Irfani, MuhammadRizki (2013) Perencanaan Karir Pegawai Negeri Sipil Di Kota Banjarbaru ( Studi Pada Badan Kepegawaian Daerah Dan Pendidikan, Pelatihan Kota Banjarbaru ). Magister thesis, Universitas Brawijaya.
Abstract
Penelitian ini dilatarbelakangi oleh problem praktis yaitu keterbatasan kuantitas dan kualitas sumber daya aparatur BKD dan Diklat Kota Banjarbaru terkait konsep perencanaan karir yang objektif dan transparan, sistem politik di daerah yang berpotensi menggerus kepercayaan masyarakat pegawai dalam pengembangan karir PNS, dan tidak adanya tolok ukur yang jelas dalam pengembangan karir sebagai bentuk akuntabilitas kepada publik. Realita ini senyatanya terjadi di sejumlah daerah sehingga berpengaruh terhadap pesimisme dan apatisme PNS terhadap prospek pengembangan karir nantinya. Sementara problem teoritis yang mendasari penelitian ini adalah kurangnya kajian mengenai pembangunan manusia aparatur dalam konteks pembangunan daerah dan konsep perencanaan karir yang masih “diandaikan” dalam realita manajemen kepegawaian di Indonesia. Berdasarkan hal tersebut, penelitian ini dilakukan untuk mendeskripsikan, menganalisis dan menginterpretasikan proses, faktor pendukung dan faktor penghambat dalam perencanaan karir PNS di Kota Banjarbaru. Penelitian ini menggunakan pendekatan kualitatif, dengan jenis deskriptif. Teknik analisis data yang digunakan adalah Analisis Model Interaktif dari Miles dan Huberman. Selain itu, penelitian ini juga menggunakan teknik analisis bidang kekuatan dari Kurt Lewin. Sedangkan untuk menguji keabsahan data digunakan teknik triangulasi. Berdasarkan hasil penelitian, dapat diketahui bahwa ketiadaan payung hukum di bidang perencanaan karir PNS telah mengakibatkan ketidakjelasan arah, objektifitas, dan transparansi pengembangan karir bagi pegawai. Sehingga tahapan yang dilakukan dalam proses merencanakan karir PNS di Kota Banjarbaru masih dipengaruhi unsur-unsur subjektivitas dari pejabat yang berwenang. Proses itu pun masih membatasi keterlibatan pada unsur organisasi pemerintah dan belum menyentuh aspirasi individu pegawai secara mendalam dan seimbang. Sedangkan hasil dari proses perencanaan karir tersebut belum secara spesifik dirumuskan dalam suatu bentuk pedoman perencanaan. Faktor-faktor pendukung meliputi adanya komitmen pimpinan dalam manajemen kepegawaian, adanya kejelasan pembagian kewenangan, kedudukan, tugas dan fungsi pada setiap operasional kegiatan, serta tersedianya aparatur yang memenuhi kualifikasi jabatan maupun kepangkatan. Sedangkan faktor-faktor penghambatnya meliputi belum optimalnya perencanaan, pelaksanaan, evaluasi dan monitoring dalam pelaksanaan peraturan tentang pembinaan kepegawaian, lingkungan kerja yang tidak mendukung kinerja PNS, belum terpenuhinya proporsionalitas, kuantitas, kualitas, distribusi dan komposisi SDM aparatur sesuai dengan kebutuhan organisasi, belum optimalnya sistem informasi manajemen kepegawaian (SIMPEG), serta belum optimalnya kualitas pelayanan administrasi kepegawaian dan koordinasi antar bidang yang ada.
English Abstract
This research is motivated by a practical problem of the limited quantity and quality of personnel resources in Banjarbaru Education Training and Personnel Board in a relation with concepts of career planning objectively and transparently, political system has the potential to erode public trust in career development of civil servants, the absence of clear benchmarks in career development as a form of public accountability. In fact, this reality is happening in a number of areas that affect civil servants pessimism and apathy towards their career development prospects in the future. While the underlying theoretical problem of this study is the lack of studies on apparatus resource development in the context of regional development and the concept of career planning is still “presumed” in the reality of personnel management in Indonesia. Based on this background, this study was conducted in order to describe, analyze and interpret the process, supporting and inhibiting factors in planning a career of Banjarbaru Civil Servant.This study used a qualitative approach, with descriptive method. The data analysis technique which used in this research is an Interactive Analysis Model by Miles and Huberman. This study also used another technique of data analysis, Force Field Analysis by Kurt Lewin. While in order to test the validity of the data used triangulation technique. Based on this research, it is known that the absence of legal protection in the field of civil servant career planning has resulted an unclear direction, objectivity, and transparency of career development for employees. Thus, steps being taken in the planning process of a civil servants career in Banjarbaru are still influenced by subjective appraisal from authorized officials. The involvement of stakeholders in the planning process is still partial. The process is still limited to government involvement and have not touched the aspirations of employees deeply and in balance. While the results of the career planning process has not been specifically formulated in a form of planning guidelines. Supporting factors include the commitment of the leadership in the management of personnel, clarity in the division of authority, position, duties and functions on any operational activities, and the availability of qualified personnel in rank or positions. Whereas the inhibiting factors include not optimal planning, implementation, evaluation and monitoring of the implementation of the regulations on personnel management, work environments that do not support the performance of civil servants, no fulfillment of proportionality, quantity, quality, distribution and composition in accordance with human resource needs of the organization, not optimal personnel management information system (SIMPEG), and yet optimal service quality personnel administration and coordination among existing fields.
| Item Type: | Thesis (Magister) |
|---|---|
| Identification Number: | TES/352.63/IRF/p/041401173 |
| Subjects: | 300 Social sciences > 352 General considerations of public administration > 352.6 Personnel management (Human resource management) |
| Divisions: | S2/S3 > Magister Ilmu Administrasi Publik, Fakultas Ilmu Administrasi |
| Depositing User: | Hasbi |
| Date Deposited: | 04 Apr 2014 09:05 |
| Last Modified: | 04 Apr 2014 09:05 |
| URI: | http://repository.ub.ac.id/id/eprint/156891 |
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