Introduction
Human
Resources are the principal capital in moving every activity and program in an
organization to achieve the expected goals. Humans are potential and strategic
resources. Humans have great potential in life if they want to develop their
existing potential.
Humans
have a remarkable ability to grow and develop. Therefore, capacity building and
the management and maintenance of human resources are absolute. In an
organization or institution, humans are also referred to as employees. If an
organization or institution wants to progress and be successful in achieving
its goals and compete with other organizations or institutions, competent
employees are needed in their fields.
Employees
have a significant role in implementing all activities in an organization or
institution. The role of employees is so important to determine success in
achieving organizational or institutional goals. The employees themselves
determine the achievement of organizational goals. For this reason, employees
who have the potential, knowledge, and productivity are needed to maximize the
performance and effectiveness of the relevant organizations so that the
organization's goals can be achieved.
The
performance of employees, especially at the Institute of Domestic
Administration (IPDN) North Sulawesi Campus, requires evaluation, especially
for civil service educators, namely caregivers. Caregivers are educators
stipulated in the Minister of Home Affairs of the Republic of Indonesia number
42 of 2018 concerning the Status of Domestic Government Institutions.
In
IPDN, Education is carried out through a centralized Tri Tunggal system
consisting of Teaching, Training, and Parenting. The part that plays the most
role in shaping the behavior and personality of the Praja is the Parenting
section. The success of the parenting pattern depends on the performance of the
civil servant caregivers. The civil servant caregivers must always be
professional in carrying out their primary duties and functions.
Caregivers
have duties and responsibilities for each student member, namely the Praja, who
temporarily studies at the IPDN Campus. As for the job description of Caregivers,
among others are; (1) prepare materials for rules and regulations and
discipline enforcement, (2) evaluate the implementation of the rules and enforcement
of the Praja discipline, (3) collecting data and information on implementing
public order and discipline enforcement, (4) prepare and provide advice and
consideration for imposing disciplinary penalties to the Head of the PDPP unit,
(5) reporting on the implementation of the examination in enforcing discipline
and investigating the Civil Service, and (6) carry out other tasks assigned by
the Head of Section.
The
role of caregivers in the educational process is essential. In the case that
occurred at the IPDN Campus in North Sulawesi, caregivers rarely come to the
office, are late, and do not even care about their work and responsibilities.
This indicates a lack of care from the caregiver for the responsibilities
assigned to him. The Institute of Domestic Administration (IPDN), as an
official higher education institution under the Ministry of Home Affairs
(Kemendagri), has the main task of producing quality core cadres of domestic
government. However, how can IPDN produce quality cadres while educators,
especially caregivers, cannot carry out their obligations according to existing
regulations? Based on the explanation of the problems above and realizing how
strong employee performance is, the authors are interested in researching and
evaluating employee performance at the IPDN Campus in North Sulawesi, with the
title "Evaluating Employee Performance at IPDN North Sulawesi
Campus."
Referring
to the background above, the focus and formulation of the problems discussed
are: How is the performance of the employees (caregivers) at IPDN North
Sulawesi Campus?
Based
on the formulation of the problem above, the objectives to be achieved in this
study are to find out how the performance of caregivers at IPDN North Sulawesi
Campus and what factors affect employee performance (caregivers) at IPDN North
Sulawesi Campus.
The Definition of
Performance
Performance is the
result or level of success of a person as a whole during a specific period in
carrying out tasks compared to various possibilities, such as work standards,
targets or targets or criteria that have been determined in advance and have
been mutually agreed upon (Rivai, 2014).
Another opinion was
put forward by �Simamora (2009), which states that
performance is the result of work from a particular process carried out by all
organizational components on resources, data, and informal policies, and a
specific time used is referred to as input. Furthermore, �Husnan dan Heidjrachman
(2012) also defines performance as a description of the achievement
level of the activity's implementation in realizing the goals, objectives,
mission, and vision of the organization contained in the planning strategy.
