https://ejournal.ipdn.ac.id/JMSDA/issue/feed Jurnal MSDA (Manajemen Sumber Daya Aparatur) 2024-01-09T11:15:17+07:00 Rizki Amalia rizkiamalia@ipdn.ac.id Open Journal Systems <p>Jurnal Manajemen Sumber Daya Aparatur adalah jurnal yang memuat artikel/ tulisan tentang sumber daya aparatur yang dipublikasikan untuk memotivasi dan menumbuhkembangkan semangat meneliti, menulis dan membangkitkan gairah akademis khususnya tentang manajemen sumber daya aparatur</p> https://ejournal.ipdn.ac.id/JMSDA/article/view/3173 Work Performance in Improving the Public Service Quality 2024-01-09T11:08:21+07:00 Muhammad Natsir Abbas sirnat071@gmail.com Annisa Rahmadanita anis@ipdn.ac.id <p><em>The insufficient public knowledge in Semuntai Village, Long Ikis District, Paser Regency, regarding the completeness of service application files results in delays, compelling community members to make multiple visits. This qualitative descriptive study aimed to analyze employee performance in improving public services. Interviews with employees and community members, coupled with observations and document analysis, revealed commendable skills in technology, data processing, societal understanding, and public speaking, despite discrepancies in employee placement based on knowledge. Employee discipline, especially concerning office hours, needs improvement, yet personal efforts to enhance work quality through technical guidance and workshops are evident. Persistence in task execution is notable. In terms of work dimensions, cost-saving practices are in place, but punctuality issues persist, and while technology proficiency is noteworthy, deficiencies remain in supporting facilities and infrastructure. Overall, Semuntai Village employee performance is fairly good, with areas such as discipline, skills, time flexibility, and infrastructure support identified for improvement in public service delivery.</em></p> 2023-12-27T00:00:00+07:00 ##submission.copyrightStatement## https://ejournal.ipdn.ac.id/JMSDA/article/view/3311 Analysis of Employee Competency Development 2024-01-09T11:12:01+07:00 Irfan Setiawan irfansetiawan@ipdn.ac.id <p><em>AThis research aims to examine the analysis of the competency development of the State Civil Officials in Tangerang Regency. This study uses a descriptive qualitative research method with an inductive approach. Primary data collection comes from observations and interviews with informants, namely employees who have the authority and duties in developing the competence of Officialsin Tangerang Regency, and Secondary Data obtained from documents at the Tangerang Regency Personnel and Human Resources Development Agency. Researchers used the data analysis technique of the Miles &amp; Huberman model. Competency development carried out by the Tangerang Regency Personnel and Human Resource Development Agency has not been running effectively due to a lack of cooperation built by the Tangerang Regency Personnel and Human Resource Development Agency, the implementation of the Training Needs Analysis has not been maximized, the ineffectiveness of the implementation of education and training, there is still political intervention in the implementation of transfer, as well as the lack of motivation for civil servants in Tangerang Regency. So that the Personnel and Human Resources Development Agency for Tangerang Regency needs to build cooperation by conducting information dissemination and field visits related to the conditions for developing civil servant competencies, maximizing the SIMPEG and SIDAK applications to streamline the implementation of Training Needs Analysis, increasing supervision in organizing training and carrying out transfer management based on the principle put the right people in the right places.</em></p> 2023-12-27T00:00:00+07:00 ##submission.copyrightStatement## https://ejournal.ipdn.ac.id/JMSDA/article/view/3831 Implementation of Career Development Policy for Civil Servants Through Talent Mobility in Dki Jakarta Provincial Social Services 2024-01-09T11:11:00+07:00 Resti Sandya Dhita sandya.dhita@gmail.com Rizki Amalia rizkiamalia@ipdn.ac.id <p><em>In accordance with PANRB Ministerial Regulation Number 3 of 2020, National ASN Talent Management is an integral component of National Career Development Management, executed through transfers and/or promotions. The DKI Jakarta Provincial Social Service, housing a staff of 200 employees, reveals that approximately 18.5 percent, or 47 employees, have not undergone rotations in over 5 years. This study seeks to assess the application of civil servant