Model Analysis of Civil Servant Requirement in the Human Resources Development Agency ( BKPSDM ) of Balikpapan City

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Introduction
Analysis of employee needs, both in private companies and government environments, becomes increasingly crucial as institutions evolve.The growth of these organizations necessitates the recruitment of new employees to fill expanding units or roles.Several considerations must be taken into account when recruiting new employees, and a fundamental aspect of this process is the analysis of employee needs.Employee needs analysis is the cornerstone of organizational structuring.It is a logical and systematic calculation process involving all identified factors.This process aims to determine the optimal number and composition of civil servants required by an organizational unit to carry out their duties efficiently, effectively, and sustainably.The analysis of employee needs is based on various criteria, including: (a) Types of Work: Different tasks within an organizational unit, such as typing, case examination, research, and medical treatment, require distinct skill sets and expertise.(b) Nature of Work: The nature of the job, especially in terms of time standards, plays a significant role in determining the workforce formation.Some tasks may be confined to regular working hours, while others, like firefighting or healthcare, may According to research conducted by Alifudin Al Islami and Agung Surianto in 2022, as documented in the journal titled "Analysis of the vacancy of positions to optimize the performance of the employees of the Bank Jabar Bank," it is highlighted that position vacancies can significantly disrupt employee performance, hindering them from fulfilling their duties and functions effectively.The presence of position vacancies and an insufficient number of state civil servants may result in an increased workload, leading to physical and psychological fatigue.Moreover, the shortage of personnel can escalate the workload for other employees.Table 2 indicates a discrepancy in the formal educational backgrounds of some employees, further underscoring the potential impact on service quality and overall performance.
Supporting this data, insights gathered from telephone/WhatsApp interviews, particularly with job analysts, reveal a historical moratorium before 2019 and an ongoing challenge in achieving equalization.The inadequacy of employees within the General Functional Position (JFU) and specific functional positions (JFT) within BKPSDM is evident, with mismatches observed between the educational background of personnel and the positions they currently occupy.
The findings from both interviews and empirical data emphasize the dual deficiency in quantity and quality of employees at BKPSDM Balikpapan City.Quantitatively, the existing number of employees falls short of the projection required by BKPSDM Balikpapan City.
Qualitatively, disparities in educational qualifications and levels of education compared to the To gain comprehensive insights into the implementation and impact of job analysis and workload analysis on the management of Civil servants(ASN) in Balikpapan City, the research formulates several key problems that will serve as the primary focal points of investigation.

1) How does the Human Resources Development and Personnel Agency (BKPSDM) of
Balikpapan City conduct job analysis and workload analysis?This aims to reveal the processes involved in conducting such analyses, including the stages involved, techniques used, as well as the data sources and information referenced.
2) What methods and approaches does BKPSDM use in analyzing the civil servant requirement?This focuses on demonstrating the principles, methods, and approaches used by BKPSDM in the job and workload analysis process, including questions about how the procedures and ethics of workload determination are determined through an understanding of the civil servant requirement.
3) How are the results of this job and workload analysis applied in the operational aspects of BKPSDM and contribute to the improvement of efficiency and effectiveness of public services?This seeks to explore how the reports and findings from previous analyses are applied in day-to-day practices.The goal is to understand how these analysis results positively impact the organization's performance and public services in general.
DOI: https://doi.org/10.33701/jmsda.v11i2.3816 Through addressing these questions, the research endeavors to offer fresh insights and comprehension regarding the execution of position analysis and workload in the realm of public administration, particularly within the city government setting.The primary objective is to attain a profound understanding of this process and elucidate how the outcomes are leveraged to cultivate more streamlined city government organizations and deliver effective public services.

