scholarly journals Pengaruh Budaya Kerja Dan Motivasi Berprestasi Terhadap Kinerja Aparatur Sipil Negara

2021 ◽  
Vol 7 (1) ◽  
pp. 13
Author(s):  
Roni Bintara ◽  
Aldri Frinaldi
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Achievement Motivation ◽  
Resource Development ◽  
Civil Servant ◽  
The State ◽  
Civil Servants ◽  
Sampling Techniques ◽  
Work Culture ◽  
Development Center

In fact, there are still many negative assessments of the performance of the State Civil Servants. One of the factors that influence the performance of this State Civil Servant is the lack of a work culture that embodies achievement. Besides, the motivation of employee achievement also affects performance, because if the employee's motivation for achievement is high, the performance also will be high and it occurs on the contrary. Therefore, this research aims to know the effect of the work culture and motivation for achievement on the performance of the State Civil Servants at Bukittinggi Regional Ministry of Home Affairs Human Resource Development Center. This research was conducted on 65 employees using random sampling techniques. The results of the research indicated that the work culture and achievement motivation have a significant effect on performance at Bukittinggi Regional Ministry of Home Affairs Human Resource Development Center. 

scholarly journals PENGALIHAN JABATAN STRUKTURAL KE JABATAN FUNGSIONAL : SUATU ANALISA KOMPENSASI ATAS PENGHAPUSAN JABATAN ESELON III DAN IV DI PUSAT PENGEMBANGAN SUMBER DAYA MANUSIA APARATUR

2020 ◽  
Vol 4 (2) ◽  
pp. 53-66
Author(s):  
Fahmi Aulia Rakhman
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Civil Servants ◽  
Research Focus ◽  
Employee Orientation ◽  
Development Center ◽  
Functional Position

This research analyze the reposition of employee orientation from struktural to functional position. This research focus on compensation or income received by civil servants who are redirected from functional from struktural position. The method used is a normative juridical approach.The scope of research was limited only within Human Resource Development Center for Government Apparatus. The results showed that the income received by Echelon III bigger than the employees have the same job class as expert level functional job, meanwhile the income received by echelon IV will increase if they arereposition from struktural to functional position. It is also concluded that the amount of some specific functional job allowance has not been based on the calculation of job weight. ABSTRAKPenelitian ini menganalisa rencana pengalihan jabatan struktural ke jabatan fungsional. Fokus penelitian ini adalah mengenai kompensasi atau penghasilan dari pegawai dalam jabatan struktural III dan IV yang akan berpindah menjadi jabatan fungisonal tertentu yang setara. Metode yang digunakan adalah pendekatan yuridis normatif. Ruang lingkup dari penelitian ini dibatasi hanya di Pusat Pengembangan Sumber Daya Manusia Aparatur (PPSDMA). Hasil penelitian menunjukkan bahwa penghasilan yangditerima pegawai struktural eselon III lebih besar daripada pegawai dalam jabatan fungisonal tertentu setara yang relevan di PPSDMA, sementara untuk jabatan struktural eselon IV akan mengalami peningkatan penghasilan jika beralih ke jabatan jabatan fungsional tertentu setara yang relevan di PPSDMA. Kemudian disimpulkan juga bahwa beberapa jabatan fungsional tertentu besaran tunjangannya belum sesuai dengan peritungan bobot jabatan.

ANALISIS PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN BULUNGAN PROVINSI KALIMANTAN UTARA

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Patri Juari ◽  
Ayu Widowati Johannes
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Civil Servant ◽  
Civil Servants ◽  
Work Behavior ◽  
Employment Agency ◽  
The Right

This study discusses "analysis of Civil Servant Performance Appraisal in Human Resources Agency and Human Resource Development of Bulungan District of North Kalimantan Province". The purpose of this research is to know and analyze the implementation of Performance Appraisal of Civil Servants, to know and analyze the factors inhibiting the implementation of Performance Appraisal of Civil Servants Employment Agency and Human Resource Development District Bulungan Province of North Kalimantan. This research uses qualitative method by exposing explorative with inductive approach. With data collection techniques are interviews, observation and documentation.Based on the results of observations the author after applying the apprentices concluded that, the implementation of Performance Appraisals of Civil Servants in Human Resources Agency and Human Resource Development District Bulungan Province of North Kalimantan has been done. But there are obstacles, namely where the lack of understanding of a small part of civil servants about the procedure peyusunan Work Objectives Employees and Work Behavior. Recommended recommendations are to provide socialization and consultation with the right target, regarding the preparation of Employee Work Goals and Work Behavior to civil servants who do not understand about the regulation Keyword: Civil Servant, Performance Appraisal, Human Resources