career development policies via Talent Mobility within the DKI Jakarta Provincial Social Service. Employing a qualitative descriptive research method with an inductive approach, the research delves into the implementation of these policies by scrutinizing the factors connecting policy to performance. The findings indicate a reasonably effective implementation of the civil servant career development policy through Talent Mobility in the DKI Jakarta Provincial Social Service. However, certain aspects, such as standard factors and policy objectives, policy resources, inter-organizational communication and law enforcement activities, characteristics of implementing agencies, economic, social, and political conditions, and the disposition of implementers, warrant improvement. Recommendations stemming from the research are as follows: (1) Emphasize the need for commitment from all stakeholders in executing the talent mobility policy, (2) Prioritize the analysis of employee needs before recruitment processes to ensure a more accurate alignment with organizational requirements, (3) Initiate formal outreach programs dedicated to discussing talent mobility to deepen employee understanding and engagement, (4) Establish a structured training program aligned with employees' respective fields of work, backed by a designated budget for training initiatives, (5) Institute programs aimed at enhancing employee welfare comprehensively, and (6) Recognize the pivotal role, particularly that of leaders, in reshaping employee thought patterns to align with the objectives of Talent Mobility. </em></p> 2023-12-27T00:00:00+07:00 ##submission.copyrightStatement## https://ejournal.ipdn.ac.id/JMSDA/article/view/3806 Village Officials’ Competence in Digital-Based Services Using E-Office in Mekarwangi Village, Sumedang Regency 2024-01-09T11:13:06+07:00 Teresa Irmina Nangameka teresanangameka@ipdn.ac.id Hilmy Rahayu M P hilmyrmp@gmail.com Aditya Rahman adityasyarief51550@gmail.com <p><em>The implementation of new applications to support organizational work, integral to the adoption of SPBE in Indonesia, often encounters a lack of readiness among management officials. This challenge extends to the village level, the lowest tier of government, where the introduction of the E-office as a digital-based administrative service represents both a breakthrough and a formidable hurdle for village officials unfamiliar with information technology. This study aims to assess the competence of the village officials in facilitating the operationalization of the E-office and proposes strategies to enhance their digital service proficiency, focusing on Mekarwangi Village in Tomo District, Sumedang Regency. Employing a descriptive qualitative research approach, data collection involves interviews, observations, and documentation, with data triangulation as the analytical technique. The study reveals that the competence of the Mekarwangi Village officials is currently minimal, primarily due to a lack of adequate education, training, and insufficient support from local or central governments in providing facilities for enhancing the officials' competence in managing village potential data—a critical aspect of E-office operations. In response, the Sumedang government is actively addressing this issue by regularly conducting training and socialization programs on online-based services, specifically the village E-office, for village officials and communities. Efforts have been made to improve the quality and quantity of supporting infrastructure, such as internet network capabilities and the availability of laptops. To foster competitiveness among villages, the government is also instituting awards for those successfully implementing the E-office, accompanied by guidance for villages facing challenges in its optimal operation. </em></p> 2023-12-27T00:00:00+07:00 ##submission.copyrightStatement## https://ejournal.ipdn.ac.id/JMSDA/article/view/3764 The Implementation of Talent Management Implementation at Regional Employee Agency Wonogiri Regency Central Java 2024-01-09T11:14:15+07:00 Ni Gusti Made Ayu Ambarawati ambarawatig@gmail.com Risang Priyo Wijoyo risangpriyo2@gmail.com <p><em>Bureaucratic Reform (RB) in Indonesia represents a strategic redesign of the bureaucratic system to adapt to societal and global dynamics. Within the spectrum of RB-induced changes, particular attention is given to human resources, with Talent Management emerging as a pivotal element aimed at enhancing the governance of civil servants (ASN). This research seeks to explore