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Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Published by Institut Pemerintahan Dalam Negeri
ISSN : 23550899     EISSN : 2714772X     DOI : https://doi.org/10.33701/jmsda.v7i1.1137
Core Subject : Humanities, Science, Social,
Humanities Decision Sciences, Operations Research & Management Social Sciences
urnal MSDA (Manajemen Sumber Daya Aparatur) [e-ISSN 2714-772X; ISSN 2355-0899] is a peer-review journal that publishes scientific research and review articles. The journal publishes original full-length research papers in all areas related to the theory and practice of Human Resources Development and Management, as well as the critical examination of existing concepts, models, and frameworks. The Journal published by Department of Apparatus Resource Management, Faculty of Government Management, IPDN Jatinangor publishes biannually in June and December. Concerned with the expanding role of strategic human resource management in a fast-changing global environment, the journal focuses on providing a critical link between high-quality academic research and the practical implications for business practice.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 111 Documents
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Analysis on Civil Servants’ Competence Development Program to Enhance The Performance of The Department of Tourism, Culture, Youth and Sports in Sumedang Regency
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 1 (2023): JURNAL MSDA (MANAJEMEN SUMBER DAYA APARATUR)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i1.3247

Abstract

The growth and development of human resources are crucial in the era of globalization, as competent personnel are needed to effectively navigate the challenges of the global landscape. This is particularly important in regions with tourism potential, where competent Civil Servants are necessary to drive and advance the tourism sector. This research evaluated the competency development of the Department of Tourism, Culture, Youth and Sports in Sumedang Regency, West Java. Factors that inhibited the competency growth were also identified along with possible attempts to overcome these obstacles. Qualitative descriptive method and inductive approach were employed, and the data were collected through interviews, observations, and documentation. The data analysis process involved parameter reduction, presentation, verification, and drawing conclusions based on the research findings. The findings indicate that the Tourism, Culture, Youth and Sports Office of Sumedang Regency has made progress in the development of civil servants competency. However, various challenges persisted, such as limited funds allocated for the development process and the lack of interest among the Civil Servants to actively engage. To address these obstacles, the Office of Tourism, Culture, Youth and Sports is collaborating with other agencies and actively participating in civil servant webinars.ABSTRAK Sumber daya manusia harus tumbuh dan berkembang untuk tampil di tingkat yang lebih tinggi dalam periode globalisasi. Ini menunjukkan perlunya perangkat daerah dengan kemampuan membawa otoritas yang kuat. Salah satu daerah di Jawa Barat yang memiliki potensi wisata dimana dibutuhkan aparatur yang kompeten untuk menangani dan memajukan sektor pariwisata. Oleh karena itu, penelitian ini bertujuan untuk mengevaluasi pertumbuhan kompetensi perangkat Dinas Pariwisata Kebudayaan Kepemudaan Dan Olah Raga Kabupaten Sumedang Jawa Barat. berusaha untuk mengidentifikasi hambatan yang relevan dan upaya yang dilakukan untuk melewatinya. Teknik Pengumpulan Data Dalam penelitian ini, wawancara, observasi, dan dokumentasi digunakan untuk mengumpulkan data dengan menggunakan metode deskriptif kualitatif dan pendekatan induktif. Selain itu, reduksi parameter, presentasi, verifikasi, dan kesimpulan digunakan dalam proses analisis data. Berdasarkan hasil penelitian ditemuan tersebut, Dinas Pariwisata Kebudayaan Kepemudaan dan Olah Raga Kabupaten Sumedang berhasil melaksanakan pengembangan kompetensi aparatur. Meskipun demikian, berbagai kesulitan masih terlihat, seperti keterbatasan dana untuk proses pembangunan dan ketidaktertarikan aparatur untuk bertindak. Dinas Pariwisata Kebudayaan Kepemudaan dan Olah Raga bekerja sama dengan dinas lain untuk mengatasi kendala tersebut dan berpartisipasi dalam webinar aparatur.
Evaluation of Competence Certification for The Prospective Graduates of Institut Pemerintahan Dalam Negeri Year 2020-2022
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 1 (2023): JURNAL MSDA (MANAJEMEN SUMBER DAYA APARATUR)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i1.3279

