%A NIM.: 19104090026 Imelda Vany Pramudita
%O Pembimbing: Prof. Dr. Subiyantoro, M.Ag.
%T MANAJEMEN PENGEMBANGAN SUMBER DAYA MANUSIA DALAM MENINGKATKAN PROFESIONALISME DAN KINERJA PEGAWAI DI KANTOR WILAYAH KEMENTERIAN AGAMA DAERAH ISTIMEWA YOGYAKARTA
%X The background of this research is that human resources are one of the most important factors in the running of an institutiton. Therefore, a good development management is needed in managing all the needs and interests of human resources in order to increase the sense of performance and professionalism so that the goals of the institutiton can be realized. The purpose of this study was to find out how the human resource development management process in the Kanwil Kemenag DIY, Implementation of development management in improving employee performance and performance and professionalism, and the constraints in implementing human resource develepment management in Kanwil Kemenag DIY.
This research is a descriptive qualitative research. The informant taken in Researchers used data collection tehniques in the form of observation, interviews and documentation. Data analiysis used by transcipt, coding, grouping, comparing and contrasting. Test validity data using by triangulation of sources and techniques.
Based on the Results of the research, it can be concluded that: First, Kanwil Kemenag DIY carries out a human resource development program to overcome the lack of competence numbers where they will gain new knowledge from resource persons so that they can overcome existing deficiencies. Second, the performance appraisal and professionalism of employees is carried out by looking at employee performance targets. This is done to measure whether the employee in question has been able to carry out the assigned task properly or is still having problems in its technical implementation. Third, constraints in the process of implementing development management are a point that must be considered in its evaluation to overcome the problem of a lack of employee competency rates, including : a) Participants, equity to employees who are still uneven, and initiatives that are still lacking to conduct training on a regular basis independently, b) Trainers, limited training institution with the authority to organize training programs, c) Facilities, fulfillment of conducive rooms independently has not been achieved due to limitations in existing standardization, d) Curriculum, implementation of the same program every year by Pusdiklat so the employee’s own awareness is needed, e) Budget, where fulfillment of training needs is not sufficient and provides maximum output.
%K Manajemen Pengembangan, Kinerja, Profesionalisme
%D 2023
%I UIN SUNAN KALIJAGA YOGYAKARTA
%L digilib59522