Personnel Development Research Articles

Pengaruh Sistem Informasi Akuntansi, Motivasi Kerja, dan Pengendalian Internal terhadap Kinerja Pegawai pada Kantor Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Karawang

The study conducted arose due to a decrease in employee performance in 2021 compared to 2020. Data collection using a questionnaire method with a population of 50 employees. Employee performance at the Karawang Regency Personnel and Human Resources Development Agency Office is the focus of the study carried out with the aim of understanding the role of information systems, work motivation, and internal control. Data were analyzed using SPSS descriptive techniques and multiple linear regression. Referring to the significance value of 0.005 <0.05, it means that the information system variable has a significant influence on the employee performance variable. The significance value of the employee work motivation relationship, namely 0.000, is still below the 0.05 figure so that the work motivation variable has a significant effect on employee performance. Meanwhile, the internal control variable has a significance value of 0.014, which is still below 0.05, so it can be interpreted that this variable affects employee performance. A significant value of 0.000 <0.05 indicates that accounting information systems, work motivation, and internal control affect employee performance. Based on these findings, improved accounting information systems, worker motivation, and the establishment of strong internal controls all contribute to better job performance. Things to do include implementing accounting information systems that help employee welfare and ensuring employees receive proper supervision

Evaluation of Core Competitiveness of New Energy Industry and Analysis of Obstacle Factors Taking Shandong Province as an Example

The new energy industry serves as a key driver for green growth, and unlocking its core competitiveness is essential for achieving sustainable development. This study focuses on the new energy industry in Shandong province from 2010 to 2021, constructing an evaluation system for core competitiveness across three dimensions: industrial competitive environment, industrial competitive strength, and industrial competitive potential. Utilizing the entropy weight TOPSIS method and the obstacle degree model, this paper delves into the evolving characteristics and hindering factors affecting the core competitiveness of the new energy industry in Shandong province. The findings reveal the following: (1) over the study period, the core competitiveness of the new energy industry in Shandong province underwent stages of small fluctuations, slow growth, and rapid expansion, indicating an overall upward trajectory. (2) The primary obstacle to improving core competitiveness lies in the industrial competitive environment, particularly highlighted by factors such as the number of industrial service departments, existing policies, the growth rate of investment in the new energy industry, and the number of research and development personnel in large-scale new energy enterprises.

Implementasi Manajemen Talenta Melalui Penilaian Kompetensi ASN Jabatan Pengawas Pemerintah Kabupaten Pekalongan

Talent management in the Regulation of the Minister for Empowerment of the State Civil Apparatus and Bureaucratic Reform of the Republic of Indonesia Number 3 of 2014 is a career management system which includes acquisition, retention, development, and placement of talent to occupy positions based on the potential and competence of the State Civil Apparatus in accordance with the position qualifications position. ASN competency to be able to occupy certain positions is assessed in several ways, one of which is using a competency assessment. The Pekalongan Regency Government through the Personnel and Human Resources Development Agency (BKPSDM) has carried out a competency assessment for ASN with supervisory positions, attended by 60 participants from Regional Apparatus Organizations within the Pekalongan Regency environment. This article uses a qualitative method with a descriptive analysis approach. The data analysis technique uses data triangulation from primary data sources, namely sources, and secondary data, namely the results of competency assessments for Pekalongan Regency government supervisory positions, then elaborated to develop a conceptual framework for implementing ASN talent management through competency assessments to improve the quality of ASN. Based on this case study, a competency gap was found in the competency assessment carried out, where the highest competency gap was in the competency to develop oneself and others. The purpose of this article is to provide recommendations to the Pekalongan Regency BKPSDM for suggestions for developing ASN competencies which are used as a basis for promotions, transfers and rotations.

Managerial Competence of Functional Position: Implementation Study of Position Equalisation Policy

The North Padang Lawas District Government has implemented a bureaucratic simplification policy to simplify the organizational structure and equalize administrative positions into functional positions. However, this policy faces resistance and discomfort among employees, especially functional officials. This study aims to determine the managerial competence of functional civil servants at the Personnel and Human Resources Development Agency of North Padang Lawas Regency. The research method used is descriptive qualitative, collecting data through interviews, observation, and document analysis. The results showed that the implementation of the policy has not resulted in significant changes; besides that, there has yet to be integration of the collaboration work system, which is only limited to working on their respective roles and functions. The stages of simplifying the bureaucracy are still being adapted and transitioned.

