Analysis of the Apparatus Quality in Kulango Sub-District Office of Buol Regency
Sri Yanti U.M. Armin
Study Program of State Administration Studies, Stisipol Mujahidin Buol, Indonesia Email: [email protected]
(Received: December 20-2021; revised: December 26-2021; published: December 31-2021)
ABSTRACT
The low quality of human resources, especially apparatus at the Kulango Sub-District Office, Biau District, Buol Regency, affects the quality of their works due to the lack of mastery of the field that is currently being worked on. This study aimed to explore the apparatus quality at the Kulango Sub-District, Biau District, Buol Regency. This descriptive study employed a survey approach. Conducted from August to September 2019, this study involved 24 apparatus and officers at the Kulango Sub-District Office, Biau District, Buol Regency. The data collected were primary data and secondary data. Primary data were obtained through interviews, observation, and documentation. The data obtained were processed using frequency table data analysis techniques. The results showed that the quality of the apparatus resources at the Kulango Sub-District Office, Biau District, Buol Regency was good based on the indicators of knowledge, skills, abilities, and experience. However, the strategic plan and understanding of job descriptions for the apparatus of the office must be improved. Although other indicators already had good results, improvements need to be made to produce quality apparatus resources.
Keywords: Quality; Sub-District Office Apparatus, Human Resources, Performance
INTRODUCTION
Development in Indonesia is an essential thing to do in the realization of national ideals to create protection for the entire Indonesian nation, the advancement of the general welfare, and the intelligence of the nation's life. Therefore, a reliable and professional workforce is needed. As a party that carries out development and moves the pace of national development, the participation of government employees or apparatus and the society is important in the implementation of development. This is because the efficiency of an organization is influenced by the human element, especially the government apparatus itself.
Furthermore, to answer the demands of today's tasks and solve future challenges, it has become an absolute obligation to carry out professional human resource development. In addition, the resulting development must be used as a benchmark for an organization or the survival of the organization.
However, along the way, an organization will encounter many serious problems, such as management errors or operational errors. This shows that education and training must be carried out as well as possible to all human resources in the organization to build professionalism in their souls.
As the implementing party for development in the Buol Regency area, it has become imperative for the Government of the Kulango Sub-District Office, Biau District, Buol Regency to improve the capacity of its apparatus to support the implementation of development in Buol Regency. However, it is undeniable that challenges still often arise in organizing organizations
Homepage: http://ojs.unm.ac.id/iap
within the scope of the office due to the lack of quality supporting human resources. Thus, it is important for the Kulango Sub-District Office, Biau District, Buol Regency to carry out thorough supervision of the development of its apparatus. Supervision can be carried out through various education and training agendas to improve the ability of the apparatus in terms of knowledge, skills, and abilities. This is done with the hope that the implementation of tasks and activities within the scope of the office can be carried out properly so that the previously set goals can be achieved.
An indication of the low quality of human resources, especially apparatus at the Kulango Sub-District Office, Biau District, Buol Regency, is marked by the low level of work discipline and education level. In addition, the results of previous observations indicate that there are still civil servants who carry out their positions in the office who are not in accordance with their educational background and competencies. This condition can affect the quality of work of the apparatus as they do not necessarily master the field of work they are currently doing.
Definition of Work Quality
Quality of work refers to the quality of human resources consisting of knowledge, skills, and abilities that include loyalty, discipline, cooperation, and responsibility (Matutina, 2001).
Flippo (1995) argues that the core general measure of work quality in achieving company goals is the effectiveness and efficiency of a job done by human resources or other resources. The quality of human resources has benefits in terms of company development, namely as job improvement, compensation adjustments, placement decisions, training needs, career planning and development, staff placement process efficiency, and equal job opportunities.
Providing training, incentives, and the application of technology can help the improvement of work efficiency and effectiveness so that it has an impact on improving the quality of work (Bitner and Zeithaml, 2003). In addition, the creation of a good work environment can also improve the quality of work (Sunu, 1999). The quality of this work consists of the responsibilities and interests of the leadership to create an environment for quality improvement; mutually agreed values, attitudes and behaviors are needed to improve quality; quality improvement goals that can be implemented by the organization; open communication and good teamwork; and recognition encourages actions that are in accordance with values, attitudes and behaviors to improve quality.