Research Methods
The research methodology employed in this study is qualitative research with a descriptive approach.The objective of this research is to delineate the advantages and roles of job analysis and workload analysis in the process of planning the requirements of the Civil servantsin BKPSDM Balikpapan City.Qualitative research was chosen as the most fitting method for this study due to its suitability for exploring problems within a dynamic social context, particularly in the focus area of analyzing the requirement of Civil Servants.The emphasis of this research lies in capturing the perspectives and experiences of the participants.
Simangunsong (2016: 90) notes that in qualitative research, the design can vary, adapting to the natural form of qualitative research characterized by emergent properties where phenomena spontaneously arise in accordance with natural principles.The researcher encounters and explores phenomena as they manifest during the research process in the field.
In line with this understanding, the researchers aim to comprehend the situation prevalent in local government agencies, specifically concerning the resource civil servant requirement of the agency under investigation.The chosen method is descriptive as the research seeks to provide a detailed account of the benefits and functions of job analysis and workload analysis in evaluating the civil servant requirement Servants.
DOI: https://doi.org/10.33701/jmsda.v11i2.3816 Therefore, the combination of qualitative research methods with a descriptive approach is deemed appropriate for addressing the issues inherent in researching the analysis model of the civil servant requirement in BKPSDM Balikpapan City.

Job Analysis at BKPSDM of Balikpapan City
The roles of BKPSDM of Balikpapan City are specified as follows.
a. Formulating and handling in the preparation of policies, programs, and activities in the field of environments and between organizational units within the regional government as well as other institutions outside the regional government in accordance with their respective duties and functions.Structural positions in the Agency are appointed and terminated in accordance with the provisions of laws and regulations.
The placement of employees in regional officials is required to align with government competencies as stipulated by statutory provisions.Law Number 5 of 2014 regarding the Civil servants underscores the implementation of the merit system in the policies and management of the Civil Servants.
The merit system, as defined by the law, involves Civil Servant policies and management based on qualifications, competencies, and performance, administered fairly and impartially without any form of discrimination.This system ensures that the placement of employee positions is transparent and conducted in a professional manner.By adhering to the merit system, local governments are facilitated in placing employees appropriately and professionally, benefiting from established foundations and guidelines that guide the process.The merit system, therefore, serves as a framework for fair and equitable employee placement, contributing to the effective functioning of regional officials.
The interviews with the Secretary of the Balikpapan City BKPSDM provide valuable insights into the purpose and significance of training in the preparation of position analysis for the civil servant requirement servants (ASN) and workload analysis.According to the Secretary, the primary objective of this training is to cultivate high-quality human resources capable of contributing to economic development.The training aims to clarify the roles and responsibilities of employees in their respective positions, emphasizing the importance of understanding the authority, purpose, and methods associated with their work.Additionally, the training seeks to assess the abilities and attitudes required to execute their duties effectively.
In accordance with Law Number 5 of 2014 concerning Civil Servants, government agencies are mandated to compile information on the number and types of positions and conduct workload analysis.The preparation of the Civil Servants' position and workload needs spans a five-year period, detailed on an annual basis to address priority needs.This process involves organizing position analysis and workload analysis activities, as directed by the BKPSDM.Through position analysis, valuable job-related information is gathered, serving as a guide for creating job descriptions and evaluating the extent to which position requirements are met.
The Secretary emphasizes that workload analysis is a systematic management technique designed to assess the effectiveness and efficiency of organizational work based on workload volume.The outcomes of this analysis serve as benchmarks for employees and organizational units in task distribution and performance evaluation.This includes establishing work completion norms, efficiency levels, workload standards, and performance criteria.Furthermore, workload analysis contributes to the compilation of employee formations and the enhancement of overall system procedures and management practices.
In the context of job analysis, the research emphasizes that it is a process involving the collection and analysis of information about work.This includes job descriptions, indicators, required education and competencies, operational procedures, work outcomes, and criteria for compensation and performance evaluation.Job analysis proves essential for various organizational functions, including withdrawal strategies, selection, performance appraisal, training and development, and the design and redesign of human resources.
Overall, the interviews and provided information underscore the critical role of position analysis and workload analysis in creating a well-informed foundation for effective human To design the organization and establish job descriptions, job specifications, and job evaluations, Mondy (2008: 67) suggests that aspects of job analysis, including job description, job specifications, and job evaluation, need to be carefully considered.Job description outlines duties, responsibilities, work conditions, and employment relations for a specific position.Job specifications list the human demands of a position, considering education, skills, and personality traits.Job evaluation assesses the weight, difficulty, and risk associated with a position to determine its ranking and corresponding salary.
The process of job analysis involves several stages, including planning, team formation, notifying targeted organizational units, and submission of training analysis forms.This process contributes to increasing competencies-comprising knowledge, expertise, and attitudes-leading to improved work productivity and organizational performance.
Furthermore, the study emphasizes the importance of identifying the needs for competency development at the organizational level.Using a qualitative and descriptive approach, the study aims to solve real organizational problems through the collection, classification, and analysis of This is essential to ensure effective and efficient public services while elevating professionalism in service delivery.
A central issue highlighted in the study is the insufficient alignment of CIVIL SERVANTS with their competencies.Sumardi (2011) echoes this concern, stating that competencies have not become the primary basis for managing the resources or implementing competency-based human resources management (CBHRM) in various ministries, institutions, and local governments.
According to Pramusinto (2020), building organizational commitment and improving professionalism necessitate changes within the organizational context, including enhancing civil servants' competencies through education, training, career development, and sustainable competency development.The attainment of Civil Servants' professionalism is contingent upon the implementation of the merit system and a commitment to reform.