Aligning Development Aid toward Sustainable Development Goals: When and Where is Aid Effective on the Health Workforce?

Ensuring universal health coverage is one of the top priorities under the United Nations’ Sustainable Development Goals (SDGs). The World Health Organization recognizes the critical role of the health workforce in promoting this mission. However, developing countries throughout the world often experience shortages in the health workforce, especially during pandemic outbreaks such as coronavirus disease 2019. Governments and humanitarian organizations worldwide have supported health workforce development through development aid, but many questions remain about its effectiveness. Therefore, this study investigates whether development aid is effective toward health workforce growth, in general, and when and where the aid is effective within various segments of the health workforce, in particular. Furthermore, the study explores the role of government behavior in recipient countries and the introduction of SDG-3 on aid effectiveness for the health workforce. Analyzing data pertaining to 134 developing countries using fixed-, moderating-, threshold-effects regression models and event study methods, we derive the following results: First, all forms of development aid contribute positively to the health workforce from a “universal” perspective. Second, we establish that aid can be an effective catalyst for “physicians and clinical officials” and the “total health workforce” only when the current workforce density of the corresponding workforce segment exceeds a certain threshold. Thus, countries with severe shortages in the total health workforce as well as physicians and clinical officials, have difficulty reaping the dividends of health personnel development aid. Fortunately, we find a breakthrough from the perspective of “nurses and midwives” wherein the development aid is shown to be always effective for this leading segment of the health workforce. Finally, it is shown that increased government health expenditure, government effectiveness of recipient countries, and the introduction of SDG-3.c significantly enhance aid effectiveness. Our study directly benefits funding managers with development aid allocation and implicitly enhances donor recognition and confidence in health personnel development aid, thereby supporting the universal health coverage goals of the United Nations and the World Health Organization.

Innovations and transversalities in the federal executive’s development policies - a historical-documentary approach based on the concept of competencies

The National Personnel Development Policy (PNDP) aims to train and develop the skills of federal public servants to improve the quality of public management in institutions and offer a service of greater excellence to society. Therefore, this research aims to understand the historical and documentary trajectory of the federal executive's personnel development policies based on the concept of competencies. To this end, the method used is classified as descriptive, documentary and with a qualitative approach, presenting a historical-documentary path, understanding the personnel development policies of the federal executive between the years 1986 and 2021, supported by the concept of competencies. As main results, it was noticed that constant training supported by the concept of transversal skills is essential for optimizing staff development. Furthermore, there is a need to build an organizational environment conducive to identifying and promoting internal corporate leadership. In the field of practical application, this study contributes to a better understanding of the trajectory of public servant development policies.

The Influence of Motivation and Job Satisfaction on Employee Performance in the Personnel and Human Resources Development Agency of North Musi Rawas Regency

This study aims to determine the effect of motivation and job satisfaction on employee performance at BKPSDM Musi Rawas, South Sumatra. This study utilized primary data and secondary data. Data collection techniques utilized a questionnaire. Respondents in this study were 53 employees. The method of analysis in this study utilized multiple linear regression. The results show that motivation and job satisfaction simultaneously have a significant positive effect on employee performance. This research is expected to be useful for companies to improve employee performance through motivation and job satisfaction.

CURRENT TRENDS IN LABOR POTENTIAL MANAGEMENT: THE ROLE AND IMPACT OF TECHNOLOGIES AND CHANGES IN THE WORKING BUSINESS ENVIRONMENT

In the course of writing the scientific article, the essence and role of modern trends in the management of labor potential were investigated, the implementation of which becomes an important strategic goal for enterprises in the modern business environment. The study of this topic made it possible to reveal the influence of the latest approaches to personnel management. In particular, the analysis of trends indicates changes in the structure of organizations, moving from hierarchical models to teamwork and emphasizing the importance of cooperation. The emergence of a large number of leaders and an emphasis on corporate culture are becoming key features of the new management approach. The conducted research shows that technology currently plays a decisive role in the modern business environment, providing automation of routine tasks, increasing efficiency and productivity. The use of electronic platforms and online courses makes training and development more accessible and personalized, contributing to the continuous development of personnel.

