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One of the activities of ASN management is career development such as promotion. This study aims to analyze the extent to which the implementation of career development management of Civil Servants (PNS) through promotions at the Medan City Personnel and Human Resources Development Agency. The implementation of civil servant career development management in BKPSDM Medan City has been well implemented but there are still obstacles. The method used in this research is descriptive research with a qualitative approach. Data collection was carried out using observation, interview and documentation techniques. The data were analyzed qualitatively using the theory of implementation according to George Edward III using four indicators namely Communication, Resources, Disposition and Bureaucratic Structure. The results of the research conducted show that the promotion process at BKPSDM Medan City has been carried out based on the principles of meritocracy which includes performance appraisal, competence, and employee track records. However, there are some challenges such as lack of competency development training and limited number of assessors who meet the qualifications of certain positions, as well as inadequate networks. To overcome these challenges, BKPSDM has implemented training and technical guidance programs, although implementation still needs to be improved. This study concludes that the implementation of career development management for civil servants through promotion in BKPSDM Medan City has been running quite well, but still requires improvement efforts in terms of career planning and employee empowerment.    

Penelitian ini bertujuan untuk menganalisis implementasi PP No. 30 Tahun 2019 tentang Penilaian Prestasi Kerja pada Bagian Perencanaan dan Keuangan Sekretariat Daerah Kota Prabumulih. Hasil penelitian menunjukkan bahwa ketidakmampuan sebagian pegawai dalam beradaptasi dengan sistem yang ada, hal ini tentu saja membuat beberapa indikator pengukuran kinerja tidak dapat berjalan dengan baik. Dan permasalahan selanjutnya adalah karakter pegawai yang tidak dapat diatur dan sering melakukan pelanggaran terhadap sistem, maka dari permasalahan tersebut dapat dipahami bahwa komunikasi dan pemahaman terhadap kebijakan pegawai masih belum optimal dalam hal implementasi. Kualitas sumber daya manusia di Sekretariat Kota Prabumulih sudah cukup berkualitas, namun juga dinilai dari sikap dan kedisiplinan pegawai yang baik. Hal tersebut juga akan menentukan kinerja pegawai, bukan hanya banyaknya pekerjaan yang dapat diselesaikan. Besaran dan penilaiannya pun saling bergantung, mengingat sangat penting dilakukan pengukuran kinerja agar pegawai dapat mengembangkan karir, penghargaan, promosi jabatan hingga mulai menduduki jabatan strategis, dan sejauh mana pemahaman pegawai terhadap kebijakan tersebut sudah cukup baik hanya pada sisi implementasinya saja. Apabila dimaksimalkan dapat dipahami bahwa karyawan mendukung kebijakan tersebut. Variabel karyawan menunjukkan bahwa karyawan telah bekerja sesuai dengan tugas pokoknya dan bekerja sesuai SOP. Setiap karyawan yang bekerja tentunya akan bekerja sesuai dengan SOP-nya. karyawan untuk meningkatkan kinerjanya.

The problems faced in this study include (1) How does promotion affect the job satisfaction of Tasikmalaya City Police Sabhara Unit Personnel? (2) What is the effect of remuneration on job satisfaction of Tasikmalaya City Police Sabhara Unit Personnel? (3) What is the effect of promotion and remuneration on job satisfaction of Tasikmalaya City Police Sabhara Unit Personnel? This study aims to study, know, and analyze (1) The effect of job promotion on job satisfaction of Tasikmalaya City Police Sabhara Unit Personnel. (2) The effect of remuneration on the job satisfaction of Tasikmalaya City Police Sabhara Unit Personnel. (3) The effect of position promotion and remuneration on job satisfaction of Tasikmalaya City Police Sabhara Unit Personnel. The method used in this study is explanatory survey, while the technical data analysis is validity test, reliability test, descriptive statistics, Inductive Statistical Analysis (Inferential) with Multiple Regression. The results of the study inform that (1) Position promotion has a positive effect on job satisfaction in the Personnel of the Tasikmalaya City Police Sabhara Unit. This means that if the promotion of the position is increased, then job satisfaction in the Tasikmalaya City Police Sabhara Unit Personnel will also increase. (2) Remuneration has a positive effect on job satisfaction in the Personnel of the Tasikmalaya City Police Sabhara Unit. This means that if the remuneration is increased, then job satisfaction in the Tasikmalaya City Police Sabhara Unit Personnel will also increase. (3) Position promotion and remuneration have a positive effect on job satisfaction in the Personnel of the Tasikmalaya City Police Sabhara Unit. This means that if position promotions and remuneration are increased, job satisfaction in the Tasikmalaya City Police Sabhara Unit Personnel will also increase.

