Badan Kepegawaian Research Articles

Organizational Commitment as an Intervening Variable in the Effect of Empowerment, Incentives and Self Efficacy on Employee Performance

Badan Kepegawaian Negara (BKN) are an organization of government agencies operating in the field of public service with a unique context as well as regulations and policies on public service management. The high performance of officials is crucial to government agencies. Staff performance is a qualitative and quantitative measure of work performance and work outcomes based on the standard of work achieved by employees per unit of time in performing work in accordance with the assigned responsibilities. The study aims to look at the impact of empowerment, incentives, self-effectiveness, and organizational commitments on staff performance, the influence of empowering, incentive, and self effectiveness in relation to organization commitments, as well as the effect of empoverment, motivation, and Self-effictiveness on employee performance with the intervening variable of organizational engagement. This is a quantitative descriptive study, with respondents of 90 BKN employees, using questionnaires as a basis for data assumption as well as data analysis using SmartPLS software. The results of the analysis show that empowerment, incentives, self efficacy, and commitment of the organization have a positive and significant impact on the performance of the staff, the influence of empowering, incentive, and self effecacy have a significant and positive effect on the organization's commitment, and empowerement, the incentive has an impact on staff's performance with the commitment organiassi as a variable part mediation, and the self efficiency on staff performance with organizational commitmentasi as a full mediation variable.

Analysis of the mutation at Head Office Badan Kepegawaian Negara

The background of this research contains employee mutation at the Head Office Badan Kepegawaian Negara. The aim of this research is to analyze the operational standards of mutation procedures at the Head Office Badan Kepegawaian Negara, analyze and understanding the mutation process and to recognizing any obstacles that exist when the mutation takes process at the head office of Badan Kepegawaian Negara. This research uses qualitative research methods to describe the problems and research focus. Using data collection techniques in the form of interviews, observation and document analysis, this type of research uses a study case approach. The subject of this research is informants, this research uses informant selection techniques using a non-probability sampling method with a proportional sampling method. This research uses two types of triangulation, which are technical triangulation and source triangulation.

IT SERVICE MANAGEMENT FOR BUSINESS PROCESS OF STAFF ARCHIVE DIGITALIZATION USING ITIL 3TH VERSION FRAMEWORK (CASE STUDY: BKPP OF SEMARANG CITY)

The role of archivist in an agency is as needed as in the Badan Kepegawaian, Pendidikan dan Pelatihan Kota Semarang (BKPP of semarang).Badan Kepegawaian, Pendidikan dan Pelatihan Kota Semarang currently has digitized archive services Employment is e-file service. The problem we found today is service the e-file is only used as a data archive and has not yet supported the business process resources. Another problem found on e-file services is not yet available service contact and lack of human resources. To support the business process then this research will design the management of it services on digitalization of employment archives. On this rre-design, e-file services will be linked to other IT services such as SISDM and E-Fungsional. This research uses the framework ITIL 3th Version domain service design with the sub domain service design package and service catalogue for document creation of the entire sequence of design. On this research there are also multiple support services like a service in contact, hours level services, risk identification, enhanced resources and structures the organization proposal so that current e-file services can support business processes digitalization of employment archives on the BKPP Kota Semarang

EFEKTIVITAS PENERAPAN SIASN TERHADAP KUALITAS PELAYANAN ADMINISTRASI KEPEGAWAIAN DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN SUMBAWA BARAT

