The Effect of Organizational Culture, Motivation, and Leadership Style on Employee Performance at the Human Resources Development Agency (BPSDM) of Sumatera Utara Province

A government agency is an organization that is a group of people specially selected to carry out state duties as a form of service to the masses. This research aims to determine how much influence organizational culture, work motivation, and leadership style have on employee performance as a dependent variable of the Human Resources Development Agency (BPSDM) of Sumatera Utara Province. The research method used is descriptive analysis with a quantitative approach to all employees at BPSDM Sumatera Utara Province, amounting to 85 respondents. The analysis technique used is multiple linear regression with the SPSS program. Based on the calculation results obtained, the organizational culture, motivation, and leadership style partially and simultaneously influence employee performance. Organizational culture variables, work motivation and leadership style together contribute to employee performance 42%, and 58% other factors that contribute to employee performance. The leadership style variable is the variable with the strongest influence on performance with a coefficient value of 0.255. Keywords: Organizational culture, motivation, leadership style, performance, BPSDM.

Human Relations And Working Environment Conditions In Building A Work Ethic With Motivation As Mediation At The Office Of The Agency For Personnel And Human Resources Development (BKPSDM) Sawahlunto City

This study aims to determine the influence of Human Relations and Work Environment Conditions in Building a Work Ethic with Motivation as Mediation at the Office of the Personnel and Human Resources Development Agency (BKPSDM) Sawahlunto City. The method used is Structural Equation Modeling (SEM) with Partial Least Square (PLS) 3.0. By distributing questionnaires as many as 39 respondents. The results of the data analysis concluded that there was a positive and significant influence on the human relation variable on the work ethic variable. There is a positive and insignificant influence on work environment variables on work ethic variables. There is a positive and insignificant influence of the human relation variable on the motivation variable. There is a significant positive effect of the human relation variable on work ethic variables. There is a positive influence which is not significant, the motivation variable has an effect on work ethic variables. There is a positive and insignificant influence given by the human relation variable on the work ethic variable which is mediated by motivation. There is a positive and insignificant influence given by the work environment variable on work ethic variables mediated by motivation.

Essential Professional and Expert Human Resources Needs

Qualified human resources are a critical and essential factor in planning a smart city, implementing it, and in providing capabilities for forward thinking and enhancing the ongoing operation and performance. This chapter examines the human resources development needed for smart cities transformation, management, and organizational need for projects and practices required. A clear distinction is introduced between the institutional role, operations role, and development roles. With emphasis on technology skills and the needed technical know-how, an overview of soft skills and most demanded tasks for smart cities are presented. With clear definition and modeling human resource management for smart cities, this chapter provides a pragmatic approach to human resource planning and management for the digital transformation of smart cities.

ANALISIS DETERMINAN KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA (BKPSDM) KABUPATEN JENEPONTO

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kompetensi, pengembangan karier, beban kerja, disiplin kerja terhadap kinerja pegawai pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kabupaten Jeneponto. Metode pengumpulan data melalui observasi, dokumen, penyebaran kuesioner, serta studi literatur dan teknik analisis data menggunakan analisis regresi linear berganda. Hasil penelitian menemukan bahwa kompetensi mempunyai pengaruh positif dan signifikan terhadap kinerja pegawai khususnya pada BKPSDM Kabupaten Jeneponto, pengembangan karier mempunyai pengaruh positif dan signifikan terhadap kinerja pegawai, beban kerja, mempunyai pengaruh negatif dan signifikan terhadap kinerja pegawai, disiplin kerja mempunyai pengaruh positif dan signifikan terhadap kinerja pegawai khususnya pada BKPSDM Kabupaten Jeneponto. This research aims to determine and analyze the effect of competence, career development, workload, work discipline on employee performance at the Personnel and Human Resources Development Agency (BKPSDM) Jeneponto Regency. Methods of data collection are through observation, documents, distributing questionnaires, and literature studies and data analysis techniques use multiple linear regression analysis. The results of the study show that competence has a positive and significant impact on employee performance, especially at BKPSDM Jeneponto Regency, career development has a positive and significant impact on employee performance, workload, has a negative and significant impact on employee performance, work discipline, and has a positive and significant impact on employee performance, especially at BKPSDM Jeneponto Regency.

