Dhita, Resti Sandya (2023) IMPLEMENTASI PENGEMBANGAN KARIER PEGAWAI NEGERI SIPIL MELALUI TALENT MOBILITY DI DINAS SOSIAL PROVINSI DKI JAKARTA. Other thesis, IPDN.
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Abstract
ABSTRACT Problem Statement/ Background (GAP): Career pattern is a basic pattern regarding the order of placement and movement of civil servants within or between positions in each position on an ongoing basis. A civil servant has a level of saturation that will result in a decrease in work performance and performance. However, in its implementation, there are still many employees who stay in a position for a period of time that exceeds the maximum limit for occupying a position. Purpose: This study aims to find out and provide an overview of the implementation of career development for civil servants through Talent Mobility at the DKI Jakarta Provincial Social Service and what are the obstacles and efforts made to overcome these obstacles. Methods: This research was conducted with the aim of knowing how the implementation of civil servant career development through Talent Mobility at the DKI Jakarta Provincial Social Service. Implementation theory by Van Horn and Meter which consists of 5 dimensions, namely standards and objectives, resources, inter-organizational communication, characteristics of implementing agents and economic, social and political conditions. This research uses a qualitative descriptive method with an inductive approach. The data collection techniques used were observation, interviews and documentation. Data analysis techniques are data reduction, data presentation and conclusion drawing. Results/Findings: There are many problems related to the implementation of Talent Mobility, including position transfers that are not yet objective, inadequate human resources, lack of information about Talent Mobility, low employee motivation and differences in employee background (economical side, social and political). Efforts made to overcome these obstacles are by grouping employees according to qualifications, proposing Human Resource procurement, conducting socialization, applying rewards and punishments and observing employees. Conclusion: Based on the research conducted, it is known that the implementation of civil servant career development through talent mobility at the DKI Jakarta Provincial Social Service has not gone well through the 5 dimensions og the implementation theory by Van Horn and Meter, those are standards and objectives, resources, inter-organizational communication, characteristics of implementing agents and economic, social and political conditions. Keywords: Implementation, Career Development, Talent Mobility ABSTRAK Permasalahan/ Latar Belakang (GAP): Pola karier merupakan pola dasar mengenai urutan penempatan dan perpindahan PNS dalam dan/atau antar posisi di setiap jabatan secara berkesinambungan. Seorang PNS memiliki tingkat kejenuhan yang akan mengakibatkan turunnya prestasi kerja dan performa. Namun dalam pelaksanaannya, masih banyak pegawai yang menetap pada suatu jabatan dalam kurun waktu yang melebihi batas maksimal untuk menduduki suatu jabatan. Tujuan: Penelitian ini bertujuan untuk mengetahui serta memberikan gambaran tentang implementasi pengembangan karier PNS melalui Talent Mobility di Dinas Sosial Provinsi DKI Jakarta serta apa saja hambatan dan upaya-upaya yang dilakukan untuk mengatasi hambatan tersebut. Metode: Penelitian ini menggunakan metode deskriptif kualitatif dengan pendekatan induktif. Teknik pengumpulan data yang digunakan adalah observasi, wawancara dan dokumentasi. Setelah itu, informasi dianalisis melalui tahapan reduksi, penyajian dan penarikan kesimpulan. Hasil/Temuan: Terdapat banyak permasalahan terkait dengan implementasi Talent Mobility di Dinas Sosial Provinsi DKI Jakarta, diantaranya perpindahan jabatan yang belum objektif, sumber daya manusia kurang memadai, minimnya informasi mengenai Talent Mobility, rendahnya motivasi pegawai serta perbedaan latar belakang pegawai baik dari segi ekonomi, sosial dan politik. Upaya yang dilakukan untuk mengatasi hambatan tersebut yakni dengan mengelompokkan pegawai sesuai kualifikasi, mengajukan pengadaan SDM, mengadakan sosialisasi, penerapan reward dan punishment serta melakukan observasi terhadap pegawai. Kesimpulan: Berdasarkan penelitian yang dilakukan,diketahuibahwa implementasi pengembangan karierpegawai negeri sipil melalui Talent Mobility di Dinas Sosial Provinsi DKI Jakarta belum berjalan dengan baik dan sesuai dengan teori implementasi yang dikemukakan oleh Van Horn dan Meter, yakni standar dan sasaran, sumber daya, komunikasi antar organisasi, karakteristik agen pelaksana serta kondisi ekonomi,sosial dan politik. Kata Kunci: Implementasi, Pengembangan Karier, Talent Mobility
| Item Type: | Thesis (Other) |
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| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Faculty of Goverment Management > Public Sector Human Resource Management |
| Depositing User: | Manajemen Sumber Daya Manusia Sektor Publik FMP |
| Date Deposited: | 16 May 2023 06:22 |
| Last Modified: | 16 May 2023 06:22 |
| URI: | http://eprints.ipdn.ac.id/id/eprint/12292 |
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