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All Journal Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Media Administrasi Terapan Journal of Regional Public Administration

Teni Listiani

Politeknik STIA LAN Bandung

Author-ID : 5421398

Humanities Decision Sciences, Operations Research & Management Education Social Sciences

Published : 8 Documents Claim Missing Document

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RANCANGAN INSTRUMEN PENILAIAN KINERJA PEGAWAI PELAKSANA MARKETING DI UNIT PELAKSANA TEKNIS PENGELOLAAN SAMPAH KOTA BANDUNG Indah Ramadhani Indarwati; Nefi Aris Ambar Asmara; Teni Listiani
Jurnal Media Administrasi Terapan Vol 3, No 1 (2022): Jurnal Media Administrasi Terapan
Publisher : Jurnal Media Administrasi Terapan

Penilaian kinerja pegawai merupakan suatu proses penting dalam manajemen sumber daya manusia. Sebagaimana dengan perkembangan zaman dan bergantinya kebijakan, instrumen penilaian kinerja disesuaikan dengan sasaran kinerja pada organisasi. Tujuan penelitian ini adalah untuk menganalisis dan mengidentifikasi indikator yang digunakan untuk penilaian kinerja pelaksana marketing, menciptakan instrumen penilaian kinerja pelaksana marketing yang sesuai dengan kebutuhan organisasi dan merancang mekanisme penilaian kinerja pelaksana marketing di UPT Pengelolaan Sampah DLHK Kota Bandung. Metode penelitian yang digunakan adalah kualitatif dengan pendekatan deskriptif. Teknik pengambilan data dilakukan melalui wawancara terhadap informan disertai observasi dan studi kepustakaan untuk mengidentifikasi, memilih serta menyusun indikator kinerja. Selain itu pengumpulan informasi untuk penyusunan indikator kinerja bersumber dari peraturan yang berlaku, uraian tugas dan penelitian terdahulu. Hasil penelitian menyatakan bahwa instrumen yang digunakan selama ini membutuhkan pembaruan karena beberapa hal sudah tidak relevan. Perubahan tersebut diantaranya waktu pelaksanaan penilaian dengan periode kerja yang lebih singkat yaitu setiap tiga bulan, penilai merupakan atasan dan juga sesama rekan kerja, menggunakan indikator berdasarkan uraian tugas dan instrumen penilaian lebih spesifik. Untuk mengurangi bias penilaian dapat dilakukan pelatihan untuk penilai yang mencakup peran penilaian kinerja dalam pengambilan keputusan untuk menjaga kenetralan dan objektifitas, serta mendapat bantuan pendampingan dari bidang SDM untuk membuat keputusan.

Model Pola Karir Jabatan Struktural Tenaga Kependidikan Di Institut Seni Budaya Indonesia Bandung Gian Aditya Chandra; Ely Sufianti; Teni Listiani
Jurnal Media Administrasi Terapan Vol 2, No 2 (2021): Jurnal Media Administrasi Terapan
Publisher : Jurnal Media Administrasi Terapan

Penelitian ini adalah Model Pola karier Tenaga Kependidikan di Institut Seni Budaya Indonesia Bandung. Metode penelitian yang digunakan adalah metode penelitian kualitatif bertujuan untuk menganalisis Pola karier pegawai berdasarkan manajemen karier maupun perencanaan karier, menganalisis faktor-faktor penghambat yang terjadi dalam pelaksanaan pola karier tenaga kependidikan serta membuat model yang mendukung proses pola karier pegawai tenaga kependidikan di ISBI Bandung sehingga dapat menunjang dalam proses penentuan jabatan karier seseorang pada jabatan pelaksana yang sesuai dengan kompetensi dan juga mendukung dalam pola organisasi. Hasil penelitian menunjukkan bahwa pola karier pegawai di ISBI Bandung baik dari sisi manajemen karier dan perencanaan karier di ISBI Bandung masih belum optimal walaupun terdapat bagian-bagian tertentu yang telah dilaksanakan dan menjadi bagian dari proses dukungan terhadap perkembangan karier pegawai di ISBI Bandung. Dari Hasil penelitain menghasilkan dua model pola karier ditawarkan untuk membantu program Pola karier di ISBI Bandung oleh penulis yaitu Model Pola karier berdasarkan rumpun jabatan dan Model Pola Karier zig - zag.

Model Evaluasi Pasca Pelatihan Pejabat Inti Satuan Kerja Bidang Jalan dan Jembatan di Balai Diklat Wilayah IV Kementerian PUPR Maria Iflah; Sedarmayanti Sedarmayanti; Teni Listiani
Jurnal Media Administrasi Terapan Vol 2, No 2 (2021): Jurnal Media Administrasi Terapan
Publisher : Jurnal Media Administrasi Terapan