the implementation of Talent Management in the Regional Employee Agency (BKD) of Wonogiri Regency, examining both supporting and inhibiting factors, and proposing solutions in line with Policy Implementation theory. Employing qualitative research methods encompassing observation, interviews, and documentation, the study reveals that the implementation of Talent Management in Wonogiri Regency is generally commendable, driven by effective communication, the commitment of the Wonogiri Regent, and clear Standard Operating Procedures (SOPs). Nevertheless, challenges include the absence of assessors, lack of an Assessment Center, insufficient budget allocation, and the absence of a dedicated field for Talent Management. Mitigation efforts involve certifying assessor employees, proposing the construction of an Assessment Center, requesting budget allocations, and refining the organizational structure to address these challenges and further enhance the Talent Management framework.</em></p> <p><em>&nbsp;</em></p> 2023-12-27T00:00:00+07:00 ##submission.copyrightStatement## https://ejournal.ipdn.ac.id/JMSDA/article/view/3526 Competence Improvement Among Civil Servants at The Employee and Human Resource Development Departement in Probolinggo City 2024-01-09T11:15:17+07:00 Sri Hartati srihartatiipdn@gmail.com <p><em>Development is imperative for cultivating competent state civil servants in their respective fields of work. This study is designed to describe and analyze the Competency Development of Civil Servants holding echelon III positions at BKPSDM Probolinggo City, utilizing a qualitative approach. The data collection process encompasses observation, interviews, and documentation, while data analysis involves techniques such as data reduction, data presentation, and drawing conclusions. The findings reveal that the development of echelon III officials at BKPSDM Probolinggo City, executed through education, training, and transfers, has not achieved optimal results. This suboptimal outcome can be attributed to several factors, including a constrained budget, inadequate training and education facilities, and low motivation, particularly among female civil servants grappling with the challenges of balancing their dual roles in the public and domestic spheres. </em></p> 2023-12-28T00:00:00+07:00 ##submission.copyrightStatement## https://ejournal.ipdn.ac.id/JMSDA/article/view/3816 Model Analysis of Civil Servant Requirement in the Human Resources Development Agency (BKPSDM) of Balikpapan City 2024-01-09T11:09:25+07:00 Isman Hadijaya isman@ipdn.ac.id Rinny Dwi Anggraeni rinnyanggraeni@ipdn.ac.id <p>At present, there is an ongoing assessment of competency development requirements at the organizational level within the Balikpapan City <em>BKPSDM</em> unit. The findings of this examination delve into the necessity for competency development at the organizational level, scrutinizing the challenges and future issues faced by <em>BKPSDM</em>. The analysis involves the meticulous collection of data and information pertaining to the unit's challenges. These findings serve as a foundation for evaluating the individual competency development needs of each employee based on their respective roles. To enhance the professionalism of civil servants (ASN), the government must implement strategies such as aligning Civil Servants with their respective fields of expertise to maximize productivity. Furthermore, it is imperative for the government to uphold a conducive organizational environment to mitigate external influences on ASNs. A transparent and effective recruitment system, currently operating on a merit basis, is essential. However, relying solely on the merit system is insufficient; individuals must demonstrate a willingness to embrace change and take on responsibilities with dedication. The proposed model for competent state civil servants at Balikpapan City <em>BKPSDM</em> is the Quantum Leadership Model, encompassing five key follower roles: strategic implementor, follower as the leader, source of information, feedback provider, and friends and partners. These roles emphasize the multifaceted responsibilities of civil servants in executing strategic initiatives, showcasing leadership qualities, providing information, offering feedback, and fostering collaborative relationships. Additionally, meeting the demands for transparency in governance underscores the need to reinforce public relations and work relations, especially in the face of global competition.</p> 2023-12-28T00:00:00+07:00 ##submission.copyrightStatement##