Regional Civil Service Agency Research Articles

Analisis Etika Publik dalam Mencapai Good Governance di Badan Kepegawaian Daerah (BKD) Provinsi Sumatera Barat

This study examines the implementation of public service ethics at the Regional Civil Service Agency (BKD) of West Sumatra Province as an effort to achieve good governance. Good public service ethics contribute to enhancing service quality and transparency in personnel administration. The findings indicate that BKD has implemented various standard operating procedures (SOPs) and communication strategies, including the use of social media, to improve information access and responsiveness to complaints. Despite challenges such as maladministration and insufficient socialization, BKD is committed to improving services and building trust among the public and civil servants.

THE ROLE OF INTEGRITY, WORKLOAD, WORK ETHIC ON EMPLOYEE PERFORMANCE IN THE FIELD OF PROCUREMENT, DISMISSAL, INFORMATION AND FACILITIES OF BKPSDM CITY OF BATAM

This study aims to examine the relationship between integrity, workload, and work ethic on employee performance in the Division of Procurement, Termination, Information, and Facilitation at the Batam Regional Civil Service Agency (BKPSDM), both individually and collectively. The population of this study consisted of all 32 employees in the aforementioned division, with no classification based on employee rank or status, as all employees were treated equally. The results indicate a significant positive influence of integrity, workload, and work ethic on employee performance. Improved integrity, higher workloads, and stronger work ethic among employees contribute to enhanced employee performance. The relationship between these variables is expressed through a multiple regression model, demonstrating how these factors collectively and individually impact performance. Validity and reliability tests confirmed that all instruments met the necessary criteria. Among the variables, work ethic had the most significant influence, suggesting it as the primary factor affecting employee performance.

Implementation of the Transformational Leadership Style of the Head of Apparatus Performance and Awards at the Regional Civil Service Agency of South Sulawesi Province

This study aims to determine the Application of Transformational Leadership Style of the Head of Apparatus Performance and Awards in the Regional Civil Service Agency of South Sulawesi Province. The approach and type of research used are qualitative approaches and descriptive research types, while the informants in this study are the Sub-Coordinator of each Apparatus Performance and Awards Division and employees of the Apparatus Performance and Awards Division at the Regional Civil Service Agency of South Sulawesi Province. The data collection techniques carried out are using observation, interview, and documentation methods. The data analysis techniques used are data condensation, data presentation, and conclusion drawn. The results of this study show that all indicators used in the research on the Implementation of Transformational Leadership Style of the Head of Apparatus Performance and Awards at the Regional Civil Service Agency of South Sulawesi Province are classified as good. The indicators in question are Ideal Influence which is classified in the good category which is supported by always respectful behavior, more concerned with work than personal affairs, and communicating well in terms of making decisions. Inspirational Motivation is classified as a good category which is supported by consistent behavior in providing motivation, in conveying something achieved enthusiastically, an effective vision, and in building good cooperation with employees. Intellectual Stimulation is classified as a good category which is supported by the behavior of developing ideas from employees, providing solutions to problems, and encouraging employees to be creative and innovative. Paying Attention to Individuals is classified as good because of their behavior in giving advice, implementing a personal approach, listening to every suggestion or problem of subordinates well, and paying attention to the needs of employees

Pengaruh Work Life Balance dan Lingkungan Kerja Non Fisik terhadap Kinerja Pegawai Pada Badan Kepegawaian Daerah Provinsi Sumatera Barat yang Dimediasi Kepuasan

Life balance in the implementation of work is an inseparable part of achieving employee job satisfaction, while job satisfaction is one of the most important parts of employee performance so that company goals are achieved effectively and efficiently. The aim of this research is to analyze the influence of work life balance and non-physical work environment on the performance of employees of the Regional Civil Service Agency of West Sumatra Province which is mediated by job satisfaction. The total population in this study was 73 people who were the samples in this study using the census or saturated sample method. Data was collected through distributing questionnaires with a Likert scale model and then testing the validity and reliability of the questionnaire. The data analysis technique used is the Smart PLS method. The results of this research are that work life balance has a positive and significant influence on employee performance at the Regional Civil Service Agency of West Sumatra Province; The non-physical work environment has a positive and significant influence on employee performance at the West Sumatra Province Regional Civil Service Agency. Work life balance has a positive and significant influence on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. The non-physical work environment has a positive and significant influence on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. Job satisfaction has a positive and significant influence on employee performance at the Regional Civil Service Agency of West Sumatra Province. Work life balance can be mediated by job satisfaction on employee performance at the Regional Civil Service Agency of West Sumatra Province. The non-physical work environment can be mediated by job satisfaction on employee performance at the Regional Civil Service Agency of West Sumatra Province.

