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Edunity

Volume 2 Number 8, August, 2023

p- ISSN 2963-3648- e-ISSN 2964-8653

Doi: 10.57096/edunity.v2i9.150

https://edunity.publikasikupublisher.com/index.php/Edunity/index

HUMAN RESOURCE DEVELOPMENT

IN BIRTH CERTIFICATE MAKING SERVICES

AT THE SERVICE OF POPULATION AND CIVIL

REGISTRATION OF KUNINGAN DISTRICT

Yanto Heryanto

, Agus Dimyati

, Wendy Rivansah

Universitas Swadaya Gunung Jati Cirebon, Indonesia

Email: [email protected]

, [email protected]

wendirivansah0@gmail.com

ABSTRACT

Abstract: Human Resource Development is any effort to improve the implementation of current

and future work, by providing information, influencing attitudes, or adding skills, in other words,

development is any activity intended to change behavior consisting of knowledge, skills, and

attitudes. One of the objectives of human resource development according to Hasibuan is to

improve services. The focus of the research conducted by the author is on the service of making

birth certificates. The method used is a qualitative research method which is a method for

exploring and understanding the meaning that a number of individuals or groups of people

ascribe to problems. The informant retrieval technique uses Purposive Sampling which is a

sampling technique with certain considerations. This technique includes people who are selected

on the basis of certain criteria that are considered capable of providing information in accordance

with the focus of the research. The results of this study are based on the dimensions of the

research that in terms of knowledge it is still said to be not optimal due to formal education that

does not meet the criteria and also lack of participation in non-formal education. For the skill

dimension, it is also still not optimal because there is no special training on making birth

certificates. However, the attitude and behavior dimensions are optimal. The factors that become

obstacles are the rapid development of technology and the lack of discipline of employees. In

addition, the efforts made are to carry out direction, supervision, and as well as sharing

knowledge between fellow employees

Keywords: Human Resource Development; Services; Birth Certificate.

Introduction

Human resources are productive individuals who act as the driving force of an

organization, either institution or company (Susan, 2019), The mission of human

resources is to become an asset whose talents must be trained and developed. Therefore,

an employee or employee is not just a resource, but capital or assets for an institution or

company, which can be invested through development (Subyantoro & Suwarto, 2020).

An organization can run well if there are human resources who act as its driving force.

Here the importance of the role of leaders in human resource management in order to

be able to move the organization in achieving goals. One of them is how does a leader

improve the quality of his employees or employees by doing development (Supardi,

2016).

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In a strong organization must have quality human resources. To manage these resources,

organizations need to accelerate them, one of which is by developing human resources.

This development is important because it is enabled to carry out the duties and

responsibilities given by the organization (Riniwati, 2016).

Development of human resources is any activity intended to develop knowledge, skills,

and attitudes, in order to help carry out work properly (Solong, 2020). Investment in

human resource development is an expenditure aimed at improving the productive

capacity of employees so that they are able to face the demands of tasks, especially

responding to the ever-changing demands of the future. In general, human resource

development is a kind of activity carried out by companies or institutions to improve

human resource skills (Suprihanto & Putri, 2021).

According to Rivai and Basri, (Sinambela & Sinambela, 2019) "that performance

is the result or level of success of a person or whole during a certain period in

carrying out tasks compared in advance and agreed upon". This means that the

results of the performance of the apparatus depend on how superiors or agencies

empower existing human resources during a certain period. Employee

performance is also a benchmark for how successful leaders are in developing

human resources (Susilowati & Farida, 2019).

The government has stipulated Law no. 5 of 2014 concerning the State Civil

Apparatus was structured as a bureaucratic reform program which is a solution

to changing the Indonesian government's bureaucratic order. In accordance with

the management of the State Civil Apparatus, it must also change from personnel

administration to the development of human capital. This is the policy and

management of the State Civil Apparatus which is based on qualifications,

competence, and performance that is fair and without tendencies and regulates

issues of promotion, transfer, and even dismissal of the state civil servants. The

Government Regulation Number 101 of 2000 concerning the Education and

Training of Civil Servants, on this basis, it is necessary to build a state civil

apparatus that has integrity, is professional, neutral, and free from political

intervention, free from corruption, collusion and nepotism practices, and is able

to organize public service for the community and able to carry out the role as an

adhesive element for the unity and integrity of the nation (Wicaksana, 2014).

