Sistem Manajemen Kinerja

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Sistem Manajemen Kinerja – Strengthening accountability is one of the programs being implemented in the context of bureaucratic reforms to create a government that is clean and free of KKN, improve the quality of public services to the community, and strengthen the capacity and accountability of bureaucratic performance. This strengthening of accountability is carried out through the administration of SAKIP as referred to in Presidential Ordinance No. 29 of 2014 regarding the system of performance accountability of government institutions. To ensure the success of strengthening performance accountability, a Performance Management Framework is needed as a reference when implementing a performance accountability system within the DKI Provincial Government that aims to make performance measurable and focused.

The components for forming strategic issues in DKI Province consist of: an analysis of the development achievements of the past period to find out the regional development issues of DKI Province and the determinants of its success; results of review of DKI 2005-2025 RPJPD documents; results of review of the 2015-2019 RPJMN documents; results of studies on issues from the international community; and analysis drawn from the world of academia, business, socioculture, technological discoveries, and others that can be explained.

Sistem Manajemen Kinerja

The strategic issue of DKI development for 2017-2022 is a global aspect in determining overall medium-term development policy based on development issues. In preparing the strategic assignments of the DKI Province 2017-2022, a number of issues have been taken into account, namely: strategic issues based on the results of data analysis; B. strategic issues in the RPJPD 2005-2025; C. policy in the RTRW 2030; D. policies in the RPJMN and supporting Prov/District/City RPJMD; e. development goals in the SDGs, as well as; F. Developing global issues;

Sistem Manajemen Kinerja Berbasis Kompetensi Bagi Pejabat Struktural Di Lingkungan Ipmi

The vision, mission and working promises of the governor and vice-governor are also taken into account when refining strategic issues for the mid-term development of the DKI province 2017-2022. The 17 mid-term strategic development issues for 2017-2022 are grouped into main thematic groups, namely human development issues, economic and infrastructure acceleration issues, device integrity issues, sustainable cities, and issues such as National Development Progress Node.

To achieve this in the future, the DKI Province development strategy for 2017-2022 is to develop equal, prosperous and happy citizens and an ecosystem of urban residents based on the spirit of mutual cooperation. This mid-term development strategy is described in 3 (three) main strategies, namely:

KSD is a Strategic Initiative to ensure the realization of development goals. The categories and weighting of KSD are determined to accelerate the implementation of KSD, which supports meeting basic needs, accelerates economic growth, and improves people’s well-being in accordance with the RPJMD of the province of the special capital region. The categorization and weighting of KSD is determined by taking into account: the magnitude of the short-term economic impact to accelerate the recovery from the Covid-19 pandemic; and B. dynamic type and number of jobs in the KSD.

The 2020 DKI Province Performance Report (LKj) is a manifestation of the implementation of Presidential Ordinance Number 29 of 2014 regarding the performance accountability system for government agencies. LKj was created solely to realize the ideals of bureaucratic reform in institutions. Therefore, LKj is one of the components to measure institutional performance responsibility. In addition, the DKI Province Performance Report 2020 also aims to:

Persiapkan Sistem Manajemen Kinerja Individu, Kemensetneg Dan Telkom Indonesia Gelar Sosialisasi Pengenalan Okr

1. The form of accountability to the public as part of the mandate recipient; and 2. Information to the public about the performance made by the DKI Provincial Government to use to provide suggestions/input to drive performance improvements.

The National Government Performance Report 2020 has been drawn up on the basis of the DKI Provinces 2020 Performance Agreements as laid down in Governors Decree number 280 of 2020. All implemented programs also refer to the 5-year Medium Term Regional Development Plan (RPJMD). elaborated in the Strategic Plan regional apparatus.

2020 is the third year of implementation of the DKI Provincial Government RPJMD for 2017-2022. This report contains performance results as measured in 13 Key Performance Indicators (IKU) that measure the success of 10 strategic goals.

Bureaucratic organization and reform Bureau is tasked with coordinating, formulating and formulating policies, monitoring and evaluating the implementation of policies and coordinating the implementation of PD tasks in the institutional field, job analysis, workload analysis, job evaluation, management, bureaucratic reform , implementation accountability and public service Globalization and world trade Liberalization: AFTA, APEC, NAFTA, GATT Environmental change: economic relations, science and technology, culture Business world Strategy change: new vision and mission and new management New performance management: tool to achieve goals and achievements Ensure that companies use resources wisely and efficiently Focus on continuous improvement A critical guide to evaluating an organization’s effectiveness

Bimtek Sistem Manajemen Kinerja Pegawai Negeri Sipil

2 Performance management A process that aims to improve the performance of employees, teams and organization. This process is carried out jointly between managers and employees.