The purpose of this research is to describe the implementation of the Civil Servant Information System (SIASN) innovation in improving the quality of administrative personnel services and to analyze the effectiveness of the implementation of the Civil Servant Information System (SIASN) innovation on the quality of administrative personnel services in the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kabupaten Sumbawa Barat. The research findings show that the implementation of the Civil Servant Information System (SIASN) innovation in the BKPSDM Kabupaten Sumbawa Barat has been successful, resulting in an improvement in the quality of administrative personnel services. This improvement includes increased efficiency, transparency, and accuracy in administrative personnel matters.Regarding the effectiveness of the SIASN implementation at the BKPSDM Kabupaten Sumbawa Barat, it can be evaluated based on the indicators of Easier, Better, Faster, Cheaper, and Safety. In general, the effectiveness is considered "Effective" as the average score from these five indicators is 120, falling within the range of 105 - 129. The relationship/influence can be observed through the correlation value, with an R Square value of 0.688, indicating that 68.8% of the Quality of Administrative Personnel Services is influenced by the Effectiveness of SIASN Implementation.The hypothesis testing using the t-test resulted in a significance value of 0.000, which is less than 0.05. Based on the t-value, which is 7.860 and greater than the t-table value of 2.048, it can be concluded that the Effectiveness of SIASN Implementation (X) has a significant influence on the Quality of Administrative Personnel Services (Y). These results indicate that the proposed hypothesis is accepted, meaning that the effectiveness of SIASN implementation has a positive impact on the quality of administrative personnel services at the BKPSDM Kabupaten Sumbawa Barat

The Influence of Motivation and Discipline on Employee Performance in the Public Sector in Bandung

The pivotal role of employees as the most vital actors within an organization is underscored by numerous scholars. This research was conducted at the Bandung City Human Resources Development Personnel Agency (Badan Kepegawaian Pengembangan Sumber Daya Manusia or BKPSDM). The aim of this research is to determine the influence of motivation and work discipline on employee performance at the BKPSDM both partially and simultaneously. The method used consists of descriptive and associative methods through a survey approach. The sample for this research consists of 103 respondents. Sample collection was carried out using sampling techniques or saturation calculations. Data was obtained by distributing questionnaires using an online system via Google Form and further strengthened through direct interviews. The research results show that motivation has a positive effect on employee performance both partially and simultaneously, while work discipline has no effect on employee performance either partially or simultaneously. The findings underscore the need for targeted motivational strategies to enhance overall organizational effectiveness. This research significantly contributes to the understanding of performance determinants in public sector organizations, specifically highlighting the pivotal role of motivation.

The Effect of Change Management, Training and Work Life Balance on Employee Performance at the Regional Personnel and Human Resources Development Agency of Pangkalpinang City

This study aims to determine whether there is an effect of change management, training and work life balance on employee performance. The population inthis study were all employees at the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Daerah Kota Pangkalpinang by sampling with the saturated sample method. The data analysis techniques used were validity and reliability tests, classical assumption tests, multiple linear regression analysis tests, t tests, f tests, and R2 tests using the Statistical Package for Social Science (SPSS) version 24.
 Based on descriptive analysis on the variables of change management and work life balance are in the very high category, and training is in the high category. Based on multiple linear regression analysis shows that Change Management, Training, Work Life Balance partially and simultaneously have a positive and significant effect on employee performance. The results of the analysis of the coefficient of determination (R2) with Adjusted R Square of 0.74 or 74%. It states that the variable of employee performance is influenced by the variables of management, training, and work-life balance by 74%, the remaining 26% is influenced by other variables from the research variables.

DETERMINANTS OF EMPLOYEE PRODUCTIVITY AT BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA MANADO

Abstract: The purpose of this study is to determine whether motivation, communication, work stress, job satisfaction, and work-life balance affect employee productivity in the Badan Kepegawaian dan Pengambangan Sumber Daya Manusia Kota Manado. This research uses a quantitative approach with a descriptive research design. The data analysis method used in this research is Multiple Linear Regression Analysis. The researcher distributed questionnaires, and the sample used was 54 respondents. The results of motivation, communication, work stress, job satisfaction, and work-life balance simultaneously have a significant effect on employee productivity in Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Manado. Partially, communication, work stress, job satisfaction, and work-life balance have a significant effect on Employee productivity, while motivation doesn't have a significant effect on Employee Productivity. Based on the results, communication, work stress, job satisfaction, and work-life balance have a substantial effect on employee productivity, although motivation does not. Leaders should consider focusing on the variables that have a significant influence in employee productivity. Keywords: motivation, communication, work stress, job satisfaction, work-life balance and employee productivity

