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"Pegawai yang bekerja tanpa mengalami perpindahan pekerjaan ataupun unit kerja selama lima hingga enam belas tahun keatas. Kondisi tersebut menyebabkan karir dan kompetensi pegawai stagnan. Konsep mutasi Whether Davis 1996 menjelaskan bahwa perpindahan tanggung jawab, kinerja, jabatan, status pekerjaan, dengan segala hak dan kewajibannya yang sama, merupakan bentuk pembinaan karir pegawai. Oleh sebab itu, penting untuk menganalisis proses mutasi dan kendala pelaksanaan mutasi pejabat pelaksana pengelola kearsipan di Badan Kepegawaian Negara. Pendekatan penelitian ini adalah post-positivis yang diawali menguji konsep mutasi, metode pengumpulan data kualitatif dan triangulasi digunakan untuk validasi data yang terkumpul. Proses mutasi yang dilakukan selama ini telah mengacu pada analisis jabatan dan analisis beban kerja, namun menjadi kurang valid dikarenakan belum adanya kajian ulang mengenai informasi dari analisis jabatan dan analisis beban kerja pejabat pelaksana pengelola kearsipan saat ini. Pelaksanaan mutasi yang belum berkaitan dengan pola karir serta belum didukung oleh standar operasional prosedur yang mengatur proses pelaksanaan mutasi. Hasil penelitian perlu pengkajian ulang mengenai analisis jabatan dan analisis beban kerja pejabat pelaksana pengelola kearsipan sesuai kondisi saat ini, segera menerapkan pelaksanaan mutasi secara periodik yang selaras dengan pola karir dan didukung oleh standar operasional prosedur dalam pelaksanaan mutasi tersebut.

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Employees who work without having to move for five to sixteen years and above. The condition causes stagnant of career and competence of employee. Whether and Davis 1996 explains that the transfer of responbility, performance, occupation, employment status, with all rights and obligations are the same, is a form of employee career development. Therefore, it is important to analyze the transfer process and the constraints of implementing the transfer of archival manager in The National Civil Service Agency.

This research approach is post positivist beginning to test the concept of transfer, methods of qualitative data collection and use triangulation to validate data collected. The process of transfer that has been done so far has been referring to job analysis and workload analysis, but it becomes less valid because there is no review of information from job analysis and workload analysis of archival managers today. Implementation of transfer that have not related to career pattern and not yet supported by operational standard procedure.

The results of the study need to review the position analysis and workload analysis of the archival manager according to the current condition, immediately apply the implementation of transfer periodically in harmony with career pattern and supported by operational standard procedure."

"Penelitian ini membahas tentang proses penempatan dan proses ideal dalam penempatan pejabat fungsional analis kepegawaian pada Kantor Pusat Badan Kepegawaian Negara. Penelitian ini merupakan penelitian kualitatif, dengan desain deskriptif, menggunakan teknik wawancara mendalam dan studi kepustakaan. Hasil penelitian ini menjelaskan bahwa mekanisme penempatan analis kepegawaian belum memiliki standar operasional dan prosedur penempatan pegawai yang baku, belum didasarkan pada analisis kebutuhan dan penghitungan formasi yang tepat. Penempatan analis kepegawaian juga belum didasarkan pada uji kompetensi yang handal dan belum tersertifikasi dari awal pengangkatan, serta belum berpedoman pada analisis kompetensi baik dari sisi karakteristik pekerjaan, maupun atribut-atribut yang dimiliki analis kepegawaian. Keputusan penempatan analis kepegawaian belum sepenuhnya didasarkan pada pengembangan karier dan kondisi-kondisi obyektif, dan komitmen yang tinggi dari pimpinan. Hasil penelitian ini juga menyarankan bahwa pola penempatan analis kepegawaian didasarkan pada mekanisme yang jelas, pemenuhan persyaratan sesuai tuntutan pekerjaan, dan pengambilan keputusan penempatan yang obyektif serta berkomitmen pada pengembangan karier pegawai.

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This research discusses about placement process and ideal process in Civil Service Analyst placement in National Civil Service Agency Headquarter. This is a qualitative research, by means of descriptive design, which using a deep interview technique and literature study as well. Result of this research elaborates that Civil Service Analyst placement mechanism has not had a standard SOP (Standard Operating and Procedure) and has not been based on a need analysis and prompt formation calculation. Civil Service Analyst placement has not been based on competency test. It has not been certified since early appointment and has not been based on competency analysis either from job characteristic or Civil Service Analyst?s attributes. The Civil Service Analyst placement has not been fully based on carrier development, objective conditions and high leader commitment. The result of this research also suggests that Civil Service Analyst placement pattern must be based on a clear mechanism, requisite fulfillment according to job demand, objective placement decision making and commits to employee carrier development."

