scholarly journals Development of Civil Servant Resources at the Silian Raya District Office, Southeast Minahasa Regency

2021 ◽  
Vol 21 ◽  
pp. 176-183
Author(s):  
Julex Wanga ◽  
Goinpeace Tumbel ◽  
Jeane Elisabeth Langkai
Keyword(s):  
Higher Education ◽  
Data Collection ◽  
Civil Servant ◽  
Civil Servants ◽  
Recruitment Pattern ◽  
Organizational Goals ◽  
District Office ◽  
Work Tasks ◽  
Education Levels ◽  
District Government

This study aims to analyze the development of Civil Servant resources at the Silian Raya District office, Southeast Minahasa Regency. The focus of research in research is the development of Civil Servant resources through a). through education b). training, c) seminars, d). courses, and e). upgrading. Data collection techniques are through: PNS planning documents, observations, and interviews on a). 6 employees of Silian Raya District, b). Section Head, c). Head of Planning Sub Division, d). Secretary to the sub-district head, e). Camat. The results showed that: a). The recruitment pattern for filling positions at the Silian Raya District Office has not been carried out based on the work tasks needed to achieve organizational goals, b. The form of education carried out to improve civil servants' performance is left to the decision of civil servants to develop higher education levels, c). The training provided to civil servants depends on the availability of district government funds. Based on the results of these studies, it is recommended that: a). The recruitment pattern for filling positions at the Silian Raya District Office is based on achieving organizational goals in the District, b). The form of education carried out to improve civil servants' performance is provided in the form of educational scholarships., c). The training provided to civil servants is adjusted to the needs of the work or position held.

scholarly journals IMPLEMENTASI KEBIJAKAN DISIPLIN PNS DALAM MENINGKATKAN KINERJA PEGAWAI DI KANTOR CAMAT UTAN, KABUPATEN SUMBAWA, PROVINSI NUSA TENGGARA BARAT

2018 ◽  
Vol 6 (2) ◽  
pp. 149-170
Author(s):  
Arihun Rahmatin
Keyword(s):  
Data Collection ◽  
Research Method ◽  
Qualitative Method ◽  
Employee Performance ◽  
Qualitative Approach ◽  
Civil Servants ◽  
District Office ◽  
Discipline Policy ◽  
Disciplinary Policy

ABSTRACT The purpose of this study was to analyze the Discipline of Civil Servants policy in improving performance at the Utan Sub-District Office, Sumbawa Regency, West Nusa Tenggara Province. The research method used is a qualitative method, with a qualitative approach. Data obtained through data collection techniques: interviews and documentation. The results of this study indicate that the implementation of the disciplinary policy of Civil Servants in the Utan Sub-District Office, Sumbawa Regency basically has not run effectively. This is due to a lack of awareness to be able to work with discipline. Keywords: implementation, civil discipline policy, employee performance

scholarly journals PENJATUHAN HUKUMAN DISIPLIN TERHADAP PEGAWAI NEGERI SIPIL YANG DIVONIS PIDANA DI KABUPATEN KEPULAUAN MENTAWAI

2019 ◽  
Vol 18 (1) ◽  
pp. 129
Author(s):  
Sari Dewi
Keyword(s):  
Education Policy ◽  
Employment Status ◽  
Civil Servant ◽  
Civil Servants ◽  
Mentawai Islands ◽  
The Status ◽  
District Government ◽  
Legal Consequences

<p><strong><em>Abstract : </em></strong><em>Civil servants are required to be obedient and obedient to the applicable invitation rules. Without prejudice to the provisions in the written-invitation rules, a civil servant who is convicted of a criminal sentence and must process employment regulations. There were 12 civil servants in Mentawai Islands District who were sentenced to different cases, but not all were disciplined. The imposition of disciplinary punishment on civil servants convicted was carried out by the Regent of Mentawai Islands based on recommendations from MPP. Of the 12 civil servants who were convicted, only 5 civil servants were sentenced to discipline.The legal consequences of the status of civil servants who are not sentenced are still active and receiving a full salary. This condition led to the payment of salaries of civil servants who were convicted not in accordance with the provisions. For officials related to Prince PNS, there are no further provisions that are not related to education policy, so as to enable the Mentawai Islands District government to make regional regulations and adjust MPP institutions and improve competencies, there must be a process needed so that every civil servant convicted certainty of employment status.<strong></strong></em></p>

scholarly journals Analisis Kinerja Tenaga Kependidikan IAIN Purwokerto

2016 ◽  
Vol 4 (1) ◽  
pp. 39-62
Author(s):  
Mochamad Fadlan
Keyword(s):  
Data Collection ◽  
Civil Servant ◽  
Civil Servants ◽  
Team Work ◽  
Quantitative Approach ◽  
Educational Institutions ◽  
Research Approach ◽  
Educational Personnel ◽  
Effective Use ◽  
Educational Staff