The purpose of this study is to find out how to promote positions and career development for TVRI South Sumatra employees. This research uses descriptive qualitative. The subjects of this research are: 1) Field Program & Business Balancing. 2) Head of Engineering Field. 3) Head of Chief. Biidang Beiriita. 4) Chief. General Affairs. The method used in this research is descriptive method. Data collection techniques are observation techniques, interviews, interview guidelines and documentation. data collection tools are observation sheets, interview guides and documentation. Data management is carried out using qualitative descriptive analysis. The results of this study indicate that promotion and career development have a positive impact on performance improvement.  

The purpose of this study was to determine the effect of Job Performance Assessment, Promotion and Employee Competence on Career Development of State Civil Apparatus at the Medan City Industry Service office, either partially or simultaneously. The type of this research was a descriptive quantitative research used Multivariate Linear Regression Analysis method. Population in this study amounted to 52 employees and the sample for this study also amounted to 52 employees, so that the sampling technique used the Saturated Sampling Technique. Instrument test of this study used Likert Scale and data processing in this study used the Statistical Program for Social Science software program version 25. Result showed that as partially, the Job Performance Assessment had a negative and significant effect on Career Development of State Civil Apparatus with t-count value of -3.366 and significant value of 0.00 smaller than alpha value of 0.05. Promotion had a negative and significant effect on Career Development of State Civil Apparatus with t-count value of -4.348 and significant value of 0.000 smaller than alpha value of 0.05. Employee Competence had a positive and significant effect on Career Development of State Civil Apparatus with t-count value of 3.511 and significant value of 0.001 smaller than alpha value of 0.05. Simultaneously, Job Performance Assessment, Promotion and Employee Competence had Positive and significant effects on Career Development of State Civil Apparatus with F-count value of 8.027 and significant value of 0.000 smaller than alpha value of 0.05. Based on the results of the R2 Determination test, it was known that the Adjusted R value is 0.292, which meant that the contribution of the influence was given by the three independent variables to the dependent variable was 29.2%, the remaining 70.8% was influenced by other variables not examined in this study.

Penelitian ini tentang Pengaruh Pelatihan Kerja, Pengembangan Karir dan Motivasi Berprestasi Terhadap Promosi Jabatan pada Dinas Perindustrian Kota Medan. Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan kerja secara parsial terhadap promosi jabatan pada Dinas Perindustrian Kota Medan, untuk mengetahui pengaruh pengembangan karir secara parsial terhadap promosi jabatan pada Dinas Perindustrian Kota Medan, untuk mengetahui pengaruh motivasi berprestasi secara parsial terhadap promosi jabatan pada Dinas Perindustrian Kota Medan dan untuk mengetahui pengaruh pelatihan kerja, pengembangan karir dan motivasi berprestasi secara simultan terhadap promosi jabatan pada Dinas Perindustrian Kota Medan. Penelitian ini menggunakan metode pengumpulan data yaitu wawancara dan angket, sedangkan teknik analisis data yang digunakan yaitu metode analisis regresi berganda, Uji Asumsi Klasik, Uji t, Uji F dan Uji Determinasi.Berdasarkan hasil penelitian dapat disimpulkan bahwa ada pengaruh pelatihan kerja secara parsial terhadap promosi jabatan pada Dinas Perindustrian Kota Medan diketahui nilai thitung variabel pelatihan kerja sebesar 5.946 yang dibandingkan ttabel sebesar 1.675 (5.946> 1.675). Selain itu ada pengaruh pengembangan karir secara parsial terhadap promosi jabatan pada Dinas Perindustrian Kota Medan yang diketahui nilai thitung variabel pengembangan karir  sebesar4.709 yang dibandingkan ttabel sebesar 1.675(4.709> 1.675). Selanjutnya tidak adanya pengaruh motivasi berprestasi secara parsial terhadap promosi jabatan pada Dinas Perindustrian Kota Medan yang diketahui nilai thitung variabel motivasiberprestasi sebesar -0.835 yang dibandingkan ttabel sebesar 1.675 (-0.835> 1.675) dan ada pengaruh pelatihan kerja, pengembangan karir dan motivasi berprestasi terhadap promosi jabatan pada Dinas Perindustrian Kota Medan yang diketahui dari nilai Fhitung = 83.523yang dibandingkan Ftabel sebesar 2.79 (83.523>2.79).

