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Muchran, Muchriady
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Pengaruh Efisiensi Anggaran Terhadap Kinerja Pegawai Dinas Pekerjaan Umum Dan Penataan Ruang Kabupaten Kolaka Utara Muhammad Riski Arifin; Andi Muhammad Fatwa; Noor Hasyim; Muhammd Ridwan; Muchriady Muchran
Sinergi : Jurnal Ilmiah Multidisiplin Vol. 2 No. 1 (2026): Sinergi: Jurnal Ilmiah Multidisiplin
Publisher : PT. AHLAL PUBLISHER NUSANTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Abstrak Penelitian ini bertujuan untuk menganalisis dan menguji secara empiris pengaruh efisiensi anggaran terhadap kinerja pegawai pada Dinas Pekerjaan Umum dan Penataan Ruang (PUPR) Kabupaten Kolaka Utara. Efisiensi anggaran merujuk pada upaya penggunaan sumber daya (dana, waktu, material) seminimal mungkin untuk mencapai target output yang telah ditetapkan. Sementara kinerja pegawai diukur dari aspek kualitas, kuantitas, tanggung jawab, dan kerjasama. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan survei, melibatkan seluruh pegawai di Dinas PUPR Kabupaten Kolaka Utara sebagai populasi. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan regresi linier sederhana. Hasil penelitian diharapkan dapat menunjukkan bahwa semakin tinggi efisiensi dalam pengelolaan anggaran, maka semakin baik pula kinerja pegawai, karena alokasi sumber daya yang tepat dapat mendukung pelaksanaan tugas secara optimal. Implikasi dari penelitian ini adalah memberikan masukan kepada pemerintah daerah dalam perumusan kebijakan penganggaran dan manajemen kinerja yang lebih efektif.
Peran Manajemen Sumber Daya Manusia dalam Membangun Psychological Safety sebagai Fondasi Kolaborasi Efektif pada UMKM di Kota Makassar Saripuddin, Yulia; Hasriani; Az Zahra, Urmila; Muchran, Muchriady
Jurnal Ilmu Manajemen, Bisnis dan Ekonomi Vol 3 No 5 (2026): Februari
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jimbe.v3i5.517

Abstract

This study aims to analyze the role of human resource (HRM) management in building a collaborative work culture in MSMEs in Makassar City. A qualitative descriptive approach was used to explore the practices, challenges, and strategies implemented by MSMEs. The research sample was purposively selected based on the criteria of small and medium-sized MSMEs with 10–100 employees and having been operating for at least three years. Data were collected through in-depth interviews with business owners, HR managers, and employees; direct observation in the workplace; and policy documentation and organizational reports. Data analysis was conducted using thematic analysis methods, which included data reduction, grouping by theme, and data triangulation. The results show that MSMEs in Makassar implement strategies such as strengthening internal communication, teamwork training, implementing participatory leadership, and using technology to support collaboration. However, obstacles such as limited resources, individualistic work patterns, and minimal government support remain key challenges. Nevertheless, MSMEs that successfully implement a collaborative work culture demonstrate increased efficiency, innovation, and employee motivation. This study concludes that HRM plays a strategic role in building a collaborative work culture. Leadership support, investment in employee development, and collaboration between teams are the keys to success in increasing the competitiveness of MSMEs.
Human Capital Transformation in Equalizing Workloads and Increasing Employee Discipline: Study of the Regional Financial and Asset Agency of Takalar Regency Nur Faidah; Miftahul Jannah Ilyas; Faizal; Muchriady Muchran
Masterpiece Journal Society Service Insight Vol. 2 No. 1 (2026): February 2026
Publisher : www.amertainstitute.com

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65246/mjssi.v21.488

Abstract

This study aims to analyze the role of Human Capital Transformation (HCT) as a strategic intervention to address workload disparities and improve employee discipline at the Regional Financial and Asset Management Agency (BKAD) of Takalar Regency. The main issues identified include unequal workload distribution—resulting in simultaneous conditions of overload and underload—as well as suboptimal employee discipline, particularly in terms of compliance with working hours and punctuality. This research employs a descriptive qualitative approach, with data collected through in-depth interviews with leaders and staff, observations, and document analysis, including policies on Workload Analysis (ABK) and the Performance Allowance (TPP) system. The findings indicate that the Human Capital Transformation implemented by BKAD is realized through two key mechanisms. First, the integration of ABK into the e-performance system and TPP, which significantly minimizes workload disparities by ensuring measurable and equitable task distribution. Second, the consistent enforcement of discipline based on digital data (electronic attendance), supported by the transparent application of sanctions and rewards in accordance with Government Regulation No. 94 of 2021. This transformation has proven to be a catalyst in creating a productive, performance-based, and integrity-driven work environment. The study concludes that Human Capital Transformation is a fundamental prerequisite for public sector organizations to achieve accountability and efficiency.
Strengthening Human Resource Capacity through Human Capital Development Transformation: Evidence from the Protocol and Leadership Communication Unit of Polewali Mandar Regency Government Ainun Zakinah; Wahdania; Fatmawati; Muchriady Muchran
Masterpiece Journal Society Service Insight Vol. 2 No. 1 (2026): February 2026
Publisher : www.amertainstitute.com

