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Analisis Strategi Pengembangan Kompetensi Pegawai Pada Badan Kepegawaian Dan Pegembangan Sumber Daya Manusia Kabupaten Nias Utara Agus Ratna Mawarni Harefa; Syah Abadi Mendrofa; Yamolala Zega; Sukaaro Waruwu
Visi Sosial Humaniora Vol. 5 No. 2 (2024): Visi Sosial Humaniora: Edisi Desember 2024
Publisher : LPPM Universitas HKBP Nommensen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51622/vsh.v5i2.2620

Developing employee competency is crucial in improving the quality of public services. In the era of globalization and increasingly fierce competition, local governments are required to have superior human resources and be able to adapt quickly to change. Therefore, employee competency development strategies are very important to ensure the achievement of organizational goals in providing excellent service to the community. The variables in this research consist of 1 (one) single variable, namely: A single variable is a variable that only has one dimension or category. This variable only has one value or attribute for each unit of analysis. According to Sugiyono (2017: 39), research variables are "all attributes, traits, values of people who have certain variations determined by researchers to be studied and then drawn conclusions". The following is an analysis of research results obtained from observations and in-depth interviews regarding employee competency development at the Personnel and Development Agency. North Nias Regency Human Resources. This research was carried out carefully, paying attention to the location and time that had been optimally arranged. Apart from that, researchers also met directly with informants to obtain more accurate data. The results of this research were obtained through data collection techniques in the form of interviews and observations. This technique was chosen to obtain natural data. The interview structure designed by the researcher is not standard, so that if the answers given by the informant are not clear, the researcher will ask additional questions to deepen and clarify the information provided by the informant. This research aims to analyze employee competency development strategies at the North Nias Regency Personnel and Human Resources Development Agency (BKPSDM). The research results show that: BKPSDM has implemented various competency development strategies, such as training, formal education, and job rotation. However, there are still several obstacles that need to be overcome, such as budget limitations, lack of employee interest, and a less than optimal evaluation system. Therefore, it is necessary to improve and refine existing competency development strategies, as well as develop new strategies that are more effective and efficient. The factors that influence the successful implementation of the employee competency development strategy at BKPSDM North Nias Regency have been implemented well, so that employees experience an increase in their ability to carry out their duties.

Perencanaan Karyawan Berbasis Kearifan Lokal di Museum Pusaka Nias Vandi Falentino Telaumbanua; Ayler Beniah Ndraha; Sukaaro Waruwu; Meiman Hidayat Waruwu
Arus Jurnal Sosial dan Humaniora Vol 5 No 2: Agustus (2025)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v5i2.1550

Penelitian ini bertujuan untuk menganalisis strategi perencanaan karyawan pada Museum Pusaka Nias dengan menyoroti tantangan yang dihadapi dalam pengelolaan sumber daya manusia di lembaga kebudayaan. Museum sebagai institusi pelestarian budaya memerlukan tenaga kerja dengan kompetensi khusus, baik dalam bidang konservasi artefak maupun edukasi publik. Namun, hasil penelitian menunjukkan bahwa Museum Pusaka Nias masih menghadapi kendala mendasar, terutama keterbatasan sumber daya finansial, keterisolasian geografis, serta minimnya program pengembangan kompetensi bagi karyawan. Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data melalui wawancara mendalam, observasi, dan studi dokumentasi. Analisis data dilakukan dengan model interaktif yang mencakup reduksi data, penyajian data, dan penarikan kesimpulan. Temuan penelitian menunjukkan bahwa meskipun terdapat dedikasi tinggi dari sebagian karyawan, rendahnya insentif dan terbatasnya akses pelatihan menghambat peningkatan kompetensi secara berkelanjutan. Oleh karena itu, strategi perencanaan karyawan berbasis kearifan lokal, kolaborasi dengan pemangku kepentingan, serta pemberdayaan insentif non-finansial menjadi alternatif solusi untuk memperkuat pengelolaan sumber daya manusia. Dengan perencanaan yang adaptif dan partisipatif, Museum Pusaka Nias berpotensi meningkatkan efektivitas pelestarian budaya sekaligus memberikan kontribusi nyata bagi pembangunan daerah.

