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All Journal Ilmu Administrasi Publik Jurnal Manajemen Pelayanan Publik Jurnal Ilmu Administrasi Negara (JUAN) SEIKO : Journal of Management & Business International Journal of Social Science and Business Community Engagement and Emergence Journal (CEEJ) International Journal of Management Progress PINISI Discretion Review Community Development Journal: Jurnal Pengabdian Masyarakat Jurnal Desentralisasi dan Kebijakan Publik (JDKP) Indonesian Journal of Social Science Research
Nur Ilmiah Rivai
Public Administration, Maritim Raja Ali Haji University, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Transportation Other

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Journal : PINISI Discretion Review

 1 
The Strategy of Developing the Competence of Human Resources of the State Civil Apparatus of Barru Regency Government Nur Ilmiah Rivai
PINISI Discretion Review Volume 4, Issue 2, March 2021
Publisher : Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26858/pdr.v4i2.19959

Abstract

This study aims to develop a Human Resources competency strategy at the Barru Regent's Office. This research specifically focuses on the development of Human Resources competencies used by the Barru district government in developing Human Resources apparatuses in order to perform high. This study uses a phenomenological approach, the main data collection techniques are interviews, observation Data analysis techniques used are data analysis techniques descriptive qualitative. The analysis was conducted after data collection through interviews and direct observation in the field. The results of the study include a strategy for developing resource management where competency-based apparatus people are realized by referring to the vision, mission, and goals through the remuneration mechanism as a form of appreciation for apparatus that has good performance. Development system and apparatus fulfillment system to improve apparatus competence, maintain productive human resources, improve welfare and create more positive competition. The whole process is carried out by referring to the principles of (a) human control control (b) recruit activity train, educate, develop, (d) manage Human relations performance, (e) reward and discipline action (f) manage redeployment, and (g) negotiation for working conditions.
The Effect of Apparatus Resource Development on Performance Improvement at the Regional Secretariat of Gowa Regency Pattarani, Andi; Rahmatia, Andi; Rivai, Nur ilmiah
PINISI Discretion Review Volume 5, Issue 2, March 2022
Publisher : Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26858/pdr.v5i2.32741

Abstract

The purpose of this research paper is to determine the development of Apparatus Resources through education and training in the Gowa Regency Secretariat Office Scope viewed from the aspect of competence and motivation. The data sources in this study were obtained by giving questionnaires or questionnaires to respondents at the Gowa Regency Secretariat . The research design used in this study is a quantitative approach. The research used by the researcher is field research, namely by examining directly the object under study.The results obtained from the comparison of the value of sig. to the level of significance: sig. = 0.002 < 0.05. Because sig. < , the training variable partially (individually) has a significant effect on employee performance. the tcount value is 5.075 and the ttable value is known to be 2,000. By comparing between tcount and t - table, it is found that tcount > ttable = 5.075 > 2,000, because the value of t - count is greater than t - table, it can be concluded that the regression coefficient of the motivation variable is significant. And the results obtained from the comparison of the value of sig. with the level of significance: sig. = 0.000 < 0.05. Because sig. < , it can be concluded that H2 is accepted and H0 is rejected, meaning that the regression coefficient on the Motivation variable partially (individually) has a significant effect on Employee Performance s. The coefficient obtained by the tcount is 2.365 and the ttable value is known to be 2,000. By comparing between t - count and t - table , it is found that t-count > t - table = 2.365 > 2,000, because the value of t-count is greater than t - table.
Co-Authors Alfiandri, Alfiandri Andi Pattarani Andi Pattarani Anggraini, Riang Arlini, Lidya Bambang Irawan Basalamah, Rezal Hadi Dwi Surti Junida Edy Akhyary Eki Darmawan Hamdani Hamdani Inayatul Muthmainnah Muhammad Alfa Sikar Mursalim, Isye Aryani Mutmainnah, Inayatul Nursafitra M Okky Rizki Azizi Pattarani, Andi Praptantya, Donatianus B.S.E. Rahmatia, Andi Resky Amalia. P Rudi Subiyakto, Rudi Ruseno, Jonet Septiawan, Armauliza