Theoretically, Sutrisno
(2013) concludes that employee performance results from employee
work seen in aspects of quality, quantity, working time, and cooperation to
achieve goals that the organization has jointly set. In line with the opinion
of �Anwar
(2010), which states that
employee performance is the result of work in quality and quantity achieved by
an employee in carrying out his duties by the responsibilities given to him. Employee
performance is work achieved by a person carrying out the tasks assigned to him
based on skills, experience and sincerity, and time �(Simamora, 2009).
Employee Performance
Indicators
Indicators for
measuring employee performance, based on Government Regulation Number 46 of
2011 as quoted by Sutrisno
(2013) that ASN performance appraisal is assessed based on work
behavior as measured by service orientation, integrity, commitment, discipline,
and cooperation with the following explanation: which is measured from aspects
of service orientation, integrity, commitment, discipline, and cooperation, there
are:
a). Service
orientation
Service orientation is
employees' attitude and work behavior in providing the best service to those
served, including the community, superiors co-workers, co-workers, related work
units, and/or other agencies. According to (Puspawati, 2016), public services are
various government activities that aim to meet the needs of the community in
the sense of goods and services (P. 155).
b).� Integrity
In carrying out the
duties, employees are honest, sincere, never abuse the authority, and take the
risk. Integrity implies consistency between actions and values, meaning that
integrity is employees' ability to carry out the duties to be honest, sincere,
and never abuse the authority and dare to take the risk.
c). Commitment
Employees strive to
uphold the state ideology of Pancasila, the 1945 Constitution of the Republic
of Indonesia, the Unitary State of the Republic of Indonesia (NKRI), Bhinneka
Tunggal Ika and government plans to be able to carry out the duties efficiently
and effectively and prioritize official interests rather than personal and/or group
interests based on the duties, functions and responsibilities as an element of
the state apparatus towards the organization in which they work. Employee
commitment in advancing the organization is essential in order to improve
employee performance. According to �Hasibuan (2010), organizational Commitment is defined as a) a strong desire
to remain as a member of a particular organization, c) a desire to strive
according to the wishes of the organization; and d) Certain beliefs and
acceptance of organizational values and goals
d). Discipline
Discipline is
individual awareness and willingness to obey all organizational rules and
applicable social norms �(Hasibuan,
2010). The discipline
factor plays a significant role in carrying out employees' daily tasks. An
employee with a high level of Discipline will continue to work well even
without being supervised by superiors. A disciplined employee will not steal
work time to do other things with nothing to do with work. Likewise, employees
who have Discipline will obey the existing regulations in work discipline with
high awareness without any sense of coercion.
e). Cooperation
Citing the
opinion of Siagian (2014) states that the factor that needs to be
considered by the organization to make the performance of its human resources
is good is to instill and create cooperation or work cohesiveness among
employees. This is because the organization consists of personnel who work together
and are interconnected. These personnel works together to carry out various
organizational tasks within an organization, including determining the goals to
be achieved.
The
Factors Affecting Performance
The
factors that affect employee performance according to �Danang (2011) are:
1.
Human
Resources Development
There are several
factors that can improve employee performance, one of which is to develop human
resources. Quoting the opinion Anwar (2010) states that to improve the quality of human
resources so that it has an impact on improving employee performance, it is by
developing human resources. The purpose of developing Human Resources,
according to Martoyo (2011) is to improve the abilities, skills, and
attitudes of employees so that they are more effective and efficient in
achieving program goals or organizational goals.
2.
Work
motivation �
Motivation is a
process of influencing or encouraging from outside a person or workgroup so
that they want to carry out something that has been determined (Samsudin,
2015). Motivation can also be interpreted as a driving force
intended as a natural urge to satisfy and maintain life.
3.
