HUMAN RESOURCES INTERVENTION IMPACT ON BADAN PEMERIKSA KEUANGAN AUDITORS’ MOTIVATION

• Main Author: REZA ARYANTO (NIM : 29111140) Pembimbing: Ir. John Welly MSc., MUHAMMAD
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/19001
• Institution: Institut Teknologi Bandung

The BPK bureaucracy reform is intended to stimulate organizational development simultaneously on every aspect in organization which can lead to better performance. Until today, the bureaucracy reform in BPK is in good state, but still has room for improvements. However, BPK still have issues on HR management system, especially on Individual Performance Management (MAKIN). MAKIN in BPK had been established since two years ago. Until today, the performance appraisal hasn’t been a base for compensation for an employee. Another issue that BPK faced is the performance appraisal itself has not adopted the best practice performance appraisal. Good organizational performance can come from the employee positive behavior; in BPK context, the auditor is a job that has significant impact on the BPK performance. Positive behavior can be built by improving employee motivation, enhancing employee ability, and conquer environmental obstacle. This final project will focuses on improving employee motivation with HR interventions.The research shows that there are HR interventions that significantly influence auditors’ motivation in BPK, they are performance appraisal interventions which have 40.96% effect on employee motivation, coaching and mentoring interventions which have 6.45% effect on employee motivation, management and leadership development intervention which have 4.43% <br /> <br /> <br /> <br /> <br /> effect on employee motivation, reward system intervention which have 2.30% effect on employee motivation, and career planning and development interventions which have 1.84% <br /> <br /> <br /> <br /> <br /> effect on employee motivation. The other HR interventions, such as goal setting, workforce diversity and stress and wellness interventions are not significantly influence the auditors’ motivation in BPK. Based on the research result and the real HR system condition in BPK, the recommendations for HR system in BPK are policy formulation for performance appraisal process improvements, career development based on performance appraisal, compensation and promotion based on performance appraisal, and improvements for employee participatory in organizational goal setting; develop IT database system for MAKIN BPK; create training for performance appraisal <br /> <br /> <br /> <br /> <br /> raters; make career counseling program; and make coaching and mentoring program.