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INDONESIA
COMPETITIVENESS JOURNAL
Published by Universitas Muhammadiyah Makassar
ISSN : 19783035     EISSN : -     DOI : -
Core Subject :
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Articles 207 Documents
 12   13   14   15   16 
PENERAPAN SISTEM SELEKSI TERBUKA PADA PEMERINTAH DAERAH KABUPATEN SINJAI Mustikawati, Mustikawati; Adil, Muhammad
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4393

Abstract

The open selection system is a system for filling out the position of Primary High Leadership (JPT) at regional agencies which is carried out openly and competitively among Civil Servants (PNS) by taking into account the requirements of competence, qualifications, rank, education and training, track record of positions and integrity as well as other requirements needed in accordance with the provisions of the statutory regulations between regencies and cities in 1 (one) province. This study used a qualitative research method by trying to describe the phenomenon of the implementation of open selection in the Sinjai District Government. Data was collected through interviews with several informants, direct observation in the field and literature study. The data were analyzed through the stages of data reduction, data exposure to drawing conclusions. Checking the validity of the findings was carried out through data triagulation, namely by conducting crossinterviews with several informants. The results of this study concluded that the implementation of the open selection system in the Sinjai District Government has produced clean, KKN-free, accountable and wellperforming officials. Some of the obstacles that arise in the implementation of the selection include: there are still indications of KKN practice in the selection process, loss of competition in a position and there are still indications that officials who have a bad trade record pass the selection process  Keywords: Open Selection  ABSTRAK Sistem seleksi terbuka adalah suatu sistem pengisian Jabatan Pimpinan Tinggi Pratama (JPT) pada instansi daerah yang dilakukan secara terbuka dan kompetitif di kalangan Pegawai Negeri Sipil (PNS) dengan memperhatikan syarat kompetensi, kualifikasi, kepangkatan, pendidikan dan latihan, rekam jejak jabatan dan integritas serta persyaratan lain yang di butuhkan sesuai dengan ketentuan peraturan perundang-undangan antar kabupaten kota dalam 1 (satu) provinsi. Penelitian ini menggunakan metode penelitian kualitatif dengan berusaha mendeskripsikan fenomena pelaksanaan seleksi terbuka pada Pemerintah Daerah Kabupaten Sinjai. Data dikumpulkan melalui wawancara dengan beberapa informan, melakukan observasi langsung ke lapangan serta study pustaka. Data dianalisis melalui tahapan reduksi data, paparan data hingga penarikan kesimpulan. Pengecekan keabsahan temuan dilakukan melalui triagulasi data yaitu melalukan wawancara silang dengan beberapa informan.Hasil penelitian ini menyimpulkan bahwa pelaksanaan sistem seleksi terbuka pada Pemerintah Daerah Kabupaten Sinjai telah melahirkan pejabat yang bersih, bebas KKN, akuntabel dan berkinerja. Beberapa kendala yang muncul dalam pelaksanaan seleksi antara lain: masih adanya indikasi praktek KKN dalam pelaksanaan seleksi, hilangnya kompetisi dalam suatu jabatan serta masih adanya indikasi pejabat yang memiliki trade record yang tidak baik lolos dalam proses seleksi, namun semua kendala tersebut dapat diselesaikan melalui penunjukan Panitia Seleksi (PANSEL) yang professional dan berintegritas, membuka ruang bagi pejabat eselon III.b untuk ikut dalam proses seleksi serta melakukan penelusuran rekam jejak jabatan calon pejabat  Kata Kunci: Seleksi Terbuka
SISTEM PENILAIAN KINERJA PEGAWAI DI RSUD SALEWANGAN MAROS Nurdin, Hikmah; Galib, Mukhtar; Muharram, Muharram
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4394