Supervision
Terry �(in Hasibuan, 2010) supervision can be defined as the process of
determining, what should be achieved, namely standards, what is being done,
namely implementation, assessing implementation, and if necessary, making
improvements so that implementation is under the plan that is in line with
standards.
4.
Work
Environment
The
dominant physical work environment affects employee morale. It is reasonable
because employees will contribute a good performance if supported by good
work facilities. It is related to the opinion �Kartono (2017) that work
facilities are supports that can increase employee morale at work. With these
work facilities, fulfilled employees can be faster, more precise in carrying
out the
job.
Method
Research Approach
In this study,
researchers used qualitative research methods. Qualitative research is used to
examine the condition of natural objects, where the researcher is the key
instrument.
Research focus
Judging
from the qualitative approach chosen by the author in this study, the author
determines the focus of the research based on a qualitative approach. The
research focus is on the essence of the research to be carried out. The focus
of research is essential so that research can be directed. Therefore, the focus
of the research to be investigated relates to the formulation of the research
problem, about the performance of employees at IPDN North Sulawesi Campus,
especially in the Educator Division, namely Caregivers (Tenaga Pendidik) who
are responsible for character building for Praja who are studying at the IPDN
North Sulawesi
Campus.
Research sites
The
research location is the place where the author conducts research.
Determination of research location is important and related stage in
qualitative research. The stipulation of the research location means that the
object and research objectives have been determined to facilitate the author in
conducting research. This research was conducted at the Institute of Domestic
Administration (IPDN) North Sulawesi Campus, located at Tampusu Village,
Remboken District, Minahasa Regency. The implementation time of this research
is from September 2020 to November 2020.
The Type of Data
Source
The Type of Data
Source
In this study, the
authors use 2 types of data sources, namely:
1. Primary
Data is a source of data obtained directly by researchers from the source in
interviews, polls from individuals or groups, and the results of observations
of an object, event, or test result.
2. Secondary
Data is a source of research data obtained through intermediary media or
indirectly related to the object of research in this case in the form of books,
records, or existing evidence, archives, both published and unpublished in
general.
Data Collection Techniques
1. Observation
2. Questionnaire
3. Documentation
Data Analysis Technique
1. Data Reduction
2. Presentation of Data
The presentation of data is
3. Making Conclusions/Verification
�
Results And Discussion
The Overview
of IPDN North Sulawesi Campus
The Institute of
Domestic Administration, commonly abbreviated as IPDN, is a government-owned
higher education institution engaged in civil service that aims to produce
government cadres who are competent, have character, and have personality. The
Institute of Domestic Administration organizes educational programs, including
Diploma IV, Undergraduate, Postgraduate and Civil Service Professional
Programs. This campus classifies students into two, namely Praja and Students.
Praja is the designation for students in diploma and undergraduate programs,
while students are called students in postgraduate and civil service
professional programs.
IPDN has a vision,
namely "To become a trusted Civil Service Higher Education in producing
government cadres who are competent, have character and personality". IPDN
organizes educational programs with a boarding school system, consisting of
Teaching, Training and Parenting. This civil service higher education is held
at IPDN Jatinangor Campus and IPDN Cilandak Campus as well as at 6 (six) other
regional campuses, namely:
1.) IPDN West Kalimantan
Campus in Pontianak
2.) IPDN North Sulawesi
Campus in Minahasa Regency.
3.) IPDN South Sulawesi
Campus in Gowa Regency.
4.) IPDN West Nusa
Tenggara Campus in Central Lombok Regency.
5.) IPDN Papua Campus in
Jayapura.
6.) IPDN West Sumatra
Campus in Bukit Tinggi.