Influence of Leadership Style and Cultural Organization on Employee Performance in the Personnel and Human Resources Development Agency of Agam District

One of the most important assets owned by a company is human resources because it has an influence on the survival of the company. Employees in a company should be provided with a comfortable working environtment to produce optimal performance. Leadership style is a pattern, method and expertise used by an organizational leader in acting, conveying and socializing to influence, direct, support and control other individuals or subordinates to perform a task in order to reach an agreement. Organizational culture is a comprehensive affirmation that is recognized by members of the organization in system of shared meaning. This study aims to determine the effect of leadership style and organizational culture on employee performance at Badan Kepegawaian dan Pembangunan Pembangunan Human Resources Kabupatan Agam. Population in this study were 35 respondents who is also a sample of the entire population at the Agam District Civil Service and Human Resource Development Agency. Studies using multiple regression analysis. The results of this study indicate leadership style and organizational culture have a positive significant impact on employee performance

Pengaruh Lingkungan Kerja Fisik Dan Fasilitas Kerja Terhadap Efektivitas Kerja Pegawai Di BKPSDM Kota Surakarta

This study aims to determine (1) the impact of the physical work environment on employee effectiveness, (2) the impact of work facilities on employee effectiveness, and (3) the combined impact of the physical work environment and work facilities on employee effectiveness. The research was conducted at the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Surakarta. This research uses a quantitative descriptive correlation method, which is used to explain the phenomena under study using numbers or measurable data. The sampling technique used in this study is Non Probability Sampling. The sample size consisted of 47 employees from Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Surakarta. The data collection technique employed in this study involves the utilization of questionnaires/surveys, with the Likert scale employed as the measurement scale. The collected data will be subjected to analysis using multiple linear regression.The results of this study indicate that (1) there is a significant impact of the physical work environment on employee effectiveness with (tcount 2.931 > ttable 2.01537), (2) there is a significant impact of work facilities on employee effectiveness with (tcount 2.744 > ttable 2.01537). Furthermore, there is a significant combined impact of the physical work environment (X1) and work facilities (X2) on employee effectiveness (Y) with an (Fcount 11.395 > Ftable of 3.20).

Analisis Implementasi Sistem Penilaian Perilaku Kerja Pegawai pada Badan Kepegawaian Daerah Provinsi Jawa Barat

Behavioral appraisal for civil servants is part of performance appraisal by using a 360-degree method. This method involves a team which consists of ratee’s direct superiors, co-workers, ratee, and subordinates, to evaluate civil servant’s work behavior in accordance with the provisions of the legislation. However, in practice there are some obstacles, such as in the Regional Personnel Agency (BKD: Badan Kepegawaian Daerah of West Java Province. Therefore, this study aimed to: 1) find out the behavior appraisal system with the 360 method at the West Java BKD, 2) improve the behavior appraisal system, and 3) find out the results of the evaluation of the behavior appraisal system improvement. A qualitative method with a descriptive approach was used in this study, through interviews and observations. As result, there were three problems i.e. the behavioral appraisal instrument used by the BKD did not fully support performance appraisal, the performance appraisal rater were incompetent, and the results of the behavior appraisal were only in the form of values that would be used as the basis for providing additional employee allowance (or TPP: Tambahan Penghasilan Pegawai). Therefore, improvements were made to the system by designing comprehensive behavioral assessment guidelines and then evaluating the improvements to the system. So that the compiled guidelines can be used as a reference for the implementation of civil servants’ behavior appraisal at the BKD West Java Province.