Gambaran Strategi Work-Life Balance Ibu Bekerja di Badan Kepegawaian Daerah Provinsi Sumatera Barat

The aim of this research is to determine the work-life balance (WLB) strategy of working mothers at the Regional Civil Service Agency of West Sumatra Province, which has a high category of WLB. This research uses a qualitative method with a descriptive approach. The number of participants in this research was 3 people. Data were analyzed using the Miles & Huberman technique. The findings show that there are 11 themes which are strategies used by subjects in achieving WLB, where these 11 themes include sub-themes, namely as follows. Self management which includes the sub-themes of time management, planning management, priority management, household financial management, and commuting management; Task delegation which includes sub-themes involves extended family support, involves partner support, involves co-worker support, and involves community assistance; Parenting adjustments which include the sub-themes of quality time, maternal role enhancement, child spacing strategy, attachment parenting, increasing children's independence, and managing the number of children; Stress management which includes strategies for spiritual remembrance, self care, habituation, externalizing memory, voluntary career plateauing, dyadic coping, and avoiding task accumulation; Communication strategies that include strategies for providing understanding to children, communicating everything to partners, communication with colleagues, effective communication with superiors, and positive social interactions; Utilizing organizational support which includes strategies for utilizing work flexibility, bringing children to work, utilizing organizational facilities; use of digital technology and communications; Have a positive character that includes a sense of responsibility, self-discipline, gratitude; Intrinsic motivation which includes strategies for making children motivated to work; Emotional intelligence which includes impression management strategies, managing emotions; and the final strategy is utilizing educational background.

The Effect of the Effectiveness of the Implementation of Smart State Civil Apparatus (ASN) ON Bureaucratic Reform in the Era of Disruption 4.0 in the Regional Civil Service Agency of Banten Province

The Effect of the Effectiveness of the Implementation of Smart State Civil Apparatus (ASN) ON Bureaucratic Reform in the Era of Disruption 4.0 in the Regional Civil Service Agency of Banten Province

Pengaruh Etos Kerja Terhadap Kinerja Pegawai Dengan Disiplin Kerja Sebagai Variabel Mediasi Pada Badan Kepegawaian Daerah Provinsi Jambi

This research aims to describe and determine the influence of work ethic on employee performance with work discipline as a mediating variable at the Jambi Province Regional Civil Service Agency. The analytical method used is quantitative analysis. The research population and sample were all employees at the Jambi Province Regional Civil Service Agency, totaling 81 respondents. Data collection was carried out by distributing questionnaires using a Likert scale. The statistical analysis used is the Structural Equation Modeling (SEM) technique with Partial Least Square (PLS) as an analysis tool, using the SmartPLS 4 program. The results of the statistical analysis show that work ethic has a positive and significant effect on employee performance, work ethic has a positive and significant effect on work discipline, work discipline has a positive and significant effect on employee performance, and work discipline is able to mediate the influence between work ethic and employee performance. So it can be concluded that work discipline functions as a link between work ethic and employee performance. Employees who have a good work ethic will work with discipline following company regulations so that their performance will increase and have a positive impact. This helps the company achieve its targeted goals.

The Influence Of HR Planning, Work Placement And Career Development On Employee Performance Through Work Motivation As An Intervening Variable In The Regional Civil Service Agency Of West Sumatra Province

The Regional Civil Service Agency of West Sumatra Province is a government institution that has the main task to assist the governor in the implementation of regional civil service. The purpose of this study is to determine and analyze the effect of HR Planning, Work Placement and Career Development on Employee Performance through Work Motivation as an Intervening Variable. The research method used is quantitative research. The sample size of this study was 74 respondents and used SEM analysis tools with SmartPLS 3. In the data collection technique in this study by distributing questionnaires using Likert scale. The results showed that directly the most dominant variable, namely Career Development, had a positive and significant effect on Work Motivation. Therefore, evidenced by the increasing career development promised by the company, employee motivation will also increase. Furthermore, HR Planning has a positive and significant effect on Employee Performance, it shows that there is careful planning for HR, so employee performance will increase. While indirect testing for the most dominant variables states that career development has a positive and significant effect on employee performance through work motivation, that the existence of good career development opportunities will strengthen employee performance and increase employee motivation. Conversely, if career development is not good for its performance, work motivation will lower the level of employee concern regarding the progress of the company. Employees who care about the progress of the company will be more motivated to work so as to form stronger performance.

Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Pegawai Melalui Kepuasan Kerja (Studi Kasus Pada Badan Kepegawaian Daerah (BKD) Provinsi Sumatra Barat).

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.