The first stage: performance measurement focused on cost calculation from which the data is taken from the past. The different key performance indicators are financial indicators (eg: profit and ROI) The second stage: integrated performance measurement that can improve the weaknesses of traditional performance measures, namely financial and non-financial approaches.

Organizational performance: organizational result (outcome) Process performance: performance at the stages of the process in producing a product or service Individual performance: is the performance or effectiveness at the employee or job level

Non-financial Internal process innovation Operational process Marketing After sales service Resource capabilities Human resources Technological resources Organizational resources

Bagaimana Merancang Sistem Manajemen Kinerja?

SMART (Cross and Lynch, 1988) Performance Measurement Matrix/PMM (Keagen,, 1989) Balanced Scorecad/BSC (Kaplan and Norton, 1992) Quantum Performance Measurement Model/QPMM (1993) Integrated Dynamic PMS (Ghalayani, et .al ., 1997) Integrated Performance Measurement System (Bititchi, 1997) Performance Prism (Neely & Adam, 1999) ISO Series etc.

The most famous is BSC. This is because the BSC only provides an easily applicable framework, consisting of only four (4) perspectives, namely: Financial Customers Internal Business Processes Learning and Growing

THE PERFORMANCE MANAGEMENT RESEARCH METHOD IS NOT MUCH DIFFERENT IN PRINCIPLE FROM OTHER BUSINESS MANAGEMENT RESEARCH METHODS OR TECHNIQUES COMMONLY USED. To find the acceptability of a theory or to find more information about a concept example: how motivation influences the performance of an applied research employee: aimed at solving problems or situations in real life with that Juan to identify an alternative solution: CERTAIN COMPANIES (CALL BEL X) NEED TO APPLY PERFORMANCE MANAGEMENT?

16 Science and Science Methods Science has been defined as “methodological and systematic approach to the acquisition of new knowledge” The science method or scientific method, which has developed since the 13th century, is closely related to a set of tools, techniques and procedures used in research USES BASIC (BASIC) OR APPLIED TO MANAGE THE ANALYSIS AND UNDERSTAND SOME PHENOMENA OR PROVE OR DISCLAIM A CONCEPT

Pengembangan Kapasitas Pegawai

THE ESSENCE OF THE SCIENTIFIC METHOD CHARACTERISTICS OF THE SCIENTIFIC METHOD Objectivity Systematic analysis Logical interpretation of results Elements of the scientific method Empirical approach Observational questions Hypothesis Experiment Analysis Conclusion Replication General concepts Basic research Scientific methods Applied research Information or ideas for alternatives A series of actions


Measurement of phenomena (such as employee performance statistics for a particular section) DATA Determination of relationships between data for the purpose of facilitating understanding of a phenomenon, its relationships, and decision-making INFORMATION KNOWLEDGE A combination of information, experience, and insight that provides a framework provides thought that can be evaluated when reviewing new information or evaluating a situation that is relevant

To make this website work, we log user data and share it with processors. To use this website, you must agree to our privacy policy, including cookie policy. This article describes business performance management in general, including its meaning, work processes, benefits and reasons for use. Business Performance Management enables organizations to adopt a data analytics approach. Data tools that identify trends and enable organizations to plan well for the future. In addition, performance management software provides users with visualization features (such as dashboards), which provide the ability to view summarized data and drill down into operational data for relevant details.

Kerangka Kerja Sistemmanajemen Kinerja

Business Performance Management enables organizations to adopt a data analytics approach. Data tools that identify trends and enable organizations to plan well for the future. In addition, performance management software provides users with visualization features (such as dashboards), which provide the ability to view summarized data and drill down into operational data for relevant details.

What is Business Performance Management? Business Performance Management (BPM) is a real-time system that alerts managers to potential opportunities, upcoming issues and threats, and supports managers to act through modeling and collaboration. Business Performance Management refers to the business processes, methodologies, metrics and technologies used by companies to measure, monitor and manage business performance.

Business performance management is the result of business intelligence and encompasses many technologies, applications and techniques. Business intelligence is an important part of business performance management. Business Performance Management is an approach that converts business strategy into actions/actions with a four-step process, where these processes are divided into strategy and implementation. Business performance management has advantages in meeting the business strategy needs by measuring the business processes.

The image above illustrates the process of the first step, namely strategizing and planning, which describes the strategy, while the last two steps, namely monitoring/analyzing and acting/adjusting, describe the implementation of the strategy. The four steps are:

Vol 2 No 2 (2016): E Jurnal Manajemen Kinerja

Executives determine the key drivers of business value and how to measure them. Examples of primary drivers are high customer satisfaction or excellent product quality. Key Performance Indicators are indicators that provide information about the extent to which the work objectives have been achieved. Groups within the organization develop plans to track business strategy and allocate resources. This planning makes it possible to create new initiatives, projects and processes or improve existing initiatives, projects and processes

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