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Analisis Strategi Manajemen Sumber Daya Manusia Polri Dalam Mengelola Keterbatasan Personil Pada Jabatan Perwira Di Polres Kubu Raya Polda Kalimantan Barat Teuku Rivanda Ikhsan; Pantius Drahen Soeling
Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah Vol 5, No 2 (2023): Birokrasi dan Pemerintahan di Daerah 11
Publisher : Jurusan Administrasi Publik FISIP UIN SGD Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/jbpd.v5i2.24696

The National Police of the Republic of Indonesia is a state instrument that plays a role in maintaining public order and security, providing protection, protection and service to the community, as well as carrying out law enforcement, in the context of maintaining domestic security. To support the implementation of this role, quality Polri human resources are needed in every position or function. The limitation of personnel is one of the obstacles that currently must be faced by the National Police, especially the Kubu Raya District Police in preparing an optimal work composition. One of them is the lack of personnel with the rank of first officer which is the first line supervisor in controlling the personnel on duty. This research is a qualitative research that describes the HR management strategy of the National Police, especially in succession planning in managing the limitations of first officer rank personnel that are currently still occurring at the Kubu Raya District Police. The implementation of an appropriate HR management strategy is expected to be able to solve these problems, so that it is expected to be able to realize an increasingly prime Polri posture in providing services to the community.

ANALYSIS OF THE IMPLEMENTATION OF THE INDONESIAN ARMY (TNI AD) TERRITORIAL DEVELOPMENT POLICY TO PREVENT SOCIAL CONFLICT IN KODIM 0618/BANDUNG CITY Very Grahita Fitrianang; Pantius Drahen Soeling
Jurnal Administrasi dan Kebijakan Publik Vol 9 No 1 (2024): April 2024
Publisher : Laboratorium Administrasi Publik FISIP Universitas Andalas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25077/jakp.9.1.69-86.2024

The implementation of the Indonesian Army (TNI - AD) Territorial Development Policy is based on the policy implementation process approach which has several dimensions, namely size and objectives, resources, characteristics of implementing agencies, communication, disposition, social, economic and political environment. This research uses a post-positivism paradigm with qualitative methods. The data collection techniques used are in-depth interviews and document studies. The result is the Implementation of the Army Territorial Development Policy for the prevention of social conflict in Kodim 0618 / Bandung City, the researcher concluded that the implementation of the policy has not been carried out optimally because it has experienced several obstacles. Lack of clear information about territorial development to the TNI and the community, information that is not clear enough can complicate understanding of territorial development. The obstacle in the implementation can be caused by the low human resource factor.

The Impact of Dual-Experience Flexible Work Arrangements on Employee Performance: The Moderating Role of E-Work Self-Efficacy Bagus Adi Luthfi; Pantius Drahen Soeling; Chandra Wijaya
Journal Research of Social Science, Economics, and Management Vol. 4 No. 6 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i6.769

The impact of flexible work arrangements (FWA) on employee performance remains inconclusive due to the tendency of prior research to analyze the phenomenon from a single perspective, either that of the employee or the organization. This study aims to address this gap by examining the influence of two forms of FWA—flexibility as a contribution and flexibility as an inducement—on employee performance, while also investigating the moderating role of e-work self-efficacy. Guided by social exchange theory and the Job Demands-Resources (JD-R) model, an online survey was conducted using a cross-sectional design, collecting 545 valid responses from employees in the ICT-based industry. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that flexibility as a contribution negatively impacts employee performance, whereas flexibility as an inducement has a positive effect. The moderation analysis further shows that e-work self-efficacy significantly moderates the relationship between flexibility as a contribution and both task and contextual performance but not adaptive performance. Similarly, e-work self-efficacy significantly moderates the relationship between flexibility as an inducement and task performance but not contextual or adaptive performance. This study concludes that the effects of FWA on employee performance are nuanced and depend on the form of flexibility offered and the level of employees’ e-work self-efficacy. These findings provide actionable insights for organizations to optimize FWA policies to enhance employee performance.