a. Merit System
The merit system is a method of recruiting employees based on qualifications, competence, and performance in a fair manner without discrimination based on background.Quoting Fadil et al. (2005), "A merit system, based on the principle of equity, provides rewards based on individual performance.In a merit system, each employee is evaluated based on their individual performance DOI: https://doi.org/10.33701/jmsda.v11i2.3816 and is compensated accordingly.It is a system that emphasizes individual initiative and performance, rather than group affiliation or seniority."This system is adopted from successful countries in human resource management, such as Korea and Singapore, with the goal of finding and placing employees according to their abilities.
The current recruitment system for Civil Servants is not merit-based but is instead based solely on the highest education level attained or political decisions.The Civil Servants' Roadmap 2015-2019 includes three objectives: Civil Servants Planning, Recruitment, and Professionalism.
The aim is for civil servants to work more productively, effectively, and efficiently.
To create a clean government and good governance, changes are needed, as reflected in Law No. 5 of 2014 concerning the Civil Servants.The issue of seniority in education and training (Diklat) needs to be changed, and the mindset of civil servants needs to shift from "asking to be served" to "serving the people."Individual civil servants need to be willing to change.Examples of leaders like President Joko Widodo, who directly listens to the complaints of the people and takes action for change, are what society hopes for.

b. Commitment
To enhance the professionalism of Civil Servants, it is necessary to place them based on their expertise, maintain a conducive work environment, and establish a clear recruitment system such as a merit-based system.However, that alone is not sufficient; it is also crucial for individuals to have the willingness to change and take responsibility for their work.
Commitment is defined as a sense of identification, engagement, and loyalty to the organization.It includes three elements: (1) identification with the organization's goals, (2) engagement in organizational tasks, and (3) loyalty to the organization.Thus, commitment is a self-promise that needs to be fulfilled and manifested in behavior.
Before their appointment, civil servants take an oath or pledge during the inauguration ceremony.However, based on data from the Corruption Eradication Commission (KPK) in 2021, Indonesian civil servants have not fully committed to fulfilling their pledges.
Strategies that can be implemented by civil servants and the government to fulfill their commitments include strengthening faith and religious values, as well as reinforcing a sense of patriotism in every civil servant.This is intended to encourage civil servants to think twice before engaging in actions detrimental to the country and future generations, including the generations of their children.

c. Innovative
DOI: https://doi.org/10.33701/jmsda.v11i2.3816necessitates a transformation in the mindset and culture of the ASN, guided by the following principles: 1. Work is a blessing, done sincerely and with gratitude.
2. Work is a trust, performed correctly and responsibly.
3. Work is a calling, done with complete integrity.
4. Work is actualization, done with hard work and enthusiasm.
5. Work is worship, done seriously and with love.
6. Work is an art, done intelligently and with creativity.
7. Work is an honor, done with diligence.
8. Work is a service, done with humility.
In order to realize these work ethics, multidimensional approaches are needed as follows.Communication is equally significant in the working relations within the government, involving interactions among superiors, subordinates, and colleagues.To achieve effective communication, various strategies can be employed, such as direct action, regulation of information flow, utilization of feedback, empathy, repetition, mutual trust, precise time determination, language simplification, effective listening, and addressing rumors.
Instructions or information provided by superiors must be implemented by subordinates.
However, if the information lacks persuasiveness, subordinates may hesitate in its execution.
Hence, it becomes imperative for Civil Servants to convey information persuasively and communicatively to cultivate harmonious work relationships and provide excellent public service.

