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All Journal JURNAL MANAJEMEN MOTIVASI JAKP (Jurnal Administrasi dan Kebijakan Publik) Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) LOSARI: Jurnal Pengabdian Kepada Masyarakat Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP) Jurnal Media Administrasi Terapan Jurnal Studi Pemerintahan dan Akuntabilitas Jurnal Ilmiah Pariwisata ADMIT : Jurnal Administrasi Terapan Academia Open
Listiani, Teni
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Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Library & Information Science Medicine & Pharmacology Public Health Social Sciences Transportation Other

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MEMBANGUN MENTORING GURU YANG TERSTRUKTUR DAN BERKELANJUTAN: PENGEMBANGAN MODEL DI SMPN 2 CONGGEANG KABUPATEN SUMEDANG Eldiyana Marfury, Intan; Jubaedah, Edah; Listiani, Teni; Sufianti, Ely; Rahman, Abdul
Jurnal Media Administrasi Terapan Vol. 6 No. 1 (2025): Vol. 6, No. 1, Desember 2025
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v6i1.115

Abstract

Penelitian ini dilatarbelakangi oleh permasalahan belum adanya model dan pedoman mentoring yang terstruktur dan terdokumentasi di SMPN 2 Conggeang. Untuk itu penelitian ini bertujuan untuk mengembangkan model mentoring serta menyusun pedoman mentoring dalam upaya pengembangan kompetensi guru di SMPN 2 Conggeang Kabupaten Sumedang. Metode penelitian yang digunakan adalah metode kualitatif deskriptif. Teknik pengumpulan data dilakukan dengan observasi, wawancara, dan telaah dokumen. Informan penelitin terdiri dari kepala sekolah, dua orang guru (mentor), dan tiga orang guru (mentee). Hasil penelitian ini menunjukkan bahwa pelaksanaan mentoring di SMP Negeri 2 Conggeang masih bersifat informal dan belum memiliki pedoman yang baku. Pelaksanaan mentoring ditentukan oleh beberapa aspek penting, yaitu kualitas dan kompetensi mentor, kesiapan dan karakteristik mentee, kesesuaian materi yang dibahas dalam proses mentoring, ketersediaan fasilitas penunjang, serta pelaksanaan mentoring yang mengikuti tahapan yang sistematis. Kendala utama yang dihadapi meliputi belum adanya regulasi mentoring di tingkat sekolah. Berdasarkan hasil temuan tersebut, untuk menjadikan mentoring sebagai bentuk pengembangan kompetensi guru model mentoring yang perlu dikembangkan adalah bersifat terstruktur, fleksibel, kolaboratif, serta berorientasi pada refleksi dan keberlanjutan. Model dan pedoman yang dihasilkan diharapkan dapat menjadi acuan dalam pelaksanaan mentoring bagi guru, serta mendorong terciptanya sistem pembinaan profesional yang lebih sistematis dan berkelanjutan di lingkungan sekolah.
Evaluasi Kinerja Berdasarkan Pendekatan Balanced Scorecard Di Puskesmas Tipar Di Kota Sukabumi Patinim, Patinim; Jubaedah, Edah; Pradesa, Hafid Aditya; Listiani, Teni
Community Engagement and Emergence Journal (CEEJ) Vol. 7 No. 3 (2026): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v7i3.10312

Abstract

Puskesmas sebagai fasilitas pelayanan kesehatan tingkat pertama dituntut memiliki kinerja organisasi yang akuntabel, responsif, dan berorientasi pada mutu layanan. Namun, pengukuran kinerja puskesmas masih sering berfokus pada aspek administratif dan finansial, sehingga belum menggambarkan capaian organisasi secara menyeluruh. Penelitian ini bertujuan mengevaluasi kinerja Puskesmas Tipar Kota Sukabumi menggunakan pendekatan Balanced Scorecard (BSC) melalui empat perspektif: keuangan, pelanggan, proses bisnis internal, serta pembelajaran dan pertumbuhan, sekaligus merumuskan strategi peningkatan kinerja berbasis temuan empiris. Penelitian menggunakan pendekatan kualitatif deskriptif dengan desain studi kasus. Data dikumpulkan melalui wawancara mendalam, observasi partisipatif, studi dokumentasi, dan penguatan data menggunakan kuesioner, melibatkan 10 informan kunci yang dipilih secara purposive. Validitas data dijaga melalui triangulasi, member checking, cross-check dokumen, dan audit trail. Hasil menunjukkan kinerja agregat Puskesmas Tipar berada pada kategori sangat baik (skor 92,26), dengan kekuatan pada akuntabilitas keuangan, kepuasan masyarakat, capaian SPM, dan kompetensi SDM. Namun, ditemukan area kritis yang memerlukan perbaikan, terutama stock-out obat, keterbatasan sarana ruang tunggu, dan stabilitas sistem informasi (SIMPUS). Integrasi BSC dengan Matriks OMTI menghasilkan rekomendasi strategis prioritas yang terukur, seperti perbaikan supply chain obat, penguatan inovasi digital, serta peningkatan kapasitas SDM. Studi ini menegaskan BSC efektif sebagai kerangka evaluasi komprehensif dan dasar penyusunan strategi peningkatan kinerja puskesmas secara berkelanjutan.
Penerapan Manajemen Talenta di Lingkungan Pemerintah Kota Sukabumi Prastika, Yulia; Listiani, Teni; Putrianti, Septiana Dwi; Rahman, Abdul
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 4 (2026): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v7i4.10675