Regional IPDN Campuses
have been operating since 2009 based on the Regulation of the Minister of Home
Affairs Number 39 of 2009 concerning the Organization and Work Procedure of
IPDN. As a research location for researchers, IPDN North Sulawesi Campus
organizes Civil Service Education Programs with two Faculties and three Study
Programs, namely the Faculty of Community Protection with the Population and
Civil Registration Study Program and the Faculty of Government Management with
the Sector Human Resources Management Study Program. Public and Regional
Government Administration Study Program. IPDN Regional Campuses are led by the
Director, assisted by three Deputy Directors (according to Article 135
paragraph 3 of the Regulation of the Minister of Home Affairs Number 43 of 2018
concerning Organization and Work Procedures of IPDN), Structural Officers,
Educators and Education Personnel.
Description of
Research Result Data
The achievement of the
vision and mission of the organization is the final target of the
implementation of every task in the organization. Employee understanding of the
goals, vision and mission of the organization is essential because the
achievement of the ultimate goal of an organization is determined by the people
in the organization how to achieve the goals, vision and mission of the
organization, meaning that the progress of the organization depends on the
human resources.
Acknowledge the
performance of employees trying to learn and understand the performance results
possessed by employees in an organization. In other words, knowing the
performance of employees becomes very important or has an essential strategy.
Information about employees, indicators and factors that influence employee
performance is critical to know. The analysis can be used as an evaluation to
assess the failure of the implementation of the tasks and functions assigned to
the employees.
Employee Performance
(Caregiver) at IPDN North Sulawesi Campus
Employee performance
is the work achieved by all employees in an organization by the authorities and
responsibilities to achieve organizational goals. Performance in the
organization is the key to the success or failure of the organizational goals
that have been set. Talking about organizational performance and goals cannot
be separated from anyone who exists and runs the organization, that is human
resources. As an organizational element, human resources have a critical role
in carrying out functions in the context of organizational progress. The following
are the results of research related to IPDN North Sulawesi Campus employees
(caregivers) Government Regulation Number 46 of 2011 as quoted by �Sutrisno (2013), which is measured from aspects of
service orientation, integrity, commitment, discipline, and cooperation, as
follows:
Interview Results Regarding
Service Orientation
Service orientation in
this research is to find out hpw far IPDN North Sulawesi Campus employees
(caregivers) provide full service to IPDN North Sulawesi Campus Prajas, namely
a) Fostering, supervising, supervising, controlling, and encouraging employees
consistently and sustainably, b) creating an atmosphere which is conducive to
private life under applicable norms, and c) Assessing, directing, reporting,
reporting under applicable regulations. The results of the author's interview
with Randy Rival Wuntu as the Head of the IPDN North Sulawesi Campus Public
Administration on October 19, 2020, stated that:
"Basically, the
overall service provided by IPDN North Sulawesi Campus employees to IPDN North
Sulawesi Campus Prajas has been quite satisfactory, there are no significant
problems, running smoothly, but during the Covid-19 pandemic, it has more or
less impact on the community. services provided by employees (caregivers), for
example, before the Covid-19 pandemic, caregivers routinely scheduled
evaluation activities once a week, providing guidance and direction to Praja,
but since March 2020, such activities have been carried out once a month or
even every two months, This is due to the government policy regarding the
prohibition of crowding and the prohibition of holding events that have the
potential to gather large crowds.�
Furthermore, based on
the author's interview with Richard Marshel Hilkia Umbas as Head of the IPDN
Care Subdivision, North Sulawesi Campus on October 19, 2020, stated that:
"The job
descriptions of caregivers include: a). Prepare materials for rules and
regulations and discipline enforcement, b). Carry out evaluations of implementing
regulations and enforcement of Praja discipline, c). Collecting data and
information on the implementation of rules and enforcement of Civil Service
discipline, d). Prepare and provide advice and consideration for imposing
disciplinary penalties to the Head of the PDPP unit, e). Reporting on the
implementation of the examination in the context of enforcing discipline and
investigating the Civil Service, e). Carry out other tasks assigned by the Head
of Department. The results of our observations so far, the services provided by
caregivers to IPDN Prajas, especially in the midst of the Covid-19 pandemic,
are not running optimally, this is of course a homework for us, to find
solutions or solutions, how to keep running service programs without having to ignoring
the government's policy of prohibiting gatherings in the midst of the Covid-19
pandemic�
Those statement was
confirmed by Dano Arfan Saifoeddin as an employee (caretaker) of IPDN North
Sulawesi Campus on October 19, 2020, stating that:
"In general, service
activities provided by employees (caregivers) to IPDN Praja North Sulawesi
Campus such as evaluation, coaching, discipline enforcement, are less effective
and run optimally. The existence of the Covid-19 pandemic indirectly affects
services at IPDN North Sulawesi Campus, including services provided by
employees (caregivers) to IPDN Prajas. It must be admitted that even though the
evaluation, coaching, and disciplinary enforcement services are a bit hampered,
we as caregivers have hope that this kind of activity program can still run
even though it is not 100% maximum�.
