Publication Search

This research seeks to examine the management of transparent and accountable civil service transfers and promotions in the Formation and Mutation Division of Pasuruan City's Civil Service Agency (BKD). The study is based on the significance of the merit system in upholding bureaucratic professionalism, since the procedures for transfer and promotion frequently influence equity and organizational effectiveness. Employing a qualitative case study method, data were gathered via in-depth interviews, participatory observations, and document examination. The results show that the transfer and promotion systems in BKD Pasuruan have progressed towards transparency via data-driven management, yet obstacles persist in communicating policies and involving employees in performance evaluations. Accountability has been enhanced via performance-driven assessments incorporated with the e-performance system and job analysis. The conversation emphasizes that the effectiveness of governance practices is affected by organizational flexibility, engaged leadership, and the public service motivation of civil servants. This research determines that the interplay of data-based policies, performance assessment frameworks, and a transparent bureaucratic environment establishes the basis for creating a just, efficient, and sustainable civil service governance model.

This research is motivated by the importance of human resource management through job transfers, increasing professional competence, and extrinsic motivation to improve employee performance, especially in the plantation sector. PTPN IV Regional II Kebun Limau Mungkur is a state-owned company that prioritizes AKHLAK values in its management practices. The main objective of this study is to analyze the effect of job transfers, professional competence, and extrinsic motivation on employee performance. The research approach used is quantitative associative with multiple linear regression analysis method. The population in this study were all employees of PTPN IV Regional II Kebun Limau Mungkur totaling 125 people, with a sample of 95 respondents determined by the Slovin formula. Data collection techniques were carried out through field studies, documentation, and questionnaire distribution. Data analysis was carried out by testing validity, reliability, classical assumption tests, and multiple linear regression using the SPSS program. The results of the study showed that partially, job transfers, professional competence, and extrinsic motivation each had a positive and significant effect on employee performance. Meanwhile, simultaneously the three variables also had a significant effect on employee performance. This finding emphasizes the importance of implementing appropriate HR management policies to support company productivity and sustainability.

Employee transfers are common in companies, but regulations regarding transfer provisions are still very minimal. The absence of specific provisions governing transfers is often misused by employers, resulting in industrial relations disputes, one of which occurred between PT. Amartha Manunggal Prima and Khairunnisa Utami. This study aims to analyze the validity of the transfer process carried out by the company if there are no provisions or legal basis underlying the transfer process. This study uses a normative legal method, by analyzing the conformity between the considerations of the Panel of Judges in Decision Number 24/Pdt.Sus-PHI/PN JMB with laws and regulations, especially Law Number 6 of 2023 concerning the Ratification of the Job Creation. Based on the results of the analysis, a transfer process is one of the company's rights to regulate human resources for the interests and progress of the company and in general transfers are regulated in work agreements, joint work agreements, or company regulations. If the mutation process is not regulated, then the mutation must be based on an agreement between the two parties as mentioned in the Supreme Court Decision Number 567 K/Pdt.Sus-PHI/2016 which stipulates that mutations without the consent of workers can be canceled through the industrial relations court. In addition, mutations must not conflict with existing laws and regulations, especially Article 32 of the Manpower Law which regulates the placement of workers,  

Ambarawa Regional General Hospital (RSUD) is a Public Service Agency Regional (BLUD) belonging to Semarang Regency which operates in the field of public health services. Ambarawa Regional Hospital is located at Jalan Kartini No. 101 Ambarawa. So far, inventory data processing. At the Ambarawa Regional General Hospital (RSUD) it is still processed manually, there are several problems. What often arises is not knowing the depreciation value of goods each month, not yet applying it database system and low inventory data security system. The author used 3 research methods for data collection in this research, namely observation, interviews and literature study. The observation method used by the author is by carry out direct practice on problems that occur. Interview conducted by the author with the employees concerned, while in the literature study the author looked for related literature with research and used as a theoretical basis. From the analysis and research results, it can be seen that the solution to the problem above is: create an Inventory Data Recording Information System that uses a programming language Microsoft Visual Basic 6.0 and Microsoft SQL Server 2000 database processing system. Procedures will consist of p5 main parts, namely inventory data collection, room data collection, inventory item placement transactions, inventory item mutation transactions and line method depreciation straight. This system is expected to increase the effectiveness of inventory data processing in hospitals Ambarawa Regional General Hospital (RSUD).    