Performance Appraisal among Civil Servants through Electronic Performance (E-Performance) at Badan Kepegawaian Daerah (BKD) of Karo Regency, North Sumatera Province

This study examined the implementation of electronic performance (e-performance) appraisal for Civil Servants, and identified the obstacles and efforts made. A qualitative descriptive method with an inductive approach was used, while the data were collected through observation, documentation, and interviews. The data were then analyzed through several steps; data reduction, data display, and inference. Findings indicate that the performance assessments of Civil Servants through e-performance are satisfactory and comply with the Standard Operating Procedures outlined in Regent Regulation Number 36 of 2017. However, improvement in terms of service quality and accountability can be promoted. The obstacles encountered in evaluating performance through e-performance include inadequate infrastructure, employees' resistance to mindset change, and the absence of a connection between e-performance and employee work goals (SKP). Efforts have been made to address these challenges, such as adding necessary infrastructure and organizing socialization sessions on e-performance operation. The author advises conducting training specifically related to e-performance operations and refining the e-performance program to integrate it with employee work goals (SKP).ABSTRAKTujuan penelitian ini untuk mengetahui pelaksanaan penilaian kinerja Aparatur Sipil Negara (ASN) menggunakan electronic performance (e-performance), hambatan serta upaya yang dilakukan. Penelitian ini menggunakan metode deskriptif kualitatif dengan pendekatan induktif. Dalam memperoleh data menggunakan cara observasi, dokumentasi, dan wawancara. Sedangkan untuk analisis data yang menggunakan reduksi data, tampilan data, dan inferensi. Adapun hasil penelitian menunjukkan penilaian kinerja ASN melalui electronic performance (e-performance) yang sudah cukup baik dan sudah berjalan sesuai Standart Operasional Prosedur berdasarkan Peraturan Bupati Nomor 36 Tahun 2017, namun perlu ditingkatkan dalam aspek kualitas pelayanan dan akuntabilitas. Hambatan dalam penilaian kinerja melalui e-performance adalah kurangnya sarana prasarana, pegawai belum mengubah pola pikir dan e-performance belum tersambung dengan sasaran kerja pegawai (SKP). Upaya yang dilakukan menambah sarana prasarana yang dibutuhkan, mengadakan sosialisasi cara pengoperasian e-performance. Saran yang diberikan sebaiknya mengadakan pelatihan terkait operasional e-performance dan menyempurnakan program e-performance yang terintegrasi dengan sasaran kerja pegawai (SKP).

IMPLEMENTASI TANDA TANGAN ELEKTRONIK PADA WEBSITE SISTEM INFORMASI KEPEGAWAIAN (SIMPEG) KABUPATEN SAROLANGUN

Sarolangun Regency through its agency, namely Badan Kepegawaian dan Sumber Daya Manusia (BKPSDM), has a website called the Sistem Informasi Kepegawaian (SIMPEG) which aims to provide public services such as filing for leave and filing periodic salaries for employees within the Sarolangun Regency government. Currently the submission process has been made through the system but has not been able to validate documents electronically. Therefore, a mechanism is needed to validate the document using an electronic signature. This electronic signature is a solution and has been provided by a Government agency called the Balai Sertifikasi Elektronik (BSrE). The research method used in this research is the waterfall method. In this research, a system design and its implementation will be made so that the SIMPEG website can process the electronic signature of the BSrE.

Implementation of the Grand Design of Smart ASN Development at Kantor Regional XII Badan Kepegawaian Negara Pekanbaru

State Civil Apparatus (Aparatur Sipil Negara, abbreviated as ASN) has a crucial role in the success of the bureaucratic reform agenda in government organizations. As executors of government tasks, ASN must meet the demands of a strategic environment marked by the development of the digital world (digital revolution). This study aims to explain the Grand Design of Smart ASN Development and evaluate the implementation of Smart ASN characteristics in Kantor Wilayah XII Badan Kepegawaian Negara Pekanbaru. The research was conducted using a qualitative descriptive method. Data collection was carried out through in-depth interviews, observation, and documentation. Based on the study results, implementing the Grand Design for Smart ASN Development is influenced by factors such as employee composition, digital infrastructure, knowledge management systems, the Team for the Acceleration of Bureaucratic Reform, and the role of agents of change. The output of the Smart ASN program can be seen in improving performance, increasing the achievement of integrity zones and merit systems, improving the quality of human resources through increasing the ASN professionalism index, and increasing welfare. Finally, the results of this research are expected to contribute to the development of Strategic Human Resource Management (SHRM) in developing Smart ASNs in the digital era.

