Assessment of Performance of Human Resources in Health

Department Library East Java

Bella Herlyana Malissa, Badrul Sani Lutfiyah, Dessy Harisanty and Esti Putri Anugrah

Library Studies, Faculty of Vocational Education, Universitas Airlangga, Dharmawangsa Dalam, Surabaya, Indonesia

Keywords: Human Resources, Performance, Assessment, Library.

Abstract: The purpose of this study to analyse the shortcomings in the performance of human resources in the Library

East Java Provincial Health Office. Solve the problems faced by human resources for work in the Library

East Java Provincial Health Office in evaluation activities are used as a repair will be of service to users.

This study used qualitative methods and direct observation in the field located in the Library of the East

Java Provincial Health Office. The results of this study revealed that the Library East Java Provincial Health

Office has a variety of problems ranging from the minimal amount of background librarians and library are

gaining knowledge or information manage a library of training activities. The gap between new librarians

and librarians who have long worked in the Library of Health Office of East Java Provincial Library. The

Head of the Library has a way to solve the problem of gaps by means of communication by persuasion to

solve problems when coordinating. When coordinating or communicating horizontally and vertically so far

there is no problem. So, from previous studies with the characteristics of its characteristics owned by

individuals in an organization that is affected by communication and coordination in the organization.

1 INTRODUCTION

Librarian is the human resources working in the

library, take care of all the sustainability, the needs,

and activities of the Library (Romadhona 2022).

Human resources are an important component in an

organization or institution, such as the institution of

the library as a source of information for users who

will be able to meet the needs of users in obtaining

information (Sunyowati et al. 2022). Human

resources, where employees and employers serve as

a strategic asset to any organization that can

determine its survival (Subagyono et al. 2022).

Performance assessment is aimed at a sustainable

and flexible process involving managers and they

manage to act as a partner, in a framework that

establishes how they can work together to achieve

the desired results (Agyen-Gyasi & Boateng, 2015).

Therefore, librarians are required to work

maximal achievement this was done as a destination

library, one of which is the level of satisfaction and

fulfilment of needs customer information to be

provided by librarians (Romadhona, Kurniawan, et

al. 2022). The findings also revealed that the

librarian, by the nature of their profession, are

equipped to engage in interdisciplinary research and

strongly opposed to the idea that they do not have

the skills and knowledge to such involvement

(Igbinovia, 2017). Librarians as employee

performance management / employee of the library

who are in these institutions, it is also an effect on

the evaluation or assessment of the work done by the

existing human resources so that human resource

management is very important (Romadhona,

Subagyono, et al. 2022).

Librarian in Library of the Provincial Health

Office of East Java is arguably very minimal which

consists of one head of the Library, one librarian and

one technician with a different background as head

of the Library who has a background of graduates

D4 midwife, librarian with a background of high

school education, and technicians with the

background of high school graduates. This is very

worrying because this library has a library of human

resources is minimal and does not have a

background in the library at all, the human resources

of the library here only have a library science

through training.

The purpose of this study is to determine the

problems that exist in the Library East Java

Malissa, B., Lutﬁyah, B., Harisanty, D. and Anugrah, E.

Assessment of Performance of Human Resources in Health Department Library East Java.

DOI: 10.5220/0008667300002300

Paper published under CC license (CC BY-NC-ND 4.0)

In Proceedings of the 3rd International Conference on Record and Library: Local Knowledge, Past, Present, and Future (ICRL 2018), pages 47-52

ISBN: 978-989-758-712-2

Provincial Health Office and solve the existing

problems. So that future performance of human

resources owned by the Library of East Java

Provincial Health Office can work and serve users

with better again.

2 LITERATURE REVIEW

Measurement of employee performance by (Darma,

2003), Consider the following matters:

1. Quantity

Measurement of an employee's performance

can be seen from the quantity of work

completed in a certain time. With the

quantity of an employee have the ability or

confidence to do the organizational work.

2. Quality

Rate an employee is to look at the quality of

the work done as expected. Completion is

not only visible from the settlement but seen

from the skills and results.

3. Punctuality

Namely the suitability of the planned time.

Library East Java Provincial Health Office is a

library that stands as one of the facilities are open to

the public (Romadhona, Subagyono, et al. 2022).

