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.

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 Analisis Disiplin Aparatur Sipil Negara pada Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Kabupaten Aceh Timur

2019 ◽  
Vol 1 (2) ◽  
pp. 138-146
Author(s):  
Muzanny Muzanny ◽  
Nina Siti Salmaniah Siregar ◽  
Isnaini Isnaini
Keyword(s):  
Human Resources ◽  
Research Method ◽  
Qualitative Method ◽  
The State ◽  
Human Resources Development ◽  
Development Agency ◽  
Work Ethics ◽  
Standard Work ◽  
Resources Development ◽  
Descriptive Qualitative

The purpose of this research is to analyze the discipline of the State Civil Apparatus at the Human Resources Development and Human Resources Development Agency in East Aceh Regency in terms of time discipline and work discipline and what are the obstacles. While the purpose of this study is to analyze the time discipline and work discipline of the state civil apparatus at the Human Resources and Human Resources Development Agency in East Aceh District and determine what obstacles are faced in improving the time discipline and work discipline of the state civil apparatus. The research method used is descriptive qualitative method, with a focus of research that is time discipline and work discipline. Based on the results of research and discussion the authors conclude that time discipline and work discipline apparatus BKPSDM East Aceh in general is good. Barriers that occur are distant domicile, do not have standard work standards, lack of maximum vigilance, not all understand work ethics. Some things suggested are more cooperative, give penalties for violations, continuous supervision.

scholarly journals PERAN BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA METRO DALAM PENYELENGGARAAN DIKLAT PELATIHAN DASAR TAHUN 2019

2021 ◽  
Vol 3 (2) ◽  
pp. 59-64
Author(s):  
Herman Sismono
Keyword(s):  
Human Resources ◽  
City Government ◽  
Class I ◽  
Human Resources Development ◽  
Basic Training ◽  
Class Iii ◽  
Development Agency ◽  
Training Class ◽  
And Training ◽  
Resources Development

Increasing the quality of professionalism, an attitude of dedication and loyalty to the State and the development of insight into governance for Prospective Civil Servants to support the realization of good governance, namely through education and training guidance. Basic Training for 2019 Metro City Government Civil Servant Candidates was held by BKPSDM Metro City through the Human Resources Development Sector. The goal is to determine the role of the Metro City Personnel and Human Resources Development Agency for the implementation of the Class III CPNS Basic Training Class I Year 2019. With this research, it is hoped that the implementation of Basic Training Training can run better. This study uses a qualitative method. The data sources used were primary and secondary data from interviews, observation and documentation. The data will be analyzed using descriptive analysis method. Based on the data analysis carried out, it was concluded that the Human Resources and Human Resources Development Agency of Metro City as the organizing committee has made every effort to smooth and successful the implementation of Basic Training Class III Class I Year 2019. This can be seen from the implementation of group dynamics activities to make participants become more comfortable during the Basic Training Training; providing modules and stationery to support learning activities during training; The provision of facilities and infrastructure is carried out in accordance with the budget constraints set by the Metro City Government; The determination of competent widyaiswara by submitting the results of the widyaiswara evaluation to the Lampung Province Education and Training Agency.

scholarly journals PERANAN BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DALAM PENEMPATAN PEJABAT STRUKTURAL DI KABUPATEN ALOR PROVINSI NUSA TENGGARA TIMUR

2020 ◽  
Vol 7 (2) ◽  
pp. 103-126
Author(s):  
Yeti Fatimah
Keyword(s):  
Human Resources ◽  
Qualitative Method ◽  
Educational Background ◽  
Human Resources Development ◽  
Government Employees ◽  
Development Agency ◽  
The Republic ◽  
The Right ◽  
Resources Development

