Implementasi Rencana Program Pengembangan Sumber Daya Manusia (RPPSDM) dalam Meningkatkan Kinerja Pegawai (Studi di Ditjen Perbendaharaan, Kementerian Keuangan Republik Indonesia)

Elfandani, Refika Dwina (2014) Implementasi Rencana Program Pengembangan Sumber Daya Manusia (RPPSDM) dalam Meningkatkan Kinerja Pegawai (Studi di Ditjen Perbendaharaan, Kementerian Keuangan Republik Indonesia). Sarjana thesis, Universitas Brawijaya.

Abstract

KemenKeu dalam mengatasi permasalahaan mengenai pemerataan kompetensi pegawai untuk meminimalisir gap kompetensi di dukung dengan pelaksanaan Rencana Program Pengembangan Sumber Daya Manusia (RPPSDM) didasari pada KMK 51/KMK.01/2012 tentang Rencana Program Pengembangan Sumber Daya Manusia KemenKeu. Sebagai alat pendukung perubahan Reformasi Birokrasi salah satu unit Eselon I KemenKeu yakni Ditjen Perbendaaraan dalam mengatasi adaptasi terhadap perubahan tugas dan fungsi unit vertikal pada PMK 169/PMK/01/2012 telah mengaplikasikan program RPPSDM. Perubahan tersebut dalam pelaksanaanya mengalami 7 (tujuh) gap kompetensi yang diakibatkan karena kompetensi pegawai dengan tugas dan fungsi baru tidak selaras, salah satunya yakni pada Bidang Aklap adanya permasalahan pegawai yang kurang mampu dalam mengoperasikan program padaproses pengembangan Sistem Informasi Akuntansi yang berdampak pada laporan Keuangan Pemerintah Pusat (LKPP). Penelitian ini bertujuan untuk mengetahui, mendeskripsikan, dan menganalisis pelaksanaan program RPPSDM yang terdiri dari 3(tiga) Program dan faktor yang menjadi pendukung dan penghambat dalam pelaksanaan program HCDP Ditjen Perbendaharaan tahun 2013 dalam meningkatkan kinerja pegawai. Metode penelitian dalam penelitian ini adalah metode analisis deskriptif dengan pendekatan kualitatif. Data ini diperoleh dengan melibatkan pihak, yaitu Bagian Pengembangan Pegawai SetDitjen Perbendaharaan, dan Pusdiklat Anggaran dan Perbendaharaan KemenKeu. Model Analisis data yang digunakan yaitu model analisis interaktif Miles and Huberman. Hasil dari implementasi RPPSDM pada tahun 2013 menunjukkan cukup baik, yakni pada program degree usulan dengan realisasi program beasiswa (HCDP 2013) cukup sesuai. Program kedua yakni non degree usulan dan realisasi pada pelaksanaan diklat telah sesuai dengan usulan dan realisasi hanya ada beberapa diklat yang tidak terlaksana. Dan program ketiga yaitu Re-Entry Program telah sesuai melalui Sharing Knowledge pada GKM dan penilaian 360 derajat sebagai evaluasi pasca diklat khusunya kepada pihak penyelenggara diklat (BPPK). Sedangkan kendalanya yaitu penggunaan Paper less, kurangnya sosialisasi dokumen RPPSDM mengenai usulan pengembangan pegawai, kontrak yang belum baku, terbatasnya dana APBN yang masih perlu ditingkatkan agar program ini dapat terlaksana lebih baik lagi. Secara keseluruhan program RPPSDM telah mendukung peningkatan kinerja dengan perolehan prestasi dan NKO tahun 2013 mencapai 105,22% dengan kategori tinggi.

English Abstract

The Ministry of Finance has dealt with the issue of reditribution of employee competence by minimizing competence gap. This effort is supported by implementing Human Capital Development Plan (HCDP) Program as pursuant to KMK 51/KMK.01/2012 about Human Resource Development Program Plan of The Ministry of Finance. A device to support the Reformation of Bureaucracy is one of Echelon 1 units reported to The Ministry of Finance, which is General Directorate of Treasury. This unit will adapt to the change of task and function of vertical unit based on PMK 169/PMK/01/2012 and try to apply HCDP Program. This changing implementation has experienced 7 (seven) competence gaps because employee competence for new task and function is not in harmony. One prominent competence gap is found in Field Accounting Section where the employees are still not able to operate the newly developed Accounting Information System and therefore, it adversely influences Financial Statement of Central Government. Research aims to understand, to describe and to analyze the implementation of RPPSDM Program which consists of 3 (three) programs and the factors supporting and constraining the implementation of RPPSDM Program of General Directorate of Treasury in 2013 to increase employee performance. Method of research is descriptive analysis with qualitative approach. Data are obtained from informants such as the employees of the Division of Employee Development in General Directorate of Treasury, and the Education and Training Center of Budget and Treasury in The Ministry of Finance. Data analysis model is Miles and Huberman’s Interactive Analysis Model. Result of the implementation of RPPSDM in 2013 has shown relatively good result. For degree program, proposal and realization scholarship program (HCDP 2013) are compatible. For second program, non-degree, proposal and realization are compatible although some educations and trainings are not yet implemented. And the third program the Re-Entry Program has been compatible fit through Knowledge Sharing on GKM and 360 degree assessment as a post-training evaluation especially to the organizers of the Training (BPPK). The constraining factors include the complicated use of paperless, the lack of socialization for HCDP Document about the proposal of employee development, the less standard contract, and the limited APBN fund which needs for improvement to provide better implementation. In general, RPPSDM Program has supported the improvement of performance with the expected achievement and NKO of 2013 reaching for 105.22 %, which includes within high category.

Other obstract

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Item Type: Thesis (Sarjana)
Identification Number: SKR/FIA/2014/349/051405475
Uncontrolled Keywords: Implementasi RPPSDM, Pengembangan Pegawai, Peningkatan Kinerja Pegawai; RPPSDM Implementation, Employee Development, Employee Performance Improvement
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: 30 Sep 2014 12:45
Last Modified: 13 Nov 2021 12:14
URI: http://repository.ub.ac.id/id/eprint/116449
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