhancing human resources practices are more strongly related to performance outcomes than motivation-enhancing human resources practices. Conclusion Decomposing Human Resource Management and performance provides greater insight into the Human Resource Management–performance relationship. Points for practitioners The results show that investing in Human Resource Management positively influences performance outcomes. Moreover, our results show that various aspects of public performance require different human resources approaches. Investing in ability-enhancing human resources practices seems to be particularly relevant if one wants to enhance effectiveness. All the human resources practices, but especially ability-enhancing ones, are relevant to enhancing efficiency. However, investing in motivation-enhancing human resources practices seems to make little sense if one is seeking to enhance fairness.

scholarly journals KEBUTUHAN DAN PERMINTAAN TERHADAP LAYANAN KESEHATAN MATA: SEBUAH SURVEI DARI PENDUDUK SURABAYA

2018 ◽  
Vol 2 (2) ◽  
pp. 195-200
Author(s):  
Umi Nur Khasanah
Keyword(s):  
Human Resources ◽  
Service System ◽  
Statistical Test ◽  
Professional Services ◽  
Questionnaire Data ◽  
Good Service ◽  
The Public ◽  
Eye Health ◽  
Community Expectations ◽  
Willingness To Use

Healthcare institutions should take into account the needs of the community for the servicesprovided to be effective. The research aims to find out the needs and needs of the public on eye healthservices in Surabaya. A survey involved 59 respondents (from Wonokromo, Gayungsari, Jemursari,and Darmahusada) in May of 2017. The research instrument was a questionnaire. Data analysisusing descriptive statistical test. The research indicates that respondents need eye health servicesinclude good and professional services (27.10%), friendly human resources (32.20%), completelaboratory (39.00%), information system (44.10%), willingness to use (79.70%), good service system(37.30%), unreliable human resources and cost and distance factors respectively 28.80%, staffcounseling (54.20%), treatment (76, 30%), puskesmas (30.50%), clinics (16.90%), taking medicine(36.00%), Eye Hospital in Undaan (37.00%), close to home (20.00%). The study recommends thatsurvey results can be used as a reference for hospital management in developing eye health servicesin line with community expectations.

The Impact of Information Technology on Practicing Human Resources Management in the Public Sector in the United Arab Emirates

2020 ◽  
Vol 17 (1B) ◽  
Author(s):  
Alaa Aldin Al Athmay ◽  
Saadat Alhashmi ◽  
Rafat Abdul Rahim
Keyword(s):  
Information Technology ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource ◽  
United Arab Emirates ◽  
Human Resources Management ◽  
Initial Attempt ◽  
Resources Management ◽  
The Public ◽  
The Impact

Abstract This study investigates the impact of Information Technology (IT) on human resource functions of the United Arab Emirates (UAE) public sector organisations. This paper presents the results of a survey of human resources directors (HRDs) in the public sector organisations in the UAE. It is an initial attempt to provide a case study of information and services provided by IT, primarily Web-based self-service, in the human resource function. HRDs was asked about their perceptions on the effectiveness of human resources information systems (HRIS) for their organisations. The results were positive and showed that the scope of HRIS is broad, with almost 28% and 30% of employees contacting HR through email and the Web, respectively. In terms of the perception of HRDs of the impact of HRIS, operational impacts such as the automation of record-keeping, alleviation of administrative burdens, and improving HR efficiency are significant.Concerningthe relational aspect, respondents were clear about HRIS roles such as a reduction in response time and improved service quality but they doubted that HRIS enhances the organisation’s ability to attract top talent, improves awareness or relationships between HR and employees. About transformational aspects such as re-engineering HRM, broadening its scope, improving the quality of services, and retaining knowledge areessential to HRDs. The most critical success factors of HRIS was improved data accuracy and improved HRM services, and inadequate funding and budgeting were fairly rated number one barrier factor to HRIS. Keywords:E-human resources management, Human resources directors,Information technology, Public Sector, United Arab Emirates

scholarly journals Yogic Science for Human Resource Management in Public Enterprises

2021 ◽  
Vol 25 (1-2) ◽  
pp. 26-38
Author(s):  
Naresh C. Saxena
Keyword(s):  
Adverse Effect ◽  
Human Resources ◽  
Occupational Stress ◽  
Human Resource ◽  
Human Resources Management ◽  
Public Enterprises ◽  
Resources Management ◽  
The Public ◽  
Health And Wellbeing ◽  
The Individual

Human resources management is the process of managing people in a structured manner to help the organisation to meet its objectives. In public enterprises the objectives are multifarious and sometimes opaque; and hence human resources management is more complex. An increase in occupational stress which has an adverse effect not only on the health and wellbeing of the individual but also on the health of the organisation. In the frenetic world of today where management principles are being turned on their heads there are some principles and precepts which are constant and which can help in the development of human resources in such a way that the health of the organisation and the health of the individual is safeguarded. In this paper we will see how the techniques and practices of Yoga – a time-tested oriental science – may be helpful in the public enterprises by reducing the stress level of the employees and increasing their greedlessness and public spiritedness.

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