In line with the
opinion of Nadia Eunike as the IPDN Praja North Sulawesi Campus from North
Sulawesi registration on October 19, 2020, stated that:
"It must be
admitted that to some extent the services provided by IPDN North Sulawesi
Campus (caregivers) employees experienced several obstacles, especially during
the Covid-19 pandemic, for instance, the lack of intensity of services related
to evaluation, coaching, enforcement of discipline, this was due to the
activities which has to be done face-to-face and has the potential to gather a
large number of people�
Interview Results
Regarding Integrity
Integrity in this
study is to find out the extent to which employees (caregivers) are consistent
in being honest in carrying out the job, sincere and never abuse the authority
and dare to take the risk at work. The results of the author's interview with
Randy Rival Wuntu as Head of the Public Administration of IPDN North Sulawesi
Campus on October 19, 2020, stated that:
"Integrity is
something that is very important for every employee, employee integrity towards
the organization will lead employees to get good work results, integrity will
support other aspects such as having an impact on work quality, commitment,
discipline and even employee leadership. It is even more important that human
resources have high integrity than human resources who have a higher level of
intelligence, what is the use of individual intelligence if it is not accompanied
by good integrity, does not contribute anything to the quality of work and
other aspects, talks about the integrity of the IPDN North Sulawesi Campus
employees (caregivers) as a whole is quite good, but do not turn a blind eye
there are still employees with low integrity, for example carrying out
dishonest tasks, abusing authority, but all of that becomes homework for us as
superiors, to foster subordinates so that In the future, we will uphold a sense
of integrity in carrying out our work�
The above statement
was confirmed by Richard Marshel Hilkia Umbas as Head of the North Sulawesi
Campus IPDN Care Subdivision on October 19, 2020, stating that:
�Integrity is a
mindset and character that is in accordance with applicable norms and
regulations that are produced through a long process, it can also be said that
integrity is acting consistently in accordance with policies, codes of ethics,
and regulations. Employees are organs of the running of a government
organization, when in that organ there is a chronic disease then the whole
government will be disrupted. In essence, the role of employees is very vital
in a government organization. If this employee works well, prioritizing the
interests of the task above personal interests, then the employee can be said to
be working with full integrity. With regard to the integrity of the IPDN
employees of the North Sulawesi Campus, in general the integrity of the
employees (caregivers) is quite good, the employees continue to carry out their
duties with integrity�.
