Human Resource Management at KPPBC TMP C Sampit: A Qualitative Case Study
Universitas Terbuka
Universitas Terbuka
DOI:
https://doi.org/10.56943/esensi.v29i2.550Human resource management in public organizations faces digital era challenges. KPPBC TMP C Sampit, a vertical unit of the Directorate General of Customs and Excise, needs to optimize HR through work-life balance, competency development, talent management, and employee engagement. The novelty of this study is an in-depth case study integrating recruitment, training, performance management, career paths, and employee engagement within a single analytical framework in a customs institution, including inhibiting factors rarely discussed. This study employs a qualitative case study approach. Data were collected through literature review, in-depth interviews, and observation. Data analysis used the Miles and Huberman interactive model. Results indicate that HR management has been on the right track but faces structural and technical challenges. Recruitment through STAN and CPNS follows central regulations. Training utilizes self-directed learning, coaching, mentoring, and learning from experience. Performance management follows the Ministry of Finance system, yet a gap remains between career planning and implementation. Main obstacles include HRIS Satu Kemenkeu database disruptions, SSO Ministry of Finance system issues, and limited strategic thinking.
Human resource management in public organizations faces digital era challenges. KPPBC TMP C Sampit, a vertical unit of the Directorate General of Customs and Excise, needs to optimize HR through work-life balance, competency development, talent management, and employee engagement. The novelty of this study is an in-depth case study integrating recruitment, training, performance management, career paths, and employee engagement within a single analytical framework in a customs institution, including inhibiting factors rarely discussed. This study employs a qualitative case study approach. Data were collected through literature review, in-depth interviews, and observation. Data analysis used the Miles and Huberman interactive model. Results indicate that HR management has been on the right track but faces structural and technical challenges. Recruitment through STAN and CPNS follows central regulations. Training utilizes self-directed learning, coaching, mentoring, and learning from experience. Performance management follows the Ministry of Finance system, yet a gap remains between career planning and implementation. Main obstacles include HRIS Satu Kemenkeu database disruptions, SSO Ministry of Finance system issues, and limited strategic thinking.
Keywords: Customs and Excise Human Resource Management KPPBC Sampit Talent Management
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