Human Resource Development Research Articles

Nduga Human Development Index 35.19 / 0.35: PENA as an Alternative to Human Resource Development in Mountainous Papua

This study examines alternative strategies for human resource development in Nduga Regency, Mountainous Papua, where the Human Development Index (HDI) is still very low. The region faces significant challenges, including economic underdevelopment, low access to education, and ongoing conflict. This research focuses on the efforts of the Tunas Harapan Papua Care Foundation (Pena Papua) in improving access to education for students from underprivileged backgrounds. Through qualitative descriptive methods, data are collected through interviews, observations, and document reviews involving stakeholders from foundations, students, and local communities. The findings show that Pena Papua has contributed significantly to improving access to quality education and character development among students. However, cultural erosion, particularly the loss of mother tongues, was identified as a critical problem. The study concludes that although foundations have made significant progress in developing human resources, the preservation of cultural identity remains a challenge that must be addressed along with educational initiatives.

Training transfer in MSMEs of India: examining the role of performance coaching, HRD climate and employee agility

Purpose The relatively low emphasis on training is often attributed to concerns about the uncertain return on investment in training initiatives. However, there has been limited research conducted to understand the critical success factors for training effectiveness in these enterprises. The current research aims to address this gap by examining the role of training transfer factors in enhancing training effectiveness within micro, small and medium enterprises (MSMEs) in India. Influenced by the Learning Transfer System framework proposed by Holton et al. (2007), this study aims to focus on investigating the impact of performance coaching, human resource development (HRD) climate and employee agility on training transfer in MSMEs. Design/methodology/approach Data has been collected from 411 respondents working in MSMEs of India through validated survey instruments. MSMEs have been chosen owing to the increasing contribution of the sector to the Indian gross domestic product and the lack of sufficient management research in the sector. The statistical software SPSS-AMOS has been used to create structural equational modeling for testing the hypotheses. Findings The result shows that performance coaching is the most impactful factor for training transfer, followed by HRD climate and employee agility. Practical implications The result suggests MSME practitioners activate a positive coaching environment in the organization by following the best practices in performance coaching. Further, the research suggests practitioners to realize the significance of HRD climate and employee agility. Appropriate management practices have been suggested to groom and develop HRD climate and employee agility for higher training transfer. Originality/value To the best of the authors’ knowledge, the research is first of its kind to study the impact of performance coaching, employee agility and HRD climate on training transfer in MSMEs.

Job preferences of master public health candidates in Northeast China based on discrete choice experiments

BackgroundThe shortage of health workers in rural and remote areas is a key issue for global health systems, including China. Public health undertakings in Northeast China face the risk of a talent gap. In September 2023, the National Development and Reform Commission (NDRC) held a symposium on promoting the comprehensive revitalization of Northeast China in the New Era, proposing to support the comprehensive revitalization of Northeast China with high-quality population development, strengthen the development and utilization of human resources, and increase policy support for the revitalization of talent.MethodsThe questionnaire was designed by discrete choice experiments, and 1208 Public Health Master’s candidates from six universities in Northeast China were investigated online via the Powercx system network survey platform in April 2024. The mixed logit model was used to analyze the job preferences of Master Public Health candidates.ResultsAll 7 attributes included in the study had statistically significant effects on the job preferences of public health master’s degree candidates (P < 0.05). They tended to choose jobs with higher monthly income (12,000 CNY/month), located in cities with good working environments and with Bianzhi when seeking jobs. There is heterogeneity in job preference, and different preference characteristics are displayed in different subgroups.ConclusionThis study revealed that public health master’s degree candidates in Northeast China were more willing to choose jobs with higher monthly incomes, working places in cities and better working environments. The way to formulate a combination of policy packages is more attractive than improving a single aspect alone. Since the preferences of each subgroup are different, the preference characteristics of the target population should also be considered when formulating the policy package to meet the challenges of talent attraction and retention.

