<![CDATA[Tujuan pelatihan ini adalah untuk meningkatkan kemampuan Aparatur Sipil Negara (ASN) dalam mengidentifikasi, menganalisis, dan menyusun konsep dimensi kinerja ASN berdasarkan kebutuhan organisasi. Ragamnya indikator kinerja yang ada selama ini mempengaruhi penentuan dimensi kinerja organisasi yang kadangkala tidak sesuai dengan kebutuhan organisasi. Untuk hal tersebut maka diperlukan sebuah pelatihan penyusunan konsep dimensi organisasi yang sesuai dengan kebutuhan organisasi atau kemampuan organisasi dalam rangka mencapai tujuan organisasi secara maksimal. Permasalahan mitra tersebut menjadi dasar dilakukannya pelatihan penyusunan konsep dimensi indikator kinerja berdasarkan kemampuan manajerial sumber daya manusia. Metode pelaksanaan pengabdian dilakukan menggunakan focus group discussion (FGD) mengikut sertakan seluruh ASN yang berada di Kantor Badan Kesatuan Bangsa, Politik dan Perlindungan Masyarakat Kota Kupang yang berjumlah 39 ASN. Setiap peserta diminta untuk menginventarisir prediktor (faktor) yang menjadi dimensi dan indikator yang mempengaruhi kinerja berdasarkan persepsi. Berdasarkan hal tersebut, diperoleh 30 faktor yang dianggap sesuai dengan kinerja organisasi. Setelah itu, diuji SPSS menggunakan analisis faktorial untuk menentukan determinasi dari ragam faktor yang ada. Hasilnya, mitra mampu menentukan dimensi dan indikator kinerja yang sesuai dengan lingkungan kerjanya yang terdiri atas 12, yaitu (1) fisibilitas; (2) komprehensif; (3) ekonomi; (4) perhatian; (5) relevansi; (6) efisiensi; (7) kontrolabilitas; (8) produktivitas; (9) akuntabilitas; (10) ketangguhan; (11) responsibilitas; dan (12) sarana prasarana. Training on the Compilation of Employee Performance Dimensions at National Unity Agency, Politics and Community Protection Kupang City Government Abstract The purpose of this training is to improve the ability of the State Civil Apparatus (Acronym in Indonesia: ASN) in identifying, analyzing, and drafting the concept of ASN performance dimensions based on organizational needs. The variety of performance indicators that exist so far affect the determination of organizational performance dimensions and indicators which are sometimes not in accordance with the needs of the organization. For this reason, training in the preparation of the concept of organizational dimensions is needed in accordance with the needs of the organization or the ability of the organization to achieve organizational goals to the fullest. The partner's problems became the basis for training on the drafting of the concept of performance indicator dimensions based on the managerial ability of human resources. The method of service implementation is carried out using focus group discussions (FGD) involving all ASN in the Office of the Badan Kesatuan Bangsa, Politik and Perlindungan Masyarakat of Kupang City, totaling 39 ASN. Each participant was asked to make an inventory of the predictors (factors) that became the dimensions and indicators that affect performance based on perceptions. Based on this, obtained 30 factors are considered in organizational performance. After that, SPSS was tested using factorial analysis to determine the determination of the various existing factors. As a result, partners can determine dimensions and performance indicators that are to their work environment which consists of 12, namely (1) feasibility; (2) comprehensive; (3) economy; (4) attention; (5) relevance; (6) efficiency; (7) controllability; (8) productivity; (9) accountability; (10) toughness; (11) responsibility; and (12) infrastructure.]]>
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