Analisis Dimensi Dan Nilai Budaya Business Process Management Pada Organisasi Sektor Publik Menggunakan Metode Manova

Samosir, Mikhalindo (2023) Analisis Dimensi Dan Nilai Budaya Business Process Management Pada Organisasi Sektor Publik Menggunakan Metode Manova. Other thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Konteks: Sebuah organisasi pasti menjalankan proses bisnis dalam mencapai tujuan organisasi. Manajemen proses bisnis yang dijalankan dalam organisasi memiliki faktor-faktor penunjang keberhasilan yang salah satunya adalah budaya organisasi. Dinas Penanaman Modal Pelayanan Terpadu Satu Pintu Dan Ketenagakerjaan Kabupaten Toba (DPMPTSPTK Kabupaten Toba) atau sering disebut Dinas Perizinan Kabupaten Toba adalah organisasi sektor publik yang bergerak di bidang perizinan, investasi, dan ketenagakerjaan. Dalam menjalankan tugasnya,Dinas Perizinan Kabupaten Toba memiliki dinas-dinas yang berkolaborasi seperti DinasPendidikan Kabupaten Toba, Dinas Kesehatan Kabupaten Toba, Dinas Pekerjaan Umum dan Tata Ruang Kabupaten Toba, Dinas Perindustrian Dan Perdagangan UKM Kabupaten Toba, Dinas Perhubungan Kabupaten Toba, dan Dinas Lingkungan Hidup Kabupaten Toba. Permasalahan: Organisasi ini berada di kawasan destinasi pariwisata super prioritas versi Kemenkraf yakni Danau Toba. Seiring dengan penetapan tersebut, banyak investor yang melirik Kabupaten Toba untuk mendirikan bangunan dan menanam modal. Dinas Perizinan Kabupaten Toba ingin mencapai visi untuk mewujudkan pelayanan prima dalam mendorong investasi. Tetapi, masih ditemukan beberapa keluhan dari masyarakat berdasarkan Indeks Kepuasan Masyarakat (IKM). Penerbitan surat izin dan ivestasi seringkali melewati batas waktu yang sudah ditetapkan dalam SOP sehingga menjadi keluhan masyarakat. Transparansi proses penerbitan surat juga masih kurang jelas. Permasalahan tersebut terkait dengan budaya BPM yakni excellence atau orientasi pada perbaikan, responsibility atau tanggung jawab, dan teamwork atau kerja sama. Tujuan: Penelitian tugas akhir ini bertujuan untuk menganalisis dimensi dan nilai budaya pada Dinas Perizinan Kabupaten Toba, mengetahui faktor yang memiliki pengaruh signifikan terhadap budaya BPM sehingga dapat memberikan rekomendasi untuk meningkatkan presepsi BPM di Dinas Perizinan Kabupaten Toba dan mengidentifikasi penerapan budaya antar dinas yang berkolaborasi dengan Dinas Perizinan Kabupaten Toba. Metode: Penelitian ini dilakukan dengan metode kuantitatif. Pengambilan data menggunakan kuesioner yang disebar secara online kepada SDM yang ada di Dinas Perizinan Kabupaten Toba dan dinas-dinas yang berkolaborasi. Metode yang digunakan adalah Multivariate Analysis of Variance (MANOVA) dan dianalisis lebih lanjut dengan Discriminant Analysis. MANOVA untuk mengetahui ada atau tidaknya perbedaan di antara kelompok yang dianalisis, tetapi tidak dapat memberikan keterangan mana kelompok yang berbeda. Oleh karena itu, diperlukan analisis lanjutan dari MANOVA untuk mengetahui variasi-variasi yang membedakan setiap kelompok kasus dengan Discriminant Analysis. Hasil: Setelah dilakukan pengolahan data menggunakan analisis MANOVA, diketahui bahwa terdapat perbedaan budaya BPM yang signifikan pada karakteristik pegawai berdasarkan unit organisasi, lama bekerja pada posisi saat ini, usia pegawai, pendidikan terakhir pegawai, frekuensi melayani pemohon, dan klasifikasi posisi pegawai. Analisis dilanjutkan dengan analisis dikriminan terhadap variabel-varibel yang memiliki perbedaan budaya BPM yang signifikan. Analisis diskriminan ini bertujuan untuk mendapatkan spesifikasi praktik budaya BPM yang perlu ditingkatkan berdasarkan setiap variabel budaya BPM. Berdasarkan analisis diskriminan didapatkan hasil jika karakteristik pegawai berdasarkan unit organisasi memiliki perbedaan praktik budaya BPM pada variabel Innovation, Informal Structure, dan Formal Structure. Karakteristik pegawai berdasarkan lama bekerja pada posisi saat ini memiliki perbedaan budaya BPM yang signifikan pada variabel Informal Structure, Continuous Improvement, Formal Structure, Commitment, Accountability, dan Innovation. Karakteristik pegawai berdasarkan usia memiliki perbedaan budaya BPM yang signifikan pada variable External Customer Orientation, Commitment, Informal Structure, Accountability, Formal Structure, Internal Customer Orientation, dan Continuous Improvement. Karakteristik pegawai berdasarkan pendidikan terakhir memiliki perbedaan budaya BPM yang signifikan pada variabel External Customer Orientation, Informal Structure, dan Internal Customer Orientation. Karakteristik pegawai berdasarkan frekuensi melayani memiliki perbedaan budaya BPM yang signifikan pada variabel Internal Customer Orientation, Continuous Improvement, Informal Structure, Commitment, dan Innovation. Karakteristik pegawai berdasarkan klasifikasi posisi memiliki perbedaan budaya BPM yang signifikan pada variabel Internal Customer Orientation, Innovation, Continuous Improvement, dan External Customer Orientation. Karakteristik pegawai yang menunjukkan adanya perbedaan budaya BPM perlu diperhatikan dan dievaluasi lebih lanjut. Hal ini dapat dilakukan dengan melakukan perbaikan pada praktik budaya BPM yang rendah berdasarkan karakteristik pegawai, sehingga organisasi dapat meningkatkan layanan yang diberikan. Manfaat: Penelitian tugas akhir ini diharapkan dapat menjadi sumber informasi bagi Dinas Perizinan Kabupaten Toba untuk berinovasi lebih baik. Diharapkan juga dapat menjadi sumber referensi untuk penelitian serupa di masa yang akan datang.
