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III. HR Management System Arrangement

Innovation in the Area of Human Resource Management System Arrangement

Innovation in the Area of Human Resource Management System Arrangement:

(1) Problems related to business processes:

(2) Forms of innovation: 

(3) Changes: 

  • PPNPN Reward and Punishment System through 3, 6, and 12 month performance contracts. 
  • Completion of BKD becomes input for the Lecturer PAK calculation system and the Lecturer functional position promotion acceleration program. 
  • FT single personnel database [DUK 2020]

(4) Impact on public services: Calculation of Lecturer PAK and Proposals for lecturer promotion.

1. Planning employee needs according to organizational needs

Reference: Rector Regulation No. 7 of 2019 about Civil Servant Career Patterns in ULM Environment

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Chancellor's Regulation No.7 of 2019 concerning Career Patterns for Civil Servants in the ULM Environment

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1.a. Employee needs compiled by the work unit refer to job maps and workload analysis results.
1.b. Placement of employees resulting from pure recruitment refers to employee needs that have been arranged per position.
  • Placement of accepted lecturers is in accordance with existing plans 
  • Placement of accepted education personnel in accordance with existing plans
1.c. monitoring and evaluation of recruitment employee placement to meet job requirements
  • Monitoring and evaluation have been carried out on the placement of recruited employees to meet the needs of positions in the organization to provide improvements to the performance of work units.

2. Internal Mutation Patterns

  • Reference: Government Regulation No. 11 of 2017 regarding Civil Servant Management (amended by PP No. 17 of 2020)\
  • Reference: BKN Regulation No. 5 of 2019 regarding the Procedures for Implementing Mutations 
  • Reference: Rector Regulation No. 7 of 2019 about Civil Servant Career Patterns in the Lambung Mangkurat University Environment [https://ft.ulm.ac.id/id/penataan-sistem-manajemen-sdm/]
2.a. Transfer of employees between positions

The mutation process in the FT environment has been carried out according to the mutation pattern based on the rules, namely Regulation of the Chancellor of Lambung Mangkurat University No. 7 of 2019.

Data on the mutation process in the FT environment is as follows:

  1. The Head of Student Affairs and Alumni of FT was transferred to become the Head of General Affairs and BMN of FT (2015) under the name of M.Syaifullah.
  2. Head of Finance Sub-Division, Kepeg, was transferred to become Head of Academic Sub-Division (2016) in the name of Dwiliyana
  3. Head of Student Affairs and Alumni FT was transferred to become Head of Academic Affairs FT (2019) in the name of Noor Razikin
  4. Head of Academic Affairs of FT was transferred to become Head of Student Affairs and Alumni of ULM (2019) in the name of Dwiliyana

Documentation and mutation reports

2.b. Employee transfers between positions have taken into account job competencies and follow the established transfer pattern.

The implementation of employee transfers between positions at FT takes into account the Chancellor's Regulations which have been established based on:

  1. Competence includes knowledge, skills, and attitudes/behaviors of a civil servant that can be observed, measured, and developed in carrying out his/her job duties. → implementation? (SKP/proof of training). 
  2. Career patterns that include basic patterns regarding the order of placement and/or transfer of civil servants within and between positions in each type of position on an ongoing basis.→ implementation? (SKP/proof of training).

The process of employee transfer between positions in FT has taken into account the competency of the PBJ Basic Expertise Certificate. The treasurer becomes PPK (answered by Sumadianto, 2016) and the transfer from the Head of Student Affairs Sub-Division to PPK (answered by M. Syaifullah, 2015) and follows the established transfer pattern.

2.c. Monitoring and evaluation of mutation activities that have been carried out in relation to performance improvements.
  • Monitoring is carried out based on Performance Achievement through assessment. SKP.
  • Evaluations have been carried out, as evidenced by several employee transfers between positions.

3. Competency-based employee development

Reference: Rector Regulation No. 558/UN8/KP/2019 about the Guidelines Home base Lecturers in ULM Environment

3.a. The Work Unit conducts a Training Needs Analysis for competency development.

The Faculty of Engineering currently does not have Training Needs Analysis and will start to be compiled in 2020.

3.b. Preparation of employee competency development plans taking into account the results of employee performance management.