d. Educated or Intellect
Education stands as the primary capital for attaining goals, wielding significance not only within one's immediate surroundings but also in meeting the demands of various professions, including that of a Civil Servant.

e. Foreign Language Skills
Language serves as the primary communication tool for collaboration between countries.In the era of globalization, possessing the ability to master more than one language, particularly English, provides a distinct advantage in the professional endeavors and career trajectory of a Civil Servants.Given the challenges presented by the ASEAN Economic Community (AEC), having quality Civil Servants who are proficient in foreign languages becomes indispensable.

f. ICT Skills
The management and mastery of Information and Communication Technology (ICT) have become increasingly crucial in the modern information age, and this holds true for the Civil Servants.Technology not only facilitates access to information but also streamlines communication, making it an essential tool for running an efficient and effective government.
The government has introduced technology-based systems such as e-PUPNS for employee data collection and e-KTP for citizen data collection, simplifying processes and enhancing data accuracy.Civil Servants are expected to possess the skills to control ICT, supporting the implementation of these systems and improving services to the community.
In the face of globalization and the digital era, ASNs are required to be adept at working with the latest technologies, including computers and the internet.An ICT culture should be integrated into the government and public services systems to elevate the performance and effectiveness of Civil Servants, particularly in dealing with the challenges presented by the ASEAN Economic Community (AEC).
Establishing an ICT culture necessitates a positive attitude and interest in using technology at work, fostering effective utilization that positively impacts the organization.Training in ICT is crucial to ensure that Civil Servants continuously grow and remain competitive in the era of globalization.This proactive approach will prepare Civil Servants for the implementation of e-Government initiatives, contributing to making Indonesia a country with a robust internet network and world-class Civil Servants.

Conclusion
personnel and human resources development; b.Preparing the guidelines, technical instructions, and implementation guidelines for policies in the field of personnel and human resources development; c.Executing the policies in the field of personnel and human resources development; in carrying out their duties and functions, the Head of the Agency, Secretary, Head of Division, Head of Subdivision, Head of Subsection, and Functional Group must apply principles regarding the pattern of mechanisms of work relations and coordination, both within their respective a. Training for "the head" : Trainings addressed to develop one's mind, knowledge and comprehension.b.Training for "the hands": Trainings that are intended to improve ones' skills, competences and habits.. c.Training for "the heart": Trainings intended to enhance the motivation and attitude.The goal of the development is to develop civil servants with good characteristics, competences and performance, with major manifestations as follows.a. Strengthening a culture of excellence b.Improving work productivity c.Deepening the meaning of work d.Building work motivation e. Enhancing love for the profession Law No. 5 of 2014 mandates the Civil servants to function as a unifying element of the nation, upholding the principles of Pancasila and the 1945 Constitution, especially within the dynamic global context.As a symbol of unity, Civil Servants are expected to embody the principles of mental revolution, fostering mutual cooperation for the welfare of the Indonesian people.Regrettably, some Civil Servants neglect their primary tasks and professional code of ethics, eroding public trust.Despite prioritizing the transformation of Civil Servants from a comfort zone to a competitive zone, the harmonization and synergy among Civil Servants remain crucial to achieving common goals, prioritizing public interests over personal or group interests.The direct DOI: https://doi.org/10.33701/jmsda.v11i2.3816and intellect, proficiency in foreign languages, and mastery of Information and Communication Technology (ICT).c.CommunicationCommunication serves as the process through which information, ideas, and emotions are conveyed from one individual to another, with the objective that the information is comprehended and acted upon.Its pivotal role extends to human interactions, whether within a group or organization.Communication functions encompass the attainment of shared understanding, trustbuilding, coordination of actions, strategic planning, division of labor, facilitation of group activities, and the sharing of emotions.Effective communication is characterized by clarity, trustworthiness, and the ability to foster collaborative actions.In the governmental context, the Civil servants hold a crucial role in disseminating information to the public.A communicative Civil Servant can facilitate efficient and effective public services, fostering public trust in the information being conveyed.
Analysis of the civil servant requirement at the Human Resources Development and Management Agency (BKPSDM) in the Balikpapan City involves several stages, including planning, team formation, communication with target organizational units, and implementation of Jurnal MSDA (Manajemen Sumber Daya Aparatur) 11, 2 (2023): 96-123 121 of 123 DOI: https://doi.org/10.33701/jmsda.v11i2.3816 the analysis form.The goal of this analysis is to identify and create solutions for future issues and challenges at BKPSDM.This process helps determine the competence development needs at the organizational and individual levels based on the roles and positions of each ASN.BKPSDM in the Balikpapan City employs several strategies to address the challenges of Civil Servants need analysis, including: a. Conducting guidance that focuses on improving the competence and professionalism of Civil Servants b.Placing Civil Servants in positions that align with their expertise and field to achieve higher work productivity.The work environment of the institution or organization is maintained conducive.Recruitment is carried out honestly, fairly, and openly to obtain Quality Civil Servants.c. Guiding Civil Servants to have integrity is done through a series of strategies involving the implementation of duties, training, programs, and activities based on values, the formulation of regulations related to the ethics of Civil Servants' work, the enhancement of incentives and other guarantees for Civil Servants, and the increase in the number of Integrity Zones and Corruption-Free Areas.These following models are regarded appropriate and fit to the civil servant requirement at BKPSDM of Balikpapan City.a.In the Quantum Leadership model, civil servants in the BKPSDM in Balikpapan City play a crucial role in several aspects.They act as strategic executors, leading even from a follower position, serving as essential sources of information for the organization and society, providing feedback to ensure activities run correctly, and functioning as companions and work partners.b.The demand for transparency in today's government requires the strengthening of public relations and collaboration, especially in the face of global competition.Civil Servants play a significant role here, aiding in the creation of innovation, particularly at the local level.As role models, coaches, consultants, and collaborators, they help shape innovation in various fields.c.It is important for civil servants to preserve and apply local wisdom as a solution to various challenges faced by Indonesia, such as pluralism, inequality, and social