Employee placement in Indonesia has not yet fully applied the principle of “The Right Man On The Right Place”. This causes the performance of government employees and organizations are not optimal. On this basis, the author wants to know the role of the Human Resources and Human Resources Development Agency in the placement of Structural Officials, the obstacles encountered and efforts to overcome these problems based on the Law of the Republic of Indonesia number 5 of 2014 and the opinion of Soekanto 2009 (212-213) relating to the role of the Personnel Agency and the Development of Apparatus Resources in the placement of structural officials. This research uses a qualitative method with an inductive approach. Data collection uses observation, interview and documentation techniques. While in analyzing data, the authors use data eduction techniques, data display and verification. Results of the Discussion, the Human Resources and Human Resources Development Agency of Alor Regency of NTT has performed its role well, namely to propose the placement of employees according to their competence and educational background. However, there are still obstacles faced by the intervention of the authority of the Regional Head in the placement of employees. The Human Resources and Human Resources Development Agency has made efforts to overcome these obstacles both formally and informally.

scholarly journals Analisis Dampak Disiplin Kerja Terhadap Motivasi Pegawai (Study Kasus Di Bpsdm Provinsi Jambi)

2020 ◽  
Vol 4 (1) ◽  
pp. 26
Author(s):  
Suwarto Suwarto
Keyword(s):  
Human Resources ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Employee Motivation ◽  
Total Sample ◽  
Average Level ◽  
Human Resources Development ◽  
Development Agency ◽  
Descriptive Research ◽  
Resources Development

The purpose of this study is to find out: (1) an overview of work discipline, and employee motivation at the Jambi Province Human Resources Development Agency. (2) To determine the effect of work discipline on employee motivation at the Jambi Province Human Resources Development Agency. This research is descriptive and verification. The population in this study are employees of the Jambi Province Human Resources Development Agency. The research sampling technique used Stratified Sampling technique. The total sample in this study was 50 respondents. Data were analyzed using 2 (two) ways, namely using descriptive analysis using a Likert scale. Descriptive research results indicate, the average level of respondents' answers to the variable work discipline (X) of 3,188. The average level of respondents' answers to the motivation variable (Y) was 3.113.

scholarly journals THE EFFECT OF TRUST AND SATISFACTION AND COHESIVITY ON TEAM EFFECTIVENESS IN THE HUMAN RESOURCES DEVELOPMENT AGENCY OF EAST KALIMANTAN PROVINCE

2020 ◽  
Vol 4 (03) ◽  
Author(s):  
Rina Kusharyanti ◽  
Djoko Setyadi ◽  
Irsan Tricahyadinata
Keyword(s):  
Human Resources ◽  
Team Effectiveness ◽  
Partial Least Square ◽  
Least Square ◽  
Human Resources Development ◽  
Cross Sectional ◽  
Team Members ◽  
Development Agency ◽  
East Kalimantan ◽  
Resources Development

This study aims to determine what factors influence the increased effectiveness of the team at the Human Resources Development Agency of East Kalimantan Province. This study uses a cross-sectional design that is data collection that is conducted one time at a predetermined respondent with data analysis used is the partial least square (PLS) approach. A high level of trust will have a positive effect on the greater team effectiveness, so that at the same time team members will feel satisfaction in working with the group which will then affect the success of the team to achieve group goals. Thus, the more team members who are satisfied with the team, the better the performance of the interdependent team in completing the given task.

scholarly journals Pengaruh Keterlibatan Kerja Dan Pengalaman Kerja Terhadap Komitmen Organisasi Pegawai Di Dinas Pendidikan Kabupaten Bekasi

CICES ◽  
2018 ◽  
Vol 4 (2) ◽  
pp. 245-261
Author(s):  
Andri Cahyo Purnomo ◽  
Po. Abas Sunarya ◽  
Rise Wijoyo Jati
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Work Experience ◽  
Survey Method ◽  
Human Resources Development ◽  
Development Agency ◽  
Work Involvement ◽  
The Republic ◽  
Positive Effect ◽  
Resources Development