Implementation of Proactive Recruitment Program for Indonesia National Police (POLRI) Candidates at Regional Police of the Riau Islands Daniel Ganjar Kristanto; Pantius Drahen Soeling
Khazanah Sosial Vol. 4 No. 4 (2022): Khazanah Sosial Vol 4, No 4 December 2022
Publisher : UIN Sunan Gunung Djati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/ks.v4i4.20240

Employee recruitment is an important function for the survival of the organization. The National Police provides opportunities for each Regional Police (Polda) to look for prospective Polri personnel who are in accordance with the needs in their area through a proactive recruitment program. This study aims to analyze the proactive recruitment program's effectiveness in meeting Polri personnel's needs in the area of Polda Kep. Riau. The qualitative research method is used with the post-positivism approach. The data obtained through observation, documentation and interviews were analyzed descriptively. The results showed that the implementation of proactive recruitment of the selection of Polri officers, Polda Kep. Riau in 2021 still encounters several obstacles; the lack of socialization and registration time for participants who come from outside the city, the assessment system is not yet valid and transparent and the minimum number of native children from the Kep area. Nevertheless, Riau was accepted and passed the selection. These constraints have implications for the declining reputation of the proactive recruitment system, potentially affecting public interest in participating in proactive recruitment programs in the future.

Strategy of Recruitment and Selection for Indonesian National Police (POLRI) Candidates Dedy Yudanto; Pantius Drahen Soeling
Khazanah Sosial Vol. 5 No. 1 (2023): Khazanah Sosial
Publisher : UIN Sunan Gunung Djati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/ks.v5i1.20964

The industrial revolution 4.0 in Indonesia requires the National Police to revamp the recruitment system where the ideal personnel ratio has not been met, and Recruitment has not been prioritized on local wisdom. To fulfill Polri's HR in quantity and quality (predictive, responsive, and fair transparency) will be largely determined by the right personnel recruitment system because, without quality human resources, the Polri organization will find it difficult to achieve its vision and mission. The theories used are HR management theory, recruitment theory, and capability theory. There is a shortage of personnel provision in the Polri organization because the personnel intake has not been optimal with the number of personnel shrinking that has occurred. If viewed from the quality aspect, there is still a lack of knowledge, ability, and attitude of prospective Polri personnel in participating in the selection of Polri personnel supply due to the large interest of the community, which is not accompanied by strengthening the capacity of prospective Polri personnel. To strengthen the Recruitment of the National Police, it is also necessary to improve, organize, and change every process of providing Polri human resources at every stage of Recruitment and selection.

Empowering Leadership and Turnover Intention in Corporate Organizations: A Meta Analytical Perspective (2022-2024) Evelyn Andriana Angelita; Pantius Drahen Soeling
Jurnal Ekonomi Teknologi dan Bisnis (JETBIS) Vol. 3 No. 12 (2024): Jurnal Ekonomi, Teknologi dan Bisnis
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/jetbis.v3i12.163

In an era of increasingly fierce competition, leaders in corporate organizations are required to empower their employees to be more effective and efficient. Leader empowerment can increase employee autonomy, motivation, and job satisfaction, which ultimately affects turnover intention. This study aims to analyze the impact of leader empowerment on turnover intention in corporate organizations through a meta-analysis approach of five related articles. The method used in this research is meta-analysis, which collects, analyzes, and synthesizes the results of various empirical studies on leadership empowerment and turnover intention. Relevant literature was selected based on certain criteria to ensure the validity and relevance of the data. The results show that leadership empowerment has a positive and negative influence on turnover intention. On the one hand, leadership empowerment can reduce turnover intention by increasing employee motivation and engagement. On the other hand, increasing employees' capabilities may encourage them to seek opportunities in other companies. This finding emphasizes the importance of leaders in understanding the behaviours and expectations of their subordinates and their involvement in decision-making. Overall, leadershipempowerment plays an important role in turnover intention in organizations. To minimize turnover intention, leaders need to implement strategies that empower employees while considering the complexity of diverse organizational contexts. This effort is expected to create a more stable and productive work environment.