Providing a Base for Executive Development at the State Level

1993 ◽  
Vol 22 (2) ◽  
pp. 269-282 ◽  
Author(s):  
Montgomery Van Wart
Keyword(s):  
Special Needs ◽  
Human Resource Development ◽  
Human Resource ◽  
State Government ◽  
State Level ◽  
Resource Development ◽  
The State ◽  
Executive Development ◽  
Human Resource Systems ◽  
Four Levels

Executive development can only be properly conceptualized as a part of the state's overall human resource development (HRD) system. As a part of that system, the special needs and constraints of executive development can be addressed. Some of the best human resource development systems build level by level, with executive development as the logical and integrated conclusion, even though the programs may be housed in a variety of settings. As background, this article discusses the differences in the four levels of HRD, the three major skill areas that are identified with each of these levels, and the four features that characterize good human resource systems. It concentrates on the features that characterize good executive development systems and also includes a number of examples of good executive development systems in the federal and state government sectors.

scholarly journals SOME SOLUTIONS TO DEVELOP TOURISM HUMAN RESOURCES FOR ENTERPRISES IN HAI PHONG CITY, VIETNAM

2021 ◽  
Vol 7 (1) ◽  
Author(s):  
Pham Van Long
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
The State ◽  
Specific Mechanism ◽  
State Management ◽  
Effectiveness Of Training

The article focuses on analyzing some solutions to promote the development of tourism human resources of enterprises in Hai Phong city. Those are solutions on strengthening the state management for tourism human resource development for enterprises; improving the effectiveness of training, fostering human resource, and building a specific mechanism to attract tourism human resources for enterprises. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0995/a.php" alt="Hit counter" /></p>

Human Resource Development in Tourism Sector: A Case Study of Orissa Tourism Development Corporation Ltd. (OTDC)

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
Banalata Rath
Keyword(s):  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Tourism Development ◽  
Resource Development ◽  
The State ◽  
Service Industries ◽  
Human Potential ◽  
Appraisal System ◽  
Development Corporation

Skilled, knowledgeable, and competent people are the key resource of any industry, be it manufacturing or a service sector. Higher degree and quality of performance of tasks always require higher degree of skills and knowledge. Human potential in every employee is vast and it can be further enhanced by various interventions like training, job rotation, feedback and counseling, organizational action, etc. that make the organization dynamic and growth oriented. People who are not able to contribute to the organization fully due to reasons beyond their control can also give the best if they are taken care of with more attractive working conditions and better organizational climate. Many services depend on direct personal interaction between customers and firms employees. Professionalism has become the buzzword in service industries and the corporate world now-a-days is fast realizing the importance of Human Resource Development in the new paradigm of business. This research paper is an attempt to evaluate the state of human resource development as is existent in the Orissa Tourism Development Corporation Ltd., a State – owned public sector undertaking of Orissa operating to provide the desired facilities and services to the tourists visiting the State. While analyzing various HRD aspects of OTDC, focus has been laid on employee training practice and performance appraisal system of the Corporation and suggestions have been given based on findings of the survey conducted for this research.

scholarly journals Tax Payment Intention using Theory of Planned Behavior Approach

2021 ◽  
Vol 10 (1) ◽  
pp. 11-19
Author(s):  
Much. Riyadus Solichin ◽  
Susi Astuti
Keyword(s):  
Theory Of Planned Behavior ◽  
Human Resource Development ◽  
Human Resource ◽  
Planned Behavior ◽  
Resource Development ◽  
The State ◽  
Indonesian Government ◽  
State Revenue ◽  
Reliable Source ◽  
Positive Effect

Taxes are the most reliable source of the State Revenue and Expenditure Budget (APBN). Without taxes, the Indonesian government may not be able to develop all the infrastructure from the life sector of the state and human resource development that cannot meet the requirements. The purpose of this study is to test and prove empirically based on and payment of taxes using the Theory of Planned Behavior approach, this research also add tax sanction as determinant of intention. The population of this study is the Corporate Taxpayers in Kebumen Regency. The sample used in this research is the owner of hotels and restaurants in Kebumen Regency as many as 54 respondents. The hypothesis in this study was tested using SEM with WarpPLS 7.0 software. The results of the hypothesis found that theory of planned behavior can explain the intention of hotel and restaurant taxpayers in paying taxes. In addition, it is also found that tax sanctions have a positive effect on intention