This study attempts to ascertain the partial and joint analysis of employee performance, job motivation, and patient satisfaction with respect to basic service standards at the Nice Dental Care Clinic. Questionnaires are distributed as part of the quantitative approaches used in this study to collect data. 50 patients and staff members of the Nice Dental Care Clinic made up the study's sample, This was calculated with a 5% error rate using the Slovin algorithm (e). The analysis of data methods that are used coefficient of determination , T and F test. The factors of career growth, work environment, and mutation account for 2.9% of the work morale variable, whereas additional variables not included in the study do so. The t test results show that employee performance, work motivation and patient satisfaction partially influence the minimum service requirements. Employee performance, motivation if work, and patient happiness regarding minimum service requirements all have a large influence at the same time.

The purpose of this research is to build a mutation pattern policy based on Justice, Certainty, and Benefit. this policy is associated with talent management that has been implemented in Financial and Development Supervisory Board (BPKP). The method used in this research is a case study method based on phenomena that occur in BPKP. the result of this research is the formation of a mutation pattern policy, namely mutations based on organizational needs with the pattern Organization - Organization - Domicile and mutations based on employee needs. With this mutation pattern policy, employees are expected to improve their performance. But this research does not further examine the effect of this mutation policy on employee performance and also does not consider other factors such as age, gender of employee and Fund to apply this policy

Juanda Heri. This study aims to describe employee mutations in the Banyuasin Regency Government. This research was conducted for three months using a descriptive qualitative approach. Data was collected through interviews, observation, and documentation. Data analysis techniques are carried out by presenting data, reducing data, and drawing conclusions. The results showed that the Evaluation of Employee Movements in the Government of Banyuasin Regency. From the context aspect, employee transfers carried out by BKD often violate existing rules or SOPs, namely without paying attention to the agreed provisions such as having 2-5 years, must be in accordance with competence and good career development, the transfer process is often intervened due to political factors. From the input side, there are many things that, indeed, employee transfers are not done out of necessity, but because there are personal and political factors, employee transfers are often done because they don't want to work in that place, can be far from home and the like, staffing appointments as well and this becomes a problem. one of the main problems in the mutation process. For the aspect of transferring and transferring employees, it is often not carried out with appropriate steps and processes, this is because the transfer of employees is not due to the needs of the institution, but because of the dislike and personal interest of the employee. While the product aspect is expected to be better than employee transfer, namely to improve employee performance and work productivity in a new place, but this is often ignored because the purpose of performance transfer does not always consider the aspect of improvement, but from the aspect of interest. The supporting factor and being the biggest force in the employee transfer process is the policy that regulates this, namely BKN Regulation Number 5 of 2019 concerning Procedures for Implementing Transfers, by following these rules, of course the transfer process will not experience problems. While the inhibiting factor in the problem of employee transfer is again caused by the interests of the institution and increasing work productivity, but is caused by political factors, and in the future if it continues to be influenced by political interests, every time a regime change there will be a change of employees this will make it easier.    

Labor scheduling is allocating human resources to work stations according to needs. To increase productivity, companies must schedule labor optimally. In allocating labor, the Hotel Menara Lexus company has implemented labor scheduling with 3 work shifts, namely morning, afternoon and night. Because scheduling is still made manually, it is possible for schedule "collisions" to occur and there is no fairness in the distribution of shifts to each employee. To solve this problem, an appropriate algorithm is needed so that the scheduling process can run optimally. The application of genetic algorithm methods in scheduling problems is able to produce good solutions using chromosome representation, determining objective function values, fitness evaluation, determining probability function values, selection process using Roulette Wheel, crossover method using one cut-point crossover, and mutation at the above level. 0.5 can then be generated. From parameter testing, the results obtained  