Analysis of the Application of Tapping Box as an Effort to Monitor Restaurant Tax Revenue in Sukoharjo Regency

This study aims at investigating the implementation of Tapping Box to monitor restaurant tax revenue, its effect, and its contribution to the Regional Original Revenue (Pendapatan Asli Daerah/PAD) in Sukoharjo Regency in 2018-2021, as well as the challenges and strategies in applying the Tapping Box to optimize the tax collection. This study was carried out using a descriptive, qualitative method. The data were gathered using interviews, observation, and literature review. The primary data were sourced from interviews while secondary data were obtained from the Regional Employment Agency (Badan Kepegawaian Daerah/BKD) of Sukoharjo Regency. The results of this study have indicated that the BKD of Sukoharjo Regency can realize a very high level of effectiveness. However, the Tapping Box application as an effort to monitor restaurant tax revenue has not been optimal so it has not given a significant contribution to the tax revenue. This study recommends that the BKD of Sukoharjo Regency carry out socialization and development programs, conduct tax gatherings, give rewards and sanctions, and increase the number of officers.

Promotion Management Through A Merit System In The Education And Training Personnel Agency, Mamasa Regency, West Sulawesi Province

Job promotion is one of the activities of the State Civil Apparatus Management. It is implemented through a merit system to obtain employees with qualifications, competencies, and performance fairly and equitably to occupy a higher position. This study aimed to identify and analyze job promotion management through the merit system at the Education and Training Personnel Agency, commonly known as Badan Kepegawaian Pendidikan dan Pelatihan (BKPP) in Mamasa Regency, West Sulawesi Province. A qualitative descriptive method was used to analyze promotion management with aspects such as (1) planning, (2) organizing, (3) implementation, and (4) supervision.
 The results showed that job promotion management through the merit system has been running well regarding organization and supervision, but there are obstacles in the planning and implementation aspects. Therefore, it is necessary to make a Regent's or Regional Regulation based on local considerations. There is also a need for consistency in public information disclosure in job promotions that use competency tests.

Penerapan Metode Simple Additive Weighting (SAW) Dalam Sistem Pendukung Keputusan Pemilihan Calon Peserta Pelatihan Kepemimpinan Pengawas Bagi Pejabat Struktural

In the nomination of candidates for Pelatihan Kepemimpinan Pengawas (PKP), the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Bekasi is still experiencing problems in determining the nominative to be dispatched. The impact of these problems is in the form of a mismatch of the nominations of potential participants with priorities that must be expedited. Therefore, it is necessary to have a system that uses a database so as to assist the leadership in making decisions to determine and determine the nominative priorities of prospective PKP participants. In this study, the authors propose the application of the Simple Additive Weighting (SAW) method. The data collection method used is the method of observation and interviews. The criteria proposed from the interview results include Age (weight: 0.35), Echelon (weight: 0.25), Group (weight: 0.2), Service Period (weight: 0.15) and Employee Work Target Value (weight: 0.05). The system development method used is the Waterfall method. The system is built using the PHP programming language with MySQL as the database. System design using Unified Modeling Language (UML) and system testing using Black-box Testing. With this decision support system, the leadership will get the results of anyone who has the right to be proposed to take part in the Training.

