ANALISIS KINERJA DI BADAN KEPEGAWAIAN DAERAH KABUPATEN NGANJUK
| Main Author: | Sismianto, Hendri Nurhadi |
|---|---|
| Format: | Thesis NonPeerReviewed Book |
| Bahasa: | eng |
| Terbitan: |
, 2019
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| Subjects: | |
| Online Access: |
http://eprints.umm.ac.id/54784/42/PENDAHULUAN.pdf http://eprints.umm.ac.id/54784/43/BAB%20I.pdf http://eprints.umm.ac.id/54784/44/BAB%20II.pdf http://eprints.umm.ac.id/54784/45/BAB%20III.pdf http://eprints.umm.ac.id/54784/46/BAB%20IV.pdf http://eprints.umm.ac.id/54784/47/BAB%20V.pdf http://eprints.umm.ac.id/54784/48/LAMPIRAN.pdf http://eprints.umm.ac.id/54784/ |
Daftar Isi:
- The Regional Staffing Agency of the Nganjuk Regency is strongly committed and innovates to implement a paradigm shift in the management of human resources or the State Civil Service (ASN) which emphasizes the rights and obligations of individual employees towards a new perspective of strategic management of human resource development (strategic human resource management). superior civil service apparatus capable of competitive well and in harmony with the changing dynamics of the State Civil Apparatus mission. The implementation of professionalism performance, according to Law Number 5 of 2014 concerning State Civil Apparatus (ASN) Government in Nganjuk District is far from the expectation of the central governmen from management, ASN management in increasing professionalism. The research method uses descriptive qualitative, giving a picture of the development especially in the management of the State Civil Service Human Resources in Nganjuk Regency Government, especially in the Nganjuk Regional Civil Service Agency (BKD). Primary research data of ASN Performance Professionalism Analysis in Nganjuk Regency were in the form of observations and interviews. While the data collection technique is done by observation, interviews and documentation. The research theory uses ASN resource management to see several indicators in its management that are related to pre-recruitment, development and training or training, promotion of career positions, and compensation. In achieving the objectives and then the data are analyzed into patterns and can be concluded. The results of performance in the Nganjuk BKD can be assessed from the implementation of the management of ASN resources through a number of indicators for recruitment, development and training or training, transfer, and finally the enforcement of compensation. And in the Nganjuk BKD the ASN resource management system has not been able to be implemented optimally. ASN's professionalism index is from competence, performance, salary and discipline. The premise of the professionalism indicator of ASN is (Individual) employees will be more professional if their competency is higher, their performance is increasing, income is getting better, and the level of employee discipline is high. This research examines more deeply using different perspectives from previous research that already exists, to improve the professionalism of the bureaucracy, especially in the Nganjuk District Government, data sources through field studies on government agencies that have carried out measurements of the ASN professionolity index to complete this study so as to produce findings that better.