Employee Performance Based on Competency, Career Development, and Organizational Culture

Abstract

The research objective is to analyze and prove the influence of competence, career development, and organizational culture on employee performance. For 3 (three) months, the research was carried out, starting from January-March 2022, at the Regional Secretariat of the Kupang City Government. This research belongs to quantitative research. The population in this study was 1034 employees. The number of research samples was 288, determined by proportional stratified random sampling and the Slovin technique. The Likert scale is used to obtain data from questionnaires and use observation, interviews, and documentation techniques. Data analysis used multiple linear regression analysis techniques. The results showed a positive and significant influence between career development variables and organizational culture on employee performance. In contrast, the competence variable had a negative influence on employee performance at the Kupang City Government Regional Secretariat. Competence of employees who show a negative influence shows information that the competence of employees needs to be a concern of the organization to be improved so that employees can develop from the aspect of working ability in achieving organizational goals. This study also proves that competence, career development, and organizational culture can simultaneously be used as organizational strategies to improve employee performance.

Bedas Policies (Rising, Education, Dynamic, Religion, and Prosperous) in Disdukcapil, Bandung District

“…They were still rated 128th globally in 2013. (Marnisah, Kore, et al, 2022) Bandung District's "Bedas" work program represents survey center findings that government workers' output is below par when providing public services. During the 2005 period, government employees in Indonesia had the lowest work productivity in the world, ranking 59th out of 60 countries surveyed by the World Competitive Book in 2007.…”

Evaluasi Kompetensi terhadap Peningkatan Komitmen dan Kinerja ASN

“…Beberapa data survei dan hasil penelitian melaporkan SDM ASN di Indonesia perlu direkonstruksi dari beberapa alasan, yaitu: (1) ASN merupakan pelaku tindak korupsi tertinggi di Indonesia (Habaora et al, 2020); (2) Badan Kepegawaian Nasional (BKN) menyatakan hanya 20% ASN yang mampu menunjukkan kinerja dengan prestasi sangat baik, dan selebihnya berkinerja buruk (Riwukore, Yustini, & Tada, 2022); (3) Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi (Kemen PAN-RB) menyebutkan setidaknya terdapat 30% atau 1,35 juta ASN di Indonesia yang berkinerja rendah; dan (4) BKN menyebut 35% ASN di Indonesia bekerja seperti deadwood (kayu mati), malas dan tidak berguna (Karunia, 2022). Sementara itu, rendahnya manajemen sumber daya manusia ASN organisasi pemerintah di Indonesia terburuk di dunia berdasarkan indikator survei dari organisasi IFC: Doing Business Report (Manalor et al, 2022), Institute for Management of Development Swiss on Competitve Book (Asmawati et al, 2022), dan Political Risk Concultancy (Marnisah, Riwu Kore, et al, 2022). Selama Pandemi Covid-19, kinerja dan komitmen ASN semakin menurun kualitasnya.…”

Prediktor Budaya Organisasi Di Kantor Badan Kesatuan Bangsa Dan Politik Kota Kupang

“…Badan Kepegawaian Nasional Republik Indonesia (Marnisah, Riwu Kore, et al, 2022) melaporkan bahwa kinerja dan prestasi pegawai pemerintah yang tergolong amat baik hanya sebesar 20%, sementara yang lain menunjukkan hasil yang buruk. Laporan ini, tidak berbeda jauh dengan laporan Political and Economic Risk Concultancy (Riwukore, Marnisah, et al, 2022) bahwa kinerja pegawai pemerintah di Indonesia terburuk di dunia.…”