Effectiveness Of Team-Based Training Programs In Hospitals

The Effectiveness of Team-Based Training Programs in Hospitals aims to evaluate the effectiveness of team-based training programs in developing the competencies of health workers in hospitals. The research is based on the importance of collaboration between health professions to improve quality of care, but is often hampered by communication and coordination gaps. The research methodology involved systematically evaluating the training program qualitatively, measuring changes in trainees' competencies, and exploring participants' perceptions and experiences. The main objectives of the study were to evaluate the effectiveness of the program in developing health worker competencies, measure changes in participant competencies, explore participant perceptions and experiences, and provide recommendations for future program improvements. It is expected to provide valuable insights into the effectiveness of team-based training programs and identify areas that require improvement. This will be used to improve future training programs, with the ultimate goal of improving health worker collaboration and the quality of health services for patients. The implications of this study include contributions to human resource development in healthcare and the promotion of a culture of collaboration between healthcare professionals. The research findings from the study on the Effectiveness of Team-Based Training Programs in Hospitals indicate several positive outcomes. First, participants reported improvements in communication, particularly in emergency situations, where teams responded more swiftly and effectively. The program also led to enhanced coordination between shifts, reducing errors in patient care and improving the overall quality of services provided

Approaches to Dementia Control in a Community in Japan

Abstract Background In order to consider future dementia countermeasures in the community, we conducted a survey to understand the characteristics of the elderly living in the community. Methods A self-administered questionnaire survey was conducted in collaboration with Hanno-city, Saitama Prefecture, targeting all persons aged 65 years or older (excluding institutionalized residents) living in Hanno-city (aging rate: 32.0%). The questionnaire items included basic attributes, lifestyle, daily living conditions, and willingness to participate in activities. The survey was sent to 7,133 people, and 3,623 valid responses were received (valid response rate: 50.8%). Results Respondents were 1,135 males (51.2%) and 1,080 females (48.8%); 1,979 (54.6%) were aged 65-74 and 1,644 (45.4%) were aged 75 and over. The proportion of single-person households was 12.1%. 56.1% of the respondents had been living in the community for 30 years or more, and the overall membership rate of the residents’ association was high at 91.0%. A total of 691 (19.1%) of the respondents had seen someone suspected of having dementia. 1,178 (32.5%) answered ‘yes,’ 1,452 (40.1%) answered ‘no,’ and 881 (24.3%) answered ‘don’t know. There were 472 (8.1%) dementia supporters. Conclusions The membership rate of local residents’ associations was high at 91.0%, indicating that the community maintains relatively close relationships with its residents. Based on the National Dementia plan, further consideration will be given to long-term goals such as human resource development for each region and policies to support these goals. Main messages: In a mountainous district with an aging population similar to that of Japan as a whole, only about one-third of the respondents knew of a contact point for dementia-related issues. Based on the National Dementia Plan, the government will consider dementia policies, including long-term goals and policies to support these goals in the community. Key messages • In a mountainous district with an aging population similar to that of Japan as a whole, only about one-third of the respondents knew of a contact point for dementia-related issues. • Based on the National Dementia Plan, the government will consider dementia policies, including long-term goals and policies to support these goals in the community.

The Influence of Human Resource Development, Leadership Style, and Competence on the Performance of the Mediating Role of Service Quality

This study aimed to determine the effect of HR Development, Competence, and Leadership Style on Service Quality and teacher performance at SMP and SMA IT AL Utsmani Bangkinang. A questionnaire is used to collect data in this research. The population in this study were all teachers at SMP and SMA IT AL Utsmanai Bangkinang with 81 teachers. The sample of this study used the census method with PLS 3.0 Structural Equation Modeling (SEM) analysis. The results showed that HR development had a positive and insignificant effect on Service Quality. The results showed that HR development had a positive and insignificant effect on Service Quality, Competence had a positive and significant effect on Service Quality, Leadership Style had a positive and significant effect on Service Quality, and Human Resources Development had a positive and significant effect on performance.

Addressing contemporary challenges of Human Resource Development in Private and Cooperative sector milk processing organizations in Pune region

HRD practices in private and cooperative sector milk processing organizations in Pune region were investigated through 175 management and 1195 employee respondents of selected milk processing organizations from both the sector by adopting proportionate convenience sampling technique; which indicates that overall, fair &amp; poor level of HRD practices found in private and cooperative milk processing organizations in Pune region; an enlightened organization would initiate immediate drastic HRD interventions to prevent the situation from deteriorating further by designing/re-designing effective HRD policy and developing good HRD practices. Management of both the sector milk processing organizations needs to design the existing HRD policy in line with standard practices so as to develop good HRD culture. Again, in between the two sectors, private and cooperative sector milk processing organizations in Pune region, cooperative sector was noticed to be drag behind by most of the poor HRD practices and indicating the acute need for addressing the issues. It strongly indicates the need for addressing the challenges of HRD practices being followed by implementing all HRD practices as per standard way to get the best HRD practices result in both the sectors milk processing organizations so as to sustain in global competition.