The Effect of Digital Literacy on Readiness for Digital Change with Resistance to Change as a Mediating Variable (A Study of Civil Servants at the Ministry of Communications and Digital Technology's Human Resource Development Agency) Shera Mayangsari suwito; Pantius Drahen Soeling
Eduvest - Journal of Universal Studies Vol. 6 No. 6 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i6.53302

This study aims to analyze the effect of digital literacy on readiness for digital change, both directly and indirectly through resistance to change as a mediating variable, among Aparatur Sipil Negara (ASN) at the Badan Pengembangan Sumber Daya Manusia (BPSDM) of the Kementerian Komunikasi dan Digital (Kemkomdigi). The study employed a quantitative approach with an explanatory, cross-sectional design. Data were collected through a 5-point Likert-scale online questionnaire administered to 282 ASN respondents from BPSDM, selected using a proportional quota sampling technique from a population of 945 ASN across 15 work units. Data were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method with SmartPLS 4.0 software. The results showed that digital literacy had a positive and significant effect on readiness for digital change (β = 0.226; p = 0.001), digital literacy had a negative and significant effect on resistance to change (β = −0.605; p < 0.001), and resistance to change had a negative and significant effect on readiness for digital change (β = −0.568; p < 0.001). In addition, resistance to change was found to partially mediate the relationship between digital literacy and readiness for digital change, with an indirect effect (β = 0.344) greater than the direct effect. These findings confirm that enhancing ASN readiness for digital change depends not only on strengthening digital competencies but also on organizational efforts to manage employees' psychological resistance to change.

How does Happiness at Work Affect Employee Performance in the Head Office of BKKBN? Endah Agustien; Pantius Drahen Soeling
Hasanuddin Economics and Business Review VOLUME 4 NUMBER 2, 2020
Publisher : Faculty of Economics and Business, Hasanuddin University, Makassar, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26487/hebr.v4i2.2448

This study aims to determine the extent of the role of happiness at work in improving employee performance in the head office of BKKBN, both directly and indirectly. The approach of research uses quantitative methods. Primary data were collected by distributing questionnaires. Analysis of data processed by descriptive analysis and inferential analysis using the Structural Equation Model through SmartPLS software to 200 respondents data. The results showed that happiness at work had not directly effect employee performance, but when the relationship was mediated by work motivation there was a positive and significant effect between happiness at work on employee performance.

The Impact of Dual-Experience Flexible Work Arrangements on Employee Performance: The Moderating Role of E-Work Self-Efficacy Bagus Adi Luthfi; Pantius Drahen Soeling; Chandra Wijaya
Journal Research of Social Science, Economics, and Management Vol. 4 No. 6 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i6.769

The impact of flexible work arrangements (FWA) on employee performance remains inconclusive due to the tendency of prior research to analyze the phenomenon from a single perspective, either that of the employee or the organization. This study aims to address this gap by examining the influence of two forms of FWA—flexibility as a contribution and flexibility as an inducement—on employee performance, while also investigating the moderating role of e-work self-efficacy. Guided by social exchange theory and the Job Demands-Resources (JD-R) model, an online survey was conducted using a cross-sectional design, collecting 545 valid responses from employees in the ICT-based industry. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that flexibility as a contribution negatively impacts employee performance, whereas flexibility as an inducement has a positive effect. The moderation analysis further shows that e-work self-efficacy significantly moderates the relationship between flexibility as a contribution and both task and contextual performance but not adaptive performance. Similarly, e-work self-efficacy significantly moderates the relationship between flexibility as an inducement and task performance but not contextual or adaptive performance. This study concludes that the effects of FWA on employee performance are nuanced and depend on the form of flexibility offered and the level of employees’ e-work self-efficacy. These findings provide actionable insights for organizations to optimize FWA policies to enhance employee performance.

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