Human Resource Quality Concept
The quality of human resources is the level of knowledge, ability, and willingness that can be demonstrated by an individual (Ruky, 2003). For this reason, increasing work productivity in an organization requires the ability of each individual as a human resource in the organization.
This is because humans are one of the important factors determining the success or failure of an organization to achieve its goals and develop its mission.
In the era of autonomy, the quality of apparatus resources is defined as the professional ability and technical skills of each individual (apparatus, staff elements, and implementers) in the local government environment for the sake of effective and efficient government management in regional autonomy (Koswara, 2001). However, it is not enough just in terms of quantity, but the quality of the employees must also be measured. Measurement of apparatus quality can be done by looking at the educational background, skills, work experience, rank level, and employment status. Therefore, it can be concluded that the quality of apparatus resources is measured by the level of education and training, experience, performance possessed by the apparatus in carrying out activities that are the responsibility of its members to achieve organizational goals.
Education is the entire process, technique, and method of teaching and learning in order to transfer knowledge from one person to another in accordance with predetermined standards (Siagian, 1998). Meanwhile, according to Nawawi (2000), training is an increase in work skills that are needed to carry out one's work and can be used for apparatus development to face increasing responsibilities in the future along with increasing their rank; training is carried out for old and new apparatus. Based on some of the opinions above, education and training is the entire process, technique, and method to increase knowledge and work skills in accordance with predetermined standards to increase work productivity.
Meanwhile, Saydam (1996) suggests that the experience of apparatus makes more in doing something compared to the education they follow as experience will provide skills for them to do something. This is reinforced by the opinion of Siagian (1998) that experience is the entire lesson learned by a person from the events that are carried out in the course of his life. According to Sedarmayanti (2004), work experience at the beginning of carrying out the task does not require much guidance. However, if the personality trait is bad or the integrity is low, then the quality of the work will decrease. Thus, it could be concluded that experience is the whole lesson learned by a person from the events that are carried out during his life so that he/she can be efficient and effective in his/her work.
Performance, as a basic principle of management, can be interpreted as a combination of motivation that exists within a person and his ability to carry out a job (Friedman, 2003). In terms of positive behavior at work, performance is intended as a concrete picture of one's ability to utilize quality resources so that it has an impact on success in realizing, maintaining, and developing a non-profit existence (Nawawi, 2000). The high level of effectiveness and efficiency of a work implementation process indicates that the high level of performance of an individual.
Based on some of the explanations above, performance can be concluded as a result of work performance, both in quality and quantity, which is achieved by individuals or groups within an organization in accordance with their respective authorities and responsibilities as an effort to achieve organizational goals as a whole legal according to the law and does not violate the moral and ethical code that applies to work standards.
Research Framework
The theories used in this study consist of the theory of work quality which refers to the quality of human resources (Matutina, 2001), and the quality of human resources consisting of the level of knowledge, ability, and willingness shown by human resources (Ruky, 2003). The level is compared to the level required from time to time by the organization that owns the human resource.
Some concepts that are closely related to topics that need to be operationalized are the quality of a dynamic condition related to products, people or labor, processes, tasks, and the environment. The indicators used to measure the quality of apparatus resources are knowledge, skills, abilities, and experience.
Knowledge is the ability of employees to be more oriented towards intelligence and thinking power, mastery of knowledge possessed by employees. The indicators used are as follows: (1) knowing the vision and mission of the organization, (2) knowing the strategic plan, (3) knowing the job description, (4) the educational background of the apparatus, and (5) the training that has been followed.
The ability and operational technical mastery in certain fields of the apparatus is seen from the following indicators: (1) the proficiency and skills of the apparatus, (2) the recruitment and
placement process based on objective criteria, and (3) the training that is followed to improve the skills of the apparatus.
An ability that is formed from a number of competencies possessed by an employee, including loyalty, discipline, cooperation, and responsibility. The indicators are: (1) the ability to carry out tasks using a priority scale, (2) the ability to carry out work, (3) enthusiasm for carrying out tasks, (4) having the motivation to work optimally, and (5) coordinating relationships between departments.
Experience is the whole lesson learned by a person from the events that are carried out in the course of his life. The indicators used are (1) organizational background owned by the apparatus, (2) the service period of the apparatus, and (3) awards that have been obtained.
