Professionalism of Civil Servants as the Factor of Public Administration Efficiency Growth

Yuryeva, O.V.; Butov, G.N.; Malganova, Irina; Pratchenko, O.V.

doi:10.5901/mjss.2015.v6n1s3p481

Cited by 3 publications

(2 citation statements)

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“…Lebih lanjut, penelitian tersebut mencatat pentingnya program pendidikan dan pelatihan dalam meningkatkan profesionalisme pegawai (Shegenovna, 2014). Hal tersebut sejalan dengan temuan (Yuryeva, Butov, Malganova, & Pratchenko, 2015) yang menjelaskan bahwa sumber daya manusia, pengetahuan dan keterampilan manajemen menjadi dasar sebuah kinerja pegawai. Di Indonesia, penelitian yang dilakukan (Septian, 2021) menemukan bahwa kompetensi menjadi salah satu persyaratan minimal yang dapat membentuk model profesionalisme di sektor publik, lainnya adalah otonomi, etika, asosiasi, dan penghargaan.…”

Section: Pendahuluanunclassified

Analisis Profesionalitas Aparatur Sipil Negara Berdasarkan Pengukuran Indeks Profesionalitas ASN (IP ASN) di Badan Perencanaan Pembangunan dan Penelitian Pengembangan Daerah Provinsi Kepulauan Bangka Belitung

Sasmito¹

2022

Nakh. J. I. P.

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Penelitian ini menganalisis tingkat profesionalitas Aparatur Sipil Negara (ASN) di Badan Perencanaan Pembangunan dan Penelitian Pengembangan Daerah (BAPPEDA) Provinsi Kepulauan Bangka Belitung. Metode yang digunakan dalam penelitian ini mengacu pada penghitungan Indeks Profesionalitas Aparatur Sipil Negara (IP ASN). Data bersumber dari Kuesioner IP ASN seluruh PNS di lingkungan BAPPEDA yang berjumlah 74 Orang. Hasil dari penelitian ini menunjukkan bahwa profesionalitas ASN BAPPEDA masuk dalam kategori sedang dengan nilai IP ASN BAPPEDA rata-rata 72,90. Dari Keempat dimensi yang ada, BAPPEDA unggul di Dimensi Disiplin dengan tidak ada PNS yang menerima hukuman disiplin, Dimensi Kinerja mayoritas memperoleh predikat baik, dan Dimensi Kualifikasi dengan jenjang pendidikan yang telah memenuhi syarat jabatan. Kemudian Dimensi Kompetensi melihat adanya 1 (satu) pejabat struktural belum melaksanakan Diklat Kepemimpinan dan 7 pejabat fungsional belum melaksanakan Diklat Fungsional, 57 persen sudah mengikuti diklat teknis, dan 72 persen sudah mengikuti seminar/workshop. Peningkatan pengembangan kompetensi diperlukan dalam rangka meningkatkan profesionalitas pegawai.

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Section: Pendahuluanunclassified

Analisis Profesionalitas Aparatur Sipil Negara Berdasarkan Pengukuran Indeks Profesionalitas ASN (IP ASN) di Badan Perencanaan Pembangunan dan Penelitian Pengembangan Daerah Provinsi Kepulauan Bangka Belitung

Sasmito¹

2022

Nakh. J. I. P.

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“…Now, service quality has been talked about a lot. Things related to the quality of service are also still relevant at this time to help organizations create superior differences (Ismail & Yunan, 2016).The findings of relevant scientists that public services have set a goal to become professional services so they can participate in market competition and attract high-qualified customers (Yuryeva, Butov, Malganova, & Pratchenko, 2015). To measure service, the dimensions that are often used are SERVQUAL (Zeithaml, Parasuraman, & Berry, 1990).…”

Section: Introducationmentioning

confidence: 99%

The The Employee’s Professionalism to Realize Public Service Satisfaction

Bila¹

2020

ASHREJ

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The immigration function contained in Law Number 6 of 2016 chapter I article I point three states that immigration is one of the institutions that performs state functions in the administrative sector. To carry out its task, competent officers are needed to provide satisfaction in service as an effort torealize a good condition of social environtment in public service. In the service process during service is important. Customers always demand fast, uncomplecated and low cost of service. For thats demand fulfilled, professionalism must be build to create the social fair and safe. The aims of research to prove that customer satisfaction is not only influenced by service quality but can be influenced by other factors. It also prove that the customer satisfaction important in realize good social environtment at a good public service. Method of research used quantitative with survey approach. Data obtained using a questionnaire that has been tested for validity and reliability. Data was collected from 394 respondent and processed using version 20.0 SPSS application. This study use professionalism as independent variable, customer equity as dependent variable and responsiveness as intervening variable. Result of study finded indications that there has a direct positive influence on professionalism and responsiveness to customer satisfaction. However, responsiveness variables can be predictor variables that give indirect positive effect professionalism to customer satisfaction.

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Efforts in improving managerial competency of executing and supervisory position with competency based training method

Ahmad

2020

UESIT

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The purpose of this study was to determine whether the learning method through competency based training designed according to the results of the competency gap can improve managerial competencies in cooperation and communication of executing office holders and managerial competencies in self and others development as well as decision-making of the supervisory office holders. The research was conducted in Jakarta in one of government agencies by taking the executing and supervisory officials as research target. The research method used in this study is the method of action research, which among its aims is to find solutions to problems that exist in a particular study area. The results of the study showed that (1) there are significant differences between before and after holding competency based training for executing officials. The average Post-CBT value for executing positions was 3.45 which is higher than the average Pre-CBT value of 1.75. It illustrates that the learning method through competency based training designed according to the results of competency gaps can improve managerial competencies in cooperation and communication of executing office holders, and (2) there are significant differences between before and after holding competency based training for supervisory office holders. The average Post-CBT value for supervisory positions was 3.60 which is higher than the average Pre-CBT value of 1.80 which illustrates that the learning method through competency based training designed based on the results of competency gaps can improve managerial competencies in self and others development as well as decision-making for supervisory office holders.

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Professionalism of Civil Servants as the Factor of Public Administration Efficiency Growth

Cited by 3 publications

References 1 publication

Analisis Profesionalitas Aparatur Sipil Negara Berdasarkan Pengukuran Indeks Profesionalitas ASN (IP ASN) di Badan Perencanaan Pembangunan dan Penelitian Pengembangan Daerah Provinsi Kepulauan Bangka Belitung

Analisis Profesionalitas Aparatur Sipil Negara Berdasarkan Pengukuran Indeks Profesionalitas ASN (IP ASN) di Badan Perencanaan Pembangunan dan Penelitian Pengembangan Daerah Provinsi Kepulauan Bangka Belitung

The The Employee’s Professionalism to Realize Public Service Satisfaction

Efforts in improving managerial competency of executing and supervisory position with competency based training method

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