e-Government in Central Sulawesi Province Study on Digital-Based State Civil Apparatus Human Resource Development at BPSDM Central Sulawesi

1. Previous Research

The research conducted by [3] regarding competency-based human resource training and development at PT Pembangkitan Jawa-Bali Kota Surabaya provides significant insights, although there are several limitations: The scope of the research is limited to one organization only, but a comparative study with other organizations is needed to understand the practice of competency-based HR training in various contexts. Limited View: Only consider the management point of view. Of course, it takes the perspective of employees, instructors, and customers for a broader understanding of the effectiveness of training.

Cost-Benefit Considerations: There is no detailed analysis of the costs and benefits of the training program. Return on Investment (ROI) analysis and productivity improvement can help organizations make strategic decisions related to Human Resource (HR) development. Conditional Aspects: It is necessary to investigate factors such as company culture, leadership, and industry situations that affect the success of training.

The analysis of training needs has not been discussed in detail, but involving various parties in this procedure can support the preparation of more focused and effective programs.

2. E-Government at BPSDM Central Sulawesi Province

e-government is a term used to refer to the use of information technology by government agencies to provide information and services to the public digitally [7]. This concept involves several different types of interactions.

• The relationship between the government and citizens (Government to Citizen / G-to-C) aims to increase community involvement and make it easier for them to get the latest information about government policies.
• The relationship between the government and the business world, known as Government to Business, aims to facilitate business activities by increasing interaction and communication to accelerate its economic processes.
• Government to Government (G2P) relations aim to facilitate cooperation and improve the smooth exchange of information between government agencies and improve operational efficiency.
• The relationship between Government and Employees (G2E) is an effort to improve employee performance and welfare by utilizing digitalization technology in terms of employee career management such as medical care and job promotions and employee rotation.
• The relationship between the government and non-profit institutions such as NGOs and political parties in order to support the management of the institution to achieve goals that are in accordance with its functions and provide permits.

E-Government is increasingly important in line with the need for openness of government and the development of the times that continue to develop rapidly. The intention is to improve the quality of public services by utilizing information and communication technology [8] In the realm of public services, e-Government offers a number of benefits such as a public information network that can be accessed at any time, more affordable transaction costs through a paperless system, and smoother interaction between the government and the business world. The implementation of E-Government can also improve communication relationships between government agencies to improve public facility services and ensure openness and efficiency in carrying out government duties.

The central government strongly supports the implementation of e-government at the regional level, including in Central Sulawesi Province, in order to improve the quality of public services and the efficiency of government administration. Based on its policies and strategies in the development of e-government issued by the Ministry of Communication and Information Technology in 2002, there are six main strategies in the preparation of e-government.

• Developing a reliable and affordable service system is important with the establishment of a reliable and trusted information portal and equitable distribution of communication networks.
• The overall arrangement of the system and the work process of the request includes preparing human resources to adjust the dir to information technology.
• Utilizing information technology optimally to improve the security of public transaction services and present information comprehensively.
• The role of business in the development of digital government is increasing so that public services are not only fixated on the responsibility of the government.
• Improving the ability of human resources at the central and regional levels and increasing the level of digital literacy of the community.

The importance of developing e-Government in Central Sulawesi to improve the skills of civil servants in the Human Resources Development Agency (BPSDM) through a digital-based approach cannot be underestimated. The top-down approach by local governments led by Regents/Mayors has proven to be effective in encouraging the implementation of e-Government by enabling faster and more targeted decision-making on information technology. The G-to-G system aims to improve efficiency between governments; G-to-C to improve public services; and G-to-B to accelerate the growth of economists

The implementation of e-Government in Central Sulawesi also participates in supporting the development of human resources for civil servants (ASN). At BPSDM Central Sulawesi, the use of digital technology is part of efforts to modernize the ASN training and development system by including the use of the Learning Management System (SMP), along with a distance training program based on information technology to prepare ASN to face the challenges of the industrial revolution 4.0 and improve services to the community. With the presence of e-Government, the maintenance and improvement of the career of the State Civil Apparatus can be taken care of more efficiently, including in terms of job transfers, promotions, and performance assessments based on digital technology.