"Analisis Penerapan Standar Kinerja Aparatur Sipil Negara di Badan Kepegawaian Negara Aparatur Sipil Negara ASN dituntut untuk dapat berkinerja dengan baik agar dapat mewujudkan tujuan organisasi. Badan Kepegawaian Negara BKN selaku instansi pembina manajemen kepegawaian diharapkan dapat menjadi barometer dalam manajemen kepegawaian. Saat ini penilaian kinerja ASN telah menggunakan Penilaian Prestasi Kerja sesuai PP 46 Tahun 2011. Namun penilaian kinerja akan efektif bila terdapat tolak ukur yang jelas yaitu adanya standar kinerja. Sebagaimana Armstrong mengambarkan bahwa sebelum dilakukan penilaian kinerja perlu dibuat standar kinerja oleh sebab itulah penelitian ini bertujuan untuk meneliti penerapan standar kinerja di BKN dan faktor kendala penerapannya. Pendekatan penelitian ini adalah postpositivis karena mengacu pada teori manajemen kinerja Armstrong guna mencari faktor kendala penerapan standar kinerja role definision performance and development agreement. Metode pengumpulan data dilakukan secara kualitatif dan teknik triangulasi diterapkan guna memvalidasi data yang terkumpul. Hasil penelitian menunjukan bahwa saat ini BKN belum memiliki standar kinerja baik standar teknis kegiatan maupun standar perilaku. Faktor kendala penerapan dari aspek role definition adalah analisis jabatan yang ada di BKN belum akurat terutama pada proses analisis dan validasi data. Selanjutnya Performance and development agreement di BKN belum berjalan dengan baik. Pembuatan kontrak kinerja masih lemah pada aspek monitoring, pemahaman pegawai tentang SKP serta komitmen pegawai dan pimpinan. Sementara pengembangan pegawai tidak berbasis kinerja pegawai, belum dapat ditemukannya GAP kompetensi membuat pengembangan hanya sebatas menjawab tuntutan saat ini belum pada merencanakan pengambangan pegawai untuk masa yang akan datang.

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Analysis of Application Performance Standards in the National Civil Service Agency Civil ServantApparatus ASN is required to objectives perform well in order to realize an organization. National Civil Service Agency NCSA as an agency personnel management coach expected to be a barometer in personnel management. Currently ASN performance assessment have used Job Performance Assessment in PP 46 of 2011. However, the performance assessment will be effective if there is a clear benchmark, which is the performance standard. Armstrong portrayed that prior to performance assessment,a performance standard needs to be undertaken. Therefore, this study aims at examining performance application standards in NCSA and its implementation constraint factors.

This research approach is a postpositivis because it refers to the theory of Armstrong performance management by limiting factor for the adoption of performance standards role definition performance and development agreement . Data collectingmethods used are qualitatively and triangulation techniques applied in order to validate the collected data.

The resuls shows that current NCSA has not had a performancestandard either technical standard activities or behavior standard. Constraint factors of the definition aspect implementations is the job analysis in NCSA is not accurate, especially in analysis process and data validation. Furthermore, Performance and development agreement in BKN has not gone well. performance contract manufacturing is still weak on monitoringaspects, employee understanding on SKP and employees and managers commitments. Employee development not has been based on employee performance, a competency GAP that can not be found make a development occurs just to answer the current demand and can not plan future employee enhancement limited to answering the demands of the development is not currently on the planned floating of employees for the foreseeable future."

"Tesis ini membahas tentang Proses Penilaian Kinerja Pegawai Negeri Sipil di Biro Kepegawaian Badan Kepegawaian Negara yang dilaksanakan pada tahun 2015. Penelitian ini menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian ini menunjukkan bahwa proses penilaian kinerja yang dijalankan pada Biro Kepegawaian Badan Kepegawaian Negara terdiri dari 4 empat tahapan yaitu perencanaan, pelaksanaan, penilaian dan peninjauan kembali. Pemanfaatan hasil penilaian kinerja sudah digunakan sebagai salah satu persyaratan administratif dalam proses kenaikan pangkat, pemberian penghargaan dan seleksi promosi jabatan. Permasalahan yang ditemukan dalam penelitian ini adalah belum adanya standar kinerja yang jelas sebagai pedoman dalam mengukur kinerja pegawai. Pejabat penilai belum melakukan pencatatan terhadap hasil pengamatan perilaku kerja pegawai dan tidak seluruh pegawai mengumpulkan laporan hasil kerja sehingga hasil penilaian masih terlihat subyektif karena kurangnya bukti-bukti pendukung. Hasil penilaian kinerja belum dimanfaatkan sebagai dasar pembayaran tunjangan kinerja dan pengembangan kompetensi pegawai.

