Anggraini Sukmawati

Analisis Peran Remunerasi dan Budaya Organisasi Terhadap Kompetensi Pegawai Guna Meningkatkan Kinerja Pegawai di Lembaga Penerbangan dan Antariksa Nasional

Ideally the performance of a Government employees (PNS) aretheir service to the community in living and meeting their daily needs. The final goal of the PNS none other than to improve the welfare of society. Government Remuneration is an integral part of bureaucratic reform policy. Base on the bureaucracy awareness and also the government commitment to create a clean and good governmance. The purpose of bureaucratic reformation is to build a public trust (public trust building) and eliminate the negative image of government bureaucracy. The bureaucratic reformation vision is the establishment of the State apparatus professional and good governance. The mission is to change the pattern of bureaucratic reform mindset, cultural set, and the system of governance. Implementation of remuneration applied at LAPAN on July 2013 granted in accordance with the competences of the employees, work performance of the employees, and work discipline. The objective of this analysis is to analyze the relationship with remuneration and organizational culture, and the influence of remuneration to the employee competencies, organizational culture on employee competencies, employee competence to employee performance, remuneration to employee performance and the influence of organizational culture on employee performance. Analysis of the data used in this research is Structural Equation Modeling (SEM). The results of Study in simultaneously and partially are known to constructs remuneration, organizational culture, and employee competence positive effect on the performance of employees at every level positions and there is a correlation relationship between Construct Remunerasi and Cultural Organization to all employees and the level of structural positions and Special and strong correlation relationships at the level of the General Functional

Strategi Pengembangan Karier PNS Fungsional Umum di Institut Pertanian Bogor

The main issues in the field of human resources is a state civil officials on the quality and distribution of civil servants, therefore we need a research to know the civil servant career development strategy. Process and career development should be professional career development oriented of civil servants which means not only the structural purpose, but also to developing expertise towards functional. Thus, the position of the functional has a role as equal partners in a structural position. The purpose of this study is to identify what are the main priorities of the factors, actors and objectives as well as the recommendation of alternative strategies are most influential on the development of common functional civil servants career in IPB. The research was conducted at IPB and the Bureau of Personnel Culture and Education Ministry Secretariat using descriptive analysis and AHP (Analytical Hierarchy Process) methods. The results of the descriptive analysis is from 1.500 civil servants education personnel only 14,3% certain functional officials in IPB, thus 83,7% is common functional PNS included structural officials which selectively will be converted to be specific functional civil service officials. Results obtained from AHP processing the alternative strategy most recommended is the establishment of assessment centers (0,482) by actor Vice Rector of Resources and Strategic Studies (0,498), through the strengthening of organizational factors (0,357) with the aim of increasing professionalism (0,600), that all are the main priorities which influence to the development of a common functional IPB civil servants career. Keywords: civil servant quality and distribution, professionalism, carrier development strategy, assesment center