Abstract

AbstractCurrently, Salewangan Maros Hospital began to design the development of employee performance assessment system. Salewangan Maros Hospital is still trying to find forms and mechanisms of assessment in accordance with the working climate and organizational culture in the hope that the employee performance assessment runs effectively and efficiently, therefore to support it is certainly needed accurate data and information about the existing performance assessment system so that it can be seen in terms of its advantages and weaknesses, which subsequently become a reference in the development of existing systems. In this study using qualitative data analysis and informants involved are those who have influence in the hospital Salewangan Maros Hospital. Based on the results of research and discussions can be concluded that in general the work performance assessment system of employees of Salewangan Maros Hospital has not run optimally, bias and subjectivity in the assessment is still high it can be seen from the method used, namely the rating scale and instruments used elements that are assessed only limited to attitude, behavior and personality alone have not touched on aspects of an employee's work achievement. Keywords : system, assessment, work achievement, employees
PENGARUH TINGKAT PENDIDIKAN, PELATIHAN DAN MOTIVASI TERHADAP PENINGKATAN KUALITAS PELAYANAN PEGAWAI DI RSUD PADJONGA DG. NGALLE KABUPATEN TAKALAR Azizah, Nurul; Salim, Agus; Khalid, Idham
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4397

Abstract

Human resources development of the State Civil Apparatus (ASN) through education and training to form a professional apparatus. In order to be able to carry out its duties and functions so that services to the community can be qualified. The importance of education and training programs in the government apparatus is realized education through school lines, both public education and vocational education. This study aims to find out and analyze the influence of education level, training and motivation on improving the quality of employee services at Padjonga Daeng Ngalle Hospital Takalar Regency. This type of research is quantitative with explanatory research approach. The population in this study was employees of Padjonga Daeng Ngalle Hospital Takalar Regency. Sampling techniques using simple random sampling distributed to 269 respondents. The analytical method used in this study is multiple linear analysis.The results of this study showed that education has an insignificant positive influence on improving the quality of service; training has a significant positive influence on improving the quality of service; motivation has a significant positive influence on improving the quality of service; training has a dominant effect on the quality of service. Different medical and non-medical sample tests of four direct variables hypothesized only significantly different medical and non-medical motivations. This shows that the better the training and motivation of employees' work, the better the quality of service.
PENGARUH PENDIDIKAN DAN LATIHAN, KOMPETENSI DAN KEPUASAN KERJA TERHADAP KINERJA APARATUR SIPIL NEGARA PADA DINAS PERUMAHAN KAWASAN PERMUKIMAN DAN PERTANAHAN PROVINSI SULAWESI SELATAN Khaedir, Dzulkhair; Amin, Amelia Rezky
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4398

Abstract

Human resource development is very necessary to be done in a planned and sustainable manner. In order for development to be implemented properly, it is necessary to set a development program based on scientific methods and based on the necessary skills. This study aims to find out and analyze the influence of education and training, competence and job satisfaction on the performance of employees of the Department of Housing, Settlements and Land of South Sulawesi Province and to know and analyze the variables that predominantly affect employee performance. The research has been conducted at the Office of Housing, Settlements and Land Of South Sulawesi Province. The analysis method used in this research is quantitative method, through regression testing by conducting validity and reliability test of the statement items of each variable as well as assumption test. The results showed that education and training have a significant positive influence on performance, this shows that the better education and training that employees participate in, the performance of employees in the Department of Housing, Settlements and Land of South Sulawesi Province will also increase. Competence has a significant positive influence on performance, this shows that the better the competence of employees will further improve the performance of employees in the office of the Department of Housing, Settlements and Land of South Sulawesi Province. Job satisfaction has a significant positive influence on performance, this shows that the higher the job satisfaction of employees of the Department of Housing, Settlements and Land of South Sulawesi Province, the better the performance will be. And the variable that has the dominant effect on employee performance is Job Satisfaction. Keywords: Education and Training, Competence, Job Satisfaction and Performance
PENGARUH KEMAMPUAN INTELLECTUAL CAPITAL, PEMBERIAN REWARD DAN KEPUASAN KERJA TERHADAP KINERJA DOSEN STIE MUHAMMADIYAH MAMUJU DI KABUPATEN MAMUJU SULAWESI BARAT Halim, Agus; Jusriadi, Edi
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4401

