PELAKSANAAN ANALISIS BEBAN KERJA PADA JABATAN PELAKSANA DI SUB BAGIAN KELEMBAGAAN DAN ANALISIS JABATAN BAGIAN ORGANISASI SEKRETARIAT DAERAH KOTA SURABAYA 

IMPLEMENTATION OF WORKLOAD ANALYSIS ON EXECUTIVE POSITION IN INSTITUTIONAL SUB DIVISION AND JOB ANALYSIS ORGANIZATION SECTION REGIONAL SECRETARIAT OF SURABAYA CITY 

Analisis beban kerja merupakan kegiatan pengelolaan  yang ditujukan untuk mengetahui tingkat proporsionalitas jabatan. Penelitian melihat permasalahan pembentukan tim internal mengalami kesenjangan antara pengalaman dengan kriteria, serta ketidaksesuaian kebutuhan jabatan dengan eksisting pegawai. Tujuan penelitian untuk menggambarkan serta menguraikan Pelaksanaan Analisis Beban Kerja pada jabatan pelaksana di Sub Bagian Kelembagaan dan Analisis Jabatan

Metode yang digunakan kualitatif deskriptif. Fokus penelitian adalah tahapan pelaksanaan analisis beban kerja berdasarkan Perka BKN No 10 Tahun 2021 tentang Tata Cara Penyusunan Kebutuhan Aparatur Sipil Negara  yang terdiri atas persiapan, pengumpulan data, pengolahan data, serta verifikasi dan validasi. Teknik pengumpulan data adalah observasi, wawancara, dokumentasi. Teknis analisis data menggunakan pengumpulan data, reduksi data, penyajian data, serta verifikasi data.

Hasil penelitian di lapangan menunjukkan Persiapan dilaksanakan melalui perencanaan persiapan aplikasi, pembentukan tim terdiri dua tingkatan dan tim tingkat internal mengalami kesenjangan kualitas pengalaman pelatihan dengan kriteria, pengkajian organisasi berdasarkan uraian tugas, pemberitahuan unit dan penyampaian formulir dilaksanakan melalui sosialisasi. Pengumpulan data menerapkan keseluruhan metode. Pengolahan data menggunakan perhitungan tugas per tugas dengan hasil sejumlah 1 pegawai Kepala Sub Bagian Kelembagaan, 4 pegawai Analis Jabatan, 1 pegawai Analis Kelembagaan, dan 4 pegawai Pengelola Data. Namun  hasil perhitungan mengalami kesenjangan, hal ini dilatarbelakangi peta jabatan hanya menggambarkan eksisting pegawai negeri sipil, akumulasi kebutuhan pegawai belum dilakukan pembulatan relevan, serta dampak kebijakan morotarium. Verifikasi dan validasi hasil dilakukan melalui penerbitan surat keputusan.

Saran yang diajukan melakukan penyusunan dokumen standar kompetensi jabatan, melakukan standarisasi waktu penyelesaian berdasarkan rumpun, pemenuhan pegawai melalui rekrutmen tenaga non pegawai negeri sipil dan pembukaan magang, serta melakukan koordinasi dengan jabatan yang membidangi aplikasi untuk melakukan perbaikan sistem pembulatan pada kebutuhan pegawai sesuai dengan peraturan.

Kata Kunci: Eksisting Pegawai, Analisis Beban Kerja, Sistem Pembulatan Perhitungan Kebutuhan Pegawai

Workload analysis is a management activity aimed at determining the level of proportionality of positions. The research saw the problem of forming an internal team experiencing a gap between experience and criteria, as well as a mismatch of position needs with existing employees. The purpose of the study was to describe and elaborate the Implementation of Workload Analysis on executive positions in the Institutional Subdivision and Position Analysis.

The method used was descriptive qualitative. The focus of the research is the stages of implementing workload analysis based on BKN Regulation No. 10 of 2021 concerning Procedures for Preparing State Civil Apparatus Needs which consists of preparation, data collection, data processing, and verification and validation. Data collection techniques are observation, interviews, documentation. Data analysis techniques use data collection, data reduction, data presentation, and data verification.

The results of research in the field show that preparation is carried out through application preparation planning, team formation consists of two levels and the internal level team has a gap in the quality of training experience with criteria, organizational assessment based on job descriptions, unit notification and submission of forms carried out through socialization. Data collection applies the whole method. Data processing uses task-by-task calculations with the results of 1 employee of the Head of the Institutional Subdivision, 4 employees of the Position Analyst, 1 employee of the Institutional Analyst, and 4 employees of the Data Manager. However, the calculation results experienced gaps, this was due to the fact that the position map only describes existing civil servants, the accumulation of employee needs has not been carried out with relevant rounding, and the impact of the morotarium policy. Verification and validation of the results is done through the issuance of a decision letter.

The suggestions put forward are to prepare a standard document of position competencies, standardize completion time based on clumps, fulfill employees through recruitment of non-civil servants and opening internships, and coordinate with the position in charge of applications to improve the rounding system on employee needs in accordance with regulations.

Keywords: Existing Employees, Workload Analysis, Rounding System for Calculation of Employee Needs