According to (Hasibuan & Hasibuan, 2021) one of the objectives of developing

human resources is to improve service to the community. Service is basically an

activity that provides benefits by one party to another but does not have a

physical form and without any change in ownership (Hardiyansyah, 2018).

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*, Agus Dimyati

, Wendy Rivansah

Service according to the Big Indonesian Dictionary has 3 meanings, namely: How

how to serve, efforts to meet the needs of others by getting rewards, and the

facilities provided in connection with the sale and purchase of goods or services.

An organization, especially an organization that is directly related to the

community, of course it willgive the best service. In order to realize the best

service, competent employees are needed in carrying out their duties. This

indicates the importance of developing human resources in order to improve the

ability of employees so that they are able to provide the best service to the

community.

The Department of Population and Civil Registration of Kuningan Regency is a

government agency that has the task of carrying out household affairs for the

Regional Government and duties in the field of Population and Civil

Registration. Office of the Department of Population andRecording Kuningan

Regency Civil Servants has a vision, namely "Prime in Population and Civil

Registration Services" meaning that it must be able to realize maximum service

to the community in administrationpopulation and civil registration. So as to

create effective and efficient services in the process of population and civil

registration services. Therefore, to improve the desired quality of the apparatus,

it is necessary to have a good human resource development process.

The Department of Population and Civil Registration has several fields in charge

of providing services, one of which is the Civil Registration Services Division.

Civil Registration Service is an activity of service and development regarding the

legal status of a person at a time which can be used as authentic evidence for the

party concerned or a third party. The forms of civil registration services are:

making birth certificates, death certificates, marriage certificates, and divorce

certificates, and others. The focus of the research conducted by the author is

regarding services for making birth certificates. In initial observations, here the

authors found several problems, where employees oftendifficulty in carrying out

some of his duties so that the service to the community, especially in the

manufacture of birth certificates, is disrupted. As according to the author's

observations of the problems thatfaced the field of Civil Registration Servicesis

as follows :

1. The still low level of officer education causes there to be some officers who do

not yet understand the rules and procedures for making a birth certificate.

2. There is still a lack of employee skills in handling the making of birth

certificates seen from their accuracy and also the ability to use equipment so

that service to the community is not optimal,

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The above problems are certainly often encountered by employees specifically in

the field of Civil Registration Services, however, until now there has not been any

improvement or increase in the ability of employees to complete problem the. Yet

according to research earlier namely (Misran, 2021) in a study entitled "Analysis

of Human Resource Development on Service Quality at the Office of the

Population and Civil Registration Office of Enrekang Regency." Stating that the

development of human resources is able to improve services to the community.

Thus, on this basis it is deemed necessary to conduct research with the title

"Development of Human Resources in Services for Making Birth Certificates

at the Department of Population and Civil Registration of Kuningan Regency."

Research Method

Object of research

This research took place at the Department of Population and Civil Registration, located

on Jl. RE. Martadinata No. 256, RW. 02, Ancaran, Kec. Kuningan, Kuningan Regency,

West Java 45513.

Research methods

The method used is a qualitative method, using a descriptive research design. The

research technique used is purposive sampling technique. Data research techniques

used include observation, interviews, and documentation. As well as testing its validity

using data triangulation techniques.

Result And Discussion

Research result

Research results are assessments that contain a complete description and analysis of the

data and its interpretation. Research resultis the process of properly organizing and

grouping information about an activity based on facts through the efforts of the

researcher's mind in processing and analyzing research objects or topics in a systematic

and objective manner to solve a problem or test a hypothesis so thatformed a general

principle or theory.

In this chapter the researcher explains the results of the study entitled "Development of

Human Resources in Services for Making Birth Certificates at the Office of Population

and Civil Registration of Kuningan Regency". The results of this study will be poured

into several

different sections so as to obtain specific research results regarding the correlation of

research dimensions with problems in the field. As for the first part is:

1. How is Human Resource Development in the service of making Birth Certificates at

the Kuningan Regency Population and Civil Registration Service?