Pengaruh Sistem Komputerisasi Kepegawaian dan Pembayaran Gaji dalam Meningkatkan Pengendalian Internal

AbstractInternal control is a system that is a policy, practice, procedure used to achieve objectives, namely to safeguard the assets of government agencies, ensure the accuracy and reliability of accounting information, encourage efficiency in the operations of government agencies. The internal control system in each government agency is of course different depending on the superior policy at that agency. The purpose of this study was to determine how the influence of the Personnel Computerization System and Salary Payment in Improving Internal Control at the Regional Personnel Agency of West Sumatra Province. The method in this study is quantitative using primary data in the form of a questionnaire, which focuses on the Personnel Computerization System and Salary Payment in Improving Internal Control at the Regional Personnel Agency of West Sumatra Province. The type of data used by researchers in this study is Cross Section Data by analyzing data using SPSS 26 software which uses nonprobability sampling techniques using convinience sampling techniques to determine the research sample of 45 Civil Servant respondents, from all employees who work at the Regional Civil Service Agency of West Sumatra Province. The analysis technique used is multiple linear regression. The object of this research is the Regional Staffing Agency of West Sumatra Province which is located at Jl. Batang Antokan No.4,Rimbo Kaluang Padang City, West Sumatra.

Administrative Burden in BKD (Regional Civil Service Agency) Central Java Province, Indonesia

Efforts by the Regional Civil Service Agency (BKD) of Central Java Province aims to improve public services and the operational efficiency of the state civil apparatus. Based on data related to primary and secondary law, legislation and policy, this research uses a qualitative normative juridical approach. This research emphasizes several important points, including improve public service quality and operational efficiency of state civil servants; BKD's efforts to improve services through the placement of employees in accordance with their competencies; implementation of SINAGA to improve personnel administration; and the performance of the Central Java BKD. strategic planning for the future that focuses on the industrial revolution 4.0. This study shows that BKD Central Java is trying to improve service quality by increasing employee competency, providing adequate facilities and infrastructure, and utilizing information technology by introducing the SINAGA application. However, there are several obstacles and difficulties to overcome, such as a lack of adequate human resources and difficulties related to changing regulations. The Central Java Province BKD must continue to develop innovation and technology for personnel administration, strengthen a fair performance evaluation system, and ensure that employee needs are met. With this improvement, it is hoped that personnel services in this field will continue to improve.

Penerapan Kolaboratif E-Government Pada Pelayanan Kepegawaian Badan Kepegawaian Daerah Provinsi Sumatera Barat

Collaborative E-Government not only changes the way government organizations carry out their duties but also changes the way the government interacts with its citizens in public services. This research aims to analyze and obtain a model regarding the implementation of collaborative E-Government at the Regional Civil Service Agency of West Sumatra Province in providing personnel services as proof that this collaborative E-Government is a solution to the never-improving quality of public services. This research uses a qualitative research method with a descriptive approach. Data collection techniques were carried out through interviews and documentation, where the informants in this research were selected purposively. The research results show that there is a dominance of fulfilling elements in the implementation of collaborative E-government, which has implications for improving personnel services in Regional Government. The only obstacles to collaboration are the network structure, governance, and access to resource elements. Thus, collaboration between actors in personnel services has become a solution to poor personnel service practices in local governments and has contributed to the development of literature on personnel service practice issues.

Towards a world-class bureaucracy: Corporate University’s contribution to state civil apparatus talent development

This study aims to explore the application of the East Java Corporate University (Jatim CorpU) which is used as a talent management instrument for the state civil apparatus in East Java province in relation to realizing the governor's vision and mission as outlined in the nawa bhakti satya program. Thus, the right type of research to answer this is qualitative research. This research will concentrate on the perspectives of key stakeholders, namely BPSDM (Human Resources Development Agency) of East Java Province, which oversees East Java CorpU, and BKD (Regional Civil Service Agency) of East Java Province, responsible for talent management. Based on the research, it is evident that the implementation of CorpU in East Java, in the form of East Java CorpU, is well-established and has significant ramifications for talent management in East Java Province. An effective and efficient strategy adopted in the direction of East Java CorpU to bolster talent management is the application of the 70:20:10 competency development framework. The rationale behind this choice lies in its ability to provide flexibility for the extensive scope of SCA competency development in East Java Province, involving a substantial workforce of approximately 80,000 SCAs. Moreover, the 70:20:10 competency development method proves instrumental in addressing the intricacies associated with SCA competency development across various organizational tiers.