The performance assessment of the human resources

is also very noteworthy (Romadhona 2020). Library

East Java Provincial Health Office has an

assessment of the performance of its human

resources to improve the quality of service provided

to users of the library (Hernoko et al. 2022). Users

can meet the need for the information it needs to

take advantage of library materials in the library

according to the needs of everyone. Assessment of

the performance has its own purpose and function as

a tool for improvement of quality of service so that

visitors more comfortable when accessing the

library.

3 RESEARCH METHOD

The method used in this research convinced by the

case study method of qualitative research approach

by observation and interview with employees in the

Library East Java Provincial Health Office.

Selection of a qualitative research approach aims to

get the data depth and detail. In conducting

observations and interviews authors collected

information about the services already provided by

the existing human resources and with a background

in human resources who do not have knowledge

about the library before attending various trainings.

The author uses a qualitative method of direct

observation in the field that is in the Office of East

Java Provincial Health Office.

4 RESULTS AND DISCUSSION

4.1 Quantity

4.1.1 Division of Task

Trans Theoretical Model (TTM) is a useful model

for accessing the readiness to act in a healthier

behaviour or stop unhealthy behaviours that include

process steps and principles of behavioural changes

in humans. Stages of behaviour change include

precontemplation (not intended), contemplation (no

intention), determination (a plan), action (real

action), relapse (relapse) and maintenance

(maintenance) (B. Hardjojo, 2012).

The division of tasks in the Library East Java

Provincial Health Office in accordance with job

desk, respectively. Where every individual is astute

enough to work on the assignment that has been

given and quite timely.

There are some differences in the weights for

each worker because everyone has different abilities

and strengths. Such a difference in the task of

weeding books, activity books envelop birthday,

data input through a database of books that have

been targeted.

4.1.2 Obstacles

Less successful communication within the

organization caused partly because of the

characteristics of the dynamic nature of the

organization, where the organization is an open

system that is constantly changing because it always

faces new challenges from the surrounding

environment and the need to adjust to the ever-

changing environment.

A communication process is successful if the

message or the meaning conveyed by the

communicator received complete and intact by the

communicant and understood and interpreted

correctly by the communicant, like understanding or

perception of the communicator. Moreover, it may

create equality between national cultural

perspective, the ethical ideology described by

ICRL 2018 - 3rd International Conference on Record and Library

religion and moral philosophy (Al-Nuaimi et al.,

2017).

There is definitely a problem when speaking to

the one of the workers who had long worked and felt

that it was his library so that as the Head of the

Library to communicate by means of persuasion as a

way of solving problems while coordinating. When

coordination or communication horizontally and

vertically so far do not have a problem, so there is

no subjective bias can decide the level of actual

performance of employees and management's

perception of the level of the employee's

performance (Evans & Bae, 2017).

So, from previous studies with their

characteristic properties owned by individuals within

an organization affects communication and

coordination in the organization.

4.1.3 Factors Responsible Select Task

Fishbein Theory of Reasoned Action states that

developed to better understand the relationship

between attitudes, intentions, and behaviours.

Theory of Reasoned Action asserts that the most

important determinants of behaviour are intention.

Direct determinant of individual behavioural

intention is the attitude toward the behaviour and

subjective norms related. The attitude of the

individual is determined belief in the impact or the

nature of a behaviour based on their subjective

norms (Trafimow, 2009). Social Cognitive Theory

also provides a comprehensive understanding,

prediction and change human behaviour through

dynamic relationship and mutual influence

(reciprocal determinism) between personal factors,

behaviour and environment are interrelated (R. T.

Nabavi 2012).

Factors division in charge of the task at the

Library East Java Provincial Health Office based job

desk respectively by orders from above as the head

of the library to focus the division of tasks

corresponding field. For librarians and library chief

tasks associated with the library while the technician

working on technical tasks related to the library

4.1.4 Additional Human Resources

The Library Head of East Java Provincial Health

Office has applied for additional human resources

that have the skills of a librarian. Requests for

additional human resources have already been

submitted from the beginning of the year, but the

human resources according to the needs still come.

Possible human resources are derived from

nutritional academy is scheduled to be closed so that

the librarian or the worker must return to the shade

of UPT. If the library wants to go forward, there

must be a librarian needed only one who was really

a librarian.