Abstract

Penelitian ini bertujuan untuk menganalisis penerapan manajemen talenta di lingkungan Pemerintah Kota Sukabumi dalam kerangka sistem merit Aparatur Sipil Negara (ASN). Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus. Lokasi penelitian berada di Pemerintah Kota Sukabumi dengan fokus pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM). Informan penelitian dipilih secara purposive yang terdiri dari pejabat pengelola kepegawaian, tim manajemen talenta, serta ASN yang terlibat dalam proses assessment dan rotasi jabatan. Pengumpulan data dilakukan melalui wawancara mendalam, observasi, dan dokumentasi, kemudian dianalisis menggunakan model analisis interaktif Miles, Huberman, dan Saldana yang meliputi reduksi data, penyajian data, serta penarikan kesimpulan. Hasil penelitian menunjukkan bahwa Pemerintah Kota Sukabumi telah memiliki landasan regulasi melalui Peraturan Wali Kota Sukabumi Nomor 60 Tahun 2022, namun implementasi manajemen talenta belum berjalan optimal. Kendala utama meliputi belum terbentuknya talent pool yang komprehensif, keterbatasan pelaksanaan assessment kompetensi, belum adanya rencana suksesi yang sistematis, serta sistem penilaian kinerja yang belum sepenuhnya objektif. Penelitian ini juga menghasilkan model penerapan manajemen talenta yang terdiri dari tahapan akuisisi, pengembangan, retensi, dan penempatan talenta yang terintegrasi dengan faktor pendukung seperti nilai meritokrasi, dukungan pimpinan, sistem database kepegawaian, dan sistem penilaian kinerja. Model ini diharapkan dapat menjadi rekomendasi dalam penguatan implementasi manajemen talenta untuk mendukung profesionalitas ASN dan peningkatan kinerja organisasi pemerintahan daerah.
Implementasi Aplikasi SIDASTER dalam Program Percepatan Penurunan Stunting di Kabupaten Madiun Rosy Analistin, Angelia; Milwan, Milwan; Listiani, Teni
Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP) Vol 8 No 1 (2026): Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP)
Publisher : Laboratorium Jurusan Ilmu Administrasi Negara Fakultas Ilmu Sosial Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/jmiap.v8i1.1415

Abstract

This study aims to provide an overview of the implementation of the SIDASTER application in the stunting reduction program in Madiun Regency. This research employs a qualitative method with a case study design to gain an in-depth understanding of the application's role in accelerating stunting reduction. The analysis is grounded in Van Meter and Van Horn's (1975) policy implementation theory, which emphasizes that effectiveness is determined by resource availability, communication quality, socio-political conditions, and implementer attitudes. However, the implementation of SIDASTER also demonstrates new dynamics not fully accommodated by this theoretical framework. The findings reveal both supporting and inhibiting factors in the implementation process. Supporting factors include adequate human resources, technological devices, internet connectivity, cross-sectoral coordination through formal and informal channels, local government policy and budget support, as well as positive attitudes among implementers. Conversely, inhibiting factors include limited digital literacy among village cadres, uneven internet infrastructure, high workloads, and the absence of a dedicated budget for digital system development. These constraints have resulted in slow and uneven data entry processes and hindered real-time data synchronization. The study highlights the need to strengthen human resource capacity, improve digital infrastructure, enhance cross-sectoral coordination, and allocate sufficient technological funding to ensure more effective and sustainable implementation of SIDASTER. This research contributes to a broader understanding of factors influencing the success of digital-based policy implementation at the local government level.
Cultivating Competence: Bridging Professional Gaps in Bandung’s Buruan SAE Urban Farming Program: Membangun Kompetensi: Menjembatani Kesenjangan Profesional dalam Program Pertanian Perkotaan SAE Buruan, Bandung Fajaryah, Mellania Rima; Pradesa, Hafid Aditya; Listiani, Teni; Jubaedah, Edah
Academia Open Vol. 11 No. 1 (2026): June
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/acopen.11.2026.13475

