Please use this identifier to cite or link to this item: https://repositori.uma.ac.id/handle/123456789/11613
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dc.contributor.advisorHarahap, R Hamdani-
dc.contributor.advisorTarigan, Usman-
dc.contributor.authorSari, Riri Adda-
dc.date.accessioned2020-02-04T01:44:40Z-
dc.date.available2020-02-04T01:44:40Z-
dc.date.issued2018-
dc.identifier.urihttps://repositori.uma.ac.id/handle/123456789/11613-
dc.descriptionPerwakilan BPKP Provinsi Sumatera Utara telah banyak melakukan bentuk Pengembangan Sumber Daya Manusia diantaranya melaksanakan pengembangan, dalam bentuk Pendidikan dan Pelatihan (Diklat), hasil dari terlaksananya pengembangan SDM di Perwakilan BPKP saat ini mendapati fungsional Auditor dengan jumlah yang cukup besar yaitu 127 orang. Namun dalam proses pengembangan SDM di Perwakilan BPKP Provinsi Sumatera Utara juga mengalami permasalahan pengembangan SDM karena adanya skill GAP (Kesenjangan keterampilan) atau tidak meratanya kompetensi antara senior dan pegawai junior, sehingga tingkat pengetahuan yang diterima oleh pegawai senior setelah mengikuti diklat tidak optimal, dengan rumusan masalah yaitu : bagaimana pengembangan Sumber Daya Manusia yang dilakukan Sub Bagian Kepegawaian Bagian Tata Usaha kepada para pegawai di Perwakilan BPKP Provinsi Sumatera Utara serta apa saja Hambatan dalam pengembangan Sumber Daya Manusia Pada Perwakilan BPKP Provinsi Sumatera Utara. Dengan penelitian secara kualitatif. Berdasarkan hasil penelitian, Perwakilan BPKP Provinsi Sumatera Utara sudah berupaya dengan baik dalam mengembangkan SDM melalui Pendidikan dan Pelatihan sebagai berikut : Diklat sertifikasi jabatan fungsional bagi Pegawai BPKP, yaitu melalui pembentukan dan penjenjangan jabatan fungsional, Diklat Teknis Substansi (TS) yaitu : diklat TS Pengawasan audit dan non audit serta diklat peningkatan kompetensi pegawai pengelola SDM, keuangan dan lain-lain dan Pelatihan di kantor Perwakilan BPKP sendiri atau In House training, yang biasanya dilakukan setiap minggunya. Maka dari itu, jika ditinjau dari aspek pengetahuan/kemampuan masih minimnya pengetahuan/kemampuan pegawai senior terhadap pola pembelajaran jarak jauh dan terbatasnya fasilitas dalam pelaksanaan diklat seperti : gangguan jaringan. Dengan permasalahanpermasalahan diatas, maka perlu diterapkan sistem diklat manual, sehingga tidak memperhambat pengetahuan pegawai senior dan dapat menghasilkan kompetensi secara merata, baik terhadap pegawai senior maupun pegawai junior.en_US
dc.description.abstractBPKP representatives of North Sumatra Province have done many forms of Human Resource Development such as implementing development in the form of Education and Training (Diklat), the result of the implementation of human resources development in BPKP Representatives currently find functional Auditor with a large enough number of 127 people. However, in the process of human resource development in BPKP Representative of North Sumatra Province also experienced problems of human resources development due to skill GAP (skill gap) or unequal competence between senior and junior staff, so the level of knowledge received by senior staff after following the training is not optimal, the problem is: how human resources development conducted Sub Division Personnel Administration to the employees at BPKP Representative of North Sumatra Province and what are the Obstacles in the development of Human Resources At BPKP Representatives of North Sumatra Province. With qualitative research. Based on the results of the research, BPKP Representative of North Sumatera Province has done well in developing human resources through Education and Training as follows: Training of functional functional certification for BPKP employees, that is through formation and functional positioning, Technical Substance Technical Training (TS) audit and non-audit as well as training on increasing the competence of personnel management personnel, finance, etc. and Training at BPKP's own office or In House training, which is usually done every week. Therefore, if viewed from the aspect of knowledge / ability is still the lack of knowledge / ability of senior employees to distance learning patterns and limited facilities in the implementation of training such as: network disruption. With the above problems, it is necessary to apply manual training system, so that does not hamper the knowledge of senior employees and can produce competence evenly, both to senior employees and junior employees.en_US
dc.language.isoiden_US
dc.publisherUniversitas Medan Areaen_US
dc.relation.ispartofseriesNPM;161801028-
dc.subjectpengembangan sdmen_US
dc.subjectpendidikan dan pelatihanen_US
dc.subjecthuman resource developmenten_US
dc.subjecteducation and trainingen_US
dc.titleAnalisis Pengembangan Sumber Daya Manusia di Perwakilan BPKP Provinsi Sumatera Utaraen_US
dc.typeTesis Magisteren_US
Appears in Collections:MT - Master of Public Administration

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