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All Journal Jurnal Ilmiah METADATA ProBisnis : Jurnal Manajemen JURNAL ECONOMINA Economics and Business Journal
Sukaaro Waruwu
Universitas Nias, Indonesia
Religion Humanities Computer Science & IT Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Social Sciences

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Analysis of Resistance Among Teachers and Staff to Working Hours Discipline Policies at Bunga Mawar Private Junior High School in Gunungsitoli City Bebalazi Lase; Sukaaro Waruwu; Syah Abadi Mendrofa
JURNAL ECONOMINA Vol. 5 No. 7 (2026): JURNAL ECONOMINA, Juli 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i7.3076

Abstract

This study aims to describe the forms of resistance exhibited by teachers and staff toward work hour discipline policies, identify the factors causing such resistance, and describe the school’s efforts to address teachers’ and staff’s resistance to work hour discipline policies at Bunga Mawar Private Junior High School in Gunungsitoli City. This study employs a qualitative approach using a case study design. Data collection techniques included in-depth interviews, non-participant observation, and documentation. Research informants consisted of the principal, teachers, the vice principal, subject teachers, and administrative staff, all selected through purposive sampling. Data analysis was conducted through data reduction, data presentation, and the drawing of conclusions and verification. The results of the study indicate that teachers’ and staff members’ resistance to the work hours policy is mostly passive and indirect. Forms of resistance include arriving late, irregularities in filling out attendance records, the habit of arriving only according to their teaching schedules, leaving during work hours for personal matters without clear notification, and complaints regarding the flexibility of work hours. Factors contributing to this resistance include long-standing work habits, differing interpretations of work hours, distance from home, transportation challenges, family obligations, teaching workload, additional duties, insufficiently detailed policy communication, inconsistent supervision, and perceptions of fairness in the enforcement of rules. The school’s efforts to address this resistance include policy outreach, dialogue, involving teachers and staff in evaluations, individual coaching, rewards, graduated sanctions, and review of attendance records. Overall, work-hour discipline policies can be implemented more effectively if they are applied clearly, fairly, communicatively, participatively, and humanely.
ANALYSIS OF TRAINING IN IMPROVING EMPLOYEE PERFORMANCE AT THE GUNUNGSITOLI CITY EDUCATION OFFICE Sri Salom Harefa; Sukaaro Waruwu; Robin Markus Putra Waruwu; Aferiaman Telaumbanua
Jurnal Ilmiah METADATA Vol. 8 No. 1 (2026): Edition January 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i1.971

Abstract

This study aims to analyze the impact of the implementation of education and training programs (Diklat) on improving employee performance at the Gunungsitoli City Education Office. The focus of the study is directed at the effectiveness of the implementation of the training on employee performance. This study uses qualitative methods, where data is obtained through interviews, observations, and documentation studies with key informants, principal, and supporting staff involved in the training activities.The results of the study indicate that the implementation of training at the Gunungsitoli City Education Office has generally been quite successful and has had a positive impact on improving employee competence, discipline, responsibility, and professionalism. Through training, employees become more skilled and able to adapt to increasingly complex work demands. However, the effectiveness of training implementation has not been optimal due to budget constraints, irregular training implementation, and unequal opportunities for all employees to participate in training. The implications of this study confirm that training plays a strategic role in improving employee performance by strengthening technical competency, discipline, work motivation, and the ability to work collaboratively. Therefore, training must be implemented sustainably, relevant to job needs, and accompanied by post-training evaluation so that its benefits can be effectively implemented in improving the performance of apparatus and professional public services at the Gunungsitoli City Education Office.
Analysis of Human Resource Competency in Improving Employee Performance in The Department Communication and Informatics of Gunungsitoli City Nidasari Lase; Sukaaro Waruwu; Meiman Hidayat Waruwu; Robin Markus Putra Waruwu
Economics and Business Journal (ECBIS) Vol. 4 No. 1 (2025): November
Publisher : PT. Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ecbis.v4i1.185

Abstract

This study aims to analyze human resource competencies in improving employee performance at the Communication and Information Agency of Gunungsitoli City. Employee competencies, both in terms of technical knowledge, communication skills, and work attitudes, are important factors in determining the success of implementing government duties, especially in the digital era and the implementation of the Electronic-Based Government System (SPBE). This study uses a qualitative approach with data collection techniques through in-depth interviews, observation, and documentation. The results show that most employees have adequate technical skills in operating information technology devices, and demonstrate discipline and responsibility in carrying out their duties. The Communication and Information Agency has also exceeded several strategic performance targets, including improving digital services, public participation, and increasing the SPBE index value. This study recommends the importance of increasing regular training, updating digital infrastructure, and strengthening the competency-based performance evaluation system. Overall findings indicate that the development of HR competencies has a significant contribution to achieving effective, efficient, and adaptive institutional performance to the demands of the digital era.
Implementation of Competency-Based Training Policy to Improve Employee Performance at The North Nias Regency Health Office Jentri Mei Putra Zalukhu; Meiman Hidayat Waruwu; Sukaaro Waruwu; Jeliswan Berkat Iman Jaya Gea
ProBisnis : Jurnal Manajemen Vol. 16 No. 06 (2025): December: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

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Abstract

This study investigates the implementation of a competency-based training policy and its effect on employee performance at the Health Office of North Nias Regency. Using a qualitative descriptive approach, primary data were gathered through in-depth interviews, direct observation, and document review involving managerial and operational staff. Analysis followed an interactive model of data reduction, display, and conclusion drawing. Findings indicate that competency-based training has positively influenced technical skills, job knowledge, motivation, work discipline, task execution, and responsibility in public service delivery. Nevertheless, the implementation is constrained by limited training budgets, inadequate facilities and infrastructure, unequal training opportunities, insufficient post-training evaluation and follow-up, and heavy operational workloads that reduce training participation. The study concludes that competency-based training contributes to improved employee performance when supported by comprehensive planning, sufficient resources, systematic evaluation, and institutional commitment. Recommendations include strengthening budgetary allocations, upgrading training facilities, implementing structured post-training evaluation, and aligning training programs more closely with job-specific competency needs.
Co-Authors Aferiaman Telaumbanua Bebalazi Lase Jeliswan Berkat Iman Jaya Gea Jentri Mei Putra Zalukhu Meiman Hidayat Waruwu Nidasari Lase Robin Markus Putra Waruwu Sri Salom Harefa Syah Abadi Mendrofa