Influence of Leadership Style and Cultural Organization on Employee Performance in the Personnel and Human Resources Development Agency of Agam District

One of the most important assets owned by a company is human resources because it has an influence on the survival of the company. Employees in a company should be provided with a comfortable working environtment to produce optimal performance. Leadership style is a pattern, method and expertise used by an organizational leader in acting, conveying and socializing to influence, direct, support and control other individuals or subordinates to perform a task in order to reach an agreement. Organizational culture is a comprehensive affirmation that is recognized by members of the organization in system of shared meaning. This study aims to determine the effect of leadership style and organizational culture on employee performance at Badan Kepegawaian dan Pembangunan Pembangunan Human Resources Kabupatan Agam. Population in this study were 35 respondents who is also a sample of the entire population at the Agam District Civil Service and Human Resource Development Agency. Studies using multiple regression analysis. The results of this study indicate leadership style and organizational culture have a positive significant impact on employee performance

The Influence of Work Discipline on the Employee Performance Study at Badan Kepegawaian Daerah

This study aims to determine whether there is an influence of work discipline on the performance of study employees at Badan Kepegawaian Daerah Sidoarjo. The type of this research is quantitative associative. The sample in the study was 15 respondents, namely some employees of Badan Kepegawaian Daerah Sidoarjo. The instrument in this study used a questionnaire and data collection techniques by filling out a closed questionnaire. The data analysis technique used is multiple linear regression using the SPSS version 22 statistic program. The results of this study indicate that work discipline has a significant effect on the performance of the Badan Kepegawaian Daerah Sidoarjo employees with a t count > t table (2,603 ​​> 2,110).

Analysis of the Professionalism of the State Civil Apparatus in Special Autonomy Regions

The background of this study was the need to see the level of professionalism of the State Civil Apparatus (Aparatur Sipil Negara/ASN) in regions with Special Autonomy status. This need arose due to the many reports, findings, and results of studies that showed unprofessional ASN services in the Special Autonomy regions. Cases such as corruption, low quality of public services, and other complaints are some examples of cases of the many unprofessional cases in the Special Autonomy regions. This study aimed to look at the level of professionalism of ASN who were serving in Special Autonomy provinces during the time of the study, such as Aceh, Papua, and West Papua. The purpose of this study was to see the level of ASN professionalism in those provinces. The method used was a quantitative approach with data collection techniques using data processing documentation excavation techniques. The professional level was measured from the ASN Professionality Index (ASN PI), as issued by the National Civil Service Agency (Badan Kepegawaian Negara/BKN), and the level of leadership competence, which was based on the participation of High-Ranking Officials (JPT) in National Leadership Training (PKN) issued by the State Administration Agency (Lembaga Administrasi Negara/LAN). This study found that the level of ASN professionalism in the Special Autonomy provinces was not good. Of the two variables in this study, only the competency development variable showed good results. However, the professionalism variable did not show similar results. This result was in line with the results of several previous studies and reports or facts on the field. The unprofessionalism of ASN in the Special Autonomy provinces has caused many issues. Based on the results of this study, it is recommended that the ASN in the Special Autonomy regions be given special attention to foster and improve their professionalism and competence to enable the improvement of the public services in the Special Autonomy regions.

Customer-Driven Service Standards of Citizen Charter in Badan Kepegawaian Daerah Kabupaten Sidoarjo

The purpose of this study is to determine and describe the Customer-Driven Service Standards of Citizen Charter in Badan Kepegawaian Daerah Kabupaten Sidoarjo. This research is a qualitative descriptive study located Badan Kepegawaian Daerah Kabupaten Sidoarjo. The technique of determining informants using purposive sampling. The informants in this study were the Head of Badan Kepegawaian Daerah Kabupaten Sidoarjo, Head of Planning and Reporting, Planning and Reporting Staff, Civil Servants in Kabupaten Sidoarjo Government. Data collection techniques through interviews, observation, and documentation. The technique of analyzing data uses an interactive model consisting of data collection, data reduction, data presentation, and conclusion drawing. The results of this study indicate that customer-driven service standards are indicated by the formulation of service standards in accordance with the vision and mission of Badan Kepegawaian Daerah Kabupaten Sidoarjo and informed through the official website of the Badan Kepegawaian Daerah Kabupaten Sidoarjo.