Manajemen sumber daya tenaga administrasi Universitas Haluoleo Kendari

SAMAD, Sitti Nilawati, Dr. Muhadjir Darwin

2004 | Tesis | Magister Administrasi Publik

Penelitian ini berjudul “Manajemen Sumber Daya Tenaga Administrasi Universitas Haluoleo Kendari” bertujuan untuk mendeskripsikan manajemen sumber daya tenaga administrasi dan mengidentifikasi adanya distorsi yang terjadi dalam pelaksanaan manajemen sumber daya tenaga administrasi di Unhalu. Indikator yang digunakan dalam manajemen sumber daya tenaga administrasi berupa rekrutmen-seleksi, penempatan, dan pendidikan dan pelatihan pegawai, yang diukur dengan praktek patronase berupa diskriminasi pegawai, nepotisme, primordialisme, dan tidak adanya kontrol dari dosen dan mahasiswa. Metode penelitian yang digunakan deskriptif kualitatif, yang dimulai dari pengumpulan data, analisa data, dan penarikan kesimpulan. Teknik pengumpulan data dilakukan melalui wawancara, observasi, dan dokumentasi. Berdasarkan hasil analisis penelitian, bahwa pelaksanaan manajemen sumber daya tenaga administrasi di Unhalu belum dilaksanakan secara optimal. Rekrutmen-seleksi pegawai belum dilakukan secara terbuka dan transparan. Penempatan pegawai belum sesuai dengan kebutuhan tiap unit-unit kerja sehingga ada unit kerja kelebihan dan kekurangan pegawai, dan belum ada kesesuaian antara latar belakang pendidikan yang dimiliki dengan penempatan kerja pegawai. Diklat pegawai lebih diprioritaskan pada diklat struktural, sedangkan pendidikan di perguruan tinggi dan diklat teknis untuk meningkatkan kemampuan di bidang ilmu pengetahuan kurang mendapat perhatian. Belum baiknya pelaksanaan manajemen sumber daya tenaga administrasi disebabkan karena adanya praktek patronase yang terwujud dalam diskriminasi, nepotisme, primordialisme, dan tidak adanya kontrol dari dosen dan mahasiswa. Untuk menciptakan pelaksanaan manajemen sumber daya tenaga administrasi secara optimal di Unhalu, maka penulis menawarkan beberapa solusi: 1) Rekrutmen-seleksi pegawai harus dilaksanakan secara terbuka dan transparan sebagai upaya untuk memperoleh pegawai yang berkualitas serta memperlakukan pelamar secara adil, tidak diskriminasi, nepotisme, dan primordialisme, 2) Penempatan pegawai dan pengangkatan pejabat struktural harus sesuai dengan merit system (sistem kecakapan) yang meliputi tingkat kependidikan, kemampuan, keahlian, pengalaman kerja dan prestasi kerja yang berkualitas, 3) Pendidikan dan Pelatihan pegawai harus diprioritaskan pada pendidikan di perguruan tinggi dan diklat teknis, 4) Harus dihilangkan gap antara pegawai minoritas (strata sosial atas) dan pegawai mayoritas (strata sosial bawah), 5) Faktor kualitas, skill, ilmu pengetahuan dan kapabilitas dalam rekrutmen-seleksi, penempatan, dan diklat pegawai dalam hubungan kekeluargaan harus diprioritaskan, 6) Fanatisme yang berlebihan dalam agama, suku, dan daerah asal harus dihilangkan untuk menghindari konflik di antara pegawai.

This research be entitled “Human Resources Management of Administration Staff in Haluoleo University of Kendari” is aimed to describe about human resources management of administration staff and to identify the existence of distortion in establishing human resources management in Haluoleo University (Unhalu). Indicators used in human resources management of administration staff consist of employee recruitment and selection, placement, and training and education programs that was be assessed through a patronage practice in the form of employee discrimination, nepotism, primordialism, and there is no control from lecturers and students. The statistic method used in this research is qualitative descriptive that begun from data collecting, data listing, and inference drawing. Data collecting techniques performed through interview, observation, and documentation. According to analyze results of the research show that establishing of human resources management in Haluoleo University (Unhalu) have not performed yet in an open and transparent manner. Employees placement have not appropriate yet with the needs of each work units so there are some work units seem surplus but in other work units are deficit of employee, and there is no suitability between employee’s education background and employee placement. Training and education programs for the employee was prior to structural training and education programs, while education programs and technique training and education programs to improve the employee’s capability in science knowledge have a less attention. The badness of the establishing of human resources management caused by the existence of patronage practices in the form of employee discrimination, nepotism, primordialism, and there is no control from lecturers and students. In order to implement an optimal the establishing of human resources management of administration staff in Haluoleo University, so the writer was offer some solutions, that are: 1) Recruitment-selection of employee have to performed with an open and transparent manner as an effort to gain the qualified employee and treat the applicants with a fair manner, not with discrimination, nepotism, and primordialism; 2) Employee placement and promotion of structural officer must be based a merit system (based on capability system) that include of level of education, capability, skill, work experience, and work achievement; 3) Training and education programs for staffs have to prior to education in this college and technique training and education programs; 4) Gap between minority staffs (top social level) and majority staffs (bottom social level) must be eliminate; 5) Quality, skill, science, and capability factors must be given priority in employee recruitment and selection, placement, and training and education programs; 6) Excessive fanaticism in religion, ethnic, and originality must be eliminate to avoid some conflict between the staffs

Kata Kunci : Manajemen Sumberdaya Manusia,Tenaga Administrasi Perguruan Tinggi