Hasil Pencarian  ::  Simpan CSV :: Kembali

"Badan Penelitian dan pengembangan Hak Asasi Manusia adalah salah satu Unit Eselon 1 yang berada di bawah naungan Departemen Hukum dan HAM RI mempunyai peran strategis dalam menjalankan fungsinya sebagai salah satu unsur pelayanan pemerintah kepada masyarakat luas dengan memberikan perlindungan, penegakan dan penghormatan HAM.Untuk melaksanakan tugas dan fungsinya perlu didukung oleh sarana dan prasarana yang memadai serta sumber daya manusia yang berkualitas. Dengan tersedianya SDM yang berkualitas diharapkan Pegawai Negeri Sipil sebagai abdi negara dituntut untuk selalu bersikap dan menjunjung tinggi profesionalisme dan dapat memberikan pelayanan yang terbaik kepada masyarakat.Oleh sebab itu, pegawai Balitbang HAM merasa tertantang untuk selalu memberikan pelayanan yang terbaik kepada masyarakat melalui penelitian, seminar, lokakarya serta sosialisasi tentang berbagai hal yang menyangkut Hak Asasi Manusia serta meningkatkan kinerja pegawainya agar lebih baik.Penelitian ini bertujuan untuk mencari, mengetahui,menjelaskan dan mengkaji faktor- faktor yang mempengaruhi secara signifikan terhadap kinerja pegawai Badan penelitian dan Pengembangan Hak Asasi Manusia Departemen Hukum dan HAM R.I. Teknik pengambilan data dengan menyebarkan kuaesioner dan wawancara serta data kepustakaan.Berdasarkan analisis faktor yang dilakukan terhadap 30 (tiga puluh) variabel awal, kemudian setelah dikelompokkan menjadi 17 (tujuh belas) variabel yang mempengaruhi kinerja pegawai, yaitu : (1). Konflik Peran; (2). Sistem Kerja; (3) Pengalaman; (4). Disiplin Kerja; (5). Motivasi; (6). Metode Kerja; (7). Harapan; (8). Produktivitas; (9). Sikap dalam. bekerja; (10). Kepuasan Kerja; (11). Budaya Organisasi; (12). Komunikasi; (13). Pelatihan; (14) Pendidikan; (15). Kompetensi; (16). Kompensasi dan (17). Komunikasi.Hasil Penelitian setelah diadakan dengan uji regresi ditemukan 4 (empat) variabel yang mempengaruhi secara signifikan terhadap Kinerja Pegawai Badan Penelitian dan Pengembangan Hak Asasi Manusia Departemen Hukum dan HAM R.I. Sedangkan variabel sistem kerja, pengalaman, disiplin kerja,motivasi, harapan, produktivitas, kepuasan kerja, budaya organisasi, pelatihan, pendidikan, kompetensi, kompensasi dan kemampuan belum berpengaruh secara signifikan terhadap kinerja pegawai.Adapun pemecahan persoalan dari ke 4 (empat) variabel yang mempengaruhi kinerja pegawai adalah dengan lebih menekankan pada peningkatannya, sedangkan untuk yang 13 (tigabelas) variabel yang belum berpengaruh secara signifikan pada kinerja pegawai tersebut adalah akan diteliti lebih lanjut dan dapat dilihat dari berbagai aspek sudut pandanf yang ada pada penelitian selanjutnya.

---

The Office of Research and Development of Human Rights is one of the units in the echelon I in the Department of Law and Human Rights. It has a strategic role in applying its function as one of the government services to the public by giving protection, enforcement, and respecting the human rights.

To do its function and duty, the office must be supported by suitable facilities and good human resources. If it is fulfilled, the government officers are expected to be professional and service the public well.

For that reason, the officers in the office demand to give the best services through research, seminar, and socialization about human rights, to increase their performance.

This research aims to find factors which influence the officer's performance, identify and describe the factors that influence it, and identify and know the factors which strongly influence it. To collect needed data, questionnaires are distributed among the officers.