Urgensi Penguatan SLB di Indonesia (Studi Kasus pada Peningkatan Kompetensi SDM melalui Pelatihan di SLB Swasta Sasmi Gunungsitoli) Edita Erni Kristiani Gea; Ayler Beniah Ndraha; Heseziduhu Lase; Sukaaro Waruwu
Arus Jurnal Sosial dan Humaniora Vol 5 No 2: Agustus (2025)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v5i2.1564

Penelitian ini bertujuan untuk menganalisis implementasi regulasi pendidikan serta tantangan yang dihadapi dalam penyelenggaraan pembelajaran di Sekolah Luar Biasa (SLB) Swasta Sasmi Gunungsitoli. Metode yang digunakan adalah deskriptif kualitatif dengan teknik pengumpulan data melalui observasi, wawancara, dan dokumentasi. Hasil penelitian menunjukkan bahwa pelaksanaan pendidikan di SLB Sasmi masih jauh dari standar regulasi yang ditetapkan pemerintah. Dari aspek kompetensi guru, sebagian besar pendidik tidak memiliki latar belakang Pendidikan Luar Biasa (PLB), sehingga pemahaman dan keterampilan dalam menangani anak berkebutuhan khusus masih terbatas. Dari aspek pembagian kelas, siswa dikelompokkan berdasarkan jenjang pendidikan, bukan berdasarkan kebutuhan individual, sehingga layanan pembelajaran belum sepenuhnya sesuai dengan prinsip pendidikan inklusif. Selain itu, keterbatasan sarana prasarana, seperti ruang terapi dan media pembelajaran khusus, turut menjadi hambatan signifikan dalam menunjang proses belajar. Meskipun demikian, hasil penelitian juga menunjukkan bahwa program terapi yang diterapkan memberikan dampak positif terhadap perkembangan keterampilan komunikasi, sosial, dan kemandirian siswa. Dengan demikian, peningkatan kualitas pendidikan di SLB Sasmi membutuhkan penguatan kompetensi guru, penyediaan sarana prasarana yang memadai, serta penerapan model pembelajaran berbasis kebutuhan individual.

Peran Kepemimpinan Kepala Puskesmas Pembantu dalam Meningkatkan Program Pencegahan Prevalensi Stunting di Desa Mazingo Tabaloho Vorti Karuniat Harefa; Ayler Beniah Ndraha; Sukaaro Waruwu; Meiman Hidayat Waruwu
Arus Jurnal Sosial dan Humaniora Vol 5 No 2: Agustus (2025)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v5i2.1587

Stunting merupakan salah satu masalah gizi kronis yang masih menjadi tantangan kesehatan masyarakat di Indonesia, khususnya di wilayah pedesaan. Penelitian ini bertujuan untuk menganalisis peran kepemimpinan Kepala Puskesmas Pembantu (Pustu) dalam pencegahan stunting di Desa Mazingo Tabaloho. Metode penelitian yang digunakan adalah kualitatif dengan pendekatan deskriptif, melalui wawancara mendalam dengan Kepala Pustu, bidan desa, kader posyandu, dan tokoh masyarakat, serta observasi langsung terhadap pelaksanaan program kesehatan. Hasil penelitian menunjukkan bahwa Kepala Pustu berperan penting dalam perencanaan, pelaksanaan, dan pengawasan program pencegahan stunting. Kepemimpinan yang ditunjukkan cenderung transformasional, ditandai dengan keterlibatan langsung dalam penyuluhan gizi, pemantauan tumbuh kembang balita, dan pelatihan kader. Namun, implementasi program masih menghadapi berbagai hambatan, antara lain keterbatasan tenaga kesehatan, sarana prasarana, logistik, serta rendahnya partisipasi masyarakat. Untuk mengatasi hambatan tersebut, Kepala Pustu menerapkan strategi adaptif seperti pendekatan personal pada keluarga berisiko, penguatan kapasitas kader, dan kemitraan lintas sektor. Temuan ini menegaskan bahwa keberhasilan pencegahan stunting tidak hanya bergantung pada ketersediaan sumber daya, tetapi juga pada kualitas kepemimpinan yang partisipatif, kolaboratif, dan adaptif terhadap kondisi lokal.