2. What factors impede Human Resource Development in the service of making birth

certificates at the Kuningan Regency Population and Civil Registration Service?

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, Wendy Rivansah

3. What efforts have been made by the Kuningan Regency Population and Civil Registry

Office in carrying out Human Resource Developmentspecifically in the service of

making Birth Certificates?

This study uses a qualitative method in which the data obtained comes from interviews

and observations with informants, as well as existing documentation if necessary. The

interviews were conducted with informants who knew about the problems under study.

The informants consist ofreport the key is the Head of Civil Registration Services, as well

asreport supporters consisting of Civil Registration Service Officers who handle services

for making birth certificates andpublic general. The informants needed in this study are:

Table 1. List of Key Informants and Supporters

KEY INFORMANTS

Informant Name

Department

Nono Sumartono, Sos

Head of Civil Registration Service Division

SUPPORTING INFORMANTS

Informant Name

Department

Teti Tresnawati, SE

Head of Birth and Death Section,

Maryatiah

Administration of Birth & Death Certificates

Tita Novita

Administration of Birth & Death Certificates

Dani

General public

One

General public

(Source: 2023 Research Results)

Development of Human Resources in Services for Making Birth Certificates

During the observations and interviews, the results of the research obtained from the

title "Development of Human Resources in Services for Making Birth Certificates at the

Population and Civil Registration Office of Kuningan Regency". By using the indicators

put forward by Solong regarding Human Resource Development as an analysis are as

follows:

1. Knowledge

According to (Solong, 2020), knowledge is defined as something that is known

(intelligence) and everything related to what has been learned so that it is able to

support it in its work. Knowledge is related to education, education here means

formal education and non-formal education followed by employees. From the

knowledge dimension based on the existing parameters, it is still not optimal, this is

because seen from the formal education it is still not fulfilled criteria, both level of

education and educational background, in terms of non-formal activities, in this case

Dukcapil learns that many employees do not participate in these activities, causing

employees to still not understand the procedures for servicing certain birth

certificates, which these employees have not been able to complete, so they require

help other employees in solving it.

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2. Skills

According to (Solong, 2020) an understanding of the meaning of skills comes from

the word "skilled" which means proficient in completing tasks, capable and agile, so

that skills are defined as the ability to complete tasks. Skills are the ability of

employees to carry out tasks/technical work using the available equipment. Skill

parameter consists of 1). Training, 2). understand the main tasks and functions, 3).

complete the work on time and, 4). Don't procrastinate either. From the Skills

Dimension, based on the existing parameters, it is still said to be not optimal, this can

be seen from training activities that have not been maximized, such as online service

training, and also the absence of special training activities regarding services the

creation of birth certificates which the official who finally has to practice himself.

From the perspective of understanding the Basic Tasks and Functions, the officers

already understand even though some need to learn more because they have just been

transferred. For punctuality in completing the task is also quite good even though it

is a bit late even though the officer still when there is a given task is immediately done

without delay.

3. Attitude/Behavior

According to (Solong, 2020) Attitude is the regularity of one's feelings, thoughts and

predisposition to act according to environmental aspects. The parameters of

attitude/behavior include: 1). loyalty to the leadership, 2). innovative and high

creativity, 3). love work, 4). like to work together, 5). very communicative towards

the implementation of work assignments. From the Attitude/Behavior Dimension

based on the existing parameters it can be said to be good/optimal, this can be seen

from employee loyalty to every leader's directives, employees also try to develop

creativity and innovation through the latest services to help the community, this is

supported by a sense of belonging andlove employees towards their work and are

also able to work well together, besides that employees are also communicative in

their work.

Factors Inhibiting Human Resource Development in Birth Certificate Making

Services

One of the inhibiting factors is the rapid development of technology which causes some

employees to have difficulty adaptingtoo late services, especially services for making

application birth certificatesSNAP. Sofactor furthermoreis lessthe discipline employees

in participating in human resource development, where the Kuningan Regency

Population and Civil Registration Office has provided development activities in the form

of Dukcapil Learning but employees rarely participate in these activities (Rosnaeni,

2021).

