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All Journal Jurnal Ilmu Pemerintahan Widya Praja Jurnal MSDA (Manajemen Sumber Daya Aparatur) Visioner: Jurnal Pemerintahan Daerah di Indonesia
Fatimah, Yeti
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Humanities Decision Sciences, Operations Research & Management Environmental Science Social Sciences Other

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EFEKTIVITAS FINGERPRINT SEBAGAI GAMBARAN KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA MATARAM PROVINSI NUSA TENGGARA BARAT Fatimah, Yeti; Iswara, Suthan Janu
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 6 No 2 (2018): Desember
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (391.019 KB) | DOI: 10.33701/jmsda.v6i2.497

Abstract

ABSTRAK Penggunaaan fingerprint di kantorBKPSDM masih dirasakan kurang efektif, terlihat dari kegiatan pegawai yang hanya datang ke kantor untuk melaksanakan absen fingerprint pagi hari (masuk) dan pada jam pulang kantor tanpa adanya hasil yang dikerjakan. Penelitianini bertujuan untuk mengetahui penggunaan absensi fingerprint dan kinerja pegawai Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Mataram serta efektivitas fingerprint itu sendiri dalam meningkatkan kinerja pegawai, hambatan yang dihadapi dalam meningkatkan kinerja pegawai dengan fingerprint dan upaya apa yang dilakukan untuk menghadapi hambatan tersebut. Metode pengumpulan data yang digunakan yaitumetode penelitian eksploratif dengan pendekatan induktif, sumber data menggunakan wawancara observasi dan dokumentasi. Adapun Narasumber dalam penelitian ini adalah Kepala Badan, Sekretaris, Kepala Sub Bagian Umum dan Kepala Bagian Kepegawaian dan empat orang Jabatan Fungsional Umum. Hasil analisis data menunjukkan bahwa penggunaan fingerprintsebagai gambaran kinerja pegawai sudah efektif. Meskipun dalam pelaksanaannya terdapat beberapa hambatan. Hambatan tersebut antara lain masih terdapatnya pegawai yang tidak hadir dan terlambat kerja serta kurangnya kenyamanan bekerja pada BKPSDM Kota Mataram. Diharapkan BKPSDM Kota Mataram mempertahankan penggunaan fingerprint yang sudah berjalan dengan baik, memperkecil penyimpangan serta memberikan reward kepada pegawai yang berprestasi dan sebaliknya, pemberian motivasi kepada pegawai merupakan hal yang penting untuk dilakukan agar pegawai lebih giat lagi dalam melaksanakan tugas dan tanggungjawab pekerjaannya. Kata kunci: fingerprint, efektivitas
PERANAN BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DALAM PENEMPATAN PEJABAT STRUKTURAL DI KABUPATEN ALOR PROVINSI NUSA TENGGARA TIMUR Fatimah, Yeti
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 7 No 2 (2019): Desember
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v7i2.1149

Abstract

Employee placement in Indonesia has not yet fully applied the principle of “The Right Man On The Right Place”. This causes the performance of government employees and organizations are not optimal. On this basis, the author wants to know the role of the Human Resources and Human Resources Development Agency in the placement of Structural Officials, the obstacles encountered and efforts to overcome these problems based on the Law of the Republic of Indonesia number 5 of 2014 and the opinion of Soekanto 2009 (212-213) relating to the role of the Personnel Agency and the Development of Apparatus Resources in the placement of structural officials. This research uses a qualitative method with an inductive approach. Data collection uses observation, interview and documentation techniques. While in analyzing data, the authors use data eduction techniques, data display and verification. Results of the Discussion, the Human Resources and Human Resources Development Agency of Alor Regency of NTT has performed its role well, namely to propose the placement of employees according to their competence and educational background. However, there are still obstacles faced by the intervention of the authority of the Regional Head in the placement of employees. The Human Resources and Human Resources Development Agency has made efforts to overcome these obstacles both formally and informally.
IMPLEMENTING MERIT-BASED POSITION PROMOTIONS IN MALANG DISTRICT, EAST JAVA PROVINCE Amalia, Rizki; Selamat, Mohd. Nasir; Ekowati, Maria; Fatimah, Yeti; Nangameka, Teresa Irmina
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 12 No 1 (2024): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v12i1.4269