In line with the
opinion of Hary Cahya Putra as an employee (caretaker) of IPDN North Sulawesi
Campus on October 19, 2021, stated that:
"Integrity is
synonymous with being honest in carrying out work, sincerely working, never
abusing their authority and daring to take the risk of their actions. Our
observation is that the integrity of IPDN North Sulawesi Campus employees
(caregivers) have integrity in carrying out their work, although there are also
employees who have low integrity, for example, not working sincerely due to
lazy work, but overall the integrity of the IPDN North Sulawesi Campus
employees (caregivers) is going quite well.�
Agree with Muhammad
Azharuddin as IPDN Praja North Sulawesi Campus from Central Kalimantan on
October 19, 2021, stated that:
"The integrity of
the IPDN North Sulawesi Campus employees (caregivers) in carrying out the
duties is quite good, the North Sulawesi Campus employees (caregivers) have
worked sincerely, not taking advantage of the situation to make irregularities,
even if there are IPDN North Sulawesi Campus employees (caregivers) who lack
integrity in carrying out their duties. work, I think that is only a small part
of it�
The results of the
interviews are related to the performance of IPDN North Sulawesi Campus
employees (caregivers) seen from the overall integrity aspect, it is known that
employees have good integrity in carrying out the job, this is reinforced by
the document of the results of the Employee Performance Target (SKP) assessment
in 2020. in the "good" category. This means that the employee
(caregiver) continues to work sincerely, does not take advantage of the
situation to make deviations, although there are also a small number of
employees (caregivers) who lack integrity in carrying out the job, for example,
they are less sincere in their work because they are lazy to work, but Overall,
the integrity of the IPDN North Sulawesi Campus employees (caregivers) has gone
quite well.
Discussion of Research
Results
The success of an organization is commonly
determined by the quality of human resources or the people who work in it. The
employee is the state apparatus or the main element of human resources and is
the spearhead who plays an important role as a tool to achieve the goals of the
agency that oversees it or where the employee works. The achievement of
agency/organizational goals does not only depend on modern equipment, but also
on the people who carry out the work.
Employee Performance
Analysis (Caregiver) at IPDN North Sulawesi Campus
Service Orientation
Analysis
The results of the
study related to the performance of the IPDN North Sulawesi Campus employees
(caregivers) seen from the aspect of service orientation to civil servants, it
can be seen that it is not running effectively and optimally even if referring
to the document on the results of the Employee Performance Target (SKP)
assessment in 2020 it is in the "good enough" category. The
ineffective and maximal performance of IPDN North Sulawesi Campus employees
(caregivers) is seen from the aspect of service orientation such as evaluation
activities, providing guidance and direction to Praja which was initially
routinely carried out once a week. However, since March 2020, such activities
have been carried out once a month or even twice. This is due to the government's
policy of prohibiting crowds and holding events that can gather large crowds.
The State Civil
Apparatus, including employees (caretakers) of IPDN North Sulawesi Campus are
the most critical assets spearheading in carrying out the duties and responsibilities
at IPDN North Sulawesi Campus. The essence of the duties and responsibilities
of government employees is to carry out service functions. Quoting the opinion
of (Ndraha, Hsiao, & Wang, 2017) relating to
government employees stated that the essence of government employees is to
provide services to the public because essentially government employees are
"public service", the main function of government employees is to
organize good governance as the government's duty to provide excellent service
to the public, then employee orientation must focus on customers (P. 115). Thus
the context should be that the directed to provide quality services to
customers, both internally and externally.
The services provided
by IPDN North Sulawesi Campus employees are based on the Decree of the Minister
of Home Affairs No. 157 of 2004 concerning Guidelines for Parenting Praja
Educational Institutions at the Ministry of Home Affairs, Articles 13, 14, 15
CHAPTER VII concerning the Duties, Obligations and Authorities of Caregivers,
there are (1) caregivers are tasked with fostering, guiding, supervising,
controlling, and evaluating Praja consistently and continuously, (2) caregivers
are required to create a conducive atmosphere for civil service life to conform
to applicable norms, and, (3) caregivers are authorized to assess, direct,
suggest a report by applicable regulations.
The Analysis Regarding
to the Work Environment
The interview results
show that the work environment has an impact and affects employee performance.
It can also be seen that the IPDN North Sulawesi Campus has made every effort
to provide the fulfillment of employee work facilities (caregivers), both in
quality and quantity, for example, by providing a set of office equipment
facilities (tables, chairs, laptops, printers, wi-fi, stationery), provide
housing facilities and their accessories and provide operational vehicles. The
factor that is expected to improve employee performance is the work
environment. The work environment is one of the conditions, both physical (work
environment, building) and non-physical (work comfort, work security, work
relations) that are around employees in doing their work which will determine
passion and enthusiasm for work so that it will determine the achievement of
employee performance.