METHOD
This study uses a qualitative - descriptive approach that describes the reality of the events studied to make it easier for researchers to obtain objective data in understanding the quality of work of human resources in the Kulango Sub-district Office, Biau District, Buol Regency.
By using survey and interview methods, this research was carried out from August to September 2019, located at the Kulango Sub-district Office, Biau District, Buol Regency. The reason to choose this place is due to the feasibility of the agency and the ease of collecting data obtained from all employees and officers at the Kulango Sub-district Office, Biau District, Buol Regency, totaling 24 people.
The types of data collected were primary data and secondary data. To collect primary data and secondary data, the researcher used several data collection instruments, namely: an interview guide which contained a series of written questions regarding the subject being studied, observations of the research object, and documentation of documents related to this research.
The data obtained from the interviews were then processed using frequency table data analysis techniques, with the following formula:
P = F/N X 100
Note: P = Average Percentage F = Number /frequency N = Number of respondents
The data obtained were presented descriptively, and conclusions were drawn.
RESULTS AND DISCUSSION
In this study, 24 interview guidelines were distributed to the employees of the Kulango Sub-district Office, Biau District, Buol Regency, and the response rate reached 100% because all respondents filled out complete interview respondents. This means that all answers are suitable for analysis.
A total of four quality dimensions consisting of knowledge, skills, abilities, and experience (Matutina, 2001; Ruky, 2003) were used in analyzing the quality of apparatus resources at the Kulango Sub-district Office, Buol Regency.
Knowledge
The capabilities possessed by apparatus which are more oriented towards intelligence and thinking power as well as broad knowledge mastery of the apparatus: knowing the vision and mission of the organization, knowing the strategic plan, knowing the job description, educational background of the apparatus, and training that has been followed.
1. Knowing the Organization's Vision and Mission
One of the indicators to measure the quality of apparatus resources at the Kulango Sub- district Office is that apparatus must understand the vision and mission of the organization as by knowing the goals of the organization, they will be able to be realized properly. The respondents' responses related to these indicators can be seen in the following table.
Table 1. Responses Regarding the Understanding of the Organization's Vision - Mission Description Total (F) Percentage (%)
Very understand Understand Not really understand
Do not understand Really don't understand
18 4 2 0 0
75 17 8 0 0
Total 24 100
Source: Primary Data, 2019
The vision and mission of the organization are the factors to achieve its desired goals. Based on research conducted at the office, it shows that around 75% of them are understand the organization's vision and mission very well, 17% of them are understand, and 8% do not understand the organization's vision and mission at the office. The apparatus who do not understand the vision and mission of the organization due to lack of attention from the leadership in terms of explaining the vision and mission of the organization.
In addition to knowing the organization's vision and mission, understanding the strategic plan at the office is also very necessary for apparatus so that they know what things will be done or programmed by the office to achieve the organization's vision and mission. The respondents' responses related to these indicators can be seen in the following table.
Table 2. Responses Regarding the Understanding of the Strategic Plan
Description Total (F) Percentage (%)
Very understand Understand Not really understand
Do not understand Really don't understand
2 17
5 0 0
8 71 21 0 0
Total 24 100
Source: Primary Data, 2019
Based on the results of the research conducted, it shows that 8% of apparatus are very aware of the strategic plan that will be carried out by the office, 71% of apparatus are understand, and 21% of them are do not understand. This is due to rarely being discussed or consulted with apparatus who do not understand. Apparatus who do not understand are only notified in outline by the leadership. This shows that the apparatus are understand the strategic plan at the Kulango Sub-district Office, Buol Regency.
2. Knowing the Job Description
The job analysis document is one of the indicators to measure the quality of apparatus resources because by knowing the job analysis or the main duties and functions of each apparatus, they will be able to carry out well their duties and responsibilities. This will indirectly affect the achievement of organizational goals. Based on research conducted at the office, the apparatus already has a job analysis document or the main duties and functions of employees. This can be seen in the table below.
Table 3. Responses Regarding the Understanding of Job Description Description Total (F) Percentage (%) Very understand
Understand Not really understand
Do not understand Really don't understand
10 10 4 0 0
42 42 16 0 0
Total 24 100
Source: Primary Data, 2019
Based on the table above, 42% of the apparatus are understand very well and 42% of them are understand the job description at the office, and 16% of them are do not understand. Another reason is the lack of direction from subordinate leaders.