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Context: An organization must carry out business processes in achieving organizational goals. Management of business processes carried out within the organization has supporting factors for success, one of which is organizational culture. The Toba Regency One-Stop Integrated Service Investment and Employment Service (DPMPTSPTK Toba Regency) or often called the Toba Regency Licensing Service is a public sector organization engaged in the fields of licensing, investment, and employment. In carrying out its work, the Toba Regency Licensing Service has collaborating agencies such as the Toba Regency Education Office, the Toba Regency Health Office, the Toba Regency Public Works and Spatial Planning Office, the Toba Regency UKM Industry and Trade Service, the Toba Regency Transportation Service, and the Environment Service Toba District Life. Problem: This organization is in a super-priority tourism destination area according to the Ministry of Craft's version, namely Lake Toba. Along with this determination, many investors are looking to Toba Regency to build buildings and invest. Toba Regency Licensing Service wants to achieve the vision of realizing excellent service in encouraging investment. However, there are still some complaints from the community based on the Community Satisfaction Index (IKM). Issuance of permits and investment often exceeds the time limit set in the SOP so that it becomes a public complaint. The transparency of the letter issuance process is also still unclear. These problems are related to the BPM culture, namely excellence or orientation to improvement, responsibility or responsibility, and teamwork or cooperation. Objectives: This final project research aims to analyze the dimensions and cultural values of the Toba Regency Licensing Service, find out the factors that have a significant influence on the BPM culture so that they can provide recommendations to improve the perception of BPM in Toba Regency Licensing Service and identify the application of inter-departmental culture in collaboration with the Toba Regency Licensing Service. Methods: This research was conducted using quantitative methods. Collecting data using a questionnaire distributed online to human resources in the Toba Regency Licensing Service and collaborating agencies. The method used is Multivariate Analysis of Variance (MANOVA) and further analyzed by Discriminant Analysis. MANOVA to determine whether there are differences between the analyzed groups but cannot provide information on which groups are different. Therefore, further analysis of MANOVA is needed to find out the variations that distinguish each group of cases using Discriminant Analysis. Results: After processing data using MANOVA analysis, it is known that there are significant BPM cultural differences in employee characteristics by organizational unit, length of service in current position, employee age, employee's latest education, frequency of serving applicants, and classification of employee positions. The analysis is continued with discriminant analysis of variables that have significant cultural differences in BPM. This discriminant analysis aims to obtain specific BPM cultural practices that need to be improved based on each BPM cultural variable. Based on discriminant analysis, the results show that employee characteristics based on organizational units have different BPM cultural practices in the Innovation, Informal Structure, and Formal Structure variables. Employee characteristics based on length of service in current position have significant BPM cultural differences in the variables of Informal Structure, Continuous Improvement, Formal Structure, Commitment, Accountability, and Innovation. Characteristics of employees based on age have significant BPM cultural differences in the variables External Customer Orientation, Commitment, Informal Structure, Accountability, Formal Structure, Internal Customer Orientation, and Continuous Improvement. Characteristics of employees based on recent education have significant BPM cultural differences in the External Customer Orientation, Informal Structure, and Internal Customer Orientation variables. Characteristics of employees based on serving frequency have significant BPM cultural differences in the variables Internal Customer Orientation, Continuous Improvement, Informal Structure, Commitment, and Innovation. Characteristics of employees based on position classification have significant BPM cultural differences in the variables Internal Customer Orientation, Innovation, Continuous Improvement, and External Customer Orientation. Characteristics of employees that show differences in BPM culture need further attention and evaluation. This can be done by making improvements to low BPM cultural practices based on employee characteristics, so that organizations can improve the services provided. Benefits: This final project is expected to be a source of information for the Toba Regency Licensing Service to innovate better. It is also hoped that it can be a reference source for similarresearch in the future.

Item Type:	Thesis (Other)
Uncontrolled Keywords:	Proses bisnis, budaya organisasi, budaya BPM, sektor publik, Multivariate Analysis of Variance (MANOVA), Analisis Diskriminan Business process, organizational culture, BPM culture, Multivariate Analysis of Variance (MANOVA), Discriminant Analysis
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD1393.25 Business enterprises H Social Sciences > HD Industries. Land use. Labor > HD58.87 Reengineering (Management) Business process
Divisions:	Faculty of Intelligent Electrical and Informatics Technology (ELECTICS) > Information System > 57201-(S1) Undergraduate Thesis
Depositing User:	Mikhalindo Samosir
Date Deposited:	07 Feb 2023 01:53
Last Modified:	07 Feb 2023 01:53
URI:	http://repository.its.ac.id/id/eprint/96191

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