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Efforts That Have Been Made In Developing Human Resources In Birth Certificate

Making Services

Efforts have been made by the Department of Population and Civil Registration in the

Development of Human Resources through direct supervision by the Head of Civil

Registration in order to minimize the mistakes of employees in the service of making

birth certificates. Apart from that, I gave directions so that the employees were not

confused and knew what I needed to do. And lastis sharing knowledge between

employees who already understand to employees who still don't understand (Amalia,

2020).

In sectionfurthermore the writer also found the results of research on the deedBirth. The

definition of a birth certificate in terms of legal essence is one of the concrete forms of

human rights, apart from that it is part of the population administration in which the

state recognizes the personal status or status of a person on the registration of his birth

based on law.positive (Ningrum, 2022). primary lawRegarding birth certificates, it is

regulated in: 1). Law Number: 23 of 2003 Concerning the Protection of Children and

Women, 2). the law Number 35 of 2014 concerning Amendments to Law Number 23 of

2002 concerning Child Protection, 3). Law Number: 23 of 2006 concerning Population

Administration, 4). Law Number: I4 of 2013 Concerning the First Amendment to Law

Number: 23 of 2006.

Birth certificates are one of the services provided by the Kuningan Population and Civil

Registration Service to the public, which is this task charged to the Service Sector. The

flow and mechanism of self-made birth certificate services are as follows (Gunawan

Nabilah Suci, 2023):

1. The applicant/community directly goes to the Kuningan Population and Civil

Registration Office while bringing the required documents for making a birth

certificate

2. Then the applicant takes the queue number while waiting until the queue number is

called, after being called by the applicant/community immediately submits the file

to the employee in charge of the service department.

3. The service officer will receive the file while checking the completeness of the file, if

the file is incomplete then the service officer will return the file to be completed again.

4. If the file for making a birth certificate is correct, the officer will input the data and

print a quote from the birth certificate.

5. The birth certificate extract that has been printed will be checked by the officer in

charge of verification to be checked again, if there is an error then the birth certificate

extract will be returned to the officer to be corrected.

6. After the quotation of the birth certificate passes the check, it will be submitted for

signature by the Head of Service, then after receiving the signature, the quotation of

the Birth Certificate is returned to the product delivery officer to be handed over to

the applicant/community.

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In the Birth Certificate it is subdivided into 4 types based on the status and condition of

the parents, namely:

1. A Father's Son.

2. Couple's Children from Husband and Wife

3. A Mother's Son.

4. The child's origin is unknown.

Figure 1

Types of birth certificate

(Source: 2023 Research Results)

Discussion

Development of Human Resources in Services for Making Birth Certificates at the

Office of Population and Civil Registration

Human resource development is an effort to improve human capabilities, especially in

an organization to make it better. One of the goals of developing human resources is

how to provide the best service to the community (Hasibuan. 2021: 70). This also applies

to government agencies such as the Population and Civil Registration Office of

Kuningan Regency as service providers, especially services for making birth certificates,

so quality employees are needed through human resource development. The quality of

human resources has an important role in improving service. In realizing quality service

employees must have a strategy that is preparing themselves to become servants for the

whole community.

In conducting research, here the author uses one of the theories of Human Resource

Development according to Solong as a research analysis knife. (Solong, 2020) defines

the notion of Human Resource Development as:

"Every effort to improve current and future work performance, by providing

information, influencing attitudes, or increasing skills, in other words, development is

any activity intended to change behavior consisting of knowledge, skills, and attitudes.”

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From the understanding above, the theory of human resource development according

to (Solong, 2020) confirms that there are several indicators that need to be looked at,

namely:

1. Knowledge

2. Skills

3. Attitude/Behavior

In order to find out how human resource development has been carried out by the

Population and Civil Registration Service in the service of making birth certificates, the

author will conduct interviews with several informants, both key informants and

supporting informants, using the 3 dimensions proposed by Solong, namely:

knowledge, skills, and attitude/behaviour.