Organizational commitment is a person's attachment to the organization. Employees who are committed to the organization will have a strong desire to become members of the organization, the desire to strive according to the wishes of the organization, and have the trust and acceptance of the values and goals of the organization. Organizations will be more effective if their employees have a high commitment. This study aims to determine the effect of (1) job involvement, (2) work experience, (3) organizational commitment in the Bekasi District Education Office. In data analysis, this study uses causal survey method using Path Analysis Technique. This study used a sample of 97 employees in the Bekasi District Education Office who were selected using the Slovin formula. The results reveal that: first, work involvement has a direct positive effect on organizational commitment. This means that the increase in work involvement has resulted in an increase in the commitment of employee organizations at the Secretariat of the Human Resources Development Agency of the Ministry of Transportation of the Republic of Indonesia. Second, work experience has a direct positive effect on organizational commitment. This means that an increase in work experience has resulted in an increase in the commitment of employee organizations at the Secretariat of the Human Resources Development Agency of the Ministry of Transportation of the Republic of Indonesia. Third, work involvement has a direct positive effect on work experience. This means that the increase in work involvement has resulted in an increase in work experience for employees at the Ministry of Transportation's Human Resources Development Agency Secretariat. From the results of the study also found that the most influential variables are work involvement on organizational commitment, this can be proven from the results of statistical calculations with a value of r13 = 0.426, p32 = 0.328 the highest compared to the influence of other variables. Follow-up of this study, employees are expected to have high work involvement and attitude of love for their work so that employees will be more sincere and sincere in doing their work. In addition, employees will also have a great sense of responsibility and a sense of ownership of the organization and the whole that will bring the desire of employees to do work beyond what is expected, to do work optimally and maximize themselves to be more useful for the organization.

scholarly journals Functional Information System using Office Laravel Framework in BKPSDM Pekanbaru City

2021 ◽  
Vol 5 (9) ◽  
pp. 35-40
Author(s):  
Sabna* Eka ◽  
Machdalena . ◽  
Suryani, Des ◽  
Ambiyar . ◽  
Rizal Fahmi
Keyword(s):  
Information System ◽  
Human Resources ◽  
Hypothesis Testing ◽  
Secondary Data ◽  
Primary Data ◽  
Human Resources Development ◽  
Position Information ◽  
Development Agency ◽  
Functional Position ◽  
Resources Development

Functional Position Information System is an information system application that is indispensable in Pekanbaru City Personnel and Human Resources Development Agency. This information system has not been implemented so that it needs to be designed and developed to determine its success and effectiveness. This becomes something very interesting to be the object of research, using quantitative research methods and using primary and secondary data as samples. Primary data were taken from field surveys, namely carrying out observations, interviews, case studies of selected samples. Secondary data were taken from available data by carrying out a documentation study at the Pekanbaru City Personnel and Human Resources Development Agency as needed. The data obtained were then analyzed descriptively with the waterfall modeling method. The results of hypothesis testing indicate that the functional position information system has not yet been implemented as an effort to facilitate civil servants to obtain services and information related to functional positions. Hypothesis testing also shows that there is no difference in the acceptance of the information system based on the diversity of functional groups and the length of their service life. For this reason, every civil servant who holds a Functional Position is obliged to take care of a Decree application at the Human Resources Development Personnel Agency Office, abbreviated as BKPSDM Pekanbaru City and to facilitate this, is designed a system called the Functional Position Information System Using the framework Laravel so that the user can easily easy to understand and use the application in the form of a website.

scholarly journals Evaluation Of Regional Financial Management Training Programs

2019 ◽  
Vol 4 (3) ◽  
pp. 117-120
Author(s):  
Muhammad Ridha Albaar ◽  
Maria Paristiowati ◽  
Zulfiati Syahrial
Keyword(s):  
Human Resources ◽  
Training Program ◽  
Financial Management ◽  
Management Training ◽  
Education And Training ◽  
Human Resources Development ◽  
Development Agency ◽  
Four Levels ◽  
And Training ◽  
Resources Development

  The purpose of this study was to determine the effectiveness of the Regional Financial Management training program at the Human Resources Development Agency of North Maluku Province. This study is a program evaluation study that usesmodel four level  Kirkpatrick'swhich includes the level of reaction, learning, behavior and results. In this study discussed the level of reaction at  four levels. The reaction level is discussed about the training participants' reactions to the curriculum, education staff and training facilities. The curriculum components are discussed about training schedules, training materials, learning methods and media. In the education and training component, the reaction of the resource person and the training committee was discussed. The components of the education and training facilities are discussed about classrooms, dormitories, supporting facilities for training and consumption of education and training. This study produces recommendations for reaction levels that can be used as references to improve the quality of the Regional Financial Management Training Program at the Human Resources Development Agency of North Maluku Province.

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