Abstract

The performance of lecturers is reviewed from the Tri Dharma of Higher Education, namely education and teaching, research and community service. For teaching problems found the fact that the availability ofteaching is determined by the ability of lecturers to transfer knowledge in the form of writing. The presentation of information through textbooks, diktats, handouts, modules that clearly and systematically influence the process of information transfer. This study aims to find out how the influence of intellectual capital and rewarding the job satisfaction and performance of STIE Muhammadiyah Mamuju. This research was held at the Office of the Muhammadiyah Mamuju School of Economics using quantitative methods using data collection techniques through interviews, observations and questionnaires to human resources in this case is a lecturer of STIE Muhammadiyah Mamuju. The results of this study showed that: 1) There is a negative and insignificant influence between intellectual capital on the performance of STIE lecturer Muhammadiyah Mamuju. 2) There is a negative and insignificant influence between the reward to the performance of STIE lecturer Muhammadiyah Mamuju. 3) There is a positive and significant influence between job satisfaction on the performance of STIE lecturer Muhammadiyah Mamuju. 4) Job satisfaction is the dominant variable affecting the performance of STIE lecturer Muhammadiyah Mamuju. Keywords: Intellectual Capital, Reward, Job Satisfaction, Performance
IMPLEMENTASI SISTEM PENJAMINAN MUTU INTERNAL DI SEKOLAH TINGGI ILMU EKONOMI MUHAMMADIYAH MAMUJU Ferils, Muhammad; Syafaruddin, Syafaruddin
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4403

Abstract

SPM DIKTI is a systemic activity to improve the quality of universities in a planned and sustainable manner, while the goal is to ensure the fulfillment of higher education standards so as to develop a culture of quality in Indonesian universities. The Internal Quality Assurance System is implemented with the aim of maintaining and improving the quality of higher education in a planned and sustainable (continuous iamprovement). This research aims to find out how the implementation of the internal quality assurance system and the role of implementing resources in building quality culture in STIE Muhammadiyah Mamuju. This research was conducted at the Quality Assurance Institute using qualitative methods with data collection techniques through observation and in-depth interviews to the quality assurance implementing resources of STIE Muhammadiyah Mamuju. The results of this research show that the implementation of the internal quality assurance system in STIE Muhammadiyah Mamuju is carried out in order to build a quality culture. its implementation refers to law number 12 of 2012 on higher education, article 52 paragraph (3) then derived through permenristekdikti number 44 year 2015 on national standards of higher education and permenristekdikti number 62 of 2016 on the quality assurance system of higher education, as well as guidelines for the internal quality assurance system of the Diktilitbang Assembly pp Muhammadiyah, its stages by completing the structure of the SPMI document (quality policy, quality manual, quality standards , and a quality form) then designs the plan operationally through the SPMI (PPEPP) cycle. The result of the implementation of SPMI is the assessment of external parties (BAN PT) both accredited study programs B, but can not be said to meet the standards due to budget constraints, lack of commitment of leaders in building a culture of quality, as well as the lack of certified auditors owned by LPM. Keywords: Implementation, Policy, Manual, Quality Standard 
PENGEMBANGAN SUMBERDAYA MANUSIA MELALUI TRAINING NEEDS ASSESSMENT PADA KANTOR KEMENTERIAN AGAMA KOTA MAKASSAR Usman, Usman; Jusriadi, Edi; Maklassa, Dg.
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4411

Abstract

Makassar City Ministry of Religious Affairs is one of the government agencies that has a vision as a pioneer of national ethics, inspiration, and motivator for the creation of tolerance among religious people. Based on the observations, researchers found that most ASNs are less active in carrying out their work due to lack of motivation and adequate intellectual capital ability, causing obstacles, especially jobs that use technology media such as computers. This study aims to analyze the system of training needs assessment in the development of ASN human resources at the Office of the Ministry of Religious Affairs of Makassar City. This type of research is descriptive qualitative research. The data collection process is done by observation method, interview, documentation study, and website access. The research informant is the Head of the Ministry of Religious Affairs of Makassar City, Kasubag Staffing, and ASN who have attended training. The results of the study can be concluded that: 1) From the aspect of asn quality in the Office of the Ministry of Religious Affairs of Makassar City with indicators of education jejang shows that the quality of ASN is still low, as well as from the non-formal education aspect. This means that the level of ASN participation in following training is still low, 2) From the institutional aspects in the Office of the Ministry of Religious Affairs of Makassar City internally or independently there is no ASN human resources development program in the form of training that has been designed in the Strategic Plan and work program, and 3) The system of information networking training needs assessment (training needs assessment) in the development of ASN human resources at the Office of the Ministry of Religious Affairs of Makassar City has not been effective and efficient in supporting asn performance.Keywords: Training Needs Assessment, Human Capital Development. Intellectual Capital
PENGARUH MOTIVASI KERJA DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI PADA KANTOR DINAS PENDIDIKAN PEMUDA DAN OLAH RAGA KABUPATEN BULUKUMBA Arif, Muh Ajis; Jam'an, Andi
COMPETITIVENESS Vol. 8 No. 2 (2019): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v8i2.4425