Abstract

The merit system stands as a cornerstone in human resource management, emphasizing qualifications, competencies, and performance across various facets such as planning, recruitment, payroll, development, promotion, retention, discipline, and retirement of employees. However, the implementation of this system within the Malang Regency Government reveals gaps, particularly in the fulfillment of positions, notably within sub-districts and kelurahans. This research delves into the challenges surrounding the promotion of civil servants in echelon III and IV positions based on the merit system. The aim is to scrutinize the promotion process and Strategies adopted by the Malang Regency government, East Java Province. Employing a qualitative approach with a case research method, primary data is gathered from interviews with informants, complemented by secondary data derived from documentation. Through techniques such as interviews, documentation, and observation, qualitative data analysis is conducted. The promotion strategy is further evaluated using a SWOT analysis, pinpointing strengths, weaknesses, opportunities, and threats. Findings reveal that vacancies in sub-districts stem from employees' educational levels, often limited to high school qualifications, leading to the appointment of personnel through PLT. The Department of Human Resources (BKPSDM) endeavors to incentivize employees to pursue higher education. Notably, nine key indicators—honesty, discipline, work performance, cooperation, proficiency, loyalty, leadership, communication, and education—emerge as crucial in promotion evaluations, though challenges persist, particularly in meeting education and discipline requirements. The SWOT analysis aids in identifying priority programs and activities essential for advancing promotion based on the merit system in Malang Regency, East Java Province.
PEMBERDAYAAN UMKM SAPI POTONG DAN PERAH DALAM RANGKA EKSTENSIFIKASI CAPTIVE MARKET DAN PENINGKATAN PENDAPATAN DI KECAMATAN CIMENYAN, PASIRJAMBU, DAN CIWIDEY KABUPATEN BANDUNG PROVINSI JAWA BARAT Suparno, Parno; Anggraeni, Rinny Dewi; Fatimah, Yeti
VISIONER : Jurnal Pemerintahan Daerah di Indonesia Vol 15 No 1 (2023): Visioner: Jurnal Pemerintahan Daerah di Indonesia
Publisher : Alqaprint Jatinangor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jv.v15i1.690

Abstract

Pemberdayaan UMKM Sapi Potong dan Perah dalam rangka ekstensiϐikasi captive market dan peningkatan pendapatan di Kecamatan Cimenyan, Pasirjambu, dan Ciwidey Kabupaten Bandung. Pemberdayaan adalah suatu proses dalam mengembangkan dan memperkuat kemampuan masyarakat untuk terlibat dalam pembangunan yang berlangsung secara dinamis sehingga masyarakat dapat menyelesaikan masalah yang dihadapi serta dapat mengambil keputusan secara bebas dan mandiri (Gitosaputro, 2006). PRA (participatory rural appraisal) merupakan metode yang memungkinkan masyarakat desa saling berbagi, menambah dan menganalisis pengetahuan tentang kondisi kehidupannya dalam membuat perencanaan dan tindakan. Prinsip dasar dalam PRA antara lain mengutamakan yang terabaikan, penguatan masyarakat, masyarakat sebagai pelaku, orang luar sebagai fasilitator, mereka saling belajar dan menghargai perbedaan, santai dan informal, trianggulasi, optimalisasi hasil, orientasi praktis, keberlanjutan, belajar dari kesalahan dan terbuka (Andrian, 2008). Pendekatan yang digunakan dalam penelitian ini yaitu: (1) partisipasi aktif, yaitu pendekatan pelatihan dan kunjungan, (2) partisipasi atas permintaan setempat, pendekatan yang didorong oleh permintaan dan kegiatan penelitian dengan metode motivasi untuk mendorong masyarakat tertarik pada suatu yang baru dan berbeda menurut Gitosaputro (2006). Adanya pemaparan mengenai pentingnya pemasaran suatu usaha baik secara online maupun ofϐline. Metode yang digunakan dalam meningkatkan penjualan ialah melalui program pendampingan dalam bentuk pelatihan pemasaran usaha ternak sapi. Bentuk pemasaran dengan pemasangan spanduk, papan promosi serta pemasangan iklan melalui media sosial. Berikut adalah tahapan-tahapan yang dilakukan dalam melaksanakan kegiatan pengabdian kepada masyarakat: (1) Observasi Lapangan: mengumpulkan data awal mengenai temuan permasalahan yang dihadapi. Selain itu juga dilakukan wawancara dengan pihak-pihak terkait sehubungan temuan masalah dan keinginan tim untuk melakukan kegiatan pengabdian kepada masyarakat di lokasi tersebut. (2) Studi Literatur: langkah yang bertujuan untuk mengumpulkan referensi hasil kajian akademik berupa jurnal dan artikel ilmiah tentang tata cara pemasaran baik secara online maupun ofϐline. (3) Pemasaran produk berupa penyuluhan, pelatihan, dan pendampingan. Penyuluhan dilakukan untuk membekali pengetahuan dan pemahaman akan berbagai permasalahan dalam hal penjualan sapi, Pendekatan pelatihan ditujukan untuk meningkatkan keterampilan peternak dalam mempromosikan usaha sapi ternak untuk mengatasi persoalan rendahnya penghasilan para peternak sapi. Metode pendampingan dilakukan untuk memastikan peternak anggota kelompok mitra dapat mengimplementasikan dengan benar apa yang diperoleh dari penyuluhan dan pelatihan terutama menyangkut pemasaran usaha ternak sapi. Beberapa atribut yang digunakan sebagai bahan pertimbangan adalah sebagai berikut: (1) spanduk, yang akan digunakan untuk mempromosikan usaha ternak sapi; (2) papan promosi, sebagai papan pengenal ataupun papan promosi yang akan ditempatkan didepan lokasi ternak sapi; (3) HP android digunakan sebagai alat promosi melalui media sosial seperti facebook, instagram, whatsApp ataupun marketplace yang telah disediakan.
DISIPLIN PEGAWAI NEGERI SIPIL DI DINAS SOSIAL DAN PEMBERDAYAAN MASYARAKAT KOTA MANADO PROVINSI SULAWESI UTARA fatimah, yeti; Leonardus Tangkere, Enrico; Rohayati, Yeti
Jurnal Ilmu Pemerintahan Widya Praja Vol 51 No 1 (2025)
Publisher : Lembaga Riset dan Pengkajian Strategi Pemerintahan (LRPSP), Institut Pemerintahan Dalam Negeri (IPDN)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jipwp.v51i1.5472