Kementerian Pekerjaan Umum dan Perumahan Rakyat (PUPR) Republik Indonesia menjadi leading sektor dalam pembangunan infrastruktur. Untuk mendukung hal tersebut PUPR Bidang Jalan dan Jembatan di Balai Diklat Wilayah IV menyelenggarakan pelatihan dan melakukan evaluasi pasca pelatihan bagi Pejabat Inti Satuan Kerja (PISK). Beberapa masalah yang dihadapi, evaluasi peserta pelatihan dinilai masih belum optimal, karena belum mampu memberikan informasi tentang outcome dari penyelenggaraan pelatihan. Permasalahan lainnya, perubahan kualitas kerja alumni peserta pelatihan belum memberikan peningkatan yang signifikan bagi organisasi. Penelitian ini bertujuan untuk menganalisis bagaimana pelaksanaan evaluasi pasca pelatihan PISK , sekaligus merancang model evaluasi. Metode yang digunakan dalam penelitian adalah metode kualitafif, untuk mengelaborasi suatu kasus secara lebih mendalam dan komprehensif. Hasil penelitian menunjukan bahwa pelaksanaan evaluasi pelatihan PISK saat ini dilaksanakan melalui pre-test dan post-test. Mengacu pada model Kirkpatrick, tahapan yang sudah dilakukan dalam pelaksanaan evaluasi terhadap pegawai yang telah mengikuti pelatihan, hanya pada level 1 (reaksi) dan level 2 (learning), sementara itu pasca pelatihan level 3 dan level 4 belum dilaksanakan. Hasil penelitian selanjutnya menunjukan bahwa dalam pelaksanaan evaluas,i implementasi hasil pelaksanaan pelatihan belum mampu mengukur secara akurat keberhasilan pelaksanaan Diklat. Untuk memperbaiki proses evaluasi pelaksanaan pelatihan, dirancang sebuat model model evaluasi pasca pelatihan yang lebih menitikberatkan pada aspek waktu penilaian, standar atau norma penilaian, instrumen penilaian dan pihak yang menilai

Model Pola Karir Jabatan Struktural Tenaga Kependidikan di Institut Seni Budaya Indonesia Bandung Gian Aditya Chandra; Ely Sufianti; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 2 No. 2 (2022): Vol. 2 No. 2 Juni 2022
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v2i2.18

This research is a Model of Educational Personnel Career Patterns at the Indonesian Art and Culture Institute Bandung. The research method used is a qualitative research method aimed at analyzing the career patterns of employees based on career management and career planning, analyzing the inhibiting factors that occur in the implementation of educational personnel career patterns and creating models that support the career pattern processes of educational personnel at ISBI Bandung so that support in the process of determining one's career position in an executive position in accordance with the competence and also support the organizational pattern. The results showed that the career pattern of employees at ISBI Bandung, both in terms of career management and career planning at ISBI Bandung, is still not optimal even though there are certain parts that have been implemented and become part of the support process for the career development of employees at ISBI Bandung. From the results of the study, two models of career patterns are offered to help the career pattern program at ISBI Bandung by the author, namely the career pattern model based on job clumps and the zig-zag career pattern model.

Model Evaluasi Pasca Pelatihan Pejabat Inti Satuan Kerja Bidang Jalan dan Jembatan di Balai Diklat Wilayah IV Kementerian PUPR Maria Iflah; Sedarmayanti Sedarmayanti; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 2 No. 2 (2022): Vol. 2 No. 2 Juni 2022
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v2i2.20

The Ministry of Public Works and Public Housing (PUPR) of the Republic of Indonesia is the leading sector in infrastructure development. To support this, PUPR for Roads and Bridges at the Regional IV Training and Education Center held training and conducted post-training evaluations for Core Work Unit Officials (PISK). Some of the problems faced, the evaluation of the training participants was considered to be still not optimal, because they had not been able to provide information about the outcomes of the training implementation. Another problem is the change in the quality of work of the alumni of the training participants has not provided a significant improvement for the organization. This study aims to analyze how the implementation of the post-training PISK evaluation is carried out, as well as to design an evaluation model. The method used in this research is a qualitative method, to elaborate a case more deeply and comprehensively. The results of the study indicate that the implementation of the current PISK training evaluation is carried out through pre-test and post-test. Referring to the Kirkpatrick model, the stages that have been carried out in the evaluation of employees who have attended training, are only at level 1 (reaction) and level 2 (learning), while posttraining levels 3 and level 4 have not been implemented. The results of further research indicate that in the implementation of the evaluation, the implementation of the results of the implementation of the training has not been able to accurately measure the success of the implementation of the training. To improve the process of evaluating the implementation of the training, a post-training evaluation model was designed that focuses more on aspects of assessment time, assessment standards or norms, assessment instruments and assessors.

Rancangan Instrumen Penilaian Kinerja Pegawai Pelaksana Marketing di Unit Pelaksana Teknis Pengelolaan Sampah Kota Bandung Indah Ramadhani Indarwati; Nefi Aris Ambar Asmara; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 3 No. 1 (2022): Vol. 3 No. 1 Desember 2022
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v3i1.29

Performance assesment is an important process in human resource management. As with the times and changes in policy, performance assesment instruments are adjusted to the performance goals of the organization. The purpose of this study was to analyze and identify the indicators used to assess the performance of marketing implementers, to create marketing implementer instruments in accordance with organizational needs and marketing performance assesment mechanisms at UPT Pengelolaan Sampah DLHK Kota Bandung. We used qualitative method with a descriptive approach in this study. Data collection techniques were carried out through interviews with six informants accompanied by observations and literature studies to identify, select and develop performance indicators. In addition to collecting information for the preparation of indicators, it is sourced from applicable regulations, assignment and previous research. The results of the study stated that the instruments has been used so far need updating because several things are no longer relevant. The improvements provided by the new instrument including implementation time with a shorter working period (every three months), the assessment is done by superiors and fellow colleagues, using indicators based on the job descriptions, and more specific. To reduce assessment bias, training for assessment can be carried out which includes assesment in decision making to maintain neutrality and objectivity, as well as assistance from human resouce department to make decision.

Co-Authors Dwi Annisa Salsadila Ely Sufianti Gian Aditya Chandra Hafid Aditya Pradesa Indah Ramadhani Indarwati Lidia Maasir Maria Iflah MUHAMMAD INDRA YANUAR ADITYA Nefi Aris Ambar Asmara Sait Abdullah Sedarmayanti, Sedarmayanti

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