Micro, small, and medium enterprises (MSMEs) have an important position and function that, together with state-owned or private enterprises, carry out various businesses to achieve prosperity for the community. The function of MSMEs is to unite, direct, and develop the creative power and business power of the people, especially those with limited economic capacity so that they can participate in economic activities. Accounting information is used to assess management activities in managing assets entrusted to them (the stewardship function) and is also used as a decision-making tool by those who use it. MSMEs experience problems understanding the application of accounting in their business operations. The efforts they make are to improve the ability of their accounting personnel through training that is carried out incidentally both by related agencies and through activities carried out by universities. However, their efforts have not produced optimal results, coupled with a fairly high level of employee mutation, where employees who have been trained sometimes change workplaces. This problem is latent and occurs repeatedly, so it greatly disrupts the daily operations of MSMEs. To be able to achieve the objectives of the activity, the method used was in the form of assistance to 20 MSMEs. This assistance is carried out by providing a multimedia-based accounting simulation device to MSMEs and then explaining how to use it. This mentoring activity begins with a briefing on the use of the device. After that, monitoring the simulation device's utilization was carried out. The final activity carried out was an evaluation of the usefulness of the device in improving the ability of MSMEs to prepare financial reports.

This study aims to see how employee performance in encouraging companies to set targets and see what things affect the level of employee performance. The data collection method is done through a questionnaire using a Likert scale. The sample taken was 112 people. Data processed using SmartPLS 3.0, analyzed by multiple regression. The results of this study state that Mutation has a positive and significant effect on Job Satisfaction at PT Wahana Ottomitra Multiartha Tbk 0.000 (<0.5) with a T-statistic of 3.624 (>1.96). The Original Sample value is positive, which is 0.362. Job promotion has a positive and significant effect on Job Satisfaction at PT Wahana Ottomitra Multiartha Tbk 0.000 (<0.5) with a T-statistic of 4.613 (>1.96). The Original Sample value is positive, which is 0.467. Mutation has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.009 (<0.5) with a T-statistic of 2.640 (>1.96). The Original Sample value is positive, which is 0.262. Job promotion has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.001 (<0.5) with a T-statistic of 3.426 (>1.96). The Original Sample value is positive, which is 0.358. Job satisfaction has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.010 (<0.5) with a T-statistic of 2.586 (>1.96). The Original Sample value is positive, which is 0.269. Job Satisfaction can mediate the effect of mutation on employee performance at PT Wahana Ottomitra Multiartha Tbk with a significant 0.044 (<0.5) with a T-statistic of 2.018 (>1.96). The Original Sample value is positive, which is 0.098. Job Satisfaction can mediate the effect of job promotion on employee performance at PT Wahana Ottomitra Multiartha Tbk with a significant 0.025 (<0.5) with a T-statistic of 2.252 (>1.96). The Original Sample value is positive, which is 0.126. It is known that the R Square value for each construct, namely Job Satisfaction, is 0.614 with an Adjusted R Square of 0.607, which means 60.7%. So mutations and promotions have a contribution in explaining the job satisfaction variable. Based on the results on employee performance, there is an R Square of 0.664 with an Adjusted R Square of 0.654, which means 65.4%. So mutations and promotions have a contribution in explaining the employee performance variable.

This research uses independent variables, namely loyalty and job transfers, as well as the dependent variable, namely employee performance. The sample in this research were employees of the Kediri Regency animal world pet shop. Data was obtained through questionnaires, observations and interviews. The sampling technique was carried out using a simple random sampling technique using the Slovin formula. The analysis techniques used are validity test, reliability test, normality test, linearity test, multicollinearity test, heteroscedasticity test, multiple linear regression analysis, hypothesis t test and F test, and coefficient of determination (R2) test using the SPSS version 25 program. The results of this research show that the loyalty variable has a partial effect on employee performance. It is known from the results of the loyalty t test that the value of sig. = 0.000 > 0.05 and the job transfer variable has a partial effect on employee performance, this is known from the results of the t test, the sig value. = 0.002 > 0.05. Meanwhile, the results of research on loyalty and job transfers simultaneously influence employee performance, this is known from the F test, sig value. = 0.000 < 0.005

This study examines the Effect of Mutation and Promotion ofPosition on Employee Career Development. The research was conductedby using survey method conducted on automotive company. The result ofthe research shows that Mutation and Promotion of Position onEmployee Career Development have positive and significant influence.The existence of mutations and promotion in a company if managedproperly so that generate a positive impact, then employees will be moreresponsible for the work they live.