The purpose of this community service is to increase the understanding of the Medan Johor community about job promotion, coworkers, and employee job satisfaction. The specific target in this community service is that the people of Medan Johor sub-district know what promotions are, coworkers, and employee job satisfaction. The materials presented in this community service are: what is job promotion, coworkers, and employee job satisfaction. Which in relation will affect the improvement of employee work in Medan Johor sub-district so that the community gets solutions to job promotions, coworkers, and employee job satisfaction. From this community service, the results show that the community of Medan Johor sub-district has known and understood the importance of insight into job promotions, coworkers, and employee job satisfaction so as to improve work performance.

       Penelitian ini dilakukan di Hotel Bliss Soetta semarang dengan tujuan untuk mengetahui bagaimana pengaruh kompensasi dan promosi jabatan terhadap kinerja karyawan di Hotel Bliss Soetta Semarang. Data penelitian ini diperoleh melalui kunsioner dan wawancara. Sampel yang digunakan dalam penelitian sebanyak 32 responden. Hasil penelitian diharapkan dapat memberikan informasi yang berguna bagi pihak manajemen dan karyawan. Data yang diperoleh diolah dengan menggunakan analisis deskriptif dan analisis statistic kuantitatif. Analisis kuantitatif menggunakan analisis regresi linear berganda untuk mengetahui pengaruh variabel independen, uji model, uji hipotesis namun sebelumnya diuji dengan uji validitas dan uji reliabilitas. Hasil analisi regresi menunjukkan bahwa adanya pengaruh kompensasi dan promosi jabatan terhadap kinerja karyawan di Hotel Bliss Soetta Semarang. Maka hasil uji analisis berganda menunjukkan nilai F yang signifikan dengan  nilai korelasi determenasi square sebesar 0,690. Hal ini menunjukkan bahwa untuk meningkatan kinerja karyawan perlu adanya kompensasi dan promosi jabatan yang sesuai.

This research was conducted at PT Fajar Indah Anindya Medan. The level of work discipline that can be seen from the delay and absence of employees. Job promotion systems that are still based on seniority are not based on work performance and employee discipline. Punishment that has not been resolute to employees. The population and sample in this study were 42 employees. The sampling technique used is saturated samples Data collection techniques are pembainigain kueisoner, interviews and documentation studies. Data analysis uses validity and reliability test, classic assumption test, multiple linear regression analysis, determinant coefficient and hypothesis testing.Conclusions in the study that simultaneous job promotion and punishment affect the work discipline of employees of PT Fajar Indah Anindya Medan. Partially, job promotion influences the work discipline of PT Fajar Indah Anindya Medan employees. Partially punishment affects the work discipline of PT Fajar Indah Anindya Medan employees. The magnitude of the determination coefficient that the adjusted R Square value is 0.502 means that promotion and punishment can explain employee discipline at 50.2% and the remaining 49.8% (100-50.2) influenced by other variables outside of this study such as: compensation, leadership and supervision of work and so on

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.