4.2 Quality

4.2.1 Performance Assessment System

Performance is the translation of the performance,

which means the work of a worker, a management

process or an organization as a whole, where the

results of such work must be shown proof in

concrete and measurable (compared to the standard

that has been set).

System performance appraisal contained in the

Library of the Provincial Health Office of East Java

directly delivered by the Head of the Library is using

the contract system at the beginning of the year that

should be implemented as a reference work in the

future or at the end of the year there will be a

performance assessment for one year who was

named target employee (SKP). Ratings used are the

standard performance of Civil Servants stipulated in

Government Regulation No. 46 Year 2011 which

remuneration.

Of assessment given that refers to the beginning

of the year performance agreement in accordance

with the standards of Civil Servants ratings because

employees Library East Java Provincial Health

Office is Servant that use the employee performance

appraisal system goals (SKP) conducted at the end

of the year.

4.2.2 Quality Indicators

The theory of social responsibility was born because

of the demands of responsibility itself. Social

responsibility is the moral realm, so that the position

is not the same with the law. Morale in social

responsibility more to the outward act that is based

entirely on the inner attitude, attitude and good

deeds are truly selfless. While the legal

responsibilities more emphasis on outward

demeanour conformity with the rules, although such

action is objectively not wrong, maybe both and in

accordance with the views of moral, legal and

compliance cannot serve as the basis to draw a

conclusion because they do not know the underlying

motives or intentions, Quality indicators used re-use

employee performance goals (SKP) which has been

determined by the government to evaluate the

performance of employees / staff of the library.

Assessment of Performance of Human Resources in Health Department Library East Java

4.2.3 Figures

Evaluation used by the Head of Library East Java

Provincial Health Office is referring to the

agreement the work done at the beginning of the

year which will issue a one-year performance results

that employee performance goals (SKP). Can be

seen from the results of employee performance goals

(SKP) each individual human resources, if there are

results that are not in accordance with the agreement

so that future human resources in question should

pay attention and should improve on the points that

have not been fulfilled.

So, it can be seen from the way the evaluation of

the Head of Library East Java Provincial Health

Office is very simple. With the previous research

that says that improved performance, feedback on

the implementation of work allows employees,

managers and personnel departments can improve

their activities to improve performance.

4.2.4 Impact on Productivity Employee

Performance Appraisal

The employee performance appraisal results affect

the awards will be given by the company in return

for the company. The better the performance

evaluation results of an employee, the higher is also

an award given by the company. A factor motivating

factors awards held by a company for its employees.

This means that the award of the institution as a

motivator be an important factor to improve employee

motivation to work. The higher award given by an

institution should be able to encourage employee

motivation to work even harder to produce better

performance. Improved the alignment of library

assessment process can improve the efficiency of the

assessment process, the effectiveness of the results of

the assessment process (White, 2008).

The performance assessment is a very real

impact on the performance appraisal system even

Civil State Apparatus (ASN) or Civil Servants

(PNS) previously used system of employee

performance goals (SKP) will be converted into

remuneration. With the conversion of the

performance appraisal system, employees need to be

more productive because the system changed so that

wages adjust to the employee productivity.

4.2.5 Program Development and Quality

Improvement Services

Consider the purpose and use of performance

indicators in relation to the mission and goals

(Richard, 1992). User satisfaction will be created if

the expectations of the users can be manifested by

the library. Many benefits can be obtained by the

library to achieve a high level of user satisfaction,

which is able to increase user loyalty, improve the

reputation of the library, as well as improving the

operational efficiency of the institution. Users are

very satisfied will spread positive stories of mouth

or in other words, will be a walking advertisement

for the institution, and certainly will reduce costs or

maximize efforts in order to attract new users.

4.2.6 Decision Maker

The role is a set pattern of behaviour that is expected

of a person or system, because the system holds an

individual or a position within a business unit or an

organization. Thus, the existing position on the

person or system is demanded to behave in

accordance with the position or function held.

Thus, we can conclude one's role in the

environment is always linked and are associated

with status or position within that environment. And

the same thing will happen in an organization or

company. Each holder has the right roles, duties and

obligations as well as specific responsibilities that

cause costs or fees on these involvements.