Knowledge Dimension

According to (Solong, 2020) knowledge is defined as something that is known

(intelligence) and everything related to what has been learned so that it is able to support

it in its work. Knowledge is related to education, education here means formal education

and non-formal education followed by employees. Knowledge Development is divided

into 2 Parameters, namely:

1. Formal education

2. Non-formal education

Formal education

Formal education, namely employees assigned by the Office to attend education carried

out by educational institutions that are official. Education is a process of activities carried

out to increase general knowledge or theories to employees in an organization which

usually lasts a long time such as sending employees to a higher education level to

provide increased work skills, theoretical and conceptual skills of employees, in this case

means employees of the Field Civil Registration Service that serves the making of birth

certificates.

Based on the results of the author's interview with Mr. Nono Sumartono, Sos as the Head

of the Civil Registration Services Division who is the main informant that:

"As for standards, we actually haven't met those standards yet, but according to the work

experience criteria, we are already qualified for the present, for the disciplinary criteria,

we haven't because no one has yet gone to the basic science program of civil registration

or knowledge that has lessons in public service. . Yes, we are to meet the standard of

knowledge, the important thing is that he has high dedication, then he has loyalty to his

work and he is capable of his work, we will appoint him. But if he is required to be

academically, that is related to the risk of his own development, whether he wants to go

back to school or not to take part in government programs funded by the government."

(Interview on 8 May 2023 at 09.43 WIB)

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Based on the results of the author's interview with Mrs. Teti Tresnawati, SE Head of the

Birth and Death Section, and Administrator of the Population Data Base who are

supporting informants that:

"Hmmm, in your opinion, I think it's ok, but if you mean Aa, maybe the education level

should be at S1, there are indeed some who haven't S1, but they still have to be able to

carry out their development even though their education is still not a bachelor's degree.

Also, in terms of scientific discipline, yes, you are also not from a scientific discipline

concerning government or service."

(Interview on 11 May 2023 at 12.00 WIB)

Based on the results of the author's interview with Mrs. Maryatiah as the Administration

of Birth & Death Certificates where as a supporting informant that:

"Hmm, in my opinion, judging from the employee education department, on average,

there are some who have not graduated, one of them is like me, and also because my

knowledge is still lacking, there are indeed a few obstacles in doing work, especially

myself, who is in charge of administration. Birth certificate. Then there is no support for

continuing education yet, the hope is that there will be support from the department,

especially for employees who are still not up to standard." (Interview on 15 May 2023 at

14.00 WIB)

Based on the results of the author's interview with Mrs. Tita Novita as an employee of

the Administration of Birth & Death Certificates who is a supporting informant that: "I

really want A to provide assistance from the Office for employees to continue their

education, if there is, I want to continue with school A, but how about that? yeah A what

about me myself from the Department.” (Interview on May 22, 2023 at 12.34 WIB)

Data Validity

From the data obtained from interviews with several informants and also supported by

the observations made by the author, it can be stated ABSAH that employees have

attended formal education, it's just that there are some employees who can indeed be

said to have not met the criteria for both their level of education and also their scientific

discipline is different from their job namely the service of making birth certificates.

Data analysis

Based on the results of observations and interviews conducted by the author with several

informants, it can be concluded that related to the formal education possessed by

employees of the Civil Registration Sector. In providing services for making certificates,

they do not meet this standard.

education of several employees who carry out civil registration services that do not meet

standards. The standard here means that at least employees can take college education

or above. Unfortunately, in improving formal education, there is no real support from

the Department of Population and Civil Registration, even so, employees inevitably

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have to be able to carry out the development themselves because it is already a risk to

their jobs.

Conclusion

Efforts have been made by the Department of Population and Civil Registration in the

Development of Human Resources through direct supervision by the Head of Civil

Registration in order to minimize the mistakes of employees in the service of making

birth certificates. Apart from that, I gave directions so that the employees were not

confused and knew what I needed to do. And the last is sharing knowledge between

employees who already understand to employees who still don't understand.

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