Abstract This study aims to determine the performance of educational personnel in IAIN Purwokerto. Urgency of this research is the educational staff is part of educational institutions that should perform well. With good performance, then the goal of educational institutions more easily achieved. The research approach used is a quantitative approach with the respondents are all civil servants with civil servant status. In data collection, using the method of observation, questionnaires, interviews, and documentation. The results showed that in general the performance of IAIN Purwokerto educational staff has been good, ie by always maintaining good relationships with colleagues will participate to provide good results on the performance of individuals. In addition, the ability of an employee to work in a team work, also contributes to the performance of education staff IAIN Purwokerto. However, there are some employees whose performance still needs to be improved, through the achievement of better work, and enhancement of discipline through the effective use of working time. Keywords: Performance, Educational Staff Abstrak Penelitian ini bertujuan untuk mengetahui kinerja tenaga kependidikan di IAIN Purwokerto. Urgensi penelitian ini adalah tenaga kependidikan merupakan bagian dari lembaga pendidikan yang hendaknya berkinerja baik. Dengan kinerja baik, maka tujuan dari lembaga pendidikan lebih mudah tercapai. Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif dengan responden adalah seluruh tenaga kependidikan yang berstatus PNS. Dalam pengumpulan data, menggunakan metode observasi, angket, wawancara, dan dokumentasi. Hasil penelitian menunjukan bahwa secara umum kinerja tenaga kependidikan IAIN Purwokerto sudah baik, yakni dengan senantiasa memelihara hubungan baik dengan rekan kerja akan turut serta memberikan hasil kerja yang baik terhadap kinerja individu. Selain itu, kemampuan seorang pegawai bekerja dalam suatu tim kerja, turut memberikan pengaruh terhadap kinerja tenaga kependidikan IAIN Purwokerto. Namun ada beberapa pegawai yang kinerjanya masih perlu ditingkatkan, melalui pencapaian hasil kerja yang lebih baik, serta peningkatkan kedisplinan melalui penggunaan waktu kerja yang efektif.

scholarly journals Policy Implementation of The Duties and Functions of Family Planning Field Officers (P.L.K.B.) Non-Civil Servant at The Department of Population Control and Family Planning

2021 ◽  
Vol 24 ◽  
pp. 6-18
Author(s):  
Serly Lian Mamahit ◽  
Wilson Bogar ◽  
Marthinus Mandagi
Keyword(s):  
Family Planning ◽  
Data Collection ◽  
Role Model ◽  
Population Control ◽  
Program Planning ◽  
Secondary Data ◽  
Civil Servant ◽  
Civil Servants ◽  
Primary Data ◽  
Collection Data

In general, this study aims to describe and analyze the Implementation of the Policy on Duties and Functions of Non-civil servant Family Planning Field Officers (P.L.K.B.) at the Department of Population Control and Family Planning, Southeast Minahasa Regency. This study uses a qualitative research type, primary data collected through interview techniques, and supported by secondary data, namely documentation. The data analysis of this research used an interactive model consisting of "data collection, data display, data condensation, concluding; drawing and verifying" developed by Miles, Huberman, and Saldana. The results of this study prove that; The implementation of the P.L.K.B. Duties and Functions Policy is based on the Decree of the Southeast Minahasa Regent Number: 180/13/S.E.T.D.A./2021 concerning the Appointment of Contract Workers, Cleaning Officers, Drivers, and other Officers within the Southeast Minahasa Regency Government. Whereas the main tasks of non-civil servant P.L.K.B. are not much different from that of civil servant P.L.K.B., namely, approach Community Leaders; carry out data collection and mapping of work areas; conduct agreement-raising, conduct I.E.C. counselling/counselling, and advocacy; establish a pioneer and role model group, family planning services, adolescent reproductive health, prosperous families, and family development; make a report on the implementation of tasks to the leadership. Therefore, the Family Planning Field Officer (P.L.K.B. non-civil servant) controls and owns it to carry out the lessons. In carrying out these duties, non-civil servant Family Planning Field Officers can improve their abilities and skills. The main problems faced are related to the duties and functions of non-civil sservantsP.L.K.B. The number of villages is so large that it is not proportional to non-civil servant P.L.K.B. personnel. The facilities and infrastructure owned to support the tasks of P.L.K.B. Non-civil servants are still inadequate. Non-civil servant, P.L.K.B. cooperation with cross-sector (District and Village), is less than optimal. The human resource capabilities of P.L.K.B. non-civil servants are also not yet professional. Non-civil servant P.L.K.B. compensation has not provided adequate guarantees when compared to the duties. So that a wiser policy is needed, namely, "Regulation or Regent's Decree Regarding: Guidelines for the Management, Duties, and Functions of Family Planning Field Officers (P.L.K.B.) for Non-civil servant Southeast Minahasa Regency, which in this policy includes rights and obligations, sanctions and rewards and others deemed necessary. Non-civil servant P.L.K.B. is an officer who implements, manages, and mobilizes the community in the Proud of program planning at the village level. Non-civil servant P.L.K.B. is very helpful in the lack of Family Planning Extension Workers (P.K.B.) in the field.