Future HR trends: use of modern technologies

The article discusses the use of the latest digital technologies in the work of HR managers of the future generation. The most likely trends that will be characteristic of changes in personnel management shortly are considered. The need to find and systematize effective digital methods in the personnel management system for the professional development of personnel is emphasized. It has been proven that combining digitization methods and using artificial intelligence by enterprise personnel can effectively increase work efficiency. The inevitability of the transition from personnel management to team and process management results from the shift in management focus from automation to leadership. We believe that the personnel manager and personnel service of an enterprise, organization, or company is directly responsible for the optimal organization of personal work by creating favorable conditions for fruitful cooperation, effective interaction of all team members, involvement of personnel in making management decisions, synchronization of work and systematic exchange of information. It's proven that as technology evolves rapidly, HR managers constantly look for innovative ways to streamline processes, improve employee engagement experiences, and ensure organizational success. One such tool that is becoming increasingly popular in HR is ChatGPT. Global crises contribute to its acceleration instead of stopping or slowing down the development of one sphere of life. A full-scale war forces Ukrainian companies to be resourceful, especially in the HR segment. These companies must maximize their resources to keep operating, support their employees, and fight the enemy. Therefore, thanks to the war, international HR trends will take root in Ukraine faster and easier than in other countries. We see the prospects for further scientific research in the development of methods of introducing artificial intelligence into the work of personnel services. Keywords: HR management; personnel; HR; development, digitalization, artificial intelligence.

From the perspective of the united front, Chinese medicine colleges help the ecological protection and high-quality development of the Yellow River Basin in Shandong Province

As the birthplace of Chinese civilization, the Yellow River Basin is one of the most important ecological security barriers in China in the new era. From the perspective of ecological protection and high-quality development in the Yellow River Basin, comprehensively explore the opportunities and challenges faced by ecological protection in the Yellow River Basin, identify effective measures for TCM colleges to help ecological protection and high-quality development in the Yellow River Basin in Shandong, rationally use modern technological means, and make use of emerging strategic industries and innovative scientific and technological achievements to achieve optimal management. It can further accelerate the pace of TCM and personnel training and development.

Individual career plan: concept, structure, development stages

Planning is an integral part of building a successful career in modern organizations. Following an individual career plan (ICP) allows employees to focus on self-development and acquiring new knowledge and skills necessary for professional growth. The article analyzes the content of the concepts of career planning, ICP, and career model. Personal qualities that contribute to more effective planned work are identified. The structural elements of the ICP, the stages of its development, and advantages are revealed. When creating career plans, it is proposed to use the following rules: searching for motivation to take action (“career anchors”), correlating the interests of employees with the needs of organizations (“I am the concept”), setting career goals (SMART technique), allocating time to complete tasks (principle 60/ 40), thinking through options for career advancement (“movement matrix”). It is concluded that the achievement of the plan is influenced both by the employee himself, striving to achieve his own career goals, and by management, interested in the professional development of personnel to increase the prestige of the organization.

О партнерстве в подготовке аудиторских кадров и тенденциях профессионального развития в период трансформации образования

The article is devoted to the promotion by the Unified Certification Commission of the project of a national system of professional audit education, the implementation of which requires the formation of a Partnership — an association of interested organizations in the field of professional training, qualification certification of audit personnel, as well as professional development and certification of specialists in audit-related types of consulting activities. An analysis and assessment of the quality of methodological preparation of applicants for passing qualifying exams is presented, the influence of the level of preparation of applicants on the results of passing the modules of the professional and qualifying stages of the audit exam is confirmed. Expert opinions on the most pressing topics of exam assignments and exam questions in 2024 have been announced.

Ways and conditions for improving administrative procedures in the personnel policy of the Ministry of Internal Affairs

Relevance. Working with personnel involves setting strategic goals, defining technological principles, administrative procedures, and specific personnel measures. These parameters should be determined based on the unique characteristics of the corporate culture, which is influenced by personnel policy. Therefore, the article is relevant because all personnel-related activities, such as developing staffing schedules, selecting, training, certifying, and promoting personnel, need to be carefully planned and aligned with the overall objectives of the Ministry of Internal Affairs of the Republic of Kazakhstan. Purpose. The purpose of the study was to develop measures aimed at improving administrative procedures when working with personnel policy in the Ministry of Internal Affairs and its structural divisions. Methodology. The following methods were used: analysis, synthesis, comparison. Results. The research findings indicate that the ongoing reform of personnel policy in Kazakhstan has led to a lack of qualified specialists who can adapt to new conditions. This shortage is due to a shift away from viewing personnel development solely as administrative tasks. Furthermore, there is a need to consider employee motivation more comprehensively. Conclusions. The practical significance of this study lies in the fact that the proposed recommendations can be taken as a basis for the development of personnel policy both in the Ministry of Internal Affairs of the Republic of Kazakhstan in general and in individual structural units belonging to the Department of Internal Affairs of the Republic of Kazakhstan. Keywords: corporate culture; politics reform; lack of qualified specialists; new conditions; operational protocols

