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All Journal Jurnal Natapraja : Kajian Ilmu Administrasi Negara Jurnal Borneo Administrator: Media Pengembangan Paradigma dan Inovasi Sistem Administrasi Negara Dia: Jurnal Administrasi Publik Briliant: Jurnal Riset dan Konseptual Jurnal Administrasi Publik : Public Administration Journal Jurnal Bina Praja Publik (Jurnal Ilmu Administrasi) Syntax Literate: Jurnal Ilmiah Indonesia Integritas: Jurnal Antikorupsi Jurnal Ilmiah Ilmu Pemerintahan JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Journal of Education, Humaniora and Social Sciences (JEHSS) Majalah Ilmiah Bijak Jurnal Public Policy Transparansi Jurnal Ilmiah Ilmu Administrasi Spirit Publik : Jurnal Administrasi Publik Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Scientax: Jurnal Kajian Ilmiah Perpajakan Indonesia BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi International Journal of Social Service and Research Interdisciplinary Social Studies Indonesian Journal of Multidisciplinary Science Jurnal Politik Global: Jurnal Politik Internasional Jurnal Indonesia Sosial Teknologi Asian Journal of Social and Humanities Indonesian Journal of Humanities and Social Sciences
Vishnu Juwono, Vishnu
Department Of Public Administrative Science, Faculty Of Administrative Science, Universitas Indonesia
Religion Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Other

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Analysis of Implementation “Proactive Recruitment” in NCO POLRI Recruitment and Selection at Regional Police of the Bangka Belitung Islands, 2021 Yudha Prakoso; Vishnu Juwono
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.5005

Abstract

Human resource management in the National Police aims to maximize the role and function of human resources (HR) in each work unit, so that every HR within the Polri organization has the same motivation and goals. aligned with organizational goals. One form of HR management carried out by the National Police is to organize personnel recruitment, the implementation of this recruitment as an effort to build a superior Polri HR posture. From several aspects of Polri's HR management, the process of recruitment and selection of personnel is one aspect that plays an important role in creating a superior and partnership able to excel and innovate. This aspect is in line with the vision and mission of the National Police Chief outlined in the National Police Chief's Priority Program with reference to the vision and mission of the President of the Republic of Indonesia, one of which is to create superior human resources (HR). Recruitment with a proactive model can overcome the shortcomings of the classic recruitment model, where in proactive recruitment the talents and talents of each candidate can be identified. As one of the National Police's efforts to create superior Human Resources (HR), a proactive recruitment was held in the 2021 National Police Officer recruitment selection. This research was conducted at Regional Police of the Bangka Belitung Islands, it was qualitative research which used a post-positivism approach. Data collection techniques used were interviews, observations, and documentations. The interviews were conducted on 15 respondents.
Conceptual Framework for Implementing Performance Application on Personnel Performance Assessment System in Military Agencies Yudo Aji Susanto; Vishnu Juwono
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.5113

Abstract

Performance evaluations evaluate an employee's performance and give a forum for discussing past, present, and future performance requirements. Performance evaluation is also known as employee rating, employee evaluation, performance review, or outcomes evaluation. Performance evaluations are commonly used to administer pay and compensation, provide performance feedback, and assess the strengths and shortcomings of particular employees. There are several reasons for the prevalence of performance evaluations among office, professional, technical, supervisory, middle management, and nonunion manufacturing employees. A recent report by Bersin & Associates indicates that performance management, which includes self, manager, and multisource reviews and goal setting, provides an organization with increased operational competence, legal compliance, enhanced corporate growth, and increased transformational processes and performance. Indeed, performance evaluations may give answers to a vast array of work-related concerns, and bad performance can be rectified by providing a road map for success. Even after receiving a favorable evaluation, employees benefit from assessments that assist them identify how to enhance their job performance. In addition, although an employer may not be required to have a basis to terminate an employee, performance reviews might be used to justify such actions if they become necessary.
Involvement of Internal Human Resource Organizations Perfomance Measurement in the Public Sector Natasha Salsabila Utomo; Vishnu Juwono
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.5366

Abstract

Today's public sector organizations operate in a dynamic environment that forces organizations to adapt to changing environmental conditions. Organizational performance measurement is understood as one of the functions of management, but is currently being analyzed as a branch of science that develops independently. In order to measure the performance of public sector organizations, it is very important to apply appropriate performance measurement methods. Strategic human capital development must take into account the organization's specific educational background, job-specific experience, and job-specific experience, and that human capital must also be valuable, rare and not easily imitated. The development of human capital has a positive effect on organizational performance. Have a highly specific skilled workforce for certain jobs, to generate higher rents unless there is a match between culture and human resources. When a performance measurement system is adapted to an organization in the public sector, it is important to differentiate the focus of the mission, include all stakeholders in the organization, and emphasize the importance of human resources. HRD practitioners in the public sector should develop more sophisticated plans to create a learning culture that encourages independence and can have a positive impact on civil servant career satisfaction and ultimately organizational effectiveness. Many public sector studies regard rewards for achievement, including salaries and other benefits, such as pensions, as incentives or disincentives for productivity. Therefore, more than one performance measurement method can be chosen for performance measurement in the public sector.
Co-Authors Agus Purwadianto Alvin Rizalsan Chaniago Andhi Bahtiar Arief Sukma Yulianto Dalilah, Elih Damara, Bintang Cynthia Detira, Zahara Doddy Heryadi Dyah Prabaningrum Endawansa, Althof Esi Sekar Rini Haliem Suharso Heryadi, Doddy Ilham Pambudi Indrawan Jaya Purnama Indrawan Jaya Purnama Jaya, Eka Septria Lambang Pujo Nagoro Lucas Filberto Sardjono Manik, Samuel Pardamean Matabean, Redhy Maytha Puspa Dewi, Ni Luh Gede NATASHA SALSABILA UTOMO Nuurul Fajari Fadhillah Pambudi, Ilham Putra, Hendrik Pratama Ramadhan Ramadhan Redhy Matabean Sancaya Naresvari Wijaya Simbolon, Valentina Ancillia Siswantoro, Dodik Sri Oniwati Susanti Subekti, Lusy Marta Teuku Muhamad Rizki Ramadhan Tondang, Andry Purba Tri Yulianto Waruwu, Yusadar Wibowo, Irfan Yudha Prakoso Yudo Aji Susanto Yusuf, Khanan Zahirman, Ari