scholarly journals PENGUATAN SIKAP INTEGRITAS MELALUI PELATIHAN DASAR CALON PEGAWAI NEGERI SIPIL

2020 ◽  
Vol 3 (2) ◽  
pp. 275
Author(s):  
Amat Budiman
Keyword(s):  
Civil Service ◽  
Organizational Management ◽  
Civil Servant ◽  
Work Climate ◽  
Civil Servants ◽  
Basic Training ◽  
Organizational Goals ◽  
Moral Principles ◽  
The Status ◽  
Positive Work

Civil Servants (PNS) are part of the State Civil Service (ASN). Before being sworn in to become part of the ASN, PNS had the status of Civil Servant Candidates (CPNS). CPNS are then required to take Basic Training (Latsar) in order to have an attitude of integrity at work. Integrity is a mess to ensure consistency in the work of civil servants so that the organization moves towards a positive work climate. This article aims to describe the importance of strengthening the integrity of the CPNS through basic training. This article uses a literature approach to describe a topic in a systematic manner. Integrity behavior shows how a person has consistency in moral principles that are used as a guide in making decisions. Integrity is able to provide learning regarding work dedication. Strengthening integrity can be done gradually. Thus, integrity is expected as a form of organizational management that moves groups of individuals to achieve organizational goals.

scholarly journals ANALISIS KINERJA BADAN KEPEGAWAIAN PENDIDIKAN DAN PELATIHAN DALAM PELAKSANAAN KENAIKAN PANGKAT PEGAWAI NEGERI SIPIL DI WILAYAH KABUPATEN MAHAKAM ULU

DEDIKASI ◽  
2020 ◽  
Vol 21 (2) ◽  
pp. 1
Author(s):  
Nanik Pujiastuti Dan Mulyanah
Keyword(s):  
Empirical Study ◽  
Field Research ◽  
Civil Servant ◽  
Civil Servants ◽  
Administrative Process ◽  
District Government ◽  
The Government ◽  
And Function ◽  
Existing Data

The promotion in the Mahakam Ulu District Government even though it has been implemented in the area still seems to use bureaucratic tortuous and policies that make it difficult for Civil Servants to be promoted. The problems in this research is how the implementation of promotion and inhibition factors promotion through the adjustment of diploma in the Government of Mahakam Ulu Regency. Research Objective to know the process of implementation of promotion of Civil Servant for those who get a diploma in Government of Mahakam Ulu Regency. In order to research for the development of theory and concepts as well as inputs to related institutions regarding the promotion of the rank of Civil Servant who btained a diploma. The approach used is normative through literature and empirical study through direct field research and also free guided interviews to the authorities related to research to complement the existing data. The increase of the rank of civil servant in Mahakam Ulu District Government has a role in its duty and function to conduct the process of appointment promotion through diploma for Civil Servant which is within the Government of Mahakam Ulu Regency, whose administrative process is done by Regional Personnel Board of Mahakam Ulu Regency

scholarly journals Analisis Kinerja Pegawai Pada Kantor Camat

PERSPEKTIF ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 61-68
Author(s):  
Muhammad Reza Syahputra ◽  
Isnaini Isnaini ◽  
Adam Adam
Keyword(s):  
Data Collection ◽  
Research Method ◽  
Employee Performance ◽  
Analysis Data ◽  
Government Agency ◽  
District Office ◽  
Head Office ◽  
Performance Accountability ◽  
District Government

Based on the results of the analysis of the 2020 East Medan District Government Agency Performance Accountability Report, it shows that employee performance is still low, and there are problems that need to be addressed related to apparatus work discipline. The research method used in this research is descriptive with qualitative analysis. Data collection is obtained from interviews, documentation, and observations. The results showed that the work quality of the employees of the East Medan District Head Office, Medan City was still low in terms of handling documents and procedures were still convoluted and slow and not transparent in terms of costs. The work quantity of the employees of the Medan Timur Sub-district Office in Medan City is quite good. The work discipline of the employees of the East Medan Sub-district Office, Medan City, has not yet been implemented as expected by the community. Employees at the Medan Timur Sub-district Office in Medan City have good initiatives in carrying out their duties. As well as the employee's responsibility for all aspects related to the tasks carried out by the employees of the East Medan District Head Office, Medan City is quite good.

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

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

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