Pengaruh Penggunaaan Aplikasi SIAP Terhadap Kinerja Pegawai Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tanjungpinang

The SIAP application (Presence Activation Information System) has been implemented at the Personnel and Human Resources Development Agency since 2022. Although good attendance has been the first step, it also requires optimal bureaucratic performance as an effort to achieve institutional goals. The purpose of this study is to evaluate whether the use of the SIAP Application (Presence Activation Information System) has an influence on employee performance at the Personnel and Human Resources Development Agency (BKPSDM). This study used quantitative methods and involved the entire population, namely 38 employees of the Civil Service and Human Resources Development Agency. Data collection was carried out through distributing questionnaires to all BKPSDM employees as respondents, documentation and observation. The results of the analysis using the T test show that the significant value (0.002) is smaller than the probability of 0.05. Therefore, it can be concluded that the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted, which means "The use of the SIAP application has an influence on employee performance (Y)." Although the SIAP Application Usage Variable (X) and the Employee Performance Variable (Y) are related, respondents' responses show some shortcomings related to the use of the SIAP Application (Presence Activation Information System), such as unstable network access constraints. Nevertheless, good attendance still has a positive effect on improving employee performance. Employee Performance Evaluation shows deficiencies in the indicators of Quality, Quantity, Timeliness, and Independence.

Educational Institute Management Model by Using King’s Science under the Office of the Basic Education Commission

This research aims 1) study the components of educational institute management to success 2) to develop the educational management model by using King’s Science 3) to assess the educational management model under the Office of the Basic Education Commission. Research and development were divided into 4 phases. The research result: The components of educational institute management to success comprise 6 components: mobilizing cooperation for education, teacher development and educational personnel, educational institution management, student quality development, financial management and school supplies and curriculum and learning management. Educational management model using King’s Science under the Office of the Basic Education Commission consists of 3 important parts as follows: 1) principles and objectives of the educational management model using King’s Science under the Office of the Basic Education Commission 2) the development process and 3) Measurement and evaluation. Assessment standards with 4 standards evaluated the benefit possibilities suitable usable that overall, at high level. In summary, the educational management model collectively contributes to the overall effectiveness and success of an educational institution. They address key areas that impact the quality of education and the development of students, teachers, and the school community.

ASSESSMENT OF THE COMPETENCE APPROACH IN THE TRAINING OF CIVIL SERVANTS: THE EXPERIENCE OF THE ACADEMY OF PUBLIC ADMINISTRATION OF KAZAKHSTAN

The purpose of the study: The study is aimed at assessing how the competence-based approach implemented in the personnel training system at the Academy of Public Administration contributes to the eff ectiveness and adaptation of future civil servants to modern challenges and requirements of the service in conditions of uncertainty.Methodology: The methodology includes an analysis of educational programs and practices implemented by the Academy, with a focus on the competence approach. The assessment includes the study of the application of the approach in the selection, training, and development of personnel, taking into account the requirements of the civil service.Originality / value of the research: The article is a primary study devoted to the analysis of the experience of the Academy of Public Administration in the context of the application of a competence-based approach in the process of training personnel for public service. The results of the study can serve as a basis for further improvements in the system of training civil servants.Findings: The study emphasizes that the competence approach and competence management in Kazakhstan are aimed at strategic planning of human resources and improvement of public service. However, despite the improvements, there is insuffi cient use of competencies, which requires a wider introduction of information about competencies in government agencies and educational institutions to attract young talents.

STRATEGI PEMERINTAH KOTA PROBOLINGGO DALAM MENINGKATKAN SUMBER DAYA MANUSIA DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA PROBOLINGGO

Human Resources or HR has an important role in the process of administering government, both at the Central and Regional levels. Human Resources, which includes all the potential or abilities that exist in humans, both physical and non-physical potential. HR in the context of an agency or institution concerns the employees or workers in an agency. Civil Servant is a person who has fulfilled certain requirements that have been determined by the agency in accordance with the law. One of them is a Civil Servant at the Probolinggo City Personnel and Human Resources Development Agency. BKPSDM itself is an abbreviation of the Agency for Personnel and Human Resources Development which is in charge of or functions as an agency or agency that handles personnel and human resource development. To form professional and humility human resources, especially Civil Servants in the BKPSDM, it is necessary to develop strategies made or carried out by the Probolinggo City Government in improving human resources in the Probolinggo City Personnel and Human Resources Development Agency. Based on the observations of researchers about the Probolinggo City Government Strategy in Improving Human Resources at the Probolinggo City Personnel and Human Resources Development Agency, the results of this study are in accordance with the programs or activities carried out by the Probolinggo City Government as a strategy to increase human resources in the Personnel and Development Agency. Probolinggo City Human Resources

