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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 117 Documents
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EFFECTIVENESS OF THE IMPLEMENTATION OF MERIT SYSTEM IN FILLING STRUCTURAL POSITIONS IN THE HUMAN RESOURCES DEVELOPMENT AGENCY OF SINJAI REGENCY SOUTH SULAWESI PROVINCE Ambarawati, Gusti Ayu; Gustiana, Nurlita Putri; Dewi, Ayu Raditya Kencana
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 12 No 2 (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.v12i2.4748

Abstract

This study aims to determine and describe the effectiveness of the implementation of the merit system in filling structural positions in Sinjai Regency, South Sulawesi Province. This study used a descriptive qualitative method with an inductive approach. The data collection techniques covered observation, interviews and documentation. Data were analyzed using some stages, namely data reduction, data exposure, and drawing conclusions. The effectiveness of the implementation of the merit system in filling structural positions in the Human Resources Development Agency (BKPSDMA) of Sinjai Regency was based on Duncan's theory of effectiveness measures covering goal setting, integration and adaptation. The results of the study showed that the merit system in filling structural positions in the Human Resources Development Agency (BKPSDMA) of Sinjai Regency has been well implemented. This is indicated by the leadership’s commitment to the implementation of the merit system in filling structural positions, a strong legal basis, and support from the South Sulawesi provincial government for the BKPSDMA. However, the implementation faced some challenges, namely budget constraints, employee interest in taking competency tests, the unavailability of an Assessment Center, and the absence of functional assessors. The effort to address those challenges includes providing Assessment Center facilities, allocating budgets for the implementation of the merit system, and providing motivation and encouragement to employees.
THE EFFECTS OF WORK STRESS AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE AT THE SECRETARIAT OF THE GENERAL ELECTION COMMISSION (KPU) OF BANDAR LAMPUNG CITY Br.Ginting, Jessica Maheratiarna; Atika, Dewie Brima; Apandi, Apandi
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 12 No 2 (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.v12i2.4922

Abstract

Employee performance is the result of carrying out the tasks assigned to employees but many organizations require employees to further improve their abilities and skills at work (Hasibuan, 2013). Wirawan (2009) explained various factors influencing the decline in employee performance such as work stress and job satisfaction. Employees who feel satisfied with their work tend to be more productive, while those who do not feel satisfied tend to have low productivity. Employee performance will improve if employees are satisfied with their jobs because their needs and expectations have been met. Work stress and job satisfaction play an important role in influencing employee performance. This study used a quantitative method and data were collected by distributing questionnaires. The population in this study was all employees at the Secretariat of the General Election Commission (KPU) of Bandar Lampung City with a total of 30 people. Determination of the sample used a saturated sampling technique so the entire population was used as the sample. Validity, reliability, normality, multicollinearity, and heteroscedasticity tests were conducted to ensure data quality. The results of the study indicate that work stress has a negative effect on employee performance, while job satisfaction has a positive effect on employee performance. Based on the t-test, the work stress variable has a significance value of 0.000 < 0.05, and the job satisfaction variable has a significance value of 0.001 < 0.05, indicating that both variables significantly affect employee performance. The coefficient of determination test (R2) obtains a value of 78.3 meaning that work stress and job satisfaction contribute 78,3% of the influence on employee performance.
THE INFLUENCE OF EMPLOYEE PLACEMENT ON THE PERFORMANCE OF SOCIAL AFFAIRS OFFICE OF WAROPEN REGENCY PAPUA PROVINCE Samori, Giosantho Atmawan; Nangameka, Teresa Irmina
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol 12 No 2 (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.v12i2.4975

Abstract

Problem (GAP): Providing optimal performance and maintaining a competitive advantage are the primary goals of dynamic organizations. The most potential and critical factor in designing strategies to excel in organizational competition is human resources, and this depends on the proper adaptation of these resources to align with organizational goals. Poor positioning can be problematic for an organization. In this context, the Social Affairs Office (Dinsos) of Waropen Regency faces a mismatch between the employees' skills and the tasks, principles, and functions of the organization. Objective: To identify, analyze, and describe whether job placement affects the performance of employees at the Social Affairs Office of Waropen Regency, Papua Province. Method: This study used a quantitative approach to examine the influence of the independent variable on the dependent variable. The dependent variable in this study was employee performance, and the independent variable was employee placement. Results/Findings: The study found that job placement significantly affects employee performance, as indicated by the t- value of 7.847 which is higher than the t-table value of 2.10982. Therefore, H0 is rejected and H1 is accepted, indicating that employee placement partially influences performance. The better the employee placement the higher the satisfaction level which leads to positive impacts on the employees' performance. Conclusion: Employee placement significantly affects performance improvement by 77.4%, with the remaining 22.6% influenced by other variables outside this study. The regression line equation is y= a + bx, where y = 13.870 + 0.806, indicating that a 1% increase in b results in a corresponding increase in the employee performance variable.
Work Performance in Improving the Public Service Quality: (Research on Semuntai Village Long Ikis District Paser Regency) 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: (A Study at the Personnel and Human Resource Development Agency of Tangerang Regency) 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.

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