This study aims to analyze Human Resource Development at the Bitung City Library Service. This study uses qualitative research methods. There are 6 (six) informants who were interviewed. The current research results indicate that technical guidance activities are virtual and face-to-face. Technical guidance activities are only carried out 2 (two) times a year for the Bitung City Library Service. The level of education of employees is still not by the positions and competencies required. There is still no librarian, and the achievement of work results from employees who have received training is not optimal. Even the existing facilities and infrastructure at the Bitung City Library Service are still inadequate. The Bitung City Library Service does not yet have educational backgrounds or disciplines about libraries. The service has not yet maximized the impact felt by the service on employees who have received socialization related to the main tasks and functions. There is no reading building for the public at the Bitung City Library Service. There is still no archivist, so there is still a lack of human resources at the Bitung City Library Service. Employees are still not able to complete tasks quickly and accurately. Suggestions from researchers are that the implementation of technical guidance activities must be added and maximized. The level of employee education must be by the positions and competencies required.
This study aims to explain the commitment to public service organizations of sub-district civil servants in Tomohon then the influence of work culture on public service performance using quantitative methods. The authors analyze and explain the influence of the variables in the research concept model. The study results indicate that the effect of Organizational Commitment on Public Service Performance shows a positive and significant direction. Employees who have a high organizational commitment must be selectively prepared from the start (recruitment). It is hoped that with the recruitment of employees with a merit system, employees with a high organization can carry out their functions, duties, and roles. The performance of public services shows results that organizational commitment and work culture simultaneously have a significant effect on employee performance. Moreover, the contribution of organizational commitment and work culture simultaneously to the performance of public services is 53.50%, while the other variable determines the remaining 46.50%. The conclusion of this study provides an overview of organizational and cultural commitment to the performance of civil servants as a sub-district public service in Tomohon; thus, the employees have continuity and respective roles following the existing sub-districts and functions.
This study aims to 1) find out, analyze and describe the Implementation of Government Regulation No. 53 of 2010 concerning Discipline for Civil Servants in the Finance, Asset, and Revenue Management Office of Minahasa Regency, 2) To find out, analyze and describe what factors influence the Implementation of Regulations Government No. 53 of 2010 concerning Discipline for Civil Servants at the Office of Finance, Assets and Revenue Management of Minahasa Regency. The research method used is qualitative research with a purposive sampling technique. The research location is the Minahasa Regency Office of Finance, Assets, and Revenue Management. Data collection techniques are observation, interviews, and documentation which are then analyzed through data reduction, data presentation, and conclusion. The results of the study show that 1) Policy implementation of Government Regulation No. 53 of 2010 concerning Civil Servant Discipline at the Office of Financial Management, Assets and Regional Revenue of Minahasa Regency has not gone well, which is influenced by two things, namely the implementation of the policy is still not good and the environmental conditions of the policy are not supportive. 2) Factors influencing the implementation of the policy of Government Regulation No. 53 concerning the Discipline of Civil Servants at the Office of Finance, Assets and Revenue Management of the Minahasa Regency are a) socialization of the policy is still weak so that Civil Servants do not understand the policy, b) the mentality of Civil Servants is still not good which resulted in not optimal care, awareness and responsibility towards the agency, c) there was no good example from the leadership, d) the implementation of Rewards and Punishment was still unclear and not firm, e) there were differences in treatment from superiors to subordinates because of closeness relationship (favouritism factor), f) no clear job description.
Education in Indonesia has not been as expected, because educational institutions have not been able to produce quality Human Resources (HR). Even national education is considered to have failed to build national character. This is evident from the low value of the results of education quality report cards. This study aims to explain 1) How is the performance of certified teachers in carrying out the learning process at SMK Negeri 1 Bitung? 2) What factors hinder the low performance of certified teachers at SMK Negeri 1 Bitung? 3) How are the efforts made by the principal to overcome the obstacles to the performance of certified teachers.The method used in this research is a qualitative research method. The research was conducted at SMK Negeri 1 Bitung. Data collection techniques are observation, interviews and documentation studies. The data analysis technique used is data reduction, compiling in units, and interpreting and drawing conclusions.the results of the study are 1) The performance of certified teachers is still low both in discipline, namely being late, going home early, being lazy to go to class and in teaching skills and making learning tools; 2) Factors that inhibit the low performance of certified teachers, namely: Low ability (knowledge) and skills, Lack of motivation from superiors, Lack of control or supervision by the principal of various teacher activities in school, Lack of courage of the principal in taking strict action against teachers who break the rules, lack of training in making learning tools and do not master information technology; 3) Efforts made by the principal towards the expected performance of certified teachers are firm in reprimanding and giving sanctions to certified teachers who are lazy to teach if they do not heed if necessary their status as a teaching profession is removed, hold training in making learning tools and must master information technology and carry out continuous evaluations.
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