Abstract

ABSTRACT Problem Statement/Background (GAP): Disciplinary violations such as tardiness, early departures, and unexcused absences remain frequent at the Social and Community Empowerment Office of Manado City, despite the enactment of Government Regulation No. 94 of 2021 concerning Civil Servant Discipline. Purpose: This study aims to examine of discipline among civil servants at the Social and Community Empowerment Office of Manado City, North Sulawesi Province. Method: This research employs a descriptive qualitative method with an inductive approach. Data were collected through observation, interviews, and documentation. The data analysis process includes data reduction, data presentation, and drawing conclusions, using a theoretical framework based on the three dimensions of discipline proposed by Sutrisno in Hamali (2018:214): behavior, rewards, and punishment. Result: The findings show that the implementation of discipline, when viewed through these three dimensions, generally aligns with existing regulations. However, violations persist due to internal factors such as personal habits and lack of awareness of regulations, as well as external factors such as fieldwork locations and insufficient supervision. Disciplinary enforcement is carried out through allowance deductions, persuasive approaches, and routine socialization led by the leadership. Conclusion: The study concludes that disciplinary enforcement must be consistent and continuous, supported by improved regulatory understanding and a work environment conducive to building a professional and disciplined work culture. Keywords: discipline, civil servants, violations.
IMPLEMENTING MERIT-BASED POSITION PROMOTIONS IN MALANG DISTRICT, EAST JAVA PROVINCE Amalia, Rizki; Selamat, Mohd. Nasir; Ekowati, Maria; Fatimah, Yeti; Nangameka, Teresa Irmina
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol. 12 No. 1 (2024): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v12i1.4269

Abstract

The merit system stands as a cornerstone in human resource management, emphasizing qualifications, competencies, and performance across various facets such as planning, recruitment, payroll, development, promotion, retention, discipline, and retirement of employees. However, the implementation of this system within the Malang Regency Government reveals gaps, particularly in the fulfillment of positions, notably within sub-districts and kelurahans. This research delves into the challenges surrounding the promotion of civil servants in echelon III and IV positions based on the merit system. The aim is to scrutinize the promotion process and Strategies adopted by the Malang Regency government, East Java Province. Employing a qualitative approach with a case research method, primary data is gathered from interviews with informants, complemented by secondary data derived from documentation. Through techniques such as interviews, documentation, and observation, qualitative data analysis is conducted. The promotion strategy is further evaluated using a SWOT analysis, pinpointing strengths, weaknesses, opportunities, and threats. Findings reveal that vacancies in sub-districts stem from employees' educational levels, often limited to high school qualifications, leading to the appointment of personnel through PLT. The Department of Human Resources (BKPSDM) endeavors to incentivize employees to pursue higher education. Notably, nine key indicators—honesty, discipline, work performance, cooperation, proficiency, loyalty, leadership, communication, and education—emerge as crucial in promotion evaluations, though challenges persist, particularly in meeting education and discipline requirements. The SWOT analysis aids in identifying priority programs and activities essential for advancing promotion based on the merit system in Malang Regency, East Java Province.
Co-Authors Anggraeni, Rinny Dewi ekowati, maria Iswara, Suthan Janu Leonardus Tangkere, Enrico Nangameka, Teresa Irmina Rizki Amalia Rohayati, Yeti Selamat, Mohd. Nasir Suparno, Parno