Abstract

The Institute of Home Affairs Governance (IPDN) has been conducting competency certification for prospective graduates since 2020. However, one of the major issues encountered was the lack of accreditation and coordination with the National Agency of Profession Certification (BNSP) or a Professional Certification Institute (LSP). Therefore, it is crucial to evaluate the implementation of competency certification for prospective IPDN graduates from 2020 to 2022. This study assessed the context, input, process, and product aspects of the certification process using an evaluative approach using the CIPP model and quantitative descriptive methods. Data were collected through questionnaires, interviews, and documentation analysis. The analysis utilized the CIPP evaluation model, which encompassed the context, input, process, and product dimensions. The findings indicate that the overall evaluation of the implementation of competency certification for prospective IPDN graduates from 2020 to 2022 falls under the non-conforming criteria. Specifically, the context dimension is strongly appropriate, while the input and process dimensions are deemed not Appropriate, and the product dimension is strongly inappropriate. It is important to note that the implementation of competency certification for prospective IPDN graduates in this period lacks legal validity as it does not align with BNSP coordination. To address these issues, it is recommended that IPDN promptly establishes an LSP as a BNSP-certified educational institution and enhances the competence and number of BNSP-licensed assessors based on the specific needs of each Study Program. In the meantime, competency certification for prospective IPDN graduates can be conducted through a selection system. ABSTRAK Institut Pemerintahan Dalam Negeri (IPDN) telah melaksanakan sertifikasi kompetensi bagi calon lulusannya sejak Year 2020. Salah satu permasalahan yang muncul adalah pelaksanaan sertifikasi kompetensi tidak dilaksanakan dan tidak terakreditasi oleh Badan Nasional Sertifikasi Profesi (BNSP) atau Lembaga Serifikasi Profesi (LSP). Untuk itu perlu dilakukan evaluasi pelaksanaan sertifikasi kompetensi bagi calon lulusan IPDN Year 2020-2022. Tujuan penelitian ini adalah untuk mengevaluasi pelaksanaan sertifikasi kompetensi bagi calon lulusan IPDN, dari aspek konteks, aspek input, aspek proses, dan aspek produk. Penelitian ini merupakan penelitian evaluatif dengan menggunakan model CIPP dengan pendekatan deskriptif kuantitatif. Teknik pengumpulan data menggunakan teknik angket, wawancara, dan dokumentasi. Alat analisis menggunakan model evaluasi CIPP yang meliputi aspek Konteks, Input, Proses, dan Produk. Hasil penelitian menunjukkan bahwa evaluasi pelaksanaan sertifikasi kompetensi bagi calon lulusan IPDN Year 2020-2022 dengan menggunakan model CIPP, secara umum berada pada kriteria Inappropriate, dengan rincian kriteria pada Dimensi Konteks Very Appropriate, Dimensi Input dan Dimensi Proses Inappropriate, serta Dimensi Produk Very Inappropriate. Dari sisi regulasi, pelaksanaan sertifikasi kompetensi bagi calon lulusan IPDN Year 2020-2022 tidak memperoleh legalitas karena mulai proses pelaksanaan sampai dengan produk yang dihasilkan tidak melakukan koordinasi dengan BNSP. Rekomendasi kebijakan yang disarankan, yaitu IPDN segera membentuk Lembaga Sertifikasi Profesi (LSP) seperti LSP pihak kesatu lembaga Pendidikan bersertifikasi BNSP serta meningkatkan kompetensi dan jumlah asesor yang terlisensi BNSP berdasarkan kebutuhan masing-masing Study Program. Pelaksanaan sertifikasi kompetensi bagi calon lulusan IPDN dapat dilakukan melalui sistem seleksi yang transparan dan terbuka sehingga hanya yang lulus seleksi yang dapat mengikuti sertifikasi kompetensi.
Work Performance in Improving the Public Service Quality Abbas, Muhammad Natsir; Rahmadanita, Annisa
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3173

Abstract

The insufficient public knowledge in Semuntai Village, Long Ikis District, Paser Regency, regarding the completeness of service application files results in delays, compelling community members to make multiple visits. This qualitative descriptive study aimed to analyze employee performance in improving public services. Interviews with employees and community members, coupled with observations and document analysis, revealed commendable skills in technology, data processing, societal understanding, and public speaking, despite discrepancies in employee placement based on knowledge. Employee discipline, especially concerning office hours, needs improvement, yet personal efforts to enhance work quality through technical guidance and workshops are evident. Persistence in task execution is notable. In terms of work dimensions, cost-saving practices are in place, but punctuality issues persist, and while technology proficiency is noteworthy, deficiencies remain in supporting facilities and infrastructure. Overall, Semuntai Village employee performance is fairly good, with areas such as discipline, skills, time flexibility, and infrastructure support identified for improvement in public service delivery.
Analysis of Employee Competency Development Setiawan, Irfan
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3311

