Jurnal MSDA (Manajemen Sumber Daya Aparatur)

EFFECTIVENESS OF THE IMPLEMENTATION OF MERIT SYSTEM IN FILLING STRUCTURAL POSITIONS IN THE HUMAN RESOURCES DEVELOPMENT AGENCY OF SINJAI REGENCY SOUTH SULAWESI PROVINCE

2024-12-30T20:55:18+00:00

This study aims to determine and describe the effectiveness of the implementation of the merit system in filling structural positions in Sinjai Regency, South Sulawesi Province. This study used a descriptive qualitative method with an inductive approach. The data collection techniques covered observation, interviews and documentation. Data were analyzed using some stages, namely data reduction, data exposure, and drawing conclusions. The effectiveness of the implementation of the merit system in filling structural positions in the Human Resources Development Agency (BKPSDMA) of Sinjai Regency was based on Duncan's theory of effectiveness measures covering goal setting, integration and adaptation. The results of the study showed that the merit system in filling structural positions in the Human Resources Development Agency (BKPSDMA) of Sinjai Regency has been well implemented. This is indicated by the leadership’s commitment to the implementation of the merit system in filling structural positions, a strong legal basis, and support from the South Sulawesi provincial government for the BKPSDMA. However, the implementation faced some challenges, namely budget constraints, employee interest in taking competency tests, the unavailability of an Assessment Center, and the absence of functional assessors. The effort to address those challenges includes providing Assessment Center facilities, allocating budgets for the implementation of the merit system, and providing motivation and encouragement to employees.

THE INFLUENCE OF EMPLOYEE PLACEMENT ON THE PERFORMANCE OF SOCIAL AFFAIRS OFFICE OF WAROPEN REGENCY PAPUA PROVINCE

2024-12-30T20:55:18+00:00

Problem (GAP): Providing optimal performance and maintaining a competitive advantage are the primary goals of dynamic organizations. The most potential and critical factor in designing strategies to excel in organizational competition is human resources, and this depends on the proper adaptation of these resources to align with organizational goals. Poor positioning can be problematic for an organization. In this context, the Social Affairs Office (Dinsos) of Waropen Regency faces a mismatch between the employees' skills and the tasks, principles, and functions of the organization. Objective: To identify, analyze, and describe whether job placement affects the performance of employees at the Social Affairs Office of Waropen Regency, Papua Province. Method: This study used a quantitative approach to examine the influence of the independent variable on the dependent variable. The dependent variable in this study was employee performance, and the independent variable was employee placement. Results/Findings: The study found that job placement significantly affects employee performance, as indicated by the t- value of 7.847 which is higher than the t-table value of 2.10982. Therefore, H0 is rejected and H1 is accepted, indicating that employee placement partially influences performance. The better the employee placement the higher the satisfaction level which leads to positive impacts on the employees' performance. Conclusion: Employee placement significantly affects performance improvement by 77.4%, with the remaining 22.6% influenced by other variables outside this study. The regression line equation is y= a + bx, where y = 13.870 + 0.806, indicating that a 1% increase in b results in a corresponding increase in the employee performance variable.

THE ROLE OF MANAGEMENT AND HUMAN RESOURCES IN POST-PANDEMIC TOURISM RECOVERY: A CASE STUDY OF CIKADONGDONG RIVER TUBING, MAJALENGKA REGENCY

2024-12-30T20:55:19+00:00

The COVID-19 pandemic has significantly impacted the global tourism industry, including in Indonesia. This research explores the role of human resources (HR) in managing the Cikadongdong River Tubing tourist destination in the post-pandemic period. Located at the foot of Mount Ciremai in Majalengka Regency, West Java, this destination faces a range of challenges and opportunities in maintaining employee welfare, sustaining productivity, and ensuring operational continuity. Using a qualitative approach, this research includes field observations and in-depth interviews with the head of the Cikadongdong River Tubing management team. The findings reveal that both managers and local HR play a critical role in attracting tourists by enhancing facilities and implementing stringent health protocols. Notable improvements include the construction of two gazebos, the addition of six shower and changing rooms, the renovation of three restrooms, the expansion of parking areas, and the installation of two hand-washing stations. The primary challenge is revitalizing tourist interest and adapting to behavioral shifts that prioritize safety and cleanliness. Supporting factors include improved cleanliness and safety standards, effective environmental management, and innovations in the tourism experience.

Analysis of Factors Afeective Employee Performance At BKPSDM Payakumbuh City Using Binary Logistic Regression

2024-12-30T20:55:19+00:00

This research aimed to examine the factors influencing employee performance at Payakumbuh City Personnel and Human Resources Development Agency (BKPSDM). Using binary logistic regression, the dependent variable (Y) represented employee performance, while the independent variables included work initiative, discipline, qualifications, competence, and leadership. The analysis revealed that competence and leadership significantly impacted employee performance. These findings highlighted the critical role of competency development and leadership strengthening in enhancing employee performance. The binary logistic regression results indicated that 16 employees exhibited low performance, while 15 employees demonstrated high performance. Recommendations were made, including the need for the development of employee competencies, enhancement of leadership capabilities, monitoring of discipline and work initiatives, and periodic evaluation of qualifications. The implementation of these recommendations is expected to contribute to improved employee performance and service quality at BKPSDM Payakumbuh City.