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This thesis discusses the process of Performance Assessment of Civil Servants in the Civil Service Bureau of National Civil Service Agency conducted in 2015. This study used a postpositivist approach and qualitative method. The results showed that the performance appraisal process that runs on the Civil Service Bureau of the State Personnel Board consists of four 4 phases planning, implementing, assessing and reviewing. Utilization of performance appraisal results has been used as one of the administrative requirements in the process of promotion, awards, and selection for job promotion.

Problems were found in this study is there is no clear performance standards as a guide in measuring employee performance. Assessor officials have not done recording the observations of the behavior of employee and not all employees gather reports on the work result, so that it still looks a subjective assessment results due to lack of supporting evidence. The results of performance appraisal has not been used as the basis for the payment of benefits employee performance and competencies development."

"Sebagai salah satu upaya dalam menerapkan e-government secara merata di Indonesia, pemerintah membuat Peraturan Presiden (Perpres) Nomor 95 Tahun 2018 tentang Sistem Pemerintahan Berbasis Elektronik (SPBE). Penerapan SPBE diharapkan dapat dimanfaatkan dalam berbagai hal. Tidak hanya pada pelayanan yang diberikan langsung kepada publik, namun juga pada proses pelaksanaan pemerintahan seperti pengawasan dan pengendalian Norma Standar Prosedur dan Kriteria (NSPK) manajemen ASN kepada seluruh Instansi pemerintah di Indonesia oleh Badan Kepegawaian Negara (BKN). Dengan luasnya cakupan pengawasan dan pengendalian NSPK maka BKN meluncurkan Website Indeks NSPK pada tahun 2020 sebagai alat bantu dalam melakukan pengawasan dan pengendalian NSPK Manajemen ASN. Penelitian ini bertujuan untuk menganalisis kualitas layanan pada Website Indeks NSPK pada tahun 2023 dengan menggunakan teori utama E-Government Quality (E-GovQual) dari Papadomichelaki & Menzas (2012). Penelitian ini menggunakan pendekatan kuantitatif dan menggunakan teknik pengumpulan data campuran (mixed methods) dengan survei, wawancara mendalam, dan studi kepustakaan. Hasil penelitian ini menunjukan bahwa Website Indeks NSPK diukur dari seluruh dimensi pengukuran yang utarakan oleh Papadomichelaki & Menzies yaitu (1) Efficiency, (2) Trust, (3) Reliability, dan (4) Citizen Support tergolong dalam kategori baik.

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As one of the efforts in implementing e-government evenly in Indonesia, the government made Presidential Regulation (Perpres) Number 95 of 2018 concerning Electronic-Based Government Systems (SPBE). The implementation of SPBE is expected to be utilized in various ways. Not only in services provided directly to the public, but also in the process of implementing government such as supervision and control of ASN management Norms Standards Procedures and Criteria (NSPK) to all government agencies in Indonesia by the State Personnel Agency (BKN). With the wide scope of NSPK supervision and control, BKN launched the NSPK Index Website in 2020 as a tool in conducting supervision and control of the ASN Management NSPK. This study aims to analyze the quality of service on the NSPK Index Website in 2023 using the main theory of EGovernment Quality (E-GovQual) from Papadomichelaki & Menzas (2012). This research uses a quantitative approach and uses mixed methods data collection techniques with surveys, in-depth interviews, and literature studies. The results of this study indicate that the NSPK Index Website measured from all measurement dimensions stated by Papadomichelaki & Menzies, namely (1) Efficiency, (2) Trust, (3) Reliability, and (4) Citizen Support is classified in the good category."

