Strategi Peningkatan Kompetensi Aparatur Sipil Negara Dalam Rangka Meningkatkan Indeks Reformasi Birokrasi

Publik Pub Date : 2023-04-14 DOI:10.31289/jipikom.v5i1.1504
Banatil Mufidah, Imam Fachruddin, Daimul Abror, Teguh Pramono, M. C. B. Umanailo
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Abstract

The Regional Personnel Agency of Kediri shows data that not all State Civil Apparatuses in the Kediri Regency are placed based on their capabilities and expertise on the expectations and goals of the institution. Some educational backgrounds do not suit the job specifications and often hinder employees from carrying out their tasks. In addition, the rotation and type of positions are different from their abilities and experience. Therefore, a strategy is needed to overcome these problems. Therefore, this study aims to describe and analyze personnel competency improvement strategies to increase the bureaucratic reform index. This is descriptive qualitative research with Miles Hubberman's interactive. Data collection techniques used are interviews, observation, and documentation. The results of the study show that to increase the competency of the state civil apparatus in order to increase the index of bureaucratic reform in Kediri Civil Service Agency, it is carried out through three strategies: technical competence, managerial competence, and socio-cultural competence. These strategies showed significant results in increasing personnel competency as well as the bureaucratic reform index. One of the driving factors is that the leadership and environment have a strong commitment to it. While the inhibiting factor is the lack of information about personnel competency training due to the absence of a memorandum of understanding with some agencies.
改善国家民事人事能力的战略,以增加官僚改革指数
Kediri地区人事机构的数据显示,并非Kediri摄政的所有国家民事机构都是根据其能力和专业知识以及机构的期望和目标来安置的。一些教育背景不适合工作要求,往往会阻碍员工完成任务。此外,职位的轮换和类型也与他们的能力和经验不同。因此,需要一种策略来克服这些问题。因此,本研究旨在描述和分析人员胜任力提升策略,以提高官僚改革指数。这是Miles Hubberman交互式描述定性研究。使用的数据收集技术有访谈、观察和记录。研究结果表明,提高国家文官机构的胜任力,以提高Kediri文官机构的科层制改革指数,可通过技术胜任力、管理胜任力和社会文化胜任力三种策略进行。这些战略在提高人员能力和官僚改革指数方面取得了显著成效。其中一个驱动因素是领导层和环境对此有强烈的承诺。而阻碍因素是由于缺乏与一些机构的谅解备忘录而缺乏有关人员能力培训的资料。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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