Lamak, Yohana Avenia and Firmadhani, Citra (2025) IMPLEMENTASI KEBIJAKAN PENYETARAAN JABATAN DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DAERAH KABUPATEN FLORES TIMUR, PROVINSI NUSA TENGGARA TIMUR. Other thesis, IPDN.
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Yohana Avenia Nini Lamak_32.0678_Implementasi Kebijakan Penyetaraan Jabatan di BKPSDMD Kab Flores Timur Provinsi NTT (6).pdf Download (437kB) | Preview |
Abstract
ABSTRACT Problem Statement/Background (GAP): Job equalization is a strategic policy in bureaucratic reform. However, its implementation at BKPSDMD East Flores Regency faces several challenges, including mismatches between functional positions and employees' educational backgrounds. For example, employees with an English literature background have been appointed as junior human resource analysts, and some employees have not met the minimum educational qualifications of a bachelor’s degree or D4 as regulated by PermenPANRB Number 17 of 2021. Purpose : This study aims to describe the implementation of the job equalization policy and to identify the factors influencing it. Method: This study uses a descriptive qualitative method with an inductive approach. Data were collected through observation, interviews, documentation, and triangulation. Data analysis followed Creswell’s model, employing policy implementation theories from Hill and Hupe as well as Van Meter and Van Horn. Result: The implementation of the job equalization policy at BKPSDMD East Flores Regency has been carried out well. However, it still faces various challenges related to regulations, human resources, policy communication, political conditions, and budget support. Supporting factors include extensive policy socialization, positive employee responses, BKPSDMD’s concern for the career continuity of employees who have not yet met the educational qualifications, and a conducive government environment. In contrast, inhibiting factors include the absence of technical regulations, employee age, health, motivation to continue education, communication barriers, and limited budget for employee competency development. Conclusion: Although the job equalization policy has been well implemented at BKPSDMD East Flores Regency, its success depends heavily on strengthening technical regulations, improving human resource support, and optimizing communication and budgeting. Special attention should be given to overcoming inhibiting factors to ensure the bureaucratic reform goals through job equalization are achieved. Keywords: Implementation, Job Equalization, Educational Qualification ABSTRAK Permasalahan/Latar Belakang : Penyetaraan jabatan merupakan kebijakan strategis dalam reformasi birokrasi. Namun, implementasinya di BKPSDMD Kabupaten Flores Timur menghadapi berbagai tantangan, termasuk ketidaksesuaian antara jabatan fungsional dengan latar belakang pendidikan pegawai. Contohnya, pegawai berlatar belakang pendidikan sastra Inggris diangkat sebagai analis SDM ahli muda, dan terdapat pegawai yang belum memenuhi kualifikasi pendidikan minimal sarjana atau D4 sebagaimana diatur dalam PermenPANRB Nomor 17 Tahun 2021.Tujuan: Penelitian ini bertujuan untuk mendeskripsikan implementasi kebijakan penyetaraan jabatan serta mengidentifikasi faktor-faktor yang mempengaruhinya. Metode: Penelitian ini menggunakan metode kualitatif deskriptif dengan pendekatan induktif. Data dikumpulkan melalui observasi, wawancara, dokumentasi, dan triangulasi. Analisis data menggunakan model Creswell dengan teori implementasi kebijakan dari Hill dan Hupe serta Van Meter dan Van Horn.Hasil/Temuan: Implementasi kebijakan penyetaraan jabatan di BKPSDMD Kabupaten Flores Timur telah dilaksanakan dengan baik. Namun, pelaksanaannya masih menghadapi berbagai tantangan yang berkaitan dengan regulasi, sumber daya manusia, komunikasi kebijakan, kondisi politik, dan dukungan anggaran. Faktor pendukung meliputi sosialisasi kebijakan yang masif, respons positif pegawai, kepedulian BKPSDMD terhadap keberlangsungan karier pegawai yang belum memenuhi kualifikasi pendidikan, serta kondisi pemerintahan yang kondusif. Sebaliknya, faktor penghambat meliputi belum adanya regulasi teknis, usia pegawai, kesehatan, motivasi untuk melanjutkan pendidikan, kendala komunikasi, serta keterbatasan anggaran untuk pengembangan kompetensi pegawai. Kesimpulan: Meskipun kebijakan penyetaraan jabatan telah dilaksanakan dengan baik di BKPSDMD Kabupaten Flores Timur, keberhasilannya sangat bergantung pada penguatan regulasi teknis, peningkatan dukungan sumber daya manusia, serta optimalisasi komunikasi dan anggaran. Perhatian khusus perlu diberikan pada pengatasan faktor penghambat agar tujuan reformasi birokrasi melalui penyetaraan jabatan dapat tercapai. Kata kunci: Implementasi, Penyetaraan Jabatan, Kualifikasi Pendidikan
| Item Type: | Thesis (Other) |
|---|---|
| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Faculty of Goverment Management > Study of Human Resources Management |
| Depositing User: | Manajemen Sumber Daya Manusia Sektor Publik FMP |
| Date Deposited: | 02 Jun 2025 00:34 |
| Last Modified: | 02 Jun 2025 00:34 |
| URI: | http://eprints.ipdn.ac.id/id/eprint/23584 |
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