Base on the factorial analysis, there are 30 initial dimensions which are categorized into 17 components, such as conflict of role, working system, experience, discipline of work, motivation, working method, expectation, productivity, attitude, job satisfaction, culture of organization. Communication, training, education, competency, compensation, and capacity.

The result shows that there are 4 determined variables which influence the performance, which are conflict of role, working method, attitude, and communication. Meanwhile, the variables of working system, experience, discipline, motivation, expectation, productivity, satisfaction, culture of organization, training, education, competency, and capacity are not too influential on the performance.

To solve the problem of those four variables, it must be focused of how to fix and increase it. Meanwhile other 13 variables which are not influential will be explored further."

"Salah satu upaya peningkatan kinerja pegawai yang dapat dilakukan melalui peningkatan kemampuan dalam berbagai aspek kemampuan dapat ditingkatkan melalui peningkatan pengetahuan dan ketrampilan balk teknis maupun manajerial serta peningkatan motivasi, yang pada akhirnya secara keseluruhan diharapkan akan mampu memberikan perubahan sikap mental kearah positif, yang merupakan permasalahan pokok dalam upaya peningkatan kinerja pegawai.Penelitian ini dilatarbelakangi adanya kecederungan belum optimalnya kinerja pada Direktorat Industri Agro -- Direktorat Jendearl Industri Kimia, Agro dan Hasil Hutan Departemen Perindustrian dan Perdagangan dalam menjalankan tugas pokok dan fungsinya. Penyebab antara lain latar belakang pendidikan, disiplin dan tanggung jawab pegawai yang relatif masih rendah.Tujuan penelitian ini untuk 1) Melihat hubungan antara kemampuan dengan kinerja 2) Melihat hubungan antara motivasi dengan kinerja.Adapun penelitian ini menggunakan rancangan penelitian kuantitatif deskriptif dengan menggunakan riset lapangan dan dikomparasikan dengan riset pustaka, sehingga data yang diperoleh dianalisis dengan teknik regresi umum dengan menggunakan jasa computer serf Program Statistik (SPS - 2000) edisi Sutrisno Hadi.Populasi pada penelitian ini berada di Iingkungan Direktorat Industri Agro - Direktorat Jenderal Industri Kimia, Agro dan Hasil Hutan, Departemen Perindustrian dan Perdagangan, berjumlah 56 orang pegawai. Oleh karena jumlah populasinya kecil maka semua populasi dijadikan sampel. Jadi, sampel pengukuran dalam penelitian ini adalah seluruh pegawai Direktorat Industri Agra - Direktorat Jenderal Industri Kimia, Agro dan Hasil Hutan, Departemen Perindustrian dan Perdagangan berjumlah 56 orang pegawai.Hasil penelitian menunjukkan 1) Kemampuan berkorelasi positif dan signifikan dengan kinerja (r= 0,655, P = 0,000), 2) Motivasi berkorelasi positif dan signifikan dengan kinerja (r= 0,784, P = 0,000).Hasil penelitian menunjukkan 1) Kemampuan berkorelasi positif dan signifikan dengan kinerja (r= 0,655, P= 0,000), 2) Motivasi berkorelasi positif dan signifikan dengan kinerja (r= 784, p=0,000).Kemampuan dan motivasi berpengaruh terhadap kinerja, semakin tinggi kemampuan yang dimiliki oleh pegawai dan semakin kuat motivasi yang ada pada pegawai, maka semakin tinggi kinerja. Sebaliknya semakin kurang kemampuan yang dimiliki oleh pegawai dan semakin kurang motivasi, maka semakin rendah kinerjanya. Hal ini juga berarti juga berarti kemampuan dan motivasi dapat mempengaruhi kinerja.

---

One of the efforts to improve the employee's work is by developing the abilities which include the pints of technical, management and motivation. A better and totally performance of these aspects will contribute on extend alteration on the new rebirth of a positive attitude. This, finally, is the main subject in improving the employee's work.

This research is based on the minimum rate of employee's work at Direktorat Industri Agro - Direktorat Jenderal Industri Kimia, Agro dan Hasif Hutan Departemen Perindustrian dan Perdagangan. For such this case, the causal factors are in the circle of employee's low rate educational background, discipline and responsibility in doing their duties.

