Arrangement of the HR Management System Apparatus

I. Employee Needs Planning in Accordance with Organizational Needs

A. The employee requirements compiled by each unit refer to the position map and workload analysis results for each position. [Documents: Job Analysis, Position Map]

B. The placement of new recruits strictly adheres to the employee needs determined for each position.

C. Monitoring and evaluation of the recruitment placement have been conducted to meet job requirements within the organization, contributing to performance improvement within work units. [Supporting Evidence: M&E Documentation]

II. Internal Transfer Pattern

A. For employee career development, internal transfers between positions have been carried out. [Documents: Transfer Procedures, Internal Transfer Assignment Letters]

B. Position transfers consider job competencies and adhere to established transfer patterns. [Documents: Transfer Implementation Procedures]

C. Monitoring and evaluation have been conducted on transfer activities in relation to performance improvement. [Supporting Evidence: M&E Documentation]

III. Competency-Based Employee Development

A. The Work Unit performs Training Needs Analysis for competency development. [Documents: Pertor No. 2 of 2023, Unud Standards - Lecturer and Staff Competencies]

B. In formulating employee competency development plans, performance management results are considered. [Documents: Pertor No. 2 of 2023, Unud Standards - Lecturer and Staff Competencies]

C. The competency gap between employees and the set competency standards for each position is evaluated. [Documents: Pertor No. 2 of 2023, Unud Standards - Lecturer and Staff Competencies]

D. Employees within the Work Unit have been given opportunities/rights to participate in training and other competency development programs.

E. For competency development, the work unit has made efforts to enhance employee competencies (e.g., participation in training institutions, in-house training, coaching, or mentoring). [Reports: Training and Certification in Ecotourism Guiding, Teamwork and Capacity Building Report, UB Visit Report]

F. Monitoring and evaluation of competency development results have been conducted in relation to performance improvement. [Supporting Evidence: M&E Documentation]

IV. Individual Performance Determination

A. Individual performance targets are set in alignment with organizational performance agreements. [Documents: 2024 Rector Performance Agreement with the Dean, Faculty Staff Performance Agreement]

B. Individual performance metrics are aligned with the indicators for the level above. [Documents: Faculty Staff Performance Agreement, Indicator Compatibility with Higher-Level Assessments]

C. Individual performance measurement is conducted periodically. [Documents: BKD Filling Letters, IMISSU and SISTER]

D. Individual performance evaluations are used as a basis for rewards. [Documents: Faculty and Staff Best Performance Indicators, Permendikbud No. 30 of 2018, Certificate of Appreciation for Best Faculty and Staff in 2024, Document P3.IV]

V. Enforcement of Employee Discipline/Code of Ethics/Code of Conduct

A. Discipline/code of ethics/code of conduct have been implemented. [Documents: Pertor No. 13 of 2018, Unud Lecturer Code of Ethics, Government Regulation No. 53 of 2010 on Civil Servant Discipline, RI Law No. 05 of 2014 on Civil Servants, Pertor No. 11 of 2018 on Staff Code of Ethics, LAPOR Unud 2024 Application, Government Regulation No. 94 of 2021 on Civil Servants]

VI. Personnel Information System

A. Personnel data information for the work unit has been regularly updated. [System Access: Lecturer Information System (SIMDOS) and Employee Information System (SIANITA)]