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65246/mjssi.v21.500

Abstract

This study examines how Human Capital Development (HCD) transformation strengthens human resource capacity within the Protocol and Leadership Communication Unit of the Polewali Mandar Regency Government, Indonesia. In the context of increasing public demands for transparency, responsiveness, and effective communication, local governments are required to develop adaptive and competent human resources. This research aims to analyze the implementation of HCD and to identify supporting and constraining factors influencing its effectiveness in the public sector. A qualitative case study approach was employed, with data collected through in-depth interviews, direct observations, and document analysis involving officials and staff of the unit. The data were analyzed using thematic analysis supported by data triangulation to ensure validity. The findings indicate that HCD initiatives have contributed positively to improving technical and managerial competencies in protocol and leadership communication functions. However, the transformation process faces persistent challenges, particularly limited training budgets, inadequate technological infrastructure, low digital literacy, and bureaucratic constraints. Leadership commitment and organizational support were found to be critical enablers, although their impact remains constrained by structural and resource limitations. This study contributes to the human capital literature by providing empirical evidence from a local government setting, highlighting the gap between HCD policy formulation and operational implementation. Practically, the findings suggest the need for more integrated HCD policies, enhanced investment in digital infrastructure, and continuous capacity-building programs to support sustainable human resource development in the public sector. The study offers insights for policymakers seeking to strengthen institutional performance through strategic human capital transformation.
Pengaruh Disiplin Kerja dan Kompensasi terhadap Kepuasan Kerja Pegawai Puskesmas Sumbang Kecamatan Curio Kabupaten Enrekang Ardina, Ardina; Muchran, Muchriady; Akib, Muhammad
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 1 (2026): Februari - April
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i1.7394

Abstract

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh disiplin kerja dan kompensasi terhadap kepuasan kerja pegawai pada Puskesmas Sumbang, Kecamatan Curio, Kabupaten Enrekang. Kepuasan kerja merupakan salah satu faktor penting dalam meningkatkan kinerja dan kualitas pelayanan pegawai di instansi pelayanan kesehatan. Oleh karena itu, disiplin kerja dan kompensasi dipandang sebagai dua faktor yang dapat memengaruhi tingkat kepuasan kerja pegawai. Penelitian ini menggunakan metode kuantitatif dengan pendekatan asosiatif. Populasi dalam penelitian ini adalah seluruh pegawai Puskesmas Sumbang yang terdiri dari 117 orang dan menggunakan sampel berjumlah 54 responden. Data penelitian dikumpulkan melalui penyebaran kuesioner kepada seluruh responden. Data yang diperoleh kemudian dianalisis menggunakan beberapa tahapan analisis, yaitu uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi linear berganda, serta pengujian hipotesis dengan bantuan program SPSS versi 26. Hasil penelitian menunjukkan bahwa disiplin kerja berpengaruh positif dan signifikan terhadap kepuasan kerja pegawai dengan nilai signifikansi sebesar 0,008 yang lebih kecil dari 0,05. Hal ini menunjukkan bahwa semakin baik tingkat disiplin kerja pegawai, maka semakin tinggi pula tingkat kepuasan kerja yang dirasakan. Selain itu, kompensasi juga terbukti berpengaruh positif dan signifikan terhadap kepuasan kerja pegawai dengan nilai signifikansi sebesar 0,000 yang lebih kecil dari 0,05. Variabel kompensasi memiliki nilai t-hitung yang lebih besar dibandingkan variabel disiplin kerja, sehingga dinyatakan sebagai variabel yang lebih dominan dalam memengaruhi kepuasan kerja pegawai. Dengan demikian, dapat disimpulkan bahwa disiplin kerja dan kompensasi secara parsial berpengaruh signifikan terhadap kepuasan kerja pegawai, dengan kompensasi sebagai faktor yang memberikan pengaruh paling kuat.
Co-Authors AC, Achmad Achmad Putra Acikin, Nur Aenul Aenul Agus Prasetyo Ahmad AC Ainun Zakinah Alriani, Rita Andi Muhammad Fatwa Andi Rasdiyanti Andi Risfan Rizaldi Ardina, Ardina Arief Hidayat Az Zahra, Urmila Bahtiar Bahtiar Bahtiar Bahtiar Cisilia Doodoh Faizal Fatmawati Fatmawati Firman Syah Haerani Haeranti Syam Hairul Asnandar Hakib , Andi Handayani, Siti Mira Harrang, agussalim Hasriani Hernita Arifuddin Ina Ramadhani Ismarani Basir, Dian Ayu Ismartono Balango Isnawati Isnawati Istiqhotsah, Vyatriaka J, Jusriadi Jam'an, Andi Jam’an, Andi Jaya, Athira Dwi Jumarni Jumarni Maklassa, Dg. Masrullah, Masrullah Miftahul Jannah Ilyas MMSI Irfan ,S. Kom Mubarak , Akbar Muchran Muchran Muchran Murniady Muchriana Muchran Muhammad Akib Muhammad Akib Muhammad Riski Arifin Muhammad Rusydi Muhammd ridwan Murniady Muchran Mursalim Mursalim Mutiara Nur Nasrullah Nasrullah Noor Hasyim Nur Faidah Nur Wahyuni Nuryahya Nuryahya Rahim, Abd Rahmah, Syahidah Ramadani, Tenri Wahyu Romadhoni, Buyung Rosyida, Navantry Sahrullah, Sahrullah Samsul Rizal Saputra, Didit Saripuddin, Yulia Siti Helmyati Sri Wahyuni Syahrunnisa Wa Ode Rayyani Wahdania Wahyu Erdiansyah Yusuf. K, Muhammad