Pratiwi, Bunga Ilka (2014) Pelaksanaan Mutasi Pegawai Di Kota Batu (Studi pada Badan Kepegawaian Daerah Kota Batu). Sarjana thesis, Universitas Brawijaya.
Abstract
Pelaksanaan mutasi pegawai di Kota Batu sampai saat ini masih harus dihadapkan pada berbagai permasalahan. Salah satunya terkait dengan permasalahan Daftar Penilaian Pelaksanaan Pekerjaan sebagai persyaratan dan bahan pertimbangan dalam melaksanakan mutasi pegawai. Karena dalam hal ini Daftar Penilaian Pelaksanaan Pekerjaan dianggap memiliki beberapa kelemahan. Untuk mengetahui pelaksanaan mutasi pegawai di Kota Batu, maka dalam penelitian ini, peneliti menggunakan jenis metode penelitian deskriptif dengan pendekatan kualitatif. Dan metode analisis data yang digunakan adalah melalui metode interaktif Miles dan Huberman yang terdiri dari tiga tahapan yaitu reduksi data, penyajian dan penarikan kesimpulan. Berdasarkan hasil penelitian ditemukan bahwa prosedur pelaksanaan mutasi pegawai di Kota Batu dibagi menjadi lima tahap, meliputi pengajuan daftar usulan mutasi, sidang Baperjakat, persetujuan Walikota, pelantikan dan penerbitan Surat Keputusan mutasi pegawai. Di dalam hal ini, Daftar Penilaian Pelaksanaan Pekerjaan merupakan salah satu persyaratan yang harus ada dalam mengajukan daftar usulan mutasi dan Daftar Penilaian Pelaksanaan Pekerjaan merupakan salah satu bahan pertimbangan dalam menentukan pegawai yang akan dimutasi. Di dalam pelaksanaan mutasi pegawai di Kota Batu terdapat faktor pendukung dan faktor penghambat. Faktor pendukungnya adalah adanya komitmen dari seluruh Sumber Daya Manusia yang terlibat dalam pelaksanaan mutasi pegawai dan adanya peraturan perundang-undangan yang mengayomi pelaksanaan mutasi pegawai. Sedangkan faktor penghambatnya adalah implementasi penilaian pelaksanaan pekerjaan yang dianggap masih kurang optimal sehingga memunculkan adanya spoiled system dan pelaksanaan mutasi pegawai yang masih didasarkan atas pertimbangan masa kerja pegawai (seniority system). Oleh karena itu diharapkan untuk implementasi penilaian prestasi kerja pegawai sebagai pengganti Daftar Penilaian Pelaksanaan Pekerjaan pegawai dapat lebih optimal. Sehingga, pelaksanaan mutasi berdasarkan pada penilaian prestasi kerja di masa yang akan datang dapat lebih optimal pula.
English Abstract
Implementation of employee mutations in Batu City is still to be faced with various problems. One is related to the problem List Job Performance Appraisal as requirements and considerations in conducting employee mutations. Because in this case the List Job Performance Appraisal is considered to have some disadvantages. To determine the Implementation of Employee Mutation in Batu City, in this study, researchers used a type of descriptive research method with a qualitative approach. And data analysis methods used are by Miles and Huberman interactive method which consists of three stages: data reduction, presentation and conclusion. Based on the results of the study found that the implementation of the procedure employee mutations in Batu City is divided into five stages, including the submission of proposals for the mutation, the trial Baperjakat, Mayor approval, appointment and issuance of the Decree mutation employees. Which in this case the List of Job Performance Appraisal is one of the requirements that must exist in the list of proposals put forward mutation and List of Job Performance Appraisal is one consideration in determining which employees will be transferred. In the implementation of employee mutations in Batu there are factors supporting and inhibiting factors. Supporting factor is the commitment of the entire Human Resources personnel involved in the implementation of employee mutations and the presence of laws and regulations that protect the implementation of employee mutations. While the internal inhibiting factor is the implementation of the List of Job Performance Appraisal that were deemed to be less than optimal so that gave rise to the presence of spoiled system and implementation of personnel transfers are still based on the consideration of post employment (seniority system). Therefore, it is expected to implementation of employee performance appraisal as a substitute for the Implementation List of Job Performance Appraisal can work more optimally. Thus, the Implementation of Employee Mutation based on performance appraisal in the future can be optimized as well.
Other obstract
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| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FIA/2014/240/051403939 |
| Uncontrolled Keywords: | Mutasi pegawai, Daftar Penilaian Pelaksanaan Pekerjaan; Employee Mutation, List of Job Performance Appraisal |
| Subjects: | 300 Social sciences > 352 General considerations of public administration > 352.6 Personnel management (Human resource management) |
| Divisions: | Fakultas Ilmu Administrasi > Ilmu Administrasi Publik / Negara |
| Depositing User: | Hasbi |
| Date Deposited: | 18 Jul 2014 09:29 |
| Last Modified: | 11 Nov 2021 03:59 |
| URI: | http://repository.ub.ac.id/id/eprint/116334 |
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