The Implementation of the SI-CANTIK Application as an Employee Management Innovation in the Bogor Regency Government

Rusliandy Rusliandy; Muhammad Zulfikar

doi:10.35877/454RI.daengku1177

Authors

Rusliandy Administrasi Publik Universitas Djuanda Bogor, Bogor, Indonesia
Muhammad Zulfikar Administrasi Publik Universitas Djuanda Bogor, Bogor, Indonesia

DOI:

https://doi.org/10.35877/454RI.daengku1177

Keywords:

SI-CANTIK Application, Employee Management Innovation

Abstract

This study aims to analyze the implementation of the SI-CANTIK application as an employee management innovation in the Bogor Regency Government. The research method used is descriptive qualitative with data collection techniques using observations, interviews, and literature studies. The results show that implementing the SI-CANTIK application has effectively impacted local governments and ASN. In an implementation, there are still problems such as: (1) the SI-CANTIK application has not been integrated with other personnel service applications. (2) ASN individuals have other smartphones and leave them for attendance. (3) Attendance data for employees who do not come to work without information on the application have not been followed up by their direct supervisor. (4) the input of the team member's daily work reports has not been able to describe the achievement of organizational performance. To overcome these problems, several strategies can be carried out: (1) integrating the SI-CANTIK application with other applications to make the implementation of personnel management more comprehensive. (2) It is necessary to revise Bogor Regent Regulation Number 42 of 2019, which regulates superiors who do not take action against disciplinary violators, and the disbursement of TPP is postponed. Another thing that needs to be regulated is categorizing the behavior of leaving smartphones for attendance as a form of disciplinary violation, subject to disciplinary sanctions, and not being given TPP within a specific time, (3) the SI-CANTIK application's development by considering the organizational performance targets contained in the RPJMD and the organization's Strategic Plan associated with team member performance targets.

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