Challenges of Lack of Human Resources in Training Management at SPNF Sanggar Medan City Learning Activities

The background of the research is based on the formulation of the problem, namely the challenges faced by the Learning Activity Studio (SKB) in Medan City from the perspective of training management due to limited resources. This study uses a qualitative approach with a descriptive analysis method. The subjects in this study are leaders and employees at SPNF SDKB in Medan City who are selected through purposive sampling techniques. Data collection was carried out through observation and interviews directly to respondents. Data analysis is carried out qualitatively consisting of data reduction, data presentation, and conclusion drawing. The results of the analysis show that the development of human resources in a SKB is very necessary to improve the quality and success of the training program, namely further efforts are needed in the development of more varied training programs and more activities, as well as improving human resource competencies so that the company can survive and develop in accordance with environmental demands. To increase training management resources, SKB can consider strategies such as internal and external training, as well as the use of technology to improve training access and efficiency.

The effects of supervisory negative feedback and coaching on employees' responses to feedback: The moderating role of mindset

AbstractFeedback is a vital human resource development (HRD) practice, extensively researched and used to regulate employee behavior and performance. However, despite a century of research and immense significance and use, we still do not fully know why some accept feedback while others reject it. Critics blame both providers and recipients, as well as feedback message format, for this failure. In this study, I investigated whether the focus of the supervisory feedback (negative vs. negative and facilitative) could enhance employees' responses to feedback (e.g., acceptance and use). I also examined whether employees' mindset (i.e., fixed vs. growth) would moderate these relationships. I proposed that employee coaching (i.e., negative and facilitative) would be more accepted than negative feedback alone. In addition, I expected a positive moderating role of the growth mindset between supervisory feedback and employees' responses. To test these assumptions, I conducted a laboratory experimental vignette study (N = 69). In line with propositions, employee coaching had a larger effect on the employees' responses to feedback (e.g., feedback acceptance; M = 4.95, SD = 1.24) than negative feedback alone (M = 4.08, SD = 1.35). In addition, simple slope results showed that employee coaching was significantly higher than negative feedback for growth mindset (i.e., +1 SD). Finally, path analysis revealed that the interaction between negative feedback, employee coaching, and mindset yielded the strongest positive effect on employees' responses to feedback. Overall, findings add to and endorse calls for more future‐focused HRD practices during feedback interventions. In addition, for effective feedback, this study calls for HRD practitioners to account for all critical factors involved in feedback exchanges, from provider to recipient and feedback message.

Bridging The Gap Between Maritime Education and Industry Needs: Enhancing Human Resource Development

This research explores the critical need for maritime vocational education to align more closely with the evolving demands of the maritime industry, particularly in the areas of technological integration, environmental compliance, and industry collaboration. By analyzing the qualitative perspectives of maritime professionals, educators, graduates, and senior government officers, the study identifies key gaps in the current educational framework. The findings highlight the moderate effectiveness of existing programs, with strengths in regulatory knowledge and industry-academia partnerships, but weaknesses in preparing students for advanced technological systems and practical environmental challenges. The study emphasizes the need for curriculum modernization, increased hands-on training, and deeper, long-term industry partnerships to equip future maritime professionals with the skills necessary to navigate a rapidly changing sector. Ultimately, this research provides actionable insights for improving the responsiveness and agility of maritime vocational schools, ensuring that graduates are better prepared for the technological, regulatory, and environmental challenges facing the maritime industry.

Applying a Theory of Change for Human Resources Development in Public Health Supply Chains in Rwanda.