FARMER GROUP EMPOWERMENT THROUGH THE FIELD SCHOOL OF INTEGRATED PLANT-MANAGEMENT (SL-PTT) PROGRAM IN BERU-BERU VILLAGE KALUKKU DISTRICT MAMUJU REGENCY

2024-12-30T20:55:19+00:00

Developing the food crops sector is one of the key strategies to stimulate future economic growth. Besides being a major source of foreign exchange, this sector is the source of life for most of the Indonesian population. The increasing population has raised concerns over the state of "food insecurity" in the future. Therefore, to meet the food needs in the West Sulawesi province, the Department of Agriculture and Livestock initiated the Field-School of Integrated Plant Management (SL-PTT) program. This study is entitled "FARMER GROUP EMPOWERMENT THROUGH THE FIELD-SCHOOL OF INTEGRATED PLAN-MANAGEMENT (SL-PTT) PROGRAM IN BERU BERU VILLAGE KALUKKU DISTRICT MAMUJU REGENCY". The implementation of this program faces some issues such as the model applied in the program, the factors influencing the production and income, and the development pattern. This study aims to identify the implementation of the SL-PTT program in Beru-Beru Village including the inhibiting factors. This study was conducted in Beru-Beru Village, Kalukku District, Mamuju Regency. This study used a descriptive method with a qualitative approach. Data collection techniques covered observations, interviews, and documentation. Based on the results of the observation, the SL-PTT program has been successfully implemented. In practice, it manages to achieve the predetermined targets and objectives as well as involve farmers to participate in the improvement of agricultural yields. The inhibiting factors in the implementation of this program, include no response from the government for farmer groups who implement the SL-PTT program, lack of farmer group administrator effort to hold the counseling group meetings, different levels of soil fertility, different economic capabilities, unprepared use of agricultural technologies, and the limited budget allocation. Considering those challenges, the government of West Sulawesi province is expected to help increase the budget allocation for the implementation of this program, recruit the mentoring team based on technical competence aspects, and give insight to the community about the SL-PTT program.

INCREASING THE CAPACITY OF VILLAGE APPARATUS IN IMPLEMENTING PUBLIC SERVICE FUNCTIONS IN BACIRO VILLAGE, GONDOKUSUMAN SUB-DISTRICT, YOGYAKARTA CITY

2024-12-30T20:55:19+00:00

Efficient and effective public services are important to fulfill the needs of the community. Increasing the capacity of village apparatus in implementing public service functions is the key. However, village apparatus participation in increasing knowledge and skills related to tasks and functions in Baciro Village is low. This study aims to analyze and describe the capacity building of the village apparatus in implementing public service functions in Baciro Village, Gondokusuman, Yogyakarta City. This study used a quasi-qualitative method. Data collection techniques covered interviews, observation, and documentation. The results of the study showed that capacity building covered three dimensions, namely human resource development, organizational strengthening, and institutional reform. Meanwhile, human resource development needs to be improved in terms of quality and quantity so the village apparatus can be competent in helping the community in solving obstacles. In terms of organizational strengthening, the existing organizational structure is clear and the village apparatus understands their duties and responsibilities. In terms of institutional reform, the services provided are always transparent so that the community can easily access information and supervise all aspects carried out by the village apparatus for the welfare of the community and the interests of the organization. In this case, the apparatus has to be professional in carrying out their duties. It can be concluded that the capacity building of the apparatus in organizing public service functions in Baciro Village is considered in a fairly good category but it requires improvement in some aspects.

THE EFFECTS OF WORK STRESS AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE AT THE SECRETARIAT OF THE GENERAL ELECTION COMMISSION (KPU) OF BANDAR LAMPUNG CITY

2024-12-30T20:55:20+00:00

Employee performance is the result of carrying out the tasks assigned to employees but many organizations require employees to further improve their abilities and skills at work (Hasibuan, 2013). Wirawan (2009) explained various factors influencing the decline in employee performance such as work stress and job satisfaction. Employees who feel satisfied with their work tend to be more productive, while those who do not feel satisfied tend to have low productivity. Employee performance will improve if employees are satisfied with their jobs because their needs and expectations have been met. Work stress and job satisfaction play an important role in influencing employee performance. This study used a quantitative method and data were collected by distributing questionnaires. The population in this study was all employees at the Secretariat of the General Election Commission (KPU) of Bandar Lampung City with a total of 30 people. Determination of the sample used a saturated sampling technique so the entire population was used as the sample. Validity, reliability, normality, multicollinearity, and heteroscedasticity tests were conducted to ensure data quality. The results of the study indicate that work stress has a negative effect on employee performance, while job satisfaction has a positive effect on employee performance. Based on the t-test, the work stress variable has a significance value of 0.000 < 0.05, and the job satisfaction variable has a significance value of 0.001 < 0.05, indicating that both variables significantly affect employee performance. The coefficient of determination test (R²) obtains a value of 78.3 meaning that work stress and job satisfaction contribute 78,3% of the influence on employee performance.