Table 2 Data on Civil Servants by Position and Educational Background at BKPSDM Balikpapan No. Position Educational Background
DOI: https://doi.org/10.33701/jmsda.v11i2.3816DOI: https://doi.org/10.33701/jmsda.v11i2.381629 Source: BKPSDM of Balikpapan City, Processed Data by Author, 2023 and the corresponding fields of work further contribute to the challenges faced by the institution.In light of these conditions, a comprehensive reassessment of Civil servants requirement is deemed essential, incorporating accurate analyses of positions and workload considerations.. To address the identified challenges, the researchers have proposed the establishment of a Civil servantsAnalysis Model in BKPSDM Balikpapan City.This model aims to rectify the existing issues by ensuring alignment between the educational background and qualifications of employees with the positions they occupy.Additionally, it seeks to facilitate the effective and efficient recruitment of suitable personnel.
DOI: https://doi.org/10.33701/jmsda.v11i2.3816positions held Recognizing the imperative need for accurate calculations of Civil servant requirements based on job analysis and workload, the authors embarked on a research initiative focused on these aspects at BKPSDM Balikpapan City.This study is titled "Model of the Analysis of the civil servant requirement servants in ] Balikpapan City Personnel and Human Resources Development Agency.

Competence and Professionalism Enhancement Strategies The
Data is gathered through questionnaire forms on competency development needs and focus group discussions.The results are intended to serve as a reference for analyzing the individual competency development needs of each employee based on their respective development of the Civil servants(ASN) is a crucial strategy for enhancing competence and professionalism, particularly within functional positions such as the Personnel Analyst (JFAK).This study aims to investigate the development model of JFAK in BKPSDM Balikpapan City, along with identifying inhibiting factors.Employing a descriptive qualitative approach, the research utilizes interviews and focused group discussions.
DOI: https://doi.org/10.33701/jmsda.v11i2.3816data and information.The findings reveal suboptimal development of JFAK, characterized by inappropriate employee placement, unclear rotation policies, inadequate task distribution, non-standardized credit score assessments, and less professional credit score assessment procedures.As Akbar (2014) underscores, enhancing CIVIL SERVANTS competence is achieved through occupational education, formal and non-formal training, independent learning, and other development activities.