The Challenges of Civil Servant’s Payroll Service in Local Government

Noviyanti,; Rosdiana, Weni; Utami, Dian Arlupi; Anggraini, Norma

doi:10.2991/icss-19.2019.150

Cited by 6 publications

(5 citation statements)

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“…and competencies concerning technology realise slow improvement owing to the prevailing absence of performance measurement and reporting, which is necessary for analysing faults and feedback. Accordingly, this technology knowledge gap hinders HR practitioners' role as change agents on account of lacking the competencies that effectively lead public organisations towards Industry 4.0 (Joseph, Thomas & Abbot, 2021;Noviyanti et al, 2019).…”

Section: Political Interferencementioning

confidence: 99%

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

Gumbie

Dhanpat

Joseph

2023

SA j. hum. resour. manag.

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Orientation: This study examines the experiences of human resource (HR) practitioners in two urban local authorities (ULAs) in Zimbabwe.Research purpose: The research aimed to understand the human resource management (HRM)-oriented strategies and the extent to which HR practitioners’ experiences could enable effective implementation.Motivation for the study: There is a need to understand the challenges HR practitioners in ULAs in Zimbabwe face in delivering effective HRM.Research approach/design and method: The study adopted a qualitative research approach using semi-structured interviews with 17 purposively selected HR practitioners. Thematic analysis was used to extract themes from the interviews.Main findings: The findings revealed five themes of HRM challenges in Zimbabwean ULAs, including political interference, resource constraints, bureaucracy and the impact of coronavirus disease 2019 (COVID-19). Human resource management delivery is hindered by stakeholder involvement, performance management gaps, technology gaps and limited interaction with line management. Additionally, traditional HRM approaches committee-focused procedures, and inadequate investment in employee education limit HRM capabilities and procedures.Practical/managerial implications: The study suggests that policymakers and HR practitioners in ULAs in Zimbabwe should pay attention to the identified HRM challenges and proposed solutions to enhance HRM delivery and HR performance. The proposed conceptual model can serve as a guide to overcoming HRM challenges.Contribution/value-add: This study adds to the limited research on public sector HRM in Africa, and stakeholders and HR practitioners can benefit from the conceptual model and recommendations for streamlining HRM procedures in ULAs in Zimbabwe.

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Section: Political Interferencementioning

confidence: 99%

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

Gumbie

Dhanpat

Joseph

2023

SA j. hum. resour. manag.

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“…According to Irwin, recruitment is an activity with the aim of identifying and attracting prospective employees so that employees can be used by the organization (Noe et al, 2014). Harvey defines recruitment as the process of finding, attracting and identifying prospective employees to meet current and future workforce needs (Noviyanti et al, 2022). Mathis and Jackson stated that recruitment is the process of gathering qualified candidates to work in organizations (Noviyanti et al, 2022).…”

Section: Recruitmentmentioning

confidence: 99%

“…Harvey defines recruitment as the process of finding, attracting and identifying prospective employees to meet current and future workforce needs (Noviyanti et al, 2022). Mathis and Jackson stated that recruitment is the process of gathering qualified candidates to work in organizations (Noviyanti et al, 2022). From these several definitions it is concluded that what is meant by the recruitment process is a series of processes in an activity to find people who have the abilities, expertise and knowledge needed by the organization in order to meet the needs of human resources included in planning activities (Sinambela, 2021).…”

Section: Recruitmentmentioning

confidence: 99%

The Process of Recruiting and Developing Teacher’s Competency Case Study at MTs Aulia Cendekia Palembang

Yusuf,

Hartini

2023

At-Turats

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This study aims to find out how the teacher recruitment process in private madrasas is carried out. This research also explores what teacher competency development has been carried out at the madrasa and what is the role of the madrasa head in developing teacher competence. This research was conducted at MTs Aulia Cendekia Palembang. The research method used is a qualitative method. The results of the study revealed that the teacher recruitment process had been carried out in accordance with applicable regulations. Teacher competency development is carried out by providing training to teachers, providing financial assistance to continue their education to higher educational levels, facilitating teachers to get scholarships from universities and actively encouraging teachers to take part in the PPG selection and MGMP forum. It also explains how the role of the head of the madrasa in developing teacher competence. This research has implications for the madrasah, especially the head of MTs Aulia Cendekia to more fully encourage teachers to make scientific publications. It is intended that teacher competencies related to scientific tradition and culture can be well developed.

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“…Government to Employees (G2E) adalah tipe hubungan antara pemerintah dengan pegawainya. Tujuan hubungan ini adalah agar para pegawai pemerintahan (aparatur desa) dapat meningkatkan kinerja beserta kesejahteraan dari pegawai yang bekerja di kantor desa secara efektif dan efisien (Noviyanti et al, 2019). Pemanfaatan SIMPEG di kantor Desa Kendal sejalan dengan apa yang dikemukakan oleh Alfarraj dan Drew (2011) bentuk relasasi antara pemerintah dengan pegawainya dengan tujuan memberikan pelayanan kepada para pegawai secara elektronik.…”

Section: Evaluasi Prototypeunclassified

Personnel Management of Village Officials Through SIMPEG Application in Realizing Village SDGs in Kendal Village, Sekaran District, Lamongan Regency

Noviyanti

Isbandono²,

Utami³

et al. 2022

jkmp

Self Cite

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This study aims to describe and analyze the personnel management of village officials by developing SIMPEG application to realize Sustainable Development Goals (SDGs) of Village in Kendal Village, Sekaran District, Lamongan Regency. The type of research is research dan development (R&D) method by using prototype model that consists of 3 steps, which are: listen to customer, build/revise mock-up, and customer test drives mock-up. The techniques of data collection are literature study, deep interview, observation, and documentation. The results show that the personnel management using SIMPEG application has realized the 17th SDGs of Village (partnership for rural development through management and integration of information and communication technology (ICT). The development of Village SIMPEG application also is one of the efforts to realize the principles of electronic government and orderly personnel administration. However, this application still needs develpment by providing upload button to upload files related to several SIMPEG menu. The upload button can be used as an electronic archive that support information, such as educational history form, training history form, and award history form

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The Challenges of Civil Servant’s Payroll Service in Local Government

Cited by 6 publications

References 0 publications

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

Perspectives of human resource practitioners in two urban local authorities in Zimbabwe

The Process of Recruiting and Developing Teacher’s Competency Case Study at MTs Aulia Cendekia Palembang

Personnel Management of Village Officials Through SIMPEG Application in Realizing Village SDGs in Kendal Village, Sekaran District, Lamongan Regency

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