3. Apparatus Education Background
The apparatus education background is based on the latest education at the office can be seen in the table below:
Table 4. Percentage of Respondents Based on Recent Education at the Office Last Education Total (F) Percentage (%) S1
Diploma
Senior High School Junior High School
6 0 18
0
25 0 75
0
Total 24 100
Source: Primary Data, 2019
Based on the data in the table above, there are 18 people who have a high school education with a percentage of 75%, 6 people who have an undergraduate education with a percentage of 25. From the data above, it can be stated that the largest number of respondents are those who have last educational background in high school.
4. Training that has followed
Training is also an indicator to determine the quality of the apparatus at the office as training will make them more qualified and increase their capabilities to carry out their duties properly.
Based on the results of the study, the apparatus at the office has attended training, including pre-service for employees who has just been appointed. The results of research conducted on the benefits of training followed by employees can be seen from the table below.
Table 5. Responses Regarding the Training Followed
Description Total (F) Percentage (%) Very helpful
Beneficial Quite useful Useless Very useless
10 10 3 1 0
42 42 12 4 -
Total 24 100
Source: Primary Data, 2019
Based on the table above, 42% of apparatus feel that the training is useful, 42% of them feel that the training is very useful, 12% of employees feel that the training that has been followed to carry out their current duties and positions is quite useful, and 4% of them think that the training is not useful.
By looking at the results of the research above, apparatus' knowledge of the organization's vision and mission, strategic plans, job descriptions, educational background of employees, and training that has been followed is in the good category. This is an indication that much apparatus understands the organization's vision and mission, strategic plans, job descriptions, and the benefits of training that has been followed.
Skills
Operational technical capabilities and mastery in certain fields owned by apparatus, including skills possessed by the apparatus, the recruitments and placement process based on objective criteria, and training that is followed to improve the skills of the apparatus.
1. Proficiency and Skills Possessed by Apparatus
One of the indicators to measure the quality of apparatus resources at the office is by measuring the skills possessed by employees in carrying out their duties. Skills are important for apparatus as with skills, the apparatus can carry out their duties effectively and efficiently.
Table 6. Responses to the Apparatus Skills
Description Total (F) Percentage (%) Not
Yes
4 20
17 83
Total 24 100
Source: Primary Data, 2019
Based on the research conducted that at the office, the skills possessed are in accordance with their current job and position. This can be seen from the greater percentage of respondents who give a "yes" response (83 %) than the number of responses from respondents who give "no"
response (17 %). The reason is that these employees are not placed in their place because there are vacant positions so that they are placed in that position. The skills possessed, including knowledge of computers, office administration, filing, and managing work planning.
2. Recruitment and Placement Process based on Objective Criteria
The next indicator in measuring the quality of apparatus resources at the office is the recruitment and placement process based on objective criteria. Recruitment of apparatus by considering skills is expected so that the organization obtains qualified and competent apparatus to help the organization achieve its goals in the future. Considering skills can also make them able to carry out their duties well in the future.
Table 7. Responses to the Recruitment and Placement Process Based on Objective Criteria Description Total (F) Percentage (%)
Not Yes
4 20
17 83
Total 24 100
Source: Primary Data, 2019
Based on the results, it is stated that the recruitment of apparatus at the office has considered the skills possessed by prospective apparatus. This can be seen from the greater percentage of respondents who give a "yes" response (83%) than the number of responses from respondents who give "no" response (17%). The apparatus reason to give ‘no’ answer as they work not in their fields, such as civil engineering graduates who are placed in the field of administration.
3. Followed Training to Improve Apparatus Skills
The next indicator to measure the quality of apparatus resources at the office is the participation of apparatus in training to improve their skills. By participating in the training, it is hoped that the apparatus will be able to improve their skills to support the apparatus in carrying out their duties. This can be seen in the table below.
Table 8. Responses Regarding the Training Attended to Improve Apparatus Skills Description Total (F) Percentage (%) Strongly agree
Agree
Quite disagree Do not agree Strongly disagree
12 10 1 1 0
50 42 4 4 0
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 50% of apparatus are strongly agree that the training that has been followed can improve their skills, 42% of them are agree, and 4% of them are do not degree. It can be concluded that the apparatus at the office is agree that the training that is followed can improve their skills. The skills possessed by the apparatus are in the good category in terms of suitability to the job, the recruitment process with placement based on objective criteria, and the training to improve their skills.