The health supply chain (SC) system in Rwanda experienced a number of workforce-related challenges, including insufficient skilled supply chain management (SCM) professionals with the necessary competencies. The Human Resources for Supply Chain Management (HR4SCM) Theory of Change (TOC) provides a methodology to assess human resources (HR) management systems by explaining the preconditions required to achieve optimized workforce performance. We applied this model to design interventions to strengthen the Rwanda health SC workforce. We compared conditions in the health SC HR system in Rwanda with the 60 outcomes described as necessary for optimized workforce performance in the HR4SCM TOC model. We used a survey and participatory workshop at the central level, followed by structured interviews (N=35) with SC professionals in health centers, hospitals, and regional warehouses (N=20) in Southern Province and Kigali City to identify which outcomes already existed in the Rwandan HR system and which outcomes required strengthening through targeted interventions. We used focus groups (N=2) to refine interventions. We identified that 31 of the 60 outcomes were not sufficiently in place in the Rwandan health SC HR system. SCM workers had gaps in the technical and managerial competencies and did not have access to adequate training and professional development opportunities for certain required competencies. An SCM career path did not exist, and education was not available for all required SCM qualifications. Fourteen of these outcomes were prioritized for strengthening. We designed 20 workforce interventions with the Ministry of Health to address these deficiencies and selected indicators to monitor the interventions. Applying this HR TOC model enabled a systematic process to identify gaps, develop and prioritize interventions, and select indicators. Practitioners designing and evaluating SC workforce interventions should consider applying this methodology to design more effective, theory-driven interventions to improve SC workforce performance.

Positive Deviance in Nutritional Practices for Two-Year-Olds in Poor Fisherman Families in the Belawan Health Center Area, 2022

The problem of malnutrition is still the main problem faced in human resource development. The problem of growth and development of Baduta is a serious problem because at this age the process of physical and intellectual growth and development is critical. Malnutrition problems mostly occur in poor families but are not caused by poor families who have well-nourished children. The Belawan Community Health Center working area is one of the community health centers with the highest number of cases of malnutrition in Medan City. To overcome this, a program is needed that is believed to be effective and sustainable. One of the existing programs to overcome the problem of malnutrition and malnutrition is positive deviation. This research aims to identify positive behavior in feeding (type of food, processing of food ingredients, mealtimes and method of feeding) of toddlers who are well-nourished in poor fishing families in the Belawan Community Health Center Working Area in 2022. This research method is qualitative research with a narrative approach. Researchers studied individual lives by asking one or several individuals to tell stories about their lives related to positive behavior in feeding well-nourished animals. This information is then retold by the researcher in a narrative chronology. The findings of this research indicate that addressing nutritional challenges in children can be effectively achieved by leveraging the potential and resources within the community. This is done through the identification of positive deviant behaviors, particularly those related to beneficial feeding practices. These practices encompass aspects such as the types of food provided, the methods of food preparation, the timing of meals, and the approach to food administration. Keep up the great work! The way you’re thinking about integrating community strengths is spot-on for creating sustainable solutions.

Development of Morality and Ethics in Educational Institutions under the Office of the Vocational Education Commission Pathum Thani Province

Background and Aims: Developing a nation to compete with advanced countries requires prioritizing human resource development, with education serving as the foundation of this progress. Quality education establishes a sustainable knowledge base, essential for achieving economic, social, and political growth. This study aims to: (1) evaluate the level of moral and ethical development among staff in vocational institutions governed by the Vocational Education Commission in Pathum Thani Province; (2) compare staff perspectives on moral and ethical growth based on variables such as gender, position, and age; and (3) identify effective strategies to enhance moral and ethical standards within these educational institutions in Pathum Thani Province. Methodology: The sample group for this research included 348 personnel from institutions under the Office of the Vocational Education Commission in Pathum Thani Province during the 2023 academic year, selected via stratified random sampling. Research tools comprised a questionnaire using a 5-point rating scale, which had an Item-Objective Congruence (IOC) value ranging from 0.80 to 1.00, a reliability coefficient of 0.83, and a structured interview. Data analysis utilized statistical methods such as frequency, percentage, mean, and standard deviation, along with t-tests, F-tests, and pairwise comparisons using Scheffe’s method. Results: The research results indicated that: (1) The overall level of morality and ethics development in educational institutions under the Office of the Vocational Education Commission in Pathum Thani Province was rated high across all dimensions, with consistently high ratings for each specific aspect. (2) Comparative analysis revealed significant differences in morality and ethics development based on gender and position at the 0.05 significance level, but no significant differences were found based on age. (3) Guidelines for enhancing morality and ethics emphasized systematic professional oversight, recognition of outstanding personnel, and structured curricula for moral and ethical growth. The Office of the Vocational Education Commission highlighted merit-based assessments grounded in moral principles, clear standards, and well-defined workloads. Additionally, educational administrators demonstrated effective leadership by modeling rational behavior, prioritizing reason over emotion.