Abstract

AThis research aims to examine the analysis of the competency development of the State Civil Officials in Tangerang Regency. This study uses a descriptive qualitative research method with an inductive approach. Primary data collection comes from observations and interviews with informants, namely employees who have the authority and duties in developing the competence of Officialsin Tangerang Regency, and Secondary Data obtained from documents at the Tangerang Regency Personnel and Human Resources Development Agency. Researchers used the data analysis technique of the Miles & Huberman model. Competency development carried out by the Tangerang Regency Personnel and Human Resource Development Agency has not been running effectively due to a lack of cooperation built by the Tangerang Regency Personnel and Human Resource Development Agency, the implementation of the Training Needs Analysis has not been maximized, the ineffectiveness of the implementation of education and training, there is still political intervention in the implementation of transfer, as well as the lack of motivation for civil servants in Tangerang Regency. So that the Personnel and Human Resources Development Agency for Tangerang Regency needs to build cooperation by conducting information dissemination and field visits related to the conditions for developing civil servant competencies, maximizing the SIMPEG and SIDAK applications to streamline the implementation of Training Needs Analysis, increasing supervision in organizing training and carrying out transfer management based on the principle put the right people in the right places.
Competence Improvement Among Civil Servants at The Employee and Human Resource Development Departement in Probolinggo City Hartati, Sri
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3526

Abstract

Development is imperative for cultivating competent state civil servants in their respective fields of work. This study is designed to describe and analyze the Competency Development of Civil Servants holding echelon III positions at BKPSDM Probolinggo City, utilizing a qualitative approach. The data collection process encompasses observation, interviews, and documentation, while data analysis involves techniques such as data reduction, data presentation, and drawing conclusions. The findings reveal that the development of echelon III officials at BKPSDM Probolinggo City, executed through education, training, and transfers, has not achieved optimal results. This suboptimal outcome can be attributed to several factors, including a constrained budget, inadequate training and education facilities, and low motivation, particularly among female civil servants grappling with the challenges of balancing their dual roles in the public and domestic spheres.
The Implementation of Talent Management Implementation at Regional Employee Agency Wonogiri Regency Central Java Ambarawati, Ni Gusti Made Ayu; Wijoyo, Risang Priyo
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3764

Abstract

Bureaucratic Reform (RB) in Indonesia represents a strategic redesign of the bureaucratic system to adapt to societal and global dynamics. Within the spectrum of RB-induced changes, particular attention is given to human resources, with Talent Management emerging as a pivotal element aimed at enhancing the governance of civil servants (ASN). This research seeks to explore the implementation of Talent Management in the Regional Employee Agency (BKD) of Wonogiri Regency, examining both supporting and inhibiting factors, and proposing solutions in line with Policy Implementation theory. Employing qualitative research methods encompassing observation, interviews, and documentation, the study reveals that the implementation of Talent Management in Wonogiri Regency is generally commendable, driven by effective communication, the commitment of the Wonogiri Regent, and clear Standard Operating Procedures (SOPs). Nevertheless, challenges include the absence of assessors, lack of an Assessment Center, insufficient budget allocation, and the absence of a dedicated field for Talent Management. Mitigation efforts involve certifying assessor employees, proposing the construction of an Assessment Center, requesting budget allocations, and refining the organizational structure to address these challenges and further enhance the Talent Management framework.
Village Officials’ Competence in Digital-Based Services Using E-Office in Mekarwangi Village, Sumedang Regency Nangameka, Teresa Irmina; M P, Hilmy Rahayu; Rahman, Aditya
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3806

Abstract

The implementation of new applications to support organizational work, integral to the adoption of SPBE in Indonesia, often encounters a lack of readiness among management officials. This challenge extends to the village level, the lowest tier of government, where the introduction of the E-office as a digital-based administrative service represents both a breakthrough and a formidable hurdle for village officials unfamiliar with information technology. This study aims to assess the competence of the village officials in facilitating the operationalization of the E-office and proposes strategies to enhance their digital service proficiency, focusing on Mekarwangi Village in Tomo District, Sumedang Regency. Employing a descriptive qualitative research approach, data collection involves interviews, observations, and documentation, with data triangulation as the analytical technique. The study reveals that the competence of the Mekarwangi Village officials is currently minimal, primarily due to a lack of adequate education, training, and insufficient support from local or central governments in providing facilities for enhancing the officials' competence in managing village potential data—a critical aspect of E-office operations. In response, the Sumedang government is actively addressing this issue by regularly conducting training and socialization programs on online-based services, specifically the village E-office, for village officials and communities. Efforts have been made to improve the quality and quantity of supporting infrastructure, such as internet network capabilities and the availability of laptops. To foster competitiveness among villages, the government is also instituting awards for those successfully implementing the E-office, accompanied by guidance for villages facing challenges in its optimal operation.
Model Analysis of Civil Servant Requirement in the Human Resources Development Agency (BKPSDM) of Balikpapan City Hadijaya, Isman; Anggraeni, Rinny Dwi
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3816

