Peningkatan Kompetensi Asn Melalui Sistem Informasi Sumber Daya Manusia, Pengembangan Karier Dan Disiplin Kerja Asn, Serta Dampaknya Terhadap Kinerja Asn Di Instansi Pemerintah Kota Medan

Abstract

Abstract
 The purpose of this research is to know the improvement of ASN competence through human resource information system, career development and work discipline of ASN, and its impact on ASN performance in Medan city government institution. Analytical technique used in hypothesis test in this research used Structural Equation Modeling (SEM). This study uses secondary data in the form of recapitulation of ASN amount spread over various SKPD in Medan City Government and primary in the form of questionnaires distributed to ASN spread on various SKPD existing in Medan City Government. Population or Total ASN in Medan City Government as many as 5,384 people from population taken sample of 373 ASN by Proportionate Stratified Random Sampling. The result of research in Medan City Government shows the implementation of Human Resource Information System has a positive and significant impact on ASN career development, the implementation of human resource information system has a positive and significant impact on ASN discipline, ASN work discipline has significant influence on ASN competence, Human, discipline and career development have no significant effect on ASN performance, competence mediate the influence of career development on ASN performance, competence able to mediate relationship or influence discipline on ASN performance, Competence has significant influence to ASN performance

Merit System:

“…This system is intended to ensure that positions in the government bureaucracy are occupied by employees who meet the qualification and competency requirements (Karim et al, 2020). While the purpose of this merit system is to recruit, select, and promote openly, carry out ASN rights and obligations fairly, and regulate everything related to rewards and punishments for ASN based on high behavior and integrity in order to develop ASN performance (Panjaitan & Sianipar, 2019). In addition, the principles of a merit system are applied in the processes of recruitment, hiring, placement, transfer, promotion, payroll, awards, and career development up to dismissal (Naff et al, 2017;Redmana et al, 2021).…”

“…The proper ASN placement and recruitment process is necessary to realize good ASN human resource governance or management (Chairiah et al, 2020;Panjaitan & Sianipar, 2019). The merit system policy has been strictly regulated under the Undang-Undang Nomor 5 Tahun 2014 concerning the State Civil Apparatus (ASN), which has an obligation to implement a merit management system for ASN in government agencies (Setiawan et al, 2021).…”

Implementasi Kebijakan Penempatan Aparatur Sipil Negara Pada Jabatan Struktural Tahun 2016-2019 Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Kabupaten Mimika

“…Bagian-bagian dalam suatu kelembagaan tersebut, bila dapat menjalankan tugas dan fungsi secara baik maka secara langsung menciptakan hubungan saling ketergantungan sebagai satu kesatuan yang tidak dapat di pisahkan (interdepency). Tetapi, bila salah satu bagian dalam kelembagaan dapat mengalami ganguan atau berjalan tidak berimbang maka kinerja ASN akan dipertanyakan serta kelembagaan pemerintah secara umum citranya menjadi buruk dalam masyarakat (Panjaitan, & Sianipar, 2019).…”