Preparing a Globally Competent Workforce: A Mixed Methods Study of an Innovative Co-Curricular University Program

Problem Human resource development (HRD) scholars and practitioners have long sought ways to develop employees to meet the needs of globalized workplaces. However, given that many employers expect employees to possess global skills before they begin working, it is incumbent upon HRD educators in higher education contexts to develop and implement innovative programs to enrich global competence, which includes the knowledge, skills, experience, and mindset required for global work. Solution This mixed methods study describes and explores the efficacy of an innovative co-curricular program, the Global Competence Enrichment Program, designed to enhance the global competence of American and international graduate students enrolled at a higher education institution in the United States through a mutual intercultural learning process. Stakeholders Stakeholders include HRD scholars and practitioners as well as organizational leaders interested in designing and implementing HRD programs around global competence enrichment.

Implementation of Human Resource Development in Ecotourism Development of Braja Harjosari Village

Braja Harjosari Village is a buffer village in the Way Kambas National Park area. In supporting the tourism potential in Braja Harjosari Village, in 2022, it established community-based ecotourism village regulations. This study aims to analyze the implementation of ecotourism village regulations in Braja Harjosari Village, Lampung, focusing on human resource development and public support in community-based ecotourism management. The findings show that the active participation of stakeholders, including village officials, tourism awareness groups (Pokdarwis), Way Kambas National Park, and local communities, plays a significant role in promoting sustainable tourism and preserving the local environment and culture. Formal communication and mutual agreements among stakeholders ensure effective information delivery. Training programs held by Pokdarwis and village officials have been shown to improve the technical skills and business acumen of the community, supporting sustainable ecotourism development. The synergy between Pokdarwis and village officials, supported by good regulations, has driven economic growth while preserving the environment. Community awareness of environmental preservation and openness to visitors create a positive cycle that supports the sustainability of ecotourism, improves community welfare, and preserves biodiversity and local culture in Braja Harjosari Village.

Optimizing Human Resource Development: Analyzing Differences in Job Satisfaction based on job diversity, Employee Status and generation at the Artificial Insemination Center

The Singosari Artificial Insemination Center (AIC) is a Technical Implementation Unit under the Ministry of Agriculture that has implemented the Public Service Agency Financial Management Pattern with the task and function of providing public services to all stakeholders. This study aims to analyze the level of employee job satisfaction and to determine the differences in employee job satisfaction based on job diversity, employee status and generation. This research is a mixed methods research conducted at AIC Singosari Malang Regency, East Java. using an instrument in form of a questionnaire distributed to 142 respondents using census sampling technique. This study uses descriptive analysis in the form of factor analysis and inferential analysis in the form of Mann Whitney Test and Kruskal Wallis Test. With the findings of seven dimensions of job satisfaction, namely the job itself, leadership, coworkers, promotions, work facilities and work environment in the high category and have the same job satisfaction category, which is quite satisfied on average. One indicator with a low score is the allowance indicator and there is a significant difference in job satisfaction based on Position and generation but there is an insignificant difference in job satisfaction between civil servants and non-civil servants. It is expected that AIC Singosari will always socialize and maintain transparency regarding the compensation structure for non-civil servants, including how wages and incentives are determined and distributed. Recognize differences in job security and benefits between civil servants and non-civil servants. As well as considering the desires and expectations between generations.

Distancing skills in remote work: narratives about HRD managers support organisations

Purpose This paper aims to identify the essential skills required by Human Resource Development (HRD) professionals to effectively respond to the various modes of labour organisation implemented due to the mandatory lockdown imposed by the Portuguese government in March 2020 as well as implications for learning and development (L&amp;D) issues. Design/methodology/approach Data is based on 34 semi-structured interviews with HRD professionals from companies in different activity sectors. Findings The results reveal that the COVID-19 pandemic has brought out the development of socio-emotional skills among HRD professionals such as creativity, improvisation, self-exploration, innovation, collaboration, team spirit, resilience, flexibility, problem-solving, adaptability, priority management, emotional intelligence, social influence, social contact, interpersonal relationships, communication and online learning development. Research limitations/implications It will be interesting for future research to explore “what” and “how” HRD managers are planning, organising and implementing training and development plans to improve the skills of remote workers, which tend to grow in a post-pandemic COVID-19 phase. Practical implications This research emphasises the importance of HRD managers’ role in better coordinating the work of employees who are physically distant from the company. It also highlights the need for different skills required for effective digital HRD, support and monitoring of remote employees. The results provide important inputs to design and implement effective L&amp;D programs for professionals working remotely and to reinforce the HRD role in organisations. Originality/value The research is original for twofold reasons: 1) HRD professionals are usually not trained to manage remote workers, which also means that they probably lack the skills to take the most out of remote working models; and 2) HRD professionals and the HRD function need to address the skills required to successfully implement flexible forms of work organisation as well as to implement adequate L&amp;D policies to answer remote work practices.