To achieve the desired digital transformation by successfully realizing these goals, it is important for local governments to involve all parties such as ASN (State Civil Apparatus), the local business community, and the community as a whole in supporting efforts to improve digital literacy and the use of information technology in various aspects of public services in the Central Sulawesi region.

3. Human Resource Development

Organizations use various resources as “inputs” to produce products or services. These resources include funds or capital, personnel, operational techniques or tactics, technology to speed up the production process, and others. Human resources, also known as human resources (HR), are the most important part of the different types of resources [19].

Human resources (HR) are defined in two senses, according to [24]. In the first sense, human resources include work or services that can be provided during the production process. In another sense, HR reflects the quality of effort given by a person in a certain time to produce goods and services. In the second sense, human resources include individuals who are able to work to provide the business or service. This third methodological training then allowed some people to work as personnel managers in the manufacturing industry. Being able to work is defined as the ability to carry out economic activities, which means producing goods or services to meet the needs or needs of society. To achieve organizational goals, human resources are essential. According to [2]. “Human resources are very important organizational assets, so their roles and functions cannot be replaced by other resources”, and [25] stated that “human resources are the only resources that have intellect, feelings, desires, skills, knowledge, encouragement, power, and work (ratio, taste, and karsa).

According to [4], “human resource management, abbreviated as MSDM, is a science or way of managing the relationships and roles of resources (workforce) owned by individuals efficiently and effectively and can be used optimally so that the common goals of the company, employees and society are achieved”. Then [15] explained that “human resource development is the science or way of how to manage the relationships and roles of resources (manpower) This marks the beginning of Human Resource Management (HRM) operations. According to [13], MSDM is “the process of human management, through planning, recruitment, selection, training, development, incentivization, career, safety and health as well as maintaining industrial relations until termination of employment to achieve company goals and improve the welfare of stakeholders. interests”. According to [4], “human resource management, abbreviated as MSDM, is a science or way of managing the relationships and roles of resources (workforce) owned by individuals efficiently and effectively and can be used optimally so that the common goals of the company, employees and society are achieved”. Then [14] explained that “human resource development is the science or way of regulating the relationship and role of resources (energy On the other hand, Wendell French describes development as the selection, retrieval, use, and maintenance of human resources owned by an organization or institution [10].

According to Budiarti [5] “human resource development is an effort to improve the technical, theoretical, conceptual, and moral abilities of employees in accordance with the needs of the job or position through education and training.” In addition, according to [18] “human resource development is an effort to improve the quality or ability of human resources through the process of planning, education, training, and management of the workforce or human resources.” In HR development operations, strong coordination between all work units is very important to achieve these goals. “Every organization, regardless of its form, will always strive to achieve the goals of the organization in question effectively and efficiently,” said [16]. Furthermore, according to [20], human resource development is an institutional capacity development because it is also seen in terms of individual capabilities, organizations and systems. Developing human resources or employees greatly affects the performance and efficiency of an organization. This means that the organization’s human resources must be fully educated and trained. To develop a human resource training and development program, [6]states that the following steps are followed:

a)

Needs analysis: This is a way to find problems that will arise in the future or in the present.

b)

The preparation of development objectives and training—also known as training and development objectives—is to ensure that the training and development program conforms to established guidelines and can be reviewed immediately if there are any errors.

c)

Program Content: A list of materials to be delivered during training and development is included in the program content. In addition, the methods that will be used to deliver relevant material are also explained. Businesses can find out what kind of training and development their employees need to improve efficiency and productivity through this needs analysis process.

d)

Training and development evaluation: An evaluation of training and development programs should be carried out to ensure that the goals that have been set are actually achieved.