The purposes of the research are as follow a) to observe the correlation between ability and employee's work b) to observe the correlation between motivations on their affect to employee's work which then examined in separately.

The method used in this research is the design of Descriptive Quantitative, on the form of practical research. after the comparison process of both practical and books research, data are analyzed by applying the general Regression Technique (Teknik Regresi Umum) on Computer Program for the Specific use of Statistic Program Series (SPS - 2000), Sutrisno Hadi's edition.

The 56 employees at Direktorat Industri Agra - Direktorat Jenderal Industri Kimia, Agro dan Hasil Hutan, Departemen Perindustrian dan Perdagangan are population on this study. The small number of employee at this institution is the reason for determining the whole population as research sample. Therefor, the 56 employees at Direktorat Industri Agra - Direktorat Jenderal Industri Kimia, Agro dan Hasil Hutan, Departemen Perindustrian dan Perdagangan are choose as sample.

The result of the research 1) The ability is positively and significantly correlated with employee's work (r= 0,655, P = 0,000) 2) Motivation is positively and significantly correlated with employee's work (r= 0,784, P = 0,000).

The result also indicate 1) The ability is positively and significantly correlated with employee's work (r= 0,655, P= 0,000) 2) Motivation is positively and significantly correlated with employee's work (r= 784, p=0,000).

The ability and motivation effect on employee's work. It means, the higher ability and motivation on employee's performance, the higher employee's work they have. On the contrary, the less ability and motivation performed, the less employee's work they have. At the summary, It is definitely understandable that ability and motivation effect on employee' work."

"ABSTRAKPeneliatian kualitatif ini menggambarkan analisis beban kerja pegawai di birokepegawaian dan ortala Sekretariat Jenderal Kementerian Pekerjaan Umum RI.Data diperoleh melalui wawancara mendalam dan kajian kepustakaan.Penelitianini menemukan bahwapelaksanaan analisis beban kerja pegawai di unit instansiini sudah baik, tetapi hasil dari penghitungan analisis beban kerja ini menjaditidak efektif karena saat hasil analisis beban kerja belum tentu akan seluruhnyadisetujui oleh Kementerian Pendayagunaan Aparatur Negara & ReformasiBirokrasi. Hal tersebut menyebabkan dalam pelaksanaannya analisis beban kerjatidak selalu akan dijadikan formasi pegawai.

---

ABSTRACTThis qualitative study describesThe Implementation of Workload Analysis ofemployees in the Bureau Personnel and Ortala Secretariat GeneralMinistry ofPublic Works RI. Data have been collected from in-depth interviews and studyingrelated documents.This study finds that the workload analysis of employees inMinistry of Public Works is well-implemented, yet the result is ineffective becauseit is not always approved by State Minister for the Empowerment of StatePersonnels and Bureaucracy Reform. Hence, the result of workload analysis ofemployees does not always result in personnel formation"

"Skripsi ini membahas hubungan beban kerja mental dengan kinerja karyawan pada departemen Contract Category Management di Chevron Indoasia Business Unit. Penelitian ini bertujuan untuk mengetahui hubungan beban kerja mental dengan kinerja karyawan. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan teknik total sampling terhadap seluruh karyawan departemen contract category management yang berjumlah 34 responden. Hasil penelitian dengan menggunakan analisis uji korelasi spearman menunjukkan bahwa beban kerja mental dengan kinerja karyawan memiliki hubungan yang signifikan dengan arah hubungan yang negatif dan kategori kekuatan hubungan sedang. Hubungan negatif menandakan bahwa semakin tinggi beban kerja mental akan semakin rendah kinerja karyawan.

---

The focus of this study is the relationship between mental workload with employees performance at department contract category management, Chevron IndoAsia Business Unit. The purpose of this study is to understand the relationship between mental workload with performance among employees. This study using quantitative approach with survey method that use total sampling technique to all of department Contract Category Management employees which held to 34 respondents.

The result of this study that use rank spearman correlation test showed mental workload had significant negative corelation with employee performance with middle strengnthness. The negative correlation means the higher mental workload is the lower performance will be showed by employees."