Analisis Mekanisme Pengendalian Internal Untuk Mewujudkan Akuntabilitas Dan Transparansi Pada Kantor Badan Kepegawaian Daerah Sumatera Utara

This research is to find out the Analysis of Internal Control Mechanisms to Realize Accountability and Transparency at the North Sumatra Regional Civil Service Agency Office. The method used in this research is descriptive method with qualitative research. The data collection technique used in this study was through direct visits to the subjects who were the source of the data by conducting observations, interviews and documentation. The interviews conducted were direct interviews with the Head of the General Affairs and Personnel Subdivision, and the Head of the Apparatus Performance Assessment and Award Evaluation Division at the North Sumatra Regional Civil Service Agency. The results of this study indicate that the internal control system implemented at the Regional Civil Service Agency of North Sumatra is very good with a performance achievement of 90% -100%. The internal control mechanism at the North Sumatra Regional Personnel Agency can realize accountability and transparency, the availability of information that can be accessed easily is and the accountability written in the Government Agency Performance Report is proof of the realization of accountability and transparency.

Talent Management Development on Government Institutions Regional Civil Service Agency Semarang

The organization's talent needs for the next five years are a translation of the strategy, and a reflection of the organization's vision and mission, taking into account internal demands as well as external demands. Quality aspects included in determining talent needs include knowledge and skills obtained from experience, competence, and personality in terms of organizational culture, it is clearly stated that institutional capacity development has indicators in institutionalizing a productive and positive organizational work culture based on the noble values of the nation's culture. According to the results of research at the Regional Civil Service Agency, Semarang Regency has implemented a value system that is the basis of ethics at work. It can be in the form of politeness, hospitality, communication that shows a noble value of the nation. Thus, from participatory and democratic comes the existence of work motivation that is always growing. By strengthening the value of employee discipline, the development of institutional capacity at the Semarang Regency Regional Civil Service Agency is maximized, this is strengthened by the enactment of PP No. 53 of 2010 concerning Employee Discipline, so that supervision is stricter and punishment is more firm and severe. In the institutional capacity building program at the Regional Civil Service Agency of Semarang Regency, a budget allocation is needed to support the implementation of all organizational activities. In accordance with World Bank theory which emphasizes the attention of talent management to the focus of the organizational environment which leads to financial and budgetary support in realizing all activities and needs of the organization. This type of research is Descriptive research. The approach used is a qualitative approach and a conceptual approach. The data source used is secondary data. Data analysis was carried out in a qualitative descriptive manner. Drawing conclusions is carried out by the deductive method, which is to draw conclusions from general to specific, especially those related to the research topic, namely the development of management talent towards government institutions. Capacity building takes a long time and requires long-term commitment and all parties involved. In the development of talent management of an organization both public and private sectors, Collective Commitments are the basic capital that must be continuously developed and maintained properly. This talent management commitment is not only for power holders, but covers all components in the organization. The influence of mutual commitment is very large, because this factor is the basis of the entire design of activities and goals to be achieved together. It is expected to strengthen and strengthen the budget allocation method in accordance with the vision, mission and objectives of governance as well as the development of regional revenue sources.

The Influence of Work Ability, Coordination and Work Environment on The Performance of Employees at The Regional Personnel Agency in South Kalimantan Province

ABSTRACTThis study aims to determine both partially and simultaneously how much influence the work ability, coordination and work environment has on the employee performance of the South Kalimantan Provincial Civil Service Agency and the variables that have a dominant influence on the employee performance of the Regional Civil Service Agency of South Kalimantan Province. The method used in this study is a quantitative method and with a population of 91 (ninety one), samples were taken with the census sampling technique of 91 (ninety one) people, the research instruments were validity and reliability tests, the data were tested using regression multiplelinear. The results of this study indicate that (1) Work Ability, Coordination and Work Environment simultaneously have a significant effect on the Employee Performance of Regional Personnel Board of South Kalimantan Province; (2) Work Ability, Coordination and Work Environment partially significant influence on Employee Performance of Regional Personnel Board of Kalimantan Province South; and (3) The variable that has dominant influence on the Employee Performance of the Regional Personnel Board of South Kalimantan Province is coordination. R-Square is 0.309, which means that the variation in the contribution of all independent variables to the dependent variable is 30.9% while the remaining 69.1% is explained by other causes outside of this study.
 Keywords: Work Ability, Coordination, Work Environment and Performance.