ANALISIS EFEKTIVITAS PEMBERIAN TAMBAHAN PENGHASILAN PEGAWAI (TPP) TERHADAP KINERJA PEGAWAI DI KANTOR DINAS PENDIDIKANKOTA GUNUNGSITOLI Pandu Cahaya Dwinayanti Laowo; Odaligoziduhu Halawa; Sukaaro Waruwu; Palindungan Lahagu
Jurnal Publikasi Manajemen Informatika Vol. 5 No. 2 (2026): JURNAL PUBLIKASI MANAJEMEN INFORMATIKA
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupumi.v5i2.7260

This study aims to analyze the effectiveness of Employee Additional Income (TPP) on the performance of civil servants at the Education Office of Gunungsitoli City. The research employed a descriptive qualitative approach with data collection techniques including observation, interviews, and documentation. The research informants consisted of structural officials and staff who were considered to have adequate understanding and direct involvement in the implementation of TPP. The findings indicate that the implementation of TPP has been carried out based on existing regulations and procedures. Nevertheless, several challenges remain in practice. In general, TPP has contributed to improving employee attendance discipline and administrative compliance. However, its impact on enhancing work quality and productivity has not been optimal, as some employees tend to focus merely on fulfilling administrative requirements without demonstrating significant improvements in performance. The inhibiting factors of TPP effectiveness include limited technical understanding in completing the Employee Performance Targets (SKP), weak supervision from superiors, and a passive bureaucratic work culture. Meanwhile, the supporting factors consist of a clear legal framework, the adoption of digitalization systems, and the growing awareness among some employees of the importance of performance.

Implementasi Budaya Organisasi Dalam Peningkatan Kinerja Pegawai di Kantor Pencarian dan Pertolongan (BASARNAS) Kelas B Nias Erwin Sah Putra Zebua; Sukaaro Waruwu; Peringatan Harefa; Fatolosa Hulu
Jurnal Publikasi Manajemen Informatika Vol. 3 No. 3 (2024): JURNAL PUBLIKASI MANAJEMEN INFORMATIKA
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupumi.v3i3.3734

This study aims to analyze the implementation of organizational culture in improving employee performance at the Nias Class B Search and Rescue Office (BASARNAS). Organizational culture plays a crucial role in shaping employee behavior, motivation, and productivity, especially in public service institutions such as BASARNAS. This study uses a qualitative method with a case study approach. Data were collected through in-depth interviews, observations, and document analysis related to organizational culture at BASARNAS Class B Nias. The main respondents were BASARNAS employees and management, selected by purposive sampling. The results of the study indicate that the implementation of organizational culture at BASARNAS Class B Nias has a positive impact on employee performance. A strong organizational culture, especially one that emphasizes values such as cooperation, responsibility, and innovation, is a determining factor in creating a conducive work environment. The active involvement of management in promoting and maintaining the culture also plays a vital role in increasing employee morale and dedication. However, this study also identified several challenges in implementing organizational culture, including resistance to change from some employees and the incompatibility of cultural values with local characteristics. Therefore, this study provides strategic recommendations to improve the effectiveness of organizational culture implementation, such as developing training programs, communicating cultural values more effectively, and strengthening collaboration between management and employees.

Analisis Pelatihan dan Pengembangan Sumber Daya Manusia Aparatur Sipil Negara di Kantor Camat Gunungsitoli Barat Martalena Harefa; Sukaaro Waruwu; Yamolala Zega; Eliagus Telaumbanua
Jurnal Publikasi Manajemen Informatika Vol. 3 No. 3 (2024): JURNAL PUBLIKASI MANAJEMEN INFORMATIKA
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupumi.v3i3.3785

The purpose of this study is to find out and analyze the training and resource development of State Civil Apparatus ASN at the West Gunungsitoli Sub-district office for inhibiting and supporting factors for the implementation of training and resource development of the State Civil Apparatus at the West Gunungsitoli Sub-district office. . The method used in this study is a qualitative research method with a descriptive approach. The theory used is a management theory that focuses on the theory of resource management of the State Civil Apparatus. The results of this study show that the training and development carried out at the West Gunungsitoli Sub-district Office is leadership, administration and socialization training. The factors that hinder training and development are : budget constraints, time constraints, lack of involvement and skills gaps. Meanwhile, those who are supporters in training and development are training materials that are considered appropriate and interesting as well as resource persons who are able to share interesting experiences and knowledge.

