Kelana, Said Putra (2025) Analisis Penerapan Disiplin Kerja Dalam Meningkatkan Kinerja Pegawai Di Cabang Dinas Energi dan Sumber Daya Mineral Provinsi Riau Wilayah II Rengat. Masters thesis, Universitas Islam Riau.

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Abstract

This study aims to analyse the Application of Work Discipline in Improving Employee Performance at the Energy and Mineral Resources Office of Riau Province Region II Rengat. In the application of work discipline, ESDM Region II Rengat still experiences problems. One of the main problems is that the percentage of employees who perform above expectations remains stable at only 1%, while employees who perform according to expectations decreased from 90% in 2022 to 85% in 2024, so it is not in accordance with the target achievement of 99%. the attendance rate fluctuates and not all employees are disciplined to come to work as an obligation without having to be forced. The method used is qualitative with Sinungan's theoretical approach, which includes indicators of attendance, attitude and behaviour and responsibility. Data collection techniques include interviews, observations, and documentation studies, while data analysis is carried out descriptively. Descriptive research aims to obtain information about the actual or actual events about how the Application of Work Discipline in Improving Employee Performance at the Energy and Mineral Resources Office of Riau Province Region II Rengat both in terms of attendance, attitudes and behaviour, responsibilities and obstacles. The results of research on work discipline at the ESDM Region II Rengat Office show that the main obstacles such as light workload, inadequate facilities, and frequent changes in superiors make employee discipline low. On attendance, attendance is often just a formality with no real commitment, with employees hanging out or going to cafes because they have little to do, even though a manipulation prevention system is in place. Attitudes and behaviours are marked by apathy, laziness and lack of initiative due to boring routines and poor communication, although surface harmony is maintained. Responsibility is compromised by changes in superiors that make employees hesitant to consult, so tasks are often late, teamwork is weak, and self-development is hampered, ultimately hindering regional development.

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