Kinerja Aparatur Sipil Negara Di Badan Kepegawaian Daerah Kabupaten Jayawijaya

This study aims to find out how, the performance of the state civil apparatus in the Jayawijaya district civil service agency. This research was carried out from February to May 2023. The selection of respondents was done deliberately. The data used are primary data and secondary data. Primary data was collected through interviews, based on questionnaires, to the head of the field and honorary staff respectively. jayawijaya district civil service. So that the total respondents were 6 people. Secondary data was obtained from related agencies, namely through the Jayawijaya Regency Regional Personnel Agency for Human Resources. Secondary data was also obtained through books obtained from local bookstores and the internet via Google Scholar in the form of books, journal articles and theses related to the topic of this research, namely the Performance of State Civil Apparature at the Jayawijaya Civil Service Agency. The results of the study show that the assessment of the performance of state civil servants in the Jayaawijaya Regency Regional Civil Service Agency is not optimal. Because there are still some problems. Based on the quantity indicator, it shows that there are still targets that have not been implemented and work that has exceeded the target, thus increasing the workload. In terms of quality, it was found that many mistakes were made in carrying out the work due to a lack of accuracy and understanding. In terms of time use, it was found that there were still many employees who had not used working hours effectively. Based on the existing problems, there are several suggestions that can be made, namely to increase discipline in working time, the need to improve the quality of work under supervision, provide punishment for employees who violate the provisions of working time and provide rewards for superior performing employees, the need for routine employee development programs , it is necessary to use a finger print for attendance, as well as adding office facilities that are lacking and routine maintenance of facilities and infrastructure.

PEMANFAATAN SISTEM INFORMASI UNTUK PENGELOLAAN DATA KOPERASI SIMPAN PINJAM MENGGUNAKAN VISUAL BASIC

Information System for Savings and Loans Cooperatives Using Visual Basic Case Studies at the Semarang Regency Regional Employment Agency is an information system created to overcome data processing problems which are still in the form of manual bookkeeping and even there is no evidence of deposit transactions, loans and installments and existing storage can be overcome by creating an information system for processing data on savings and loan cooperative transactions and creating a more secure and efficient data storage information system. Savings and loan information system design methods are made using R&D, Flowchat, DFD, ERD, and Normalization methods. The program used to create this application uses the Microsoft Visual Basic 6.0 programming language and MySQL as database management. The results of this study indicate that the savings and loan cooperative information system that is applied in the Savings and Loans Cooperative of the Semarang Regency Regional Civil Service Agency can be used to process member data, process savings data, process loan data, process data that has been paid off, process SHU distribution data, and make reports. finances safely and efficiently.

EVALUASI E-SERVICE (STUDI KASUS: E-LAYANAN BADAN KEPEGAWAIAN DAERAH PROVINSI SUMATERA SELATAN)

Abstract: This research is based on efforts to improve the quality of government electronic-based services at the Regional Civil Service Agency of South Sumatra Province through website evaluation (e-service). The study was conducted using Kepmenpan-RB No. 859/2019 on seven instruments/dimensions, namely efficiency, trust, convenience, reliability, service, availability of information, and interaction. The method used is Mix-Method. The population data in this study was obtained from the Civil Service Information System of South Sumatra. The number of samples used was 100 respondents using the Slovin formula. Data dissemination using questionnaires to users (ASNs). By using the SPSS 25 tool, validity test results are obtained that state the data is valid. As for the reliability test, cronbach α > 0.70 so it was declared good. From the results of the distribution of respondents' answers, it was found that the index of the e-Service website is in good value.

PERFORMANCE OF REGIONAL CIVIL SERVICE AGENCY EMPLOYEES IN PALU CITY

This study was conducted at the Office of the Regional Civil Service Agency of Palu. In this study, the researchers applied the concept proposed by Agus Dwiyanto concerning five indicators that determine the performance of government employees, namely productivity, responsiveness, accountability, service quality, and responsibility. This study was descriptive research with a qualitative approach. Informants were selected purposively, in which the researchers deliberately chose people who were considered to understand the investigated problem. The informants in this study were the Head of the Regional Civil Service Agency of Palu, the Head of the Division of Transfer and Rank, the Head of the Sub-Division of Rank, employees of the Regional Civil Service Agency of Palu, and three civil servants from other agencies. Results showed as follows. In terms of productivity, there are still employees who are late to come for work which can result in a lack of employee working hours from the work time that has been set. In terms of service quality, it has not been running well because there are often delays in making decrees concerning appointments to be civil servants. In terms of responsiveness, it has gone well. The government employees of the Regional Civil Service Agency of Palu provide solutions to the problems faced by civil servants in Palu regarding promotions. In terms of responsibility, it has run quite well, as shown by the presence of a suggestion box and telephone-based service for civil servants to submit their suggestions and criticisms. In terms of accountability, it has run well, as indicated by the conditions found, in which employees have completed their works and reports on time. In addition, they are also responsible for the results of their works and reports to their respective heads of division if an error is found in making reports or delays in collecting reports.