"[Penelitian ini membahas mengenai gambaran beban kerja pegawai di Unit SDM pada RS X. Tujuan dari penelitian ini adalah melihat gambaran beban kerja pegawai di Unit SDM apakah sudah sesuai standar atau belum. Pendekatan yang dilakukan dalam penelitian ini adalah kualitatif dengan analisis deskriptif. Pengambilan data dilakukan dengan metode work sampling oleh kedua informan dimana pelaksana pengamatan mencatat seluruh kegiatan kedua informan tersebut selama jam kerja selama bergantian dengan interval waktu 5 (lima) menit. Untuk menjaga validitas data, peneliti melakukan triangulasi sumber dan triangulasi metode.Pengamatan dilakukan selama 7 (tujuh) hari mulai pukul 08.00-17.00 WIB dengan waktu istirahat 12.00-13.00 WIB. Setelah mengolah hasil pengamatan, didapatkan bahwa beban kerja pada pegawai Unit SDM di RS X mengalami kelebihan (over capacity) dimana beban kerja pada Unit SDM mencapai persentase 83,93% dimana standar beban kerja optimum hanya 80%. Peneliti kemudian melakukan perhitungan kebutuhan pegawai dengan metode WISN yang kemudian didapatkan hasilnya adalah Unit SDM membutuhkan 3 pegawai dimana saat ini pegawai SDM hanya berjumlah 2.

---

This study examines HRD workload description at X Hospital. The goal of this study is to know the description of HRD workload whether it is compliant or not. The research adopts kualitatif with descriptive analysis methodology. Data collected by using work sampling method to both informants. Work sampling method conducted by recording all activities from both informant during office hours with 5 (five) minutes interval each. To estabilish the validity of data, the researcher conducted triangulation of data sources and triangulation method.

Observations were made during 7 (seven) days starting at 8:00 am to 5:00 pm with time off around 12:00 to 1:00 pm. After processing the results of the observation, it was found that the workload on the employees in the HRD at X Hopital run into over capacity. In this category, the workload on the employees in the HRD reached 83.93% where the optimum standard of workload is only 80%. Researcher conducted an anlysis of the needs of emplyees with WISN Method, and the result is the optimal amount of energy needs in HRD as many as 3 people. HRD has deficiency staff because amount of employee of the HRD are 2 people.;This study examines HRD workload description at X Hospital. The goal of this study is to know the description of HRD workload whether it is compliant or not. The research adopts kualitatif with descriptive analysis methodology. Data collected by using work sampling method to both informants. Work sampling method conducted by recording all activities from both informant during office hours with 5 (five) minutes interval each. To estabilish the validity of data, the researcher conducted triangulation of data sources and triangulation method.

Observations were made during 7 (seven) days starting at 8:00 am to 5:00 pm with time off around 12:00 to 1:00 pm. After processing the results of the observation, it was found that the workload on the employees in the HRD at X Hopital run into over capacity. In this category, the workload on the employees in the HRD reached 83.93% where the optimum standard of workload is only 80%. Researcher conducted an anlysis of the needs of emplyees with WISN Method, and the result is the optimal amount of energy needs in HRD as many as 3 people. HRD has deficiency staff because amount of employee of the HRD are 2 people., This study examines HRD workload description at X Hospital. The goal of this study is to know the description of HRD workload whether it is compliant or not. The research adopts kualitatif with descriptive analysis methodology. Data collected by using work sampling method to both informants. Work sampling method conducted by recording all activities from both informant during office hours with 5 (five) minutes interval each. To estabilish the validity of data, the researcher conducted triangulation of data sources and triangulation method.

Observations were made during 7 (seven) days starting at 8:00 am to 5:00 pm with time off around 12:00 to 1:00 pm. After processing the results of the observation, it was found that the workload on the employees in the HRD at X Hopital run into over capacity. In this category, the workload on the employees in the HRD reached 83.93% where the optimum standard of workload is only 80%. Researcher conducted an anlysis of the needs of emplyees with WISN Method, and the result is the optimal amount of energy needs in HRD as many as 3 people. HRD has deficiency staff because amount of employee of the HRD are 2 people.]"