The use of community-engagement approaches to identify strategies for increasing workplace well-being among LGBTQ+ adults

BackgroundLGBTQ + individuals often face social stigma and workplace discrimination, negatively impacting their well-being. However, limited research exists on the factors and strategies that enhance their positive workplace experiences. This study was a sequential qualitative mixed-method design conducted in three phases. The study had the following objectives: identifying factors associated with workplace well-being, generating strategies for improving workplace well-being, and obtaining feedback on the identified strategies' acceptability. MethodsIn Phase 1, in-depth interviews were conducted with 10 LGBTQ + who described factors that improved their satisfaction at work. In Phase 2, two focus group discussions were held with 13 participants, including LGBTQ + adults, scholars in positive psychology, human resource development, and civil rights advocates, to develop strategies for improving workplace well-being based on Phase 1 data. In Phase 3, a survey was sent to a subset of the focus group participants (N = 7) to ascertain the acceptability of the developed strategies. Data analysis was performed using deductive and inductive approaches. ResultsThe study's first phase identified the factors contributing to workplace well-being. These factors were categorized into intrapersonal, interpersonal, and social-ecological. In the second phase and third phase, 11 strategies were developed to improve workplace well-being. These strategies were divided into two sections. The first section includes strategies organizations and agencies can implement to promote employee well-being (such as emphasizing diversity and equity as core values). The second section outlines strategies for government and civil society sectors (such as establishing laws addressing LGBTQ + equal rights). The Index of Congruence (IOC) assessed the relationship between strategies and workplace well-being improvement. Results showed IOC values from 0.8 to 1 for 11 strategies, indicating high content validity. ConclusionsStrategies to enhance LGBTQ + workplace well-being were identified through community engagement, but further research is needed for implementation and evaluation.

Silence in the workplace: what do we know from research?

PurposeThe purpose of this article is to examine the antecedents and consequences of organizational silence and employee silence to determine whether these two concepts should be distinguished rather than used interchangeably in research.Design/methodology/approachThis study conducted a systematic literature review of 79 studies on organizational silence and 113 on employee silence, leading to three major findings.FindingsFirst, this study shows that organizational silence is a collective phenomenon and employee silence occurs at the individual level; therefore, indicating they should be treated as two distinct concepts. Second, both types of silence are influenced by contextual factors (internal and external) and leadership. Third, organizational silence impacts both individual and organizational outcomes, whereas employee silence mainly affects an individual’s psychological health and performance.Originality/valueThis research clarifies the distinction between organizational silence and employee silence, offering guidance for researchers on how to approach these concepts. It also highlights the critical need to address workplace silence and the potential harm it may cause to both organizational and individual well-being if left unaddressed. Furthermore, this research supports organizational leaders and human resource developers in fostering a healthier work culture, improving performance and driving continuous improvement.

PENGGUNAAN APLIKASI E-KINERJA SEBAGAI INSTRUMEN PENINGKATAN SASARAN KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM KOTA KENDARI

This study aims to evaluate the use of the E-Kinerja application as an instrument for improving Employee Performance Targets (SKP) at the Regional Personnel and Human Resource Development Agency (BKPSDM) of Kendari City. The methodology employed is qualitative, with data collected through semi-structured interviews and observations of the application usage process. Respondents were selected using purposive sampling, specifically, employees actively involved in the E-Kinerja application. The results indicate that the application enhances the effectiveness of performance assessment, with both leadership and employees experiencing benefits in terms of accuracy, transparency, and ease of data access. However, challenges such as technical issues and the need for ongoing training for employees persist. Additionally, other important indicators such as timely reporting, data transparency, accuracy in assessment, and employee satisfaction were identified as contributing factors to the effectiveness of the system. Recommendations include improving technological infrastructure, providing continuous training, and developing strategies to enhance the balance between quantitative and qualitative assessments. These steps are expected to further improve accountability and bureaucratic efficiency at BKPSDM Kendari City.