In addition, to know if the application is working well or it is best not to use it. [23]:

• Formal development Development is driven by rapid change and competition to meet the needs of the organization and help employees by improving capabilities, skills, and endurance at no additional cost and increasing profitability in the long run.
• Informal learning can be done by employees according to their own goals. Teachers can develop and improve the competence of their students by teaching various topics related to the following topics.

The emerging threat field will be highly related to this problem. [22] states that the employee development method is carried out through:

• Workplace: Coaching is the process of giving instructions and feedback from superiors or colleagues; Assignment committees offer specific employees the opportunity to enrich their work by providing them with broader experience, prospects, and expertise; And job rotation is the practice of moving an employee from one position to another.
• Outside of the Workplace via:

a)

Educational programs and degree additions;

b)

Human relationship training that is not specifically related to job skills; and

c)

Case study.

Meanwhile, according to [11]), there are four ways that can be done to improve HR (Human Resources) competence:

• Learning (Learning/Learning): To improve HR competencies, it is important to encourage a continuous learning process. This can be achieved in a variety of ways, such as attending formal education, reading books, attending seminars or conferences, or even self-study with online help. People are tasked with gaining new understanding and knowledge about the work and the needs of the industry.
• Training: Training is a more pragmatic approach to improving employee competence. Training can be in the form of formal programs organized by companies or educational institutions, or on-the-job training. The purpose of training is to improve the technical and non-technical skills required for a particular job. Training can include things like communication skills, time management, technical expertise, and others.
• Development (development): Human resource development is a long-term effort to improve a person’s potential and abilities. It involves more comprehensive and strategic methods to improve an individual’s knowledge, attitudes, and skills. Leadership development programs, mentoring, special projects, or additional empowerments are some examples of development that aims to improve an individual’s knowledge and experience.
• Education: Education is essential to improve HR competencies. This can include formal education such as a bachelor’s degree, education, or professional certifications that are relevant to the individual’s field of work. Education may also include executive courses or educational programs specifically designed to improve understanding of concepts, theories, and practices relevant to a particular job or industry.

Regulation of State Administrative Institutions [20]. The types of competency development offered to ASN employees are as follows: 1. Competency Development Education, which includes formal education in accordance with laws and regulations. In determining who are the civil servants who will participate in the PPK learning task, the HR work unit must consider the competency development plan. This must be done to ensure that the plan that has been set has been established. 2. This Type of Competency Development Training Consists of Two Types of Training:

A.

Classical and non-classical training: This is face-to-face learning in the classroom with reference to the curriculum and is carried out through various paths: 1) Leadership, structural, or management training; 2) Training for specific purposes at the national level; 3) Technical training; 4) Functional training; 5) Training related to socio-cultural competence; 6) Seminars or conferences; 7) Workshop or training location; 8)

B.

Nonclassical Training: This type of training is work and/or learning practices outside the classroom, such as the exchange of civil servants with private employees; internships or work practices; benchmarking or travel studies; distance training; Coaching; mentoring; elimination of bad properties; tasks related to priority programs; electronic revenue; independent learning/self-development; team building; and other options to meet the peace.

C.

Supervision: 1) The work unit responsible for supervising the implementation of human resources affairs provides input on all results of the implementation of ASN competency development. 2) The work unit mentioned in letter a reports the results of periodic monitoring to LAN every semester through the ASN Competency Information Development system.

One of the goals of human resource development is to provide workers with the knowledge and skills necessary to adapt to the changing circumstances and demands of a technologically advanced workplace. The ability to use the latest technology, along with other abilities acquired through education and training, is one of the hallmarks of human resource development. To ensure that employees’ knowledge, skills, and capacities align with their job expectations, organizations must engage in human resource development. This is intended to improve and overcome the lack of our ability to carry out tasks more effectively in accordance with the advancement of science and technology used by the organization by carrying out these development activities [12].

This shows that one of the steps that companies must take is to develop human resources to help every employee become an important part of the team. The concept of human resource development serves as a useful foundation for handling opportunities and overcoming difficulties faced by companies.