Strategi pengembangan sumber daya aparatur pada Badan Kepegawaian Kota Ambon tahun 2007-2012

TASO, Ferdinandus Ferdik, Prof.Dr. Warsito Utomo

2007 | Tesis | Magister Administrasi Publik

Badan Kepegawaian Kota Ambon merupakan lembaga teknis daerah yang bertugas untuk membantu Walikota dalam penyelenggaraan Pemerintahan Kota dibidang kepegawaian memiliki posisi penting dalam pengembangan sumber daya aparatur Pemerintah Kota Ambon. Oleh karenanya upaya peningkatan profesionalisme aparatur dalam rangka perbaikan kualitas pelayanan publik dan peningkatan kinerja organisasi BKK Ambon perlu dilaksanakan. Berbagai permasalahan dalam BKK Ambon yang menjadi kendala dalam peningkatan kinerja yang dimaksud diatas, perlu direspon dengan memperbaiki buruknya kondisi sekarang ini yang memiliki kualitas sumber daya aparatur yang rendah, sehingga belum dapat melakukan perencanaan pengembangan SDM secara bermutu. Disiplin PNS yang rendah, penegakan aturan disiplin yang tidak tuntas dan mengambang, penerimaaan CPNS yang diskriminatif membuat masyarakat menuntut untuk segera memperbaiki kinerja birokrasi. Tulisan dalam tesis ini mengungkapkan hasil penelitian atas pertanyaan penelitian mengenai bagaimanakah strategi pengembangan sumber daya aparatur Pemerintah Kota Ambon tahun 2007-2012? Dengan mengacu pada pendekatan manajemen strategis, maka teknik pengumpulan datanya melalui metode dokumentasi, wawancara, dan observasi. Sedangkan teknik analisis datanya dengan cara melakukan analisis lingkungan strategis, identifikasi isu strategis melalui analisis SWOTs dan Tes Litmus, selanjutnya merumuskan strategistrateginya. Dengan menggunakan metode analisis SWOT melalui unsur-unsur Stength, Weaknesses, Opportunies, dan Threats telah menghasilkan suatu isu-isu strategis dalam pengembangan sumber daya aparatur BKK Ambon tahun 2007- 2012, yang diungkapkan melalui pertanyaan-pertanyaan berikut: 1. Bagaimana meningkatkan profesionalisme aparatur? 2. Apa yang perlu dilakukan untuk kenyaman ruang kerja? 3. Bagaimana memberdayagunakan kewenangan di bidang kepegawaian; 4. Bagaimana mengoptimalkan pemanfaatan SIMPEG dan Website Sedangkan jawaban atas pertanyaan-pertanyaan diatas, dihasilkan melalui suatu strategi pengembangan sumber daya aparatur Pemerintah Kota Ambon tahun 2007-2012, sebagai berikut : 1. Strategi meningkatkan profesionalisme aparatur antara lain program pelatihan dan pengembangan sumber daya aparatur, program pembinaan pegawai, dan program standarisasi kompetensi jabatan; 2. Strategi meningkatkan kenyaman ruang kerja antara lain program optimalisasi pemanfaatan sarana dan prasarana, program relokasi kantor BKK Ambon, meningkatkan kualitas dan kuantitas sarana prasarana; 3. Strategi pemberdayagunaan kewenangan di bidang kepegawaian antara lain program perumusan standar penilaian kinerja, pengembangan program suksesi manajemen SDM, meningkatkan kesejahteraan pegawai, meningkatkan komunikasi lini dan staf, meningkatkan efektifitas dan efisiensi anggaran; 4. Strategi mengoptimalkan pemanfaatan SIMPEG dan Website antara lain program pengembangan SIMPEG dan Internet.

Personnel Agency, known as BKK, of Ambon Municipality, a technical regional institution whose duty is to assist the Major in the government administration, has an important position in the development of human resource. Therefore, efforts to improve the professionalism of the government employees, in order to improve the quality of public service, and the performance of BKK organization need to be implemented. There are various problems within the BKK of Ambon that inhibit the efforts to improve their performance. These problems need to be responded by correcting the poor human resource condition at present that prevents them from planning a good quality human resource development program. The poor discipline among the government employees, the incomplete and uncertain enforcement of discipline regulations, and the discriminative selection of government employee candidates have prompted a public demand to correct the bureaucratic performance immediately. This thesis presents the findings of study regarding the strategy of human resource development of Ambon municipality government employees from 2007 to 2012. Based on the strategic management approach, the methods of data collection used in the study were documentation, interview, and observation. The data were processed by using strategic environment analysis, identification of strategic issues through SWOTs analysis, and Litmus Tests. Further, the strategies were formulated. The SWOT analysis, which is comprised of Strength, Weaknesses, Opportunities, and Threats elements, was used to determine the strategic issues in the human resource development of Ambon BKK from 2007 to 2012. The issues were formulated in the form of the following questions: 1. How the professionalism of the employees is improved? 2. What should be made to create a convenient work place? 3. How to maximize the authority in the personnel affairs?; 4. How to optimize the use of personnel information management system (SIMPEG) and the website? The answers of these questions were provided through the human resource development strategies of the municipality government of Ambon from 2007 to 2012 as follow: 1. Strategy of improving personnel professionalism through the training and development programs of human resource personnel, personnel development program, and position competency standardization; 2. Strategy of improving convenience of the work place through the program for optimal use of existing infrastructures and facilities, office relocation program for BKK of Ambon, and improvement of quality and quantity of infrastructures; 3. Strategy of maximizing the authority in personnel affairs through the program of formulating the standard of performance evaluation, development of management succession program in the human resource, improvement of personnel welfare, communication improvement among the lines and staffs, improvement of budget effectiveness and efficiency; 4. Strategy of optimizing the use of personnel information management system (SIMPEG) and the Website through the SIMPEG and Internet development program.

Kata Kunci : Manajemen Sumberdaya Manusia,Strategi Pengembangan