Abstract

AbstractThis study aims to know and describe 1) the influence of work motivation on employee performance in the Office of Education, Youth and Sports Bulukumba Regency; 2) the influence of organizational culture on the performance of employees at the Office of education, youth and sports Bulukumba regency; 3) the influence of work motivation and organizational culture together on the performance of employees at the Office of education, youth and sports Bulukumba regency. implemented for 3 months from January to March 2019, the population amounted to 43 Because the population is small, so that all members of the population are taken into a sample of all employees with a total of 43 people. The analysis method used by this research is quantitative descriptive method, with double regression testing preceded by performing validity and reliability test of each variable question as well as assumption test. The result of this study 1) Coefficient of the influence of work motivation on performance of 0.359 with a value of p = 0.032 < 0.05. This indicates that work motivation has a significant positive effect on employee performance. It can be interpreted that the better the work motivation that employees have, the performance of employees will increase; 2) The coefficient of organizational culture influence on performance is 0.324 with a value of p = 0.037 < 0.05. It can be interpreted that the better the organizational culture that employees have, the performance of employees will increase; and 3) Value F = 6.78 > T Table (1.65) and the value of sig = 0.001 < α 0.05, so that the motivation of work and organizational culture together affect the performance of employees at the Office of Education, Youth and Sports Bulukumba District. Keywords: Work Motivation, Organizational Culture, and Performance
FAKTOR-FAKTOR YANG MEMENGARUHI KETEPATANWAKTU PENYAMPAIAN LAPORAN KEUANGAN SATUAN KERJA PERANGKAT DAERAH (SKPD) KE PEJABAT PENGELOLA KEUANGAN DAERAH (PPKD) KABUPATEN POLEWALI MANDAR Jaya, Andi Ilham; Ruliaty, Ruliaty
COMPETITIVENESS Vol. 8 No. 2 (2019): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v8i2.4428

Abstract

AbstractThis study aims to analyze and know 1) human resource education factors affect the timeliness of financial statements delivery, 2) training factors affect the timeliness of financial statements delivery, 3) information technology utilization factors affect the timeliness of financial statements delivery, and 4) regulatory understanding factors affect the timeliness of the delivery of SKPD financial statements to PPKD Polewali Mandar Regency. The data used in this study were primary data obtained from questionnaires. The population of 47 SKPD, and based on purposive sampling with sample criteria taken in this study are employees who carry out financial management including the Head of Office / Agency / Office ranging from the Office of Financial Administration (PPK), Technical Implementation Officer of Activities (PPTK), Treasurer of Expenditure and Assistant Treasurer. The data obtained is processed using multiple linear regression analysis. The results of this study show that: 1) Education has a significant effect on the timeliness of the delivery of financial statements. 2) Training has no significant effect on the timeliness of financial statements. 3) The utilization of information technology has no significant effect on the timeliness of the delivery of financial statements and 4) Understanding of regulations has no significant effect on the timeliness of the submission of financial statements from SKPD to PPKD Polewali Mandar Regency. Keywords: Timeliness, Financial Statements, and Financial Management
PENGARUH KOMPETENSI DAN PENGEMBANGAN KARIER TERHADAP KINERJA PEGAWAI PADA KANTOR BADAN KEPEGAWAIAN, PENDIDIKAN DAN PELATIHAN DAERAH KABUPATEN SIDENRENG RAPPANG Citta, Andi Batary; Arfiany, Arfiany
COMPETITIVENESS Vol. 8 No. 1 (2019): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v8i1.4429

Abstract

AbstractsThe purpose of this study was to determine the effect of competence and career development on employee performance. The population in this study were employees of the agency, education and training office. The sampling technique uses Stratified Random Sampling and obtained a sample of 36 respondents. This research variable uses two variables, namely the dependent and independent variables. For the dependent variable (y) of this study is employee performance. For independent variables (x) include: competence (x1), and career development (x2). Quantitative data analysis method, using multiple linear regression analysis models. Bring it to process data using the SPSS 23 program. The results of this study indicate that partially positive and significant effect of the competency variable gives an effect of 3,880 on employee performance, and from career development variables has an influence of 2,467 on employee performance. Keywords: Competence, Career Development, and Employee Performance.

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