"Penelitian ini dilakukan untuk mengkaji pengaruh beban kerja, stress kerja dan kompensasi terhadap komitmen organisasi anggota Satuan Lalu Lintas Polres Bogor. Komitmen organisasi bagi anggota satuan lalu lintas sangat penting untuk mewujudkan pelayanan dalam ketertiban lalu lintas di masyarakat bogor.Pertanyaan penelitian yang akan dijawab dalam penelitian ini adalah bagaimana pengaruh beban kerja, stres kerja, kompensasi dan motivasi terhadap anggota di Satlantas Polres Bogor. Penelitian ini melibatkan 68 anggota satuan lintas sebagai sampel yang dipilih secara random sampling. Hasil penelitian ini menunjukkan bahwa berdasarkan matrik korelasi beban kerja mempunyai korelasi negatif dengan komitmen organisasi (r= -0.873;p<0.00); stress kerja berkorelasi negatif dengan komitmen (r=- 0.807;p< 0.00); kompensasi berkorelasi positip dengan komitmen (r= 0.851; p<0.00); dan motivasi berkorelasi positip dengan komitmen (r= 0.804; p<00). Dari keseluruhan tersebut, variabel beban kerja dan kompensasi mempunyai korelasi yang paling kuat terhadap komitmen organisasi.Temuan penelitian menggunakan analisis structural equation model (SEM) bahwa beban kerja memiliki pengaruh langsung terhadap komitmen (r= - 0.348;p< 0.00), beban kerja mempunyai pengaruh negatif terhadap motivasi (r= 0.103;p<0.00) dan motivasi mempunyai pengaruh terhadap komitmen (r= 0.258;p< 0.00). Selanjutnya hasil SEM juga menemukan bahwa stress kerja berpengaruh negatif terhadap motivasi (r=0.368;p<0.00) dan stress berpengaruh langsung terhadap komitmen (r=- 0.137;p<0.00). Pada akhirnya, kompensasi berpengaruh terhadap motivasi (r=0.368;p<0.00) dan kompensasi berpengaruh langsung terhadap komitmen (r= 0.262;p< 0.00). Dengan demikian, secara keseluruhan beban kerja mempunyai pengaruh kuat yang langsung terhadap komitmen organisasi, sedangkan stres kerja dan kompensasi lebih pengaruh terhadap motivasi dibandingkan beban kerja. Stres kerja dan kompensasi menjadi perhatian penting bagi usaha meningkatkan komitmen organisasi.

---

This research was conducted to examine the effect of workload, work stress and compensation on organizational commitment of members of the Bogor Police Traffic Unit. Organizational commitment for traffic unit members is very important to realize service in traffic order in the Bogor community. The research question that will be answered in this study is how the influence of workload, work stress, compensation and motivation on members of the Bogor Police Traffic Police. This study involved 68 members of the cross unit as a sample selected by random sampling.The results of this study indicate that based on the correlation matrix workload has a negative correlation with organizational commitment (r = -0.873; p <0.00); work stress has a negative correlation with commitment (r = - 0.807; p <0.00); compensation has positive correlation with commitment (r = 0.851; p <0.00); and motivation positively correlated with commitment (r = 0.804; p <00). Of these, the workload and compensation variables have the strongest correlation to organizational commitment. Research findings using structural equation modeling (SEM) analysis show that workload has a direct effect on commitment (r = - 0.348; p <0.00), workload has a negative effect on motivation (r = 0.103; p <0.00) and motivation has an influence on commitment (r = 0.258; p <0.00). Furthermore, SEM results also found that job stress has a negative effect on motivation (r = 0.368; p <0.00) and stress has a direct effect on commitment (r = - 0.137; p <0.00). In the end, compensation has an effect on motivation (r = 0.368; p <0.00) and compensation has a direct effect on commitment (r = 0.262; p <0.00). Thus, overall workload has a strong direct effect on organizational commitment, while work stress and compensation have more of an effect on motivation than workload. Job stress and compensation are important concerns for efforts to increase organizational commitment."