Penghapusan jabatan eselon III dan IV telah diserukan Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi (Kemen PAN-RB) yang telah dijalankan sejak tahun 2012 memungkinkan menimbulkan banyak dampak. Universitas Negeri Semarang, sebagai institusi Pendidikan tinggi berusaha untuk beradptasi atas perubahan tersebut melalui praktik manajemen perubahan sejak diberlakukan Surat Keputusan Fungsional pada 29 Desember tahun 2020. Upaya adaptasi melalui praktik manajemen perubahan perlu diperiksa lebih lanjut apakah berdampak pada tingkat kinerja dan kesejahteraan pegawai eselon III dan IV Universitas Negeri Semarang. Tujuan Penelitian: Mengetahui pengaruh praktik manajemen perubahan pada kinerja dan kesejahteraan. Metode Penelitian: Penelitian ini merupakan penelitian kuantitatif dengan menggunakan kuesioner sebagai instrument penelitian dan disebarkan kepada 81 pegawai eselon III dan IV, tingkat pengembalian kuesioner 96% (78 responden). Analisis data pada penelitian ini menggunakan metode SEM-PLS dengan alat analisis SmartPLS 3.0. Hasil Penelitian: Universitas Negeri Semarang telah berhasil menerapkan praktik manajemen perubahan, sehingga ditemukan pengaruh positif dan signifikan pada tingkat kinerja dan kesejahteraan pegawai eselon III dan IV, dan seluruh hipotesis yang diajukan dalam penelitian ini dapat diterima.

Adaptation efforts through change management practices need to be further examined whether it has an impact on the level of performance and well-being of echelon III and III employees of Universitas Negeri Semarang. Research Objectives: To determine the effect of change management practices on performance and welfare. Research Methods: This research is quantitative research using a questionnaire as a research instrument and distributed to 81 echelon III and IV employees, the return rate of the questionnaire is 96% (78 respondents). Data analysis in this study used the SEM-PLS method with the SmartPLS 3.0 analysis tool. Research Results: Universitas Negeri Semarang has succeeded in implementing change management practices, so that a positive and significant effect was found on the level of performance and well-being of echelon III and IV employees, and all hypotheses proposed in this study were accepted.

The purpose of this study was to provide an integrated and innovative system that can provide easy access to asset management and lending at the Faculty of Economics, Universitas Negeri Semarang. The need for a digital-based asset lending system is an urgency that must be carried out by the General and Personnel Sub-section in various work units, including the Faculty of Economics, Universitas Negeri Semarang. The system is expected to be able to increase the effectiveness and efficiency in the process of recording, inventorying, and borrowing organizational assets/work units. However, the current problem was that the asset lending system could not be fully integrated automatically, so schedule collisions and data differences between users were often encountered. Therefore, it is necessary to innovate the Asset Lending System (Sipinset) service. This type of research was quantitative with a population of all LK/BSO and education staff in the Faculty of Economics, Unnes. The results of the study recommend the use of feedback from Sipinset users by providing input and suggestions on column features for better development.