Employees' high and
low performance is influenced by the work environment, both physically such as
work facilities and non-physically such as work comfort and security. The work
environment also dominantly affects employee performance; this is quite
reasonable because basically, employees will contribute to good performance if
a good work environment is supported. This is under the opinion of Darmodiarjo
(2017:16) that the work environment is one of the conditions both physical
(work facilities) and non-physical (work comfort, work security, work
relations) that are around employees in doing the work which will determine the
passion and enthusiasm for work that will determine employee morale achievement.
According to Nitisemito (2012: 184), the work environment is everything around
the workers that can influence in carrying out the assigned tasks. Humans will
be able to run the activities well and achieve optimal results if supported by
appropriate, healthy and adequate environmental condition.
An environmental condition
is said to be suitable, healthy and adequate if humans can run the activities
optimally, safely, and comfortably. Therefore, every organization is obliged to
provide a healthy work environment for its employees to work by the
organization's wishes to achieve organizational goals. The fulfillment of work
facilities, comfort, and safety of employees at IPDN North Sulawesi Campus will
encourage the emergence of employee morale (caregivers), which can improve
employee performance and services to the needs of civil servants be carried out
effectively and efficiently.
The provision of adequate
infrastructure has become mandatory to support employees in carrying out the
work. The dominant physical work environment affects employee morale; it is
reasonable because employees will contribute to good performance if supported by
good work facilities. This is by the opinion �Kartono (2017) that work facilities are supports that can
increase employee morale at work. With these work facilities fulfilled,
employees can be faster and more precise in carrying out office work.
Quoting Agustino's
opinion (2010:156) which states that non-physical work environments such as
facilities and infrastructure, work facilities are a measuring tool that will
affect employee performance in implementing a policy, because the availability
of adequate work facilities influences the implementer in carrying out an
activity. Moreover, fit for use. The dominant work environment affects the
performance of the implementer, it is pretty reasonable since the implementer
will contribute to good performance if good work facilities support it.
In line with the opinion
of (Priyambodo, Tjiptono, & Suyoto, 2012) states that work
facilities are supporters that can improve the performance of the implementer
at work, with the fulfillment of these work facilities, the implementer can be
faster, more precise in carrying out office work (P. 123). It is different from
Hasibuan (2010), which states
that the availability of the resources needed to implement the policy will
automatically facilitate its implementation. These resources are in the form of
human resources, expertise, funds, facilities, etc. A policy requires good
resources, both human resources and work facilities. Humans are an essential
resource in determining success in implementing policies. Each stage or process
of the journey of a policy requires quality human resources by the work required
by the established policy.
Human resources and
work facilities are one of the factors that influence the implementation and
success of a policy. In contrast, the human resource components that can
support the implementation of policies can be tangible, among others, staff,
skills and appropriate qualifications. In contrast, work facilities are the
tools used in implementing those policies.
Every organization is
formed and established because of specific goals to be achieved. To achieve
these goals, various resources are needed as factors, including employees or
human resources. Humans are the essential element and other elements possessed
by an organization such as money, materials, machines, work methods. Human
resources or employees are also the essential assets in an organization because
they are the source that directs the organization in achieving its goals.
Employees in the agency function as implementers of the main tasks of the
organization. Human resources are an essential factor for every organization
because, without human resources, the goals and objectives of the organization
will not be achieved as planned. Therefore, the role of human resources is
crucial in every organization. The importance of the role of human resources
for every organization is expected to improve employee performance.
