Hermawan, Reydiva Novia (2026) Transformasi Digital Berbasis M-SKP Dalam Mewujudkan Transparansi Penilaian Kinerja Pegawai ASN di Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Madiun. Undergraduate thesis, UPN Veteran Jawa Timur.
![[img]](https://repository.upnjatim.ac.id/style/images/fileicons/text.png) |
Text (Cover)
21041010107.-cover.pdf Download (1MB) |
|
Text (Bab 1)
21041010107.-bab1.pdf Download (648kB) |
|
Text (Bab 2)
21041010107.-bab2.pdf Restricted to Repository staff only until 13 January 2028. Download (470kB) |
|
Text (Bab 3)
21041010107.-bab3.pdf Restricted to Repository staff only until 13 January 2028. Download (477kB) |
|
Text (Bab 4)
21041010107.-bab4.pdf Restricted to Repository staff only until 13 January 2028. Download (1MB) |
|
Text (Bab 5)
21041010107.-bab5.pdf Download (13kB) |
|
Text (Daftar Pustaka)
21041010107.-daftarpustaka.pdf Download (280kB) |
|
Text (Lampiran)
21041010107.-lampiran.pdf Restricted to Repository staff only Download (1MB) |
Abstract
This study aims to describe and analyze the implementation of the Madiun Employee Performance System (M-SKP) in realizing transparency in the performance assessment of State Civil Apparatus (ASN) at the Civil Service and Human Resources Development Agency (BKPSDM) of Madiun City. The background of this study is based on the problem of manual ASN performance assessment which tends to be subjective, less transparent, and has not been optimally managed in terms of documentation and performance monitoring. This study uses a qualitative method with a descriptive approach. Data collection was carried out through in-depth interviews, observation, and documentation with informants consisting of BKPSDM leaders, system managers, and ASN employees as M-SKP users. The results of the study indicate that the implementation of M-SKP is able to increase the transparency and objectivity of ASN performance assessment through the openness of assessment indicators, easy access to performance evaluation results, and support for systematically documented performance achievement data. In addition, M-SKP also contributes to increasing the efficiency of personnel administration, reducing the use of physical documents, and supporting integration with other electronicbased government systems. However, the implementation of the M-SKP still faces several obstacles, including limited digital competency among some employees, technical issues with the system infrastructure, and the need to adapt features to comply with central government regulations. Therefore, ongoing efforts are needed to improve human resource capacity, strengthen technological infrastructure, and provide technical assistance to ensure optimal and sustainable implementation of the M-SKP. Keywords: Civil Servants, M-SKP, Performance Assessment, Transparency
| Item Type: | Thesis (Undergraduate) | ||||||||
|---|---|---|---|---|---|---|---|---|---|
| Contributors: |
|
||||||||
| Subjects: | H Social Sciences > H Social Sciences (General) | ||||||||
| Divisions: | Faculty of Social and Political Sciences > Departement of Public Administration | ||||||||
| Depositing User: | Reydiva Novia Hermawan | ||||||||
| Date Deposited: | 19 Jan 2026 07:26 | ||||||||
| Last Modified: | 19 Jan 2026 07:26 | ||||||||
| URI: | https://repository.upnjatim.ac.id/id/eprint/48648 |
Actions (login required)
 |
View Item |