Pengaruh coaching, mentoring dan konseling karier terhadap kinerja pegawai negeri sipil badan kepegawaian negara

Katherin, Katherin (2022) Pengaruh coaching, mentoring dan konseling karier terhadap kinerja pegawai negeri sipil badan kepegawaian negara. Masters thesis, Universitas Pelita Harapan.

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Abstract

Tujuan dari penelitian ini adalah untuk menganalisis pengaruh positif coaching, mentoring, dan konseling karier terhadap kinerja Pegawai Negeri Sipil Badan Kepegawaian Negara. Laporan penilaian kinerja PNS BKN tahun 2020 yang dikeluarkan oleh Biro SDM bahwa per Desember 2020 sudah 91% PNS BKN mengumpulkan SKP tahun 2020 dengan data nilai SKP PNS BKN terdapat PNS yang mencapai nilai prestasi kerja dibawah ekspetasi 0,1% dengan kategori cukup dan ini berarti PNS tersebut memperoleh sanksi berupa salah satu jenis hukuman disiplin. Hasil penilaian kinerja ini berdampak pada kinerja unit dan kinerja organisasi BKN secara keseluruhan. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data menggunakan kuesioner dengan target populasi adalah seluruh PNS BKN berusia 21-58 tahun yang bekerja di seluruh BKN Pusat dan 14 kantor regional daerah dengan jumlah sampel yang ditentukan sebesar 340 sampel. Kuesioner penelitian ini terdiri dari 33 pertanyaan tertutup dengan menggunakan skala Likert 1-5. Teknik penarikan sampel yang digunakan adalah simple random sampling, dengan analisis statistik menggunakan partial least square-structural equation modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa variabel coaching tidak memiliki pengaruh yang positif dalam hal ini pengaruhnya negatif terhadap kinerja pegawai dengan p-values 0.222, variabel mentoring memiliki pengaruh positif terhadap kinerja pegawai dengan p-values 0.036 dan variabel konseling karier juga terbukti berpengaruh positif terhadap variabel kinerja pegawai dengan p-values 0.000. / The purpose of this study was to analyze the positive influence of coaching, mentoring, and career counseling on the civil service performance at The National Civil Service Agency. NCSA civil service performance appraisal report year 2020 issued by the HR Bureau stated that as of December 2020, 91% of NCSA civil service had collected 2020 performance appraisal with data on performance appraisal value of NCSA civil service mentions some civil service achieved work performance scores below 0.1% expectations in the sufficient category and this means the civil service received a sanction in the form of one type of disciplinary punishment. The results of this performance appraisal have an impact on the performance of the unit and the overall performance of the NCSA organization. This study uses a quantitative approach with data collection techniques using questionnaires with the target population being all NCSA civil services aged 21-58 years who work in all NCSA main office and 14 regional offices with a specified sample size of 340 samples. This research questionnaire consisted of 33 closed questions using a Likert scale of 1-5. The sampling technique used was simple random sampling, with statistical analysis using partial least square-structural equation modeling (PLS-SEM). The results showed that the coaching variable did not have a positive effect, in this case, it harmed employee performance with p-values of 0.222, the mentoring variable had a positive effect on employee performance with p-values of 0.036, and career counseling had a positive effect on employee performance with p-values of 0.000.

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