PERFORMANCE OF HUMAN RESOURCES DEVELOPMENT AGENCY (BPSDM) OF SOUTHEAST SULAWESI PROVINCE

This study intends to analyze the impact of work culture and job satisfaction on employee performance at BPSDM Southeast Sulawesi Province. This type of research is explanatory research, with a total sample of 47 respondents. The sample size was determined based on the slovin method, the sampling technique was carried out directly. Data was taken using a questionnaire with a Likert scale. Analysis of the data by descriptive and multiple linear regression. The results of the research prove that work culture has a positive effect on employee performance with a significance number of 0, 000 and t is 43, 757 with a coefficient of 0, 74. Job satisfaction has a positive effect on employee performance with a significance number of 0, 000 and t is 82, 629 and a coefficient of 0, 93. Based on the results of data analysis, it is concluded that work culture and job satisfaction greatly affect employee performance. This shows that the two variables, both work culture and job satisfaction, have been tested to significantly affect employee performance.AbstrakPenelitian ini bermaksud untuk menganalisa akibat aspek budaya kerja serta kepuasan kerja terhadap kinerja pegawai di BPSDM Provinsi Sulawesi Tenggara. Tipe penelitian merupakan eksplanatory research, dengan jumlah sampel sebesar 47 responden. Besar sampel didetetapkan berdasarkan pada metode slovin, teknik penarikan sampel dilakukan secara langsung. Data diambil menggunakan angket dengan skala likert. Analisa data dengan cara deskriptif serta regresi linier berganda. Hasil riset membuktikan kalau budaya kerja mempengaruhi positif terhadap kemampuan pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 43, 757 dengan angka koefisien 0, 74. Kepuasan kerja mempengaruhi positif terhadap kinerja pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 82, 629 serta angka koefisien 0, 93. Berdasarkan pada hasil analisa data, disimpulkan kalau budaya kerja serta kepuasan kerja sangat mempengaruhi kinerja pegawai. Hal ini menunjukkan bahwa kedua variable tersebut, baik budaya kerja maupun kepuasan kerja teruji secara sognifikan mempengaruhi kinerja pegawai.

EVALUASI PROGRAM PENDIDIKAN DAN PELATIHAN KEPEMIMPINAN TINGKAT IV DALAM KEBIJAKAN PENGEMBANGAN KOMPETENSI ASN DI PEMERINTAH KABUPATEN LAHAT

This study aims to evaluate the Level IV Leadership Education and Training Program (Diklatpim) using the COPP evaluation model developed by Stufflebeam. The CIPP evaluation model is expected to produce a complex evaluation of the 2016 Level IV Diklatpim program in the Lahat District Government. Based on the use of the evaluation model, the qualitative research method with a case study approach was chosen by the researcher. Data collection was carried out by interviewing and studying documentation related to the implementation of Level IV Diklatpim in 2016. The informants in this study amounted to 15 people who came from the Agency for Personnel and Human Resources Development (BKPSDM) Lahat Regency, South Sumatra Province, Regional Human Resources Development Center. (BPSDMD) South Sumatra Province and participants of Level IV Training and Education in 2016 in the Lahat Regency government. When viewed from the aspects of the process and product implemented, the results of the study show that the 2016 Level IV Education and Training program in Lahat Regency has been in accordance with applicable regulations and is considered successful. However, based on the context and input aspects, there are several things that are not in accordance with the aims and objectives of the Level IV Diklatpim program in the Lahat Regency government.

PENINGKATAN KOMPETENSI PENYULUH PERTANIAN DI BALAI PENGKAJIAN TEKNOLOGI PERTANIAN (BPTP) DENGAN PEMANFAATAN MEDIA KOMUNIKASI

<p>Efforts to improve the competency of agricultural extension workers have been carried out through education and training by the Agency for Agricultural Extension and Human Resources Development. Improving the competence of agriculture extension workers through the utilization of communication media has not been used intensively by the government. The purpose of this study is to know the level of influence of communication media utilization on the competence of agricultural extension workers. The study was used a quantitative approach through an online survey of 203 agricultural extension workers at the Assessment Institute for Agricultural Technology from 33 provinces. The results showed that the utilization of communication media and characteristics of individual had a significant effect on the competence of agricultural extension workers. Environmental support factors have a significant effect on the utilization of communication media and have an indirect effect on the competence of agricultural extension workers. The most and significant influence on the competence of agricultural extension comes from the utilization of communication media which is 4.38. Meanwhile, the significant factor affecting the utilization of communication media is only in the form of environmental support of 0.34. Therefore, to improve the competence of agricultural extension workers, utilization of communication media in the dissemination of agricultural information should be increased. Furthermore, to increase the utilization of communication media in the dissemination of agricultural information, the environmental support of extension activities, such as literacy training on the use of variation communication media, should be improved.</p>