Yes, considering the results of employee performance management.

3.c. Percentage of gaps between existing employee competencies and established competency standards
  • ULM employee competency standard documents 
  • Gap analysis document → Employee SKP value list 
  • The level of gap between competency standards and employee competencies was measured at 90 % according to
3.d. Employees in the Work Unit have received the opportunity/right to participate in training.

  • Data on staff who attended the training: (barbuk – certificate)

    1. 2018 pre-service training (2 lecturers); 
    2. Pre-service training (online) 2019 (13 lecturers)
    3. 2019 LPSE Training (answered by Sumadianto and M. Syaifullah) 
    4. Laboratory training at Yayan Kamelia
    5. Job analysis training 2019 by Dessy H
    6. 2020 financial training by Fuji H.
3.e. The work unit makes efforts to develop employee competency.

To develop employee competency, FT carries out several activities: (Certificate Proof)

  1. Workshop Journal Management Towards National Accreditation
  2. Workshop Writing a Research Proposal
3.f. Monitoring and evaluation of competency development results in relation to performance improvement.

Monitoring and evaluation has been carried out on the results of competency development in relation to improving performance.

4. Determination of individual performance

  • Reference: Government Regulation No. 30 of 2019 about Civil Servant Performance Assessment
  • Reference: Head of BKN Regulation No. 1 in 2013 regarding the Implementation Provisions of PP No. 46 of 2011 concerning Civil Servant Work Performance Assessment.
  • Reference: Regulation of the Minister of Administrative and Bureaucratic Reform No. 17 of 2013 about Lecturer Functional Positions and Credit Points
4.a. Determination of individual performance related to organizational performance
  • Individual performance: Performance Contract FT Leader to Chancellor
  • Document Performance Indicators. 
  1. The individual performance of educational staff (lecturers) is determined in accordance with PermenPAN RB No. 17 of 2013 concerning Lecturer Functional Positions and Credit Points.
  2. The individual performance of lecturers is measured through the BKD Document every semester which includes the Lecturer Work Plan and Lecturer Performance Report in accordance with Government Regulation No. 37 of 2009 concerning Lecturers concerning the Explanation of Guidelines for Lecturer Workload and Evaluation of the Implementation of the Tridharma of Higher Education.
  3. The individual performance of education personnel (PNS) is determined in accordance with Government Regulation No. 30 of 2019 concerning Civil Servant Performance Assessment, the assessment of which refers to the SKP.
  4. The individual performance of educational personnel (PPNPN) according to Government Regulation No. 49 of 2018 concerning Management of Government Employees with Work Agreements is determined according to the work contract [Contract Documents]
4.b. Individual performance measures have conformity with individual performance indicators at the level above them.
  • Individual performance measures have been in line with the above levels:
  1. Dean Performance Indicators → Rector
  2. Vice Dean Performance Indicators → Dean
  • Individual performance measures (lecturers):
  1. Functional lecturers refer to the provisions of PermenPAN RB No. 17 of 2013 where lecturers are required to fulfill a minimum of 12 - 16 credits / week. 
  2. PNS (Lecturers and PNS education staff) assessment refers to SKP
  • Civil Servant Performance Assessment Team (SKP): still assessed by the employee's direct superior
4.c. Individual performance measurement is carried out periodically.
  • Individual performance measurement using the Civil Servant Performance Information System at ULM → SIPEG ULM
  • Performance measurement is carried out based on the following periods:
  1. Every year for PNS Lecturers and Education Personnel (at the end of December) 
  2. Every semester for PNS Lecturers (Work Plan for the next semester and Performance Report for the current semester) → BKD
4.d. The results of individual performance assessments have been used as a basis for awarding rewards.
  • Implementation of assessment results:
  1. Training to improve employee competency → Refers to points 3.d and e
  2. Employee promotion/transfer/career development → Refers to the points 3.d and e
  3. Imposition of sanctions (Warning Letter/Dismissal)

5. Enforcement of employee disciplinary rules/code of ethics/code of conduct

Reference: Rector's Decree No. 725/UN8/OT/2014 regarding the ULM Lecturer Code of Ethics

5.a. Implementation of disciplinary rules/code of ethics/code of conduct

6. Personnel Information System

6.a. Updating work unit personnel information data
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