Humans in a
re-emphasis on the philosophy of man behind the gun, the wheel of
organization in an organization is also seen as a resource or driver, this is
very dependent on the behavior of humans who work in it. The behavior in
question is not only enough to come and go home from work on time, always dress
neatly and be diligent. However, employees are expected to carry out their
duties effectively and efficiently with complete dedication and creativity, which
is expected to achieve organizational goals.
Seeing the importance
of employees in an organization or agency, it is no exaggeration to say that
employees are the most important asset and have a direct impact on the
organization compared to other resources (Abhimanyu, 2020). Whether or not an organization is effective
does not lie in the size of the organizational structure but how its ability to
utilize existing employee resources. Seeing the importance of employees
(caregivers) as the spearhead in achieving organizational goals, for this
reason, IPDN North Sulawesi Campus officials should pay more attention to
factors that affect performance so that in the end it leads to improving
employee performance (caregivers).
Conclusion
Based on
the theoretical study, the results of interviews as well as the results of the
analysis and findings in the field, it can be concluded as follows:
The
performance of employees (caretakers) of IPDN North Sulawesi Campus is in a
pretty good category, this is based on the results of research where from 5
(five) employee performance indicators, there are still 2 (two) indicators that
fall into the pretty good category, namely "service orientation and
discipline". It means that the service of employees (caregivers) to civil
servants is indicated to be still not optimal, and work discipline of employees
(caregivers) is still low, there are still IPDN officers on the North Sulawesi
Campus who skip work, do not come to scheduled work, and there are
still employees who work but not by applicable official rules.
There are 4
(four) factors that affect the performance of IPDN employees (caretakers),
namely a) HR development, b) work motivation, c) supervision, and d) work
environment. It can also be seen that of the 4 (four) factors that affect
employee performance, only 1 (one) factor supports the performance of IPDN
North Sulawesi Campus employees, namely the work environment. In comparison,
the other 3 (three) factors are HR development, work motivation. Moreover,
supervision does not support IPDN North Sulawesi Campus employees (caregivers)
in carrying out their work.
Suggestions
Based on the results
of the study, the suggestions that the authors propose in this research are:
Improving
service orientation carried out by IPDN North Sulawesi Campus employees
(caregivers), IPDN North Sulawesi Campus officers should be able to take
advantage of technological sophistication, for example conducting long-distance
teleconferences, providing services through Zoom as media, continuing to carry
out and implementing activity programs by prioritizing health protocols, gather
a limited number of people so that services can continue to run even during the
Covid-19 pandemic.
Improving
the work discipline of IPDN North Sulawesi Campus employees (caregivers) should
be superiors of each field can increase the frequency of supervision and
provide strict, proportional and impartial sanctions if there are employees
(caregivers) who work disciplined. Furthermore, their respective superiors
should Offer rewards for employees (caregivers) with high work discipline. It
is hoped that employees (caregivers) will remain enthusiastic and highly
motivated to carry out work during the Covid-19 pandemic.
Human
resource development at IPDN North Sulawesi Campus should be further improved,
for example, by increasing the frequency of providing training, seminars
related to the primary duties of employees or inviting competent resource
persons to share. Thus it is expected to increase the knowledge and skills of
employees in carrying out work, so that employee (caregiver) performance is
more improved.
The
frequency of direct supervision of the leadership needs to be increased; the
leadership must carry out inspections more often and carry out routine
maintenance every day, and go into the field when the IPDN North Sulawesi
Campus employees (caregivers) are working, so it is hoped that employees will
be more motivated to work.
IPDN North
Sulawesi Campus pays more attention to the basic needs of employees
(caregivers) because basically, employees work to meet basic needs, namely
clothing, food, housing, and individual welfare. The solution is by giving
appropriate incentives, giving bonuses outside of salary if employees
(caregivers) work outside office hours, providing other compensation such as
additional transportation money, food allowance. Thus it is expected to
increase employee motivation in working which in turn is expected to improve
employee performance.
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Employee
Performance Evaluation at IPDN North Sulawesi Campus