PENGARUH DISIPLIN KERJA DAN KOMPENSASI TERHADAP KINERJA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM KABUPATEN MUSI BANYUASIN

ABSTRACT
 The objectives of this study are 1) To determine the effect of work discipline on employee performance of the Musi Banyuasin District Personnel and Human Resources Development Agency. 2) To determine the effect of compensation on employee performance of the Musi Banyuasin District Personnel and Human Resources Development Agency. 3) To determine the effect of Work Discipline and Compensation simultaneously on Employee Performance of the Personnel and Human Resources Development Agency of Musi Banyuasin Regency. The population in this study was 41 people taken using the Slovin formula so that the research sample was obtained as many as 37 people. The results showed that from the calculation of F-count (8,752) > F-table (3.28) and t-count for variable X1, namely work discipline, was (2,780) and for variable X2, compensation was (2,419) > t table. (1,687). From the research results, the tcount for variable X1, namely work discipline, is 2,780 > from t table 1.687, so H0 is rejected and H1 is accepted, which means that there is an effect of work discipline on the employee performance of the Personnel and HR Development Agency of Musi Banyuasin Regency.
 From the research results, the t value for variable X2, namely compensation, is 2.419 > from t table 1.687, then H0 is accepted and H1 is rejected, which means that the X2 variable affects the performance of employees in the Personnel and Human Resources Development Agency of Musi Banyuasin Regency. From the research results, the F-statistic is 8,752 because F-count is greater than F-table, which is 3.28 with a probability value of 0.001 which means that it is below the significance value of 0.05, so, H0 is rejected and H3 is accepted, which means the independent variable is discipline work and compensation simultaneously (together) have an influence on employee performance. It means that H0 is rejected and Ha is accepted, which means that there is an effect of work discipline (X1), compensation (X2) on employee performance (Y), both simultaneously and partially. 
 Keywords : Discipline of Work, Compensation, and Employee Performance.

Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company

Promotions are central to individual career success. For organisations, it is crucial to identify and develop employees capable of higher-level responsibility. Previous research has shown that personality traits as inter-individual differences predict promotions. However, effects have mostly been examined on a broad factor level. This study investigated longitudinal effects of Big Five personality traits on both factor (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) and more detailed facet levels on promotions in employees of a multinational wholesale company (N = 1774, n = 343 promoted). We also explored how personality differentially impacts promotional likelihood as a matter of target job level (individual contributor vs. first- or senior-level manager roles). Overall, associations with promotions were detected for neuroticism (negative) and conscientiousness (positive). At the more nuanced facet level, all Big Five factors had at least one personality facet that was significantly related to promotions. Additionally, personality-promotion relationships were generally stronger for lower- rather than higher-level promotions. Taken together, our findings demonstrate that employee personality traits have a meaningful impact on who will be promoted and should hence be considered in organisational personnel selection, personnel development, and performance management practices.

PENGARUH DISIPLIN KERJA DAN KEMAMPUAN KERJA TERHADAP KINERJA PEGAWAI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM (BKPSDM) KABUPATEN MUSI BANYUASIN

Abstract
 
 The Personnel and HR Development Agency (BKPSDM) of Musi Banyuasin Regency was formed through Regional Regulation Number 22 of 2010 as a Government Implementing Element that is directly familiar with all matters of the Musi Banyuasin Regency Government in the Field of Personnel and Training as per the Regional Regulation. The data processing technique for this research used the SPSS version 19 computer. The research method used was a quantitative descriptive method. Data collection techniques used are questionnaires, observation and documentation. Data analysis was performed using validity test, reliability test, classical assumption test, multiple linear regression, correlation coefficient and hypothesis testing (t test and F test). The results of this study indicate that work discipline and work ability have an effect on performance. the variables of work discipline and work ability affect performance by 64.3 percent, while the remaining 35.7 percent are influenced by variables not examined in this study.
 Keywords: Discipline, Ability, Performance