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Performance Analysis of Support System Personnel at the Secretariat General of the House of Representatives of the Republic of Indonesia Rosweni Sukandar; Ridwan Rajab; Hamka Hamka
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i2.5009

This study aims to identify the factors that cause the suboptimal performance of SSP at the Secretariat General of the House Of Representatives Of The Republic Of Indonesia so that it can provide a better understanding in improving SSP performance to support the achievement of the vision, mission and objectives of the Secretariat General of the House Of Representatives Of The Republic Of Indonesia and to determine the right strategy in optimizing SSP performance at the Secretariat General of the House Of Representatives Of The Republic Of Indonesia. This research method uses a qualitative approach that produces descriptive data. The results showed that the less than optimal performance of SSP in the Secretariat General of the House of Representatives was caused by factors of competence, motivation, and organizational support. Support from the Secretariat General of the House Of Representatives Of The Republic Of Indonesia in developing SSP will provide significant benefits both for the organization of the Secretariat General of the House Of Representatives Of The Republic Of Indonesia and for SSP itself. For the House Of Representatives Of The Republic Of Indonesia Secretariat General, the development of SSP will increase productivity and performance. Meanwhile, for the SSPs, this will increase their competence in carrying out tasks and solving work problems. This support also motivates SSPs to continue learning and developing new knowledge, skills, and work behaviors that support task execution. Thus, SSPs will better understand their duties and responsibilities and have opportunities to develop themselves. Therefore, SSP competency development can be an important strategy for the House Of Representatives Of The Republic Of Indonesia Secretariat General to optimize individual and organizational performance.

Strategy to Improve Employee Performance of the Directorate of Human Resources and General Affairs of the Public Broadcasting Corporation of Radio Republik Indonesia (RRI) Ferda Firmansyah; Asropi Asropi; Hamka Hamka
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i3.5525

This study aims to determine the background of employee performance within the Directorate of Human Resources and General Affairs of LPP RRI which is not optimal, and to find out strategies to improve employee performance within the Directorate of Human Resources and General Affairs of LPP RRI. The research method used in the research is descriptive research method with qualitative approach. The results showed several factors affecting employee performance at the Directorate of Human Resources and General Affairs of LPP RRI. Among them, the lack of open appreciation of employees can reduce motivation and job satisfaction. The level of internal coordination that needs to be improved also has an impact on efficiency and collaboration between employees. A poorly structured recognition and reward system can reduce morale, while periodic evaluations may not be optimal in maintaining and increasing employee motivation. Work design involving inclusive attitudes, promotion of tolerance, and administrative skills need to be improved to create a positive and efficient work environment. Factors such as interpersonal relationships, communication, compensation, supervision, work facilities, employee loyalty, and work discipline also affect performance and need attention in order to improve overall performance. The strategy to improve employee performance at the Directorate of Human Resources and General Affairs of LPP RRI focuses on three main aspects, namely Motivation, Traits, and Self-Concept. In the Motivation aspect, measures such as internal motivation development, structured recognition and rewards, and flexible HR policies are implemented to create a supportive and motivating environment for employees. In the Traits aspect, improved employee management, inspirational motivation, and employee development through continuing education programs are the focus to improve organizational efficiency and employee skills. While in the Self-Concept aspect, physical, emotional, intellectual, social, and spiritual improvements are made through various programs such as fitness, interpersonal training, and professional development. Through the implementation of this strategy, the Directorate of Human Resources and General Affairs of LPP RRI is expected to create a dynamic work environment, support holistic growth of employees, and ultimately improve overall performance.

Analysis of Planning for the First Phase of the Transfer of State Civil Apparatus (ASN) to the National Capital (IKN) of Nusantara at Nusantara Capital Authority Muhammad Hikmah; Hamka Hamka; Mala Sondang Silitonga
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i3.5530

This research aims to determine the implementation of planning for the first stage of moving State Civil Apparatus (ASN) to the National Capital (IKN) of Nusantara and to find out various strategies in overcoming obstacles to planning the transfer of State Civil Apparatus (ASN) to the National Capital (IKN) of Nusantara. This type of research is descriptive qualitative which seeks to explain in as much detail as possible the research objects and problems based on facts in the field. There are three methods for collecting data used in this research, namely: observation, interviews or interviews, and documentation. The results of this research show that in general The overall planning for the transfer of ASN to IKN Nusantara by referring to the ideas of Snell and Morris (2019) has been carried out well, namely; Vision, mission and values, external and internal analysis, formulating and implementing strategies, and evaluation. All of these indicators are parameters for planning the transfer of ASN to IKN Nusantara, which has been implemented well, although improvements are still needed in several aspects. The planning strategy for transferring ASN to IKN Nusantara can then be provided with a persuasive communication model as well as providing various financial stimuli.

Competency Development Strategy for Government Internal Supervisory Apparatus (GISA) within the Regional Government of West Maluku Regency Evrina Reiper; Hamka Hamka; Mala Sondang Silitonga
International Journal of Economics Development Research (IJEDR) Vol. 4 No. 5 (2023): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v4i6.4935

The purpose of this research is to determine the competence of the Government Internal Supervisory Apparatus (GISA) within the Regional Government of Southwest Maluku Regency, and to develop a strategy for developing the competence of the Government Internal Supervisory Apparatus (GISA) within the Government of Southwest Maluku Regency. The research method that researchers use in conducting this research is a descriptive research method with a qualitative approach. The results showed that the competence of the Government Internal Supervisory Apparatus (GISA) within the Regional Government of Southwest Maluku Regency has high motivation in carrying out the duties of the position, as seen from the services provided to auditees. However, the opportunity to participate in self-development is not yet in accordance with the duties of the position. New tasks or jobs are completed based on GISA motivation. The average GISA HR has a good nature, not easily influenced by the environment. Eager to carry out tasks, do not compromise with personal policies from the auditee. Self-concept, character and motivation are hidden in each person and are difficult to develop through training programs, but will be formed and developed from the length of time a person carries out certain tasks. The longer GISA HR occupies a supervisory position can help him to get better. However, to know the auditee's personality, GISA needs special training related to psychology. In general, GISA's knowledge is quite good, but specifically GISA's knowledge related to their job duties is still lacking, development is needed for each individual GISA. The skills dimension relates to technical competence. The development of technical competence for GISA on a regular basis is able to create GISAs who are skilled in carrying out their duties. Competency development strategies that have been carried out for GISA in Southwest Maluku Regency by conducting professional skill training, job enrichment, comparative studies, and building teamwork.

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