Ability
An ability that is formed from several competencies possessed by an apparatus, including loyalty, discipline, cooperation, responsibility, ability to carry out tasks using a priority scale, ability to carry out work, enthusiasm to carry out tasks, the motivation to work optimally, the ability to coordinate relationships between existing sections at the office.
1. The Ability to Carry out Tasks Using a Priority Scale
One indicator to measure the quality of apparatus resources is the ability of an apparatus to use a work priority scale. By looking at the table below, it turns out that the office has used a priority scale.
Table 9. Responses Regarding the Implementation of Tasks using a Priority Scale
Description Total (F) Percentage (%)
Strongly agree Agree
Quite disagree Do not agree Strongly disagree
3 17
2 2 0
13 71 8 8 0
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 71% of apparatus are agreeing to use the work priority scale, 13% of them are strongly agree, 8% of them are quite disagree, and 8% of them do not agree to use the work priority scale. People who do not agree think that even though they have two jobs, they must be done regardless of priority.
2. The Ability to Carry Out Work
The indicator to measure the quality of apparatus resources at the office is the ability to carry out tasks. Ability is needed by apparatus to make them easier carry out their duties. The capabilities of the apparatus can be seen in the table below.
Table 10. Responses Regarding the Ability in Carrying Out Tasks and Jobs Description Total (F) Percentage (%) Very Capable
Capable Less fortunate Unable
Very incapable
3 17
2 2 0
13 71 8 8 0
Total 24 100
Source: Primary Data, 2019
Based on the table above shows that 71 % of apparatus feel capable in carrying out their duties and work, and 8% of them are not able to carry out their duties properly as they do not have a detailed understanding of the task. Thus, it can be concluded that the apparatus at the office is able to carry out their duties and work.
3. Passion to do Work
The enthusiasm to carry out the work is one of the indicators to measure the quality of apparatus resources at the office. Enthusiasm will also be able to make employees motivated to complete and carry out their duties well. This can be seen in the table below.
Table 11. Responses Regarding the Enthusiasm in Carrying Out Duties and Work Description Total (F) Percentage (%) Very excited
Enthusiastic Less enthusiastic Not excited Very uninspired
18 3 2 1 0
75 13 8 4 0
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 75 % of apparatus are very enthusiastic in carrying out their duties and 4% of them are not enthusiastic about carrying out their duties properly.
Apparatus who are less enthusiastic and not enthusiastic in carrying out their duties and work is due to the absence of self-motivation, such as their dependents on their family. Based on the results of this study, it can be concluded that the apparatus at the office is very enthusiastic about carrying out their duties well.
4. Having the Motivation to Work Maximum
Motivation is one of the indicators to measure the quality of apparatus resources at the office. Motivation is the provision of a driving force that creates one's work enthusiasm so that they want to work together, work effectively, integrated with all their efforts to achieve satisfaction. The role of humans in achieving these goals is very important in achieving organizational goals. Motivation that determines the behavior of people to work or is the simplest reflection of motivation. Therefore, motivation is needed by apparatus to work optimally. This can be seen in the table below.
Table 12. Responses of the Need to Have Maximum Motivation at Work
Description Total (F) Percentage (%)
It is necessary Need
Less necessary No need
Absolutely unnecessary
18 3 2 1 0
75 13 8 4 -
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 75 % of employees feel the need to have a motivation to work and 4% who answered that they do not need a motivation to carry out their duties because they have high self-confidence. Thus, it can be concluded that the apparatus in the office have the motivation to work optimally, challenges in completing work, to know all the knowledge in increasing experience in work, and challenges to complete work and career.
5. Coordination relations between existing sections at the Kulango Sub-district Office, Buol Regency
In carrying out any existing work, coordination with other work parts is very important. By coordinating and collaborating with other departments related to their fields, it will result in the implementation of a maximum and satisfactory task. Thus, it is necessary to do this by the Head of the Kulango Sub-district Office, Buol Regency. This can be seen in the table below.
