Wijaya, Ardyansyah and Zein, Harry Mulya (2025) KINERJA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DALAM REKRUTMEN PEGAWAI PEMERINTAH DENGAN PERJANJIAN KERJA DI PEMERINTAH KOTA BANJARBARU. Other thesis, IPDN.
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Abstract
ABSTRACT (Problem Statement/Background (GAP): The recruitment process for Government Employees with Work Agreements (PPPK) in Banjarbaru City has faced several challenges, including technical issues with online systems, limited quota availability, and public perceptions of corruption, collusion, and nepotism (KKN). Despite these obstacles, the importance of efficient and transparent recruitment processes is critical to the performance of public services and the professional development of the city's workforce. Purpose: This research aims to evaluate the performance of the Human Resources Development Agency (BKPSDM) in Banjarbaru City during the recruitment of PPPK, identifying both supporting and inhibiting factors that affect the effectiveness of the recruitment process. Method: The study employs a qualitative descriptive approach, utilizing interviews, observations, and documentation to gather data from key informants including BKPSDM officials and PPPK candidates. The data is analyzed through the lens of Agus Dwiyanto's organizational performance theory, focusing on five key indicators: productivity, service quality, responsiveness, responsibility, and accountability. Result: The findings reveal that while the BKPSDM has made significant strides in ensuring transparency and adhering to regulations, there are still notable challenges such as system disruptions, limited understanding of the requirements among participants, and the insufficient number of available positions relative to the high number of applicants. However, positive steps have been taken, including the implementation of an online registration system, enhanced communication with applicants, and increased coordination with relevant institutions to improve the recruitment process. Conclusion: The research concludes that continuous improvement in the infrastructure, socialization efforts, and system support is needed. Moreover, increasing the quota for PPPK positions and enhancing the transparency of the process will significantly contribute to better public trust and overall efficiency. Keywords: Human Resources, Organizational Performance, PPPK Recruitment, Public Service, Recruitment Process. ABSTRAK Permasalahan (GAP) Permasalahan/Latar Belakang (GAP): Proses rekrutmen Pegawai Pemerintah dengan Perjanjian Kerja (PPPK) di Kota Banjarbaru menghadapi berbagai tantangan, termasuk masalah teknis pada sistem daring, keterbatasan kuota, dan persepsi publik tentang adanya praktik Korupsi, Kolusi, dan Nepotisme (KKN). Meskipun demikian, pentingnya proses rekrutmen yang efisien dan transparan sangat krusial bagi kinerja pelayanan publik dan pengembangan profesionalisme sumber daya manusia di kota tersebut.. Tujuan: Penelitian ini bertujuan untuk mengevaluasi kinerja Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) dalam proses rekrutmen PPPK di Kota Banjarbaru serta mengidentifikasi faktor pendukung dan penghambat yang memengaruhi keberhasilan proses rekrutmen. Metode: Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan wawancara, observasi, dan dokumentasi sebagai teknik pengumpulan data. Informan penelitian termasuk pejabat BKPSDM dan peserta seleksi PPPK. Data dianalisis dengan menggunakan teori kinerja organisasi Agus Dwiyanto yang mencakup lima indikator utama: produktivitas, kualitas layanan, responsivitas, responsibilitas, dan akuntabilitas. Hasil/Temuan: Temuan penelitian menunjukkan bahwa meskipun BKPSDM telah berupaya keras dalam memastikan transparansi dan mematuhi regulasi, masih terdapat tantangan besar seperti gangguan sistem, pemahaman yang kurang dari peserta mengenai persyaratan, dan kuota formasi yang terbatas. Meskipun demikian, langkah-langkah positif seperti penerapan sistem pendaftaran daring dan komunikasi yang lebih baik dengan pelamar telah dilakukan. Kesimpulan: Penelitian ini menyimpulkan bahwa perbaikan berkelanjutan dalam infrastruktur, upaya sosialisasi, dan dukungan sistem sangat dibutuhkan. Selain itu, penambahan kuota formasi PPPK dan peningkatan transparansi dalam proses rekrutmen akan sangat berkontribusi terhadap peningkatan kepercayaan publik dan efisiensi keseluruhan. Kata kunci: Kinerja Organisasi, Proses Rekrutmen, Pelayanan Publik, Rekrutmen PPPK. Sumber Daya Manusia
| Item Type: | Thesis (Other) |
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| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Faculty of Goverment Management > Local Government Administration |
| Depositing User: | Administrasi Pemerintahan Daerah FMP |
| Date Deposited: | 26 May 2025 05:43 |
| Last Modified: | 26 May 2025 05:43 |
| URI: | http://eprints.ipdn.ac.id/id/eprint/22630 |
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