"Konseling karier merupakan serangkaian kegiatan paling pokok dari bimbingan karier yaitu pemberian bantuan secara tatap muka kepada individu ataukelompok dalam hubungan profesional yang dilakukan oleh konselor (bersertifikat dan memiliki asosiasi) kepada konseli agar dapat menyesuaikan diri, memperbaiki tingkahlaku, membantu pencapaian tujuan, penentuan diri dan mengembangkan potensinya kejalur karier yang realistis. Tujuan penelitian ini adalah menganalisis peran bimbingan dan konseling karier Pegawai Negeri Sipil di lingkungan Badan Kepegawaian Negara Pusat Jakarta dan bagaimana memberdayakan peran Bimbingan dan Konseling Karier dalam memberikan layanan bimbingan dan konseling karier Pegawai Negeri Sipil di lingkungan Badan Kepegawaian Negara Pusat Jakarta. Pendekatan penelitian ini adalah post-positivis karena berawal dengan menguji teori konseling karier, dengan menggunakan metode pengumpulan data kualitatif yaitu dengan wawancara mendalam (data primer) dan juga studi literatur (data sekunder) serta strategi triangulasi digunakan untuk validitas dan keabsahan data. Hasil analisis bahwa Unit konseling karier BKN melakukan praktek konseling psikologis dan membantu kepada Pegawai yang mengalami masalah gangguan kejiwaan dan tidak terfokus pada layanan konseling karier sehingga perlu diluruskan persepsi dan batasan konseling karier itu sendiri dengan membangun struktur, arah dan tujuan konseling karier yang jelas kemudian memberdayakan peran Sumber Daya Manusia dalam memaksimalkan unit layanan konseling karier untuk mengatasi hambatan karier pegawai dan dapat memberikan manfaat bagi organisasi.

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Career counseling is a series of activities the most basic of career guidance that is providing assistance in person to individuals or groups in a professional relationship conducted by counselor to the counselee in order to adapt, improve behavior, help meet the goals, self-determination and potential to develop realistic career path.

The purpose of this study is to analyze the role of guidance and career counseling for Civil Servants and how to empower the role of Career Guidance and Counseling in providing career guidance and counseling services for Civil Servants in the National Civil Service Agency (NCSA).

This research approach is post-positivist because it starts with career counseling theory testing, using the method of data collection in-depth qualitative interviews and literature as well as the strategy of triangulation is used for validity and validity of the data.

The results of the analysis unit career counseling in the NCSA practice psychological counseling and help to Employees who experience problems psychiatric disorders and not focused on service career counseling so that needs to be clarified perceptions and limitations of career counseling itself by building the structure, direction and purpose career counseling clear then empower the role of Human Resources in maximizing unit career counseling services to overcome barriers to employee career and can provide benefits to the organization."

"The establishment of Civil Service's career can be carried out by through structural position of functional position. The government has decided MENKOWASBANG-PAN's decree number 53, year 1999, concerning Functional Position of Civil Service Analyst.The task of Civil Service Analyst to carry out the activity of Civil Service?s management there are planning field of Civil Service, the establishment Civil Service and the Administration of Civil Service. In order to do maximally, so a civil servant who have been promoted as Civil Service Analyst have to possess knowledge and skill for implementing management of Civil Service.The research is limited by analyze the need of training for civil service analyst of National Civil Service Agency. The mean of this research to know how far the knowledge and skill of Civil Service Analyst to manage Civil Service, to determine training program in accordance with Civil Service Analyst.The research are held in National Civil Service Agency by the Chief of Research are Civil Service Analyst as many as 130 persons totality 520 persons, the sample are taken by random sampling. The instruments of research as substance for taking primary chief data are closed question. Based on th distribution of respondent?s choice are determine by the tendency greatest number of method.Analyze of correlation by rank Spearman. Software SPSS 11.0 is used for processing data. The result of research indicates that the ability of Civil Service Analyst for implementing management of Civil Service is good enough though a few subject matter need to improve in respondent's opinion.Based on analyze of cross tabulation that the rank of education more higher and long period of work not so influenced with ability of Civil Service Analyst for implementing management of civil service. Based on analyze of correlation indicate that it apparently there is a weak correlation and not significant between the rank of education and the long period of work with the ability of Civil Service Analyst for implementing management of Civil Service."

