Ulfa, Meilinda (2023) Efektivitas Penempatan Pegawai Dalam Meningkatkan Kinerja Bidang Kepegawaian Pada Biro Administrasi Pimpinan Di Sekretariat Daerah Provinsi Riau. Masters thesis, Universitas Islam Riau.

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Abstract

Placement of the right employee in the right position is able to achieve the expected goals effectively. Placement A policy taken by the head of an agency, or the personnel department to determine whether an employee is still or not placed in a certain position or positions based on consideration of expertise, skills or certain clarifications. By looking at the role of the Regional Secretariat, it demands that the organization get quality and productive employees to run the organization, because to achieve organizational goals it must have individuals with appropriate qualities. One way to overcome obstacles in terms of the need for quality human resources is by placing work. The purpose of this study is to find out and explain the effectiveness of the placement of employees in improving the performance of the Personnel Field at the Leadership Administration Bureau at the Regional Secretariat of Riau Province and the obstacles. The method used is descriptive and qualitative; the key informant, namely the Head of Personnel Subdivision Head of Subdivision whose work placement is not in accordance with the Regional Secretariat of Riau Province. Data collection techniques through observation, interviews and documentation. The results of this study are the Effectiveness of Employee Placement in Improving the Performance of the Personnel Field at the Leadership Administration Bureau at the Regional Secretariat of Riau Province which has not been optimally implemented. This is caused by the presence of several employees who do not match the position with their level of education. This is constrained by the relatively short time in analyzing employee positions, so the competence of the job analysis team is slightly limited. Factors that influence the implementation of employee placement in Riau Province are related to regional situational factors, education and competence of existing Civil Servants, as well as the qualifications of the job analysis team and the workload analysis team.

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