Abstract

General Background Urban farming programs require adaptive human resource competencies to support food security and community empowerment in complex environments. Specific Background This study examines agricultural extension workers within an urban farming program, focusing on competency alignment with role demands across different job levels. Knowledge Gap Limited evidence exists on how competency gaps are systematically mapped and translated into operational development strategies in urban agriculture contexts. Aims The study aims to identify competency gaps and formulate a structured competency development framework based on empirical findings. Results Findings reveal consistent gaps where competency achievement falls below importance levels, particularly in agribusiness management, agroprocessing, commercialization, institutional development, and technology facilitation, while communication and leadership competencies remain relatively strong. These gaps vary by job level, with higher-level roles demonstrating more complex deficiencies. Importance–Performance Analysis highlights priority competencies requiring immediate attention. Novelty The study integrates job-level competency gap mapping with Importance–Performance Analysis and operationalizes the results into a 70:20:10 learning framework for targeted capacity development. Implications The findings suggest that competency development must be differentiated by role complexity and prioritize strategic technical skills through experiential, social, and formal learning to support sustainable urban farming programs. Highlights• Strategic technical competencies show the largest performance gaps• Priority skills cluster in agribusiness, processing, and technology facilitation• Development strategy aligns learning modes with competency gap structure KeywordsAgricultural Extension; Competency Gap; Urban Farming; IPA Analysis; Learning Model
Strengthening State Civil Apparatus Competency through a Coaching-Based Development Model: Evidence from Sukabumi City Government Nur Soffa; Listiani, Teni; Afandi, Muhamad Nur; Rahman, Abdul
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8694

Abstract

This study examines the implementation of coaching as a non-classical competency development method for the State Civil Apparatus (ASN) in Sukabumi City Government and proposes an improved coaching-based model. Using a qualitative approach, data were collected through interviews, observations, and document analysis involving policymakers and ASN participants. Although formally introduced in 2019, coaching remains administrative and misaligned with the GROW framework, with unclear goals, limited exploration, coach dominance, and weak follow-up. Consequently, its impact on performance is limited. This study proposes a modified GROW-based model integrating preparation, structured dialogue, and systematic monitoring to enhance sustainable competency development and organizational performance.
Employee Performance Appraisal Model for State Civil Apparatus Based on The 360-Degree Feedback Method at The Civil Service Agency and Human Resources Development of Sukabumi City Listiani, Teni; Liswara , Cyntha Dwi
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8713

Abstract

This study examines the employee performance appraisal system for State Civil Apparatus (ASN) at the Civil Service and Human Resources Development Agency (BKPSDM) of Sukabumi City and proposes a 360-degree feedback–based model. Existing appraisals remain supervisor-centered, producing uniformly “good” ratings that reflect weak objectivity, limited participation, and minimal developmental use. Using a qualitative case study with structured interviews and document analysis, the findings identify subjectivity, inconsistent indicators, hierarchical constraints, and limited coaching. The proposed model integrates supervisors (40%), peers (25%), subordinates (20%), and self-assessment (15%), aligns with BerAKHLAK values, and emphasizes transparency, validation, feedback, and continuous improvement.
Co-Authors Abdul Rahman Abdullah, Sait Afandi, Muhamad Nur Alisanjaya, Hikmat Anindita, Nadiarani Bambang S, Bambang Budi Setiawan DALIYAH, TSANIYYAH Dwiputrianti, Septiana Eldiyana Marfury, Intan Ely Sufianti Fajaryah, Mellania Rima Hafid Aditya Pradesa Iwan Kurniawan Jubaedah, Edah Leonandri, Dino Gustaf Liswara , Cyntha Dwi Maulana, Andis Milwan, Milwan Muhidin, Adinda Ayu Dwi Fortuna Mulyadi, Deddy Nur Soffa Patinim, Patinim Prastika, Yulia Riau, Dwi Putranto Rosy Analistin, Angelia Septiana Dwi Putrianti T Gedeona, Hendrikus Trilestari, Endang W. Utama, Aditya Bima Hendra Utami, Watnaria Dian Wirjatmi T.L, Endang Yunia, Santi