"Tesis ini membahas tentang Resistensi dalam Manajemen Perubahan Pada Direktorat Pensiun PNS dan Pejabat Negara Badan Kepegawaian Negara. Analisis Resistensi berisi faktor penghambat perubahan, strategi mengatasi hambatan, serta langkah change management mensukseskan perubahan dalam kasus perubahan strategi pelayanan pensiun cepat, tepat menggunakan Sistem Aplikasi Pelayanan Kepegawaian dan berstandar Internasional ISO 9001:2008. Penelitian ini menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian menunjukkan bahwa faktor penghambat perubahan di Direktorat Pensiun PNS dan Pejabat Negara adalah parochial self interest, Misunderstanding and lack of trust, different assessment, dan low tolerance of change. Strategi yang digunakan untuk mengatasi hambatan tersebut adalah pendidikan dan komunikasi, partisipasi, fasilitasi training, negoisasi, dan paksaan atau tindakan tegas. Direktorat Pensiun PNS dan Pejabat Negara telah melakukan delapan tahapan Kotter (1996) namun masih memiliki kelemahan pada tahap increase urgency, communicate for buy in, empower action create, short term wins dan anchoring new approaches in the culture.

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This thesis discusses about the resistance of change management on the Retirement Directorate of Civil Servants and State Officials at the National Civil Service Agency The Resistance Analysis consists of the change resistance factors strategy to overcome resistances and the change management steps to succeed the change on the strategies for a faster and precise service of retirement using the National Civil Service Information System and international standard of ISO 9001 2008 This research uses the post positivist approach by the kualitatif method

The research result shows that the change resistance factors on the Retirement Directorate of Civil Servants and State Officials are parochial self interest misunderstanding and lack of trust different assessment and low tolerance of change Meanwhile the strategies used to overcome those obstacles are education and communication participation training facilitation negotiation and enforcement or forceful conduct It shows that the Retirement Directorate of Civil Servants and State Officials has already been conducting the eight steps."

"Tujuan penelitian ini adalah untuk menganalisis penerapan konsep four levers of control pada Badan Kepegawaian Negara. Penelitian ini dilakukan dengan metode studi kepustakaan dan studi lapangan. Hasil penelitian menunjukkan bahwa dalam menerapkan belief system, BKN harus membuat visi dan misi baru. BKN juga perlu melakukan penilaian kinerja yang dikaitkan dengan remunerasi. Pada penerapan boundary system perlu adanya keselarasan antara kode etik dengan PP 53 Tahun 2010 mengenai sanksi yang dikenakan. Sebagai organisasi dengan budaya hirarki, BKN harus menerapkan action control dan result control sebagai bentuk diagnostic control system. Berdasarkan analisis interactive control systems, strategic uncertainties BKN berasal dari regulasi pemerintah.

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The purpose of this study is to analyze the four levers of control implementation in National Civil Service Agency (NCSA). This study is conducted using literature study and field study method. The results show that, in implementing belief system, NCSA must create new vision and mission. NCSA also needs to conduct performance appraisal linked to remuneration. In implementing boundary system, the code of conduct must be aligned with PP 53 of 2010 about the sanctions imposed. As an organization with hierarchy culture, NCSA should implement action control and result control as form of diagnostic control system. Based on interactive control systems analysis, NCSA strategic uncertainties comes from government regulations."

"Tesis ini membahas Analisis Perencanaan dan Pengembangan Karir Pegawai pada pengisian Formasi Jabatan Pengawas di Badan Kepegawaian Negara (BKN). Dengan hasil penelitian: perencanaan karir pegawai pada manajemen karir di BKN belum ada keselarasan, perencanan karir pegawai tidak terarah dan tidak memiliki tujuan karir yang jelas karena manajemen karir di BKN tidak menetapkan jalur karir pegawai sesuai dengan kualifikasi dan kompetensi. Manajemen karir di BKN belum menyusun pola karir pegawai sesuai dengan potensi yang dimiliki pegawai dan kebutuhan organisasi. Kesimpulan: Perencanaan dan pengembangan karir pegawai pada pengisian formasi jabatan pengawas di BKN belum sesuai antara perencanaan karir individu dengan perencanaan karir organisasi, pegawai tidak merencanakan karirnya tetapi hanya mengikuti kesempatan yang ada sehingga perencanaan organisasi untuk pengisian formasi jabatan pengawas tidak terpenuhi.

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This analysis focus on career planning and development to compliance the formation of Supervisor position at National Civil Service Agency(BKN) with the results of research that between a career planning with a career management in BKN has been no alignment, career planning of the employee is unfocused and do not have a clear career goals for management BKN career does not define a career path of the employees with appropriate qualifications and competence. BKN career management in employee career patterns have yet to develop in accordance with its potential employees and the needs of the organization. Conclusion: career planning and development of the employees to compliance the formations of supervisor position in BKN not fit between career planning of individuals with career planning organization, employees are not planning they career but simply follow the opportunities that exist so that the planning organization for compliance the formation of supervisor position not fullfil yet."