{"id":7221,"date":"2020-03-20T09:10:04","date_gmt":"2020-03-20T02:10:04","guid":{"rendered":"http:\/\/blud.co.id\/wp\/?p=7221"},"modified":"2023-02-24T15:03:42","modified_gmt":"2023-02-24T08:03:42","slug":"analisis-jabatan-analisis-beban-kerja-pegawai-blud-bagian-vii","status":"publish","type":"post","link":"https:\/\/blud.co.id\/wp\/analisis-jabatan-analisis-beban-kerja-pegawai-blud-bagian-vii\/","title":{"rendered":"ANALISIS JABATAN &#038; ANALISIS BEBAN KERJA PEGAWAI BLUD BAGIAN VII"},"content":{"rendered":"<p style=\"text-align: justify;\">Pada artikel lalu kita telah membahas mengenai format penilaian kinerja, kemudian dalam hal pengadaan pegawai BLUD kita perlu membuat surat perjanjian kinerja dengan calon karyawan yang sesuai dengan kebutuhan.<\/p>\n<h3 style=\"text-align: justify;\">Surat Perjanjian Kinerja<\/h3>\n<h3 style=\"text-align: justify;\">Penggajian Pegawai<\/h3>\n<ol style=\"text-align: justify;\">\n<li>Sistem penggajian berdasarkan tingkat Pendidikan, jenis ketenagaan\/kompetensi dan prestasi kerja pegawai<\/li>\n<li>Gaji Pokok Pegawai Non PNS mempertimbangkan Upah Minimum Kabupaten dan kemampuan pembiayaan<\/li>\n<li>Pajak \/ gaji ditanggung oleh BLUD, sedangkan pajak penerimaan lainnnya dibebankan pada Pegawai Non PNS yg bersangkutan.<\/li>\n<\/ol>\n<h3 style=\"text-align: justify;\">Pemberhentian Pegawai<\/h3>\n<ol style=\"text-align: justify;\">\n<li>Pegawai BLUD yang sudah berkahir masa kontrak dan atau karena alasan tertentu dapat diberhentikan oleh pimpinan BLUD (berupa pelanggaran ringan, sedang dan berat atau telah mendapatkan peringatan yang melampaui batas)<\/li>\n<li>Pemberhentian bisa dengan hormat dan\/atau tidak hormat<\/li>\n<li>Pegawai Non PNS tetap bekerja sampai dengan masa pemberhentian<\/li>\n<\/ol>\n<h3 style=\"text-align: justify;\">Perumusan Strategi Rekrutmen dan Seleksi<\/h3>\n<ol style=\"text-align: justify;\">\n<li>Diadakan pertemuan untuk mendiskusikan hal terkait perekrutan karyawan baru. Dalam diskusi ini dimintai saran dan masukan dari seluruh divisi apakah ada yang membutuhkan pegawai. Kemudian membicarakan kualifikasi\/kemampuan yang dibutuhkan.<\/li>\n<li>Unit kerja menghitung beban kerja sehingga perekrutan karyawan sesuai dengan tujuan perekrutan<\/li>\n<\/ol>\n<ul style=\"text-align: justify;\">\n<li>Ada perbaikan \/ evaluasi sistem rekrutmen<\/li>\n<\/ul>\n<h3 style=\"text-align: justify;\">Pemaparan Tools Perekrutan SDM BLUD<\/h3>\n<p style=\"text-align: justify;\">Tools atau alat yang bisa digunakan untuk mengukur Kompetensi SDM yang akan direkrut dapat berupa :<\/p>\n<ol style=\"text-align: justify;\">\n<li>Pengetahuan<\/li>\n<\/ol>\n<p style=\"text-align: justify;\">pengetahuan dasar yg ia miliki apakah sudah sesuai dengan bidangnya. Misalnya Sarjana bisa dilihat dari Nilai IPKnya.<\/p>\n<ol style=\"text-align: justify;\" start=\"2\">\n<li>Keahlian<\/li>\n<li>Keterampilan<\/li>\n<li>Integritas (Soft Skill)<\/li>\n<\/ol>\n<p style=\"text-align: justify;\">jika dari sisi administratif misalnya pmembandingkan engalaman kerja antara calon pegawai A dan B. Ditempat sebelumnya si A hanya bekerja selama 3 bulan, sedangkan si B 2 tahun maka si B bisa dinilai lebih tinggi nilai integritasnya ketimbang A.<\/p>\n<p style=\"text-align: justify;\">atau contoh lain mungkin ketika ia fresh graduate ia pernah memimpin suatu organisasi.<\/p>\n<ol style=\"text-align: justify;\" start=\"5\">\n<li>Kepemimpinan (Personality Test \/ tes untuk calon pemimpin)<\/li>\n<li>Pengalaman<\/li>\n<li>Dedikasi (loyalitas, hasil pekerjaan\/output, masa kerja ditempat yg lama)<\/li>\n<li>sikap perilaku yg diperlukan dalam pelaksanaan tugas jabatannya (berdasarkan jobdesk\/anjab)<\/li>\n<\/ol>\n<p style=\"text-align: justify;\">Untuk melihat Analisis Jabatan &amp; Analisis Beban Kerja poin penting dari ruang lingkup lainnya bisa dilihat pada :<\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian I <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian II <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian III <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian IV <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian V <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian VI <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">Analisis Jabatan &amp; Analisis Beban Kerja Bagian VIII <a href=\"Penyusunan%20Dokumen%20RBA%20bagian%20II.docx\">klik disini<\/a><\/p>\n<p style=\"text-align: justify;\">#anjab #abk #anjabpejabatpengelolaBLUD #anjabBLUD #abkmanajerblud<\/p>\n<p style=\"text-align: justify;\">#pegawaiBLUD #pengadaanpegawaiblud #suratperjanjiankinerja #penggajianpegawaiblud #pengelolaansdmblud #pemberhentianpegawaiblud #strategirekrutmenpegawai #seleksipegawaiblud #toolsrekrutmenpegawai<\/p>\n<p style=\"text-align: justify;\">\n","protected":false},"excerpt":{"rendered":"<p>Pada artikel lalu kita telah membahas mengenai format penilaian kinerja, kemudian dalam hal pengadaan pegawai BLUD kita perlu membuat surat perjanjian kinerja dengan calon karyawan yang sesuai dengan kebutuhan. Surat Perjanjian Kinerja Penggajian Pegawai Sistem penggajian berdasarkan tingkat Pendidikan, jenis ketenagaan\/kompetensi dan prestasi kerja pegawai Gaji Pokok Pegawai Non PNS mempertimbangkan Upah Minimum Kabupaten dan [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":5453,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[633,865],"tags":[],"class_list":["post-7221","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-artikel","category-ppk-blud"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>ANALISIS JABATAN &amp; 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