A Spatio-Temporal Analysis of Gender Related Educational Development Index of Uttar Pradesh

2020 ◽  
Vol 66 (1) ◽  
pp. 32-40
Author(s):  
Pooja Pal ◽  
◽  
Suman Singh ◽  
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Gender Gap ◽  
Educational Development ◽  
Uttar Pradesh ◽  
Resource Development ◽  
The State ◽  
Literacy Rate ◽  
Important Indicator ◽  
Development Index

Literacy is an important indicator of human resource development. It is crucial for the overall development of society as it has the potential to increase human capital, removes inequality from society, affects the growth of employment opportunities, and above all liberates them from social evil. As in the development process, both men and women play an equally crucial role but the fruits of development are not equally shared among them. Therefore the study of literacy and its differential on the gender of an area is indispensable. According to Census (2011), literacy rate of India is 74.04% out of which the male literacy rate is 82.14% and female literacy rate is 65.46% and has a huge gender gap of 16.60% while at the state level in Uttar Pradesh this gender gap figure amounts to 20.10%. From a population point of view Uttar Pradesh is a very important state of the country as 16.17% of India's population lives in the state and as literacy is one of the important measures of any region's human resource development. This paper is an attempt to evaluate the Gender disparity present in the literacy level of Uttar Pradesh. For this Gender-Related Educational Development Index (GEDI) has been used on the lines of Human Development Index of UNDPto measure the disparity level. The paper uses the data of two consecutive census i.e. 2001-2011 to measure the GEDI both in a spatial and temporal context. It is found that the state has improved as the GEDI value increased from 0.530 in 2001 to 0.662 in 2011, showing that there still exists a disparity which needs to be reduced.

scholarly journals Skills and Human Resources Development in Improving Employee Performance

2021 ◽  
Vol 8 (1) ◽  
pp. 74-83
Author(s):  
Nurhaeda Zaeni ◽  
Shandra Bahasoan ◽  
Haeranah Haeranah
Keyword(s):  
Human Resources ◽  
Cultural Heritage ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Resource Development ◽  
Civil Servants ◽  
Heritage Preservation ◽  
South Sulawesi ◽  
Cultural Heritage Preservation

This study aims to test the influence of Skill and human resource development on the performance of Civil Servants at the Cultural Heritage Preservation Center of South Sulawesi. The data used questionnaires that were distributed to respondents. The data collected using the list of questions (indicators) submitted as a measuring instrument using modification of the likert scale. The sample of this study was a group of employees at the South Sulawesi Cultural Heritage Preservation Center of 100 respondents. Where all employees have different charateristics from high school education level to magister (S2) and based on work experience. Data analysis was conducted qualitatively and quantitatively using multiple linear regression methods. This method is used when conducting analysis on the influence of Skill and Human Resource Development on the Performance of Civil Servants at the Cultural Heritage Preservation Center of South Sulawesi. The result show that skill and development of human resources have a positive and significant effect on employee performance and, should routinely provide that Skill to its employees and has more attention to the performance of its employees. Employees who are considered to be under-performing, it is best to develop the employee.

scholarly journals ANALISIS KOMPETENSI PENELITI PADA BALAI PENELITIAN DAN PENGEMBANGAN BUDIDAYA AIR PAYAU

2017 ◽  
Vol 1 (1) ◽  
pp. 7
Author(s):  
Bimo Adi Prianggoro
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Research Result ◽  
Resource Development ◽  
Civil Servants ◽  
Central Issue ◽  
Survey Method ◽  
Development Activity ◽  
Reform Program ◽  
Bureaucratic Reform

The issue of the competence of civil servants become a central issue in line with the bureaucratic reform program. Required an appropriate system to improve the competence of civil servants. Based on personnel data, civil servants who occupied the post of Researchers at RICA shows the number of dominant. The amount is expected to be offset by a corresponding mastery of competencies required. This study aimed to analyze the level of Researchers competence at RICA. The researchers competence is measured using three variables, namely knowledge, skills, and attitudes with survey method. The research result states that most researchers have been able to master the competencies required. It is recommended that the leader can allocate training for competencies assessed indicator has weaknesses and budgets for human resource development activity.

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