Table 13. Responses of the Need for Coordination Relationships between Existing Sections at the Kulango Sub-district Office, Biau District, Buol Regency
Description Total (F) Percentage (%) It is necessary
Need
Less necessary No need
Absolutely unnecessary
18 4 2 0 0
75 17 8 0 0
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 75% of the apparatus feel that there is a need for a coordinating relationship between the sections that exist in the agency and 8% of them think that there is no need for a relationship and coordination between the parts as they consider that the work has been able to be carried out even without coordination. Based on the results of research conducted at the Kulango Sub-district Office, Buol Regency, it shows that there is a coordination relationship between the sections at the office, which provides an effective way of carrying out tasks. With this coordination, work programs or related activities between parts can run.
Thus, apparatus can carry out tasks by looking at the priority scale, the ability to carry out tasks and work, have enthusiasm, have motivation, and carry out coordinating relationships between existing sections.
Experience
Experience is the whole lesson learned by a person from the events that are carried out during his/her life. The indicators used are the period of service of the apparatus, the organizational background of the apparatus, the awards that have been obtained.
1. Apparatus Service Period
One of the indicators to measure the quality of apparatus resources is the period of service of employees at the office, which can be seen in the table below:
Table 14. Responses Regarding the Period of Service of Apparatus at the Kulango Sub-district Office, Biau District, Buol Regency
Years of service Total (F) Percentage (%) 1-5 years
6-10 years 11-20 years old
12 9 3
50 38 12
Total 24 100
Source: Primary Data, 2019
The table shows that 50% of apparatus work with a working period of 1-5 years, 38% of them who work for 6-10 years, and 12% of them who work for 11-20 years.
2. Apparatus Organizational Background
In addition to the service period, experience is also very much needed by the apparatus because the experience they have will affect the quality of work of themselves. With this experience, it will be able to support them in dealing with problems that come when carrying out their duties and responsibilities. The importance of experience can be seen from the table below.
Table 15. Responses to the Organizational Experience of the Apparatus Affects Work Quality Description Total (F) Percentage (%)
Very influential Take effect Less influential
8 12
4
33 50 17
No effect Very unaffected
0 0
- -
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 50% of apparatus think that experience has an effect on the quality of their work, and 17% of them think that experience has less effect on work quality as they think that there is apparatus who have long-time working, but the quality of work is not good. From the results of this study, it can be concluded that the apparatus at the office consider experience to influence the quality of their work.
Award
One of the indicators that can be used as a measure for someone to achieve or not is related to how often that person gets an award. The award will be given to someone who is able to show achievement. For example, the head of the Kulango Sub-district Office, Buol Regency gives awards to apparatus who can show achievements. This can be seen in the table below.
Table 16. Responses Regarding the Need for Awards to be Provided to Outstanding Apparatus Description Total (F) Percentage
(%) It is necessary
Need
Less necessary No need
Absolutely unnecessary
14 8 2 0 0
59 33 8 - -
Total 24 100
Source: Primary Data, 2019
Based on the table above, it shows that 59% of apparatus think that awards really need to be given to employees who an excellent job, and 8% of apparatus think that awards are not needed to be given as they think that the award is not very important. It can be concluded that the apparatus quality in the research site is strongly influenced by work experience and awards to create resources.
Based on the results of research conducted at the Kulango Sub-district Office, Buol Regency, there is an award system for employees who do an excellent job, including the provision of Satya badge and promotion.
CONCLUSION
Based on the results of the study were conducted on the quality of the source of the power apparatus in the Kulango Sub-District, Biau District, Buol Regency, it can be concluded that the quality of apparatus resources at the office is in the good category. This can be seen from some indicators, including: (1) apparatus knowledge in terms of understanding the vision, mission of the organization, strategic plans for job analysis, and job descriptions and in terms of training that has been followed. (2) The apparatus skills in terms of the suitability of their jobs and positions,
the recruitment and placement process based on objective criteria, and the training that is followed to improve skills. (3) The apparatus’ ability in carrying out tasks using a scale of priorities, the ability to carry out the work, spirit, and motivation, as well as maintaining coordination relationship between existing sections in the office. (4) The experience of employees of the terms of the working period, the organizational background, and awards. The study suggests that there should be any improvement of understanding of the plan of strategy and the description of the work to the apparatus of the office as the apparatus is less understand the plan strategy and a description of the job. Even though other indicators already have good results, improvements need to be made to produce quality apparatus resources.
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