ANALISIS DAMPAK PENERAPAN KEBIJAKAN PELATIHAN PEGAWAI DALAM MENINGKATKAN KUALITAS PELAYANAN DI KANTOR CAMAT MORO’O KABUPATEN NIAS BARAT Pria Mansyah Zalukhu; Syah Abadi Mendrofa; Yamolala Zega; Sukaaro Waruwu
Jurnal Publikasi Manajemen Informatika Vol. 5 No. 2 (2026): JURNAL PUBLIKASI MANAJEMEN INFORMATIKA
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupumi.v5i2.6640

This study aims to analyze the impact of the implementation of employee training policies on improving service quality and identify the inhibiting factors in the Moro'o District Office, West Nias Regency. The research method used is descriptive qualitative with data collection techniques through in-depth interviews, observations, and documentation studies. The results of the study show that the implementation of the training policy has not been running optimally and has not had a significant impact on improving the quality of public services. The form of training that is carried out is still general socialization, unstructured, and lacking in depth. The main inhibiting factors are budget limitations, less interesting and interactive methods of delivering materials, and weak support for the implementation of training results in the work environment. Based on these findings, it is recommended that the Moro'o District Office design a training program that is more structured, sustainable, and in accordance with the real needs of employees, and supported by adequate budget allocation and participatory training methods.

ANALISIS PERAN KEPEMIMPINAN DALAM UPAYA MENINGKATKAN EFESIENSI ADMINISTRASI DI DINAS PEMBERDAYAAN MASYARAKAT DAN DESA KABUPATEN NIAS UTARA Notatema Harefa; Syah Abadi Mendrofa; Sukaaro Waruwu; Eliagus Telaumbanua
Jurnal Publikasi Manajemen Informatika Vol. 5 No. 2 (2026): JURNAL PUBLIKASI MANAJEMEN INFORMATIKA
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupumi.v5i2.6642

This study examines the role of leadership in improving administrative efficiency at the Community and Village Empowerment Agency (DPMD) of North Nias Regency. The research is motivated by initial findings indicating issues related to administrative efficiency within the agency, such as a lack of active supervision from leaders, hindered inter-division coordination that can lead to duplicated work, and a slow adaptation to technology. Additionally, a lack of staff initiative in managing data and information was found to lower productivity. Therefore, this study aims to analyze how the leadership styles and practices implemented by leaders can be a solution to these challenges. The research uses a qualitative descriptive method. Data was collected through three main techniques: in-depth interviews, participatory observation, and documentation studies. The findings from interviews show that leaders at the DPMD of North Nias Regency have implemented various innovative strategies to enhance efficiency. These strategies include structured work plans with balanced task distribution, the use of data processing technology, and routine coordination meetings. Furthermore, leaders have shown a proactive attitude in motivating staff to take initiative, enabling them to make relevant decisions within their scope of duties without always waiting for orders. The study also found that the applied leadership style not only focuses on managerial aspects but also on building strong interpersonal relationships. Leaders were successful in creating a conducive work environment through open communication with staff, where every input and critique is heard constructively. Staff members feel valued and involved in the administrative decision-making process, which in turn fosters a sense of ownership and responsibility for their work. The implementation of task and authority delegation has also been a key to success. Leaders give full trust to staff to complete administrative tasks, which not only enhances their independence but also encourages individual skill development. This approach has significantly contributed to increased productivity and morale. In conclusion, the role of leadership at the Community and Village Empowerment Agency of North Nias Regency is proven to have a substantial impact on improving administrative efficiency. Effective leadership, characterized by clear direction, good communication, active participation, and the ability to delegate tasks and authority, can create a more structured and productive work culture. This study recommends that the DPMD of North Nias Regency continues to strengthen adaptive and participatory leadership strategies to face increasingly complex administrative challenges in the future, as well as integrating continuous leadership training for all levels of leadership.

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