Abstract

At present, there is an ongoing assessment of competency development requirements at the organizational level within the Balikpapan City BKPSDM unit. The findings of this examination delve into the necessity for competency development at the organizational level, scrutinizing the challenges and future issues faced by BKPSDM. The analysis involves the meticulous collection of data and information pertaining to the unit's challenges. These findings serve as a foundation for evaluating the individual competency development needs of each employee based on their respective roles. To enhance the professionalism of civil servants (ASN), the government must implement strategies such as aligning Civil Servants with their respective fields of expertise to maximize productivity. Furthermore, it is imperative for the government to uphold a conducive organizational environment to mitigate external influences on ASNs. A transparent and effective recruitment system, currently operating on a merit basis, is essential. However, relying solely on the merit system is insufficient; individuals must demonstrate a willingness to embrace change and take on responsibilities with dedication. The proposed model for competent state civil servants at Balikpapan City BKPSDM is the Quantum Leadership Model, encompassing five key follower roles: strategic implementor, follower as the leader, source of information, feedback provider, and friends and partners. These roles emphasize the multifaceted responsibilities of civil servants in executing strategic initiatives, showcasing leadership qualities, providing information, offering feedback, and fostering collaborative relationships. Additionally, meeting the demands for transparency in governance underscores the need to reinforce public relations and work relations, especially in the face of global competition.
The Influence of Human Resource on Employee Performance and Organizational Commitment in the Road Transport Sector: A Study of Riau Province Transportation Service Fadhil, Muhammad; Effendi, Zulham
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 12 No 1 (2024): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v12i1.3819

Abstract

This research aims to assess the performance of Civil Servants within the Road Transport Sector of the Riau Province Transportation Service in fulfilling their duties and supporting Organizational Commitment. Employing a qualitative approach, the study involves direct observation and in-depth analysis of existing phenomena using a descriptive method. Key findings include: 1) Civil Servants' performance is generally rated as satisfactory, but falls short in optimizing adherence to Riau Governor Regulation Number 61 of 2021 due to issues such as low work discipline, inadequate competence in task completion, and ineffective inter-employee communication; 2) Competency among Civil Servants is hindered by low engagement in technical training initiatives; 3) Organizational Commitment is notably low, reflecting insufficient awareness of the significance of their roles. Additionally, suboptimal work motivation and inadequate working conditions are evident. Furthermore, the relationship between leadership and staff is characterized by inadequate guidance and motivation, posing challenges to achieving the objectives of the Road Transport Sector of the Riau Province Transportation Service.
Implementation of Career Development Policy for Civil Servants Through Talent Mobility in Dki Jakarta Provincial Social Services Dhita, Resti Sandya; Amalia, Rizki
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 11 No 2 (2023): JURNAL MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v11i2.3831

Abstract

In accordance with PANRB Ministerial Regulation Number 3 of 2020, National ASN Talent Management is an integral component of National Career Development Management, executed through transfers and/or promotions. The DKI Jakarta Provincial Social Service, housing a staff of 200 employees, reveals that approximately 18.5 percent, or 47 employees, have not undergone rotations in over 5 years. This study seeks to assess the application of civil servant career development policies via Talent Mobility within the DKI Jakarta Provincial Social Service. Employing a qualitative descriptive research method with an inductive approach, the research delves into the implementation of these policies by scrutinizing the factors connecting policy to performance. The findings indicate a reasonably effective implementation of the civil servant career development policy through Talent Mobility in the DKI Jakarta Provincial Social Service. However, certain aspects, such as standard factors and policy objectives, policy resources, inter-organizational communication and law enforcement activities, characteristics of implementing agencies, economic, social, and political conditions, and the disposition of implementers, warrant improvement. Recommendations stemming from the research are as follows: (1) Emphasize the need for commitment from all stakeholders in executing the talent mobility policy, (2) Prioritize the analysis of employee needs before recruitment processes to ensure a more accurate alignment with organizational requirements, (3) Initiate formal outreach programs dedicated to discussing talent mobility to deepen employee understanding and engagement, (4) Establish a structured training program aligned with employees' respective fields of work, backed by a designated budget for training initiatives, (5) Institute programs aimed at enhancing employee welfare comprehensively, and (6) Recognize the pivotal role, particularly that of leaders, in reshaping employee thought patterns to align with the objectives of Talent Mobility.

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