Decision-making in the library of East Java

Provincial Health Office is the Head of Sub -

Division of Administration. In submitting a budget

or another, the head of libraries and staff make the

details later through the head librarian of all of those

were given to the head of the administration sub-

section of East Java Provincial Health Office. With

the entire performance of the bureaucracy there can

be handled properly.

4.3 Timeliness

4.3.1 Accuracy of Task Completion

Employee performance is the result or employee

performance assessed in terms of quality and

quantity based on labour standards specified by the

organization. The excellent performance is the

optimal performance, the performance of

appropriate standards organization and support the

achievement of organizational goals. Good

organization is the organization trying to improve its

human resources, because it is a key factor for

improving the performance of employees.

The accuracy of task completion is a time

management in working and the accuracy of the

employee in completing the work. Suitability of

working hours is the willingness of employees to

ICRL 2018 - 3rd International Conference on Record and Library

meet company rules relating to the timeliness of

entering / leaving work and attendance. Completion

of the task in the Library of the Provincial Health

Office of East Java quite an impact on the results of

performance assessment that has been carried along

with the replacement of the scoring system for the

Reform of Civil State (ASN) make employees

inevitably complete the work in accordance with the

purpose, so if the employee does not finish then

these activities are not written in the list of

performance appraisal of Civil State Apparatus

(ASN) or Civil Servants (PNS).

4.3.2 Library Performance Appraisal Model

Library East Java Provincial Health

Office

The performance assessment aims to assess how

well the employee has carried out and what they

need to do to be better in the future. In the

assessment of the performance in the Library East

Java Provincial Health Office to keep using

performance assessment employee performance

target system (SKP) in accordance with the

assessment for the Civil Service or the State Civil

officers. But in early 2019 over the performance

assessment will be renamed remuneration and do not

use the system employee performance target system

(SKP). While remuneration is the overall amount of

compensation received by employees for their work

and the service he has done. By using the latest

valuation models that have been approved and will

be used in the new labour contract, all activities

undertaken are recorded and reported so that

remuneration in accordance with the individual's

productivity.

4.3.3 Clarity of Authority and

Responsibility

In an institution operating system, human resource

potential is basically one of the capitals and holds a

most important role in achieving the objectives of

the company. Therefore, companies need to manage

Human Resources as possible. Because the key to

success of a company is not only the benefits of

technology and the availability of funds only. But

the human factor is the most important factor as

well, Institutions that have a good organization and

regularly most likely will not encounter obstacles in

their job effectively (preferably / maximum). And

vice versa when an institution does not have a good

organization and regular. Thus, in implementing the

tasks and work presented by the leadership to

subordinates will be an obstacle. This is caused by

the absence of a sense of responsibility in carrying

out the tasks assigned by the leadership to

subordinates. The powers and responsibilities in the

Library East Java Provincial Health Office is in

conformity with the tasks that have been given by

the leaders to subordinates.

4.4 Discussion

Human resources exist to evaluate the performance

using the performance appraisal system of existing

employees in the Library of the Provincial Health

Office of East Java using the contract system at the

beginning of the year that should be implemented as

a reference work in the future or at the end of the

year there will be a performance assessment for a

year named employee performance target system

(SKP). The performance appraisal process is an

important part in ensuring that the development of

employees with regard to organizational goals clear

(Wilson & Western, 2000), Ratings used are the

standard performance of Civil Servants i.e.

remuneration. employee performance target system

(SKP) has a pretty good impact because human

resources have a responsibility to maximize the

achievement of the ministry as a performance

assessment.

5 CONCLUSIONS

Measurement of performance in carrying out duties

in accordance with the standards specified for the

Reform of Civil State (ASN) or Civil Servants (PNS),

which is the target system employee performance

(SKP) present in the employment contract at the

beginning of the year as the reference implementation

of the task and the end of the year evaluation of

performance results. However, in early 2019

employee performance target system (SKP) was

replaced with a remuneration system that is the

overall amount of compensation received by

employees for their work and the service he has done.

For qualifying the existing workforce at the

Department of Health Library East Java still does

not meet the National Standards for Special

Libraries Library that is the number of library staff

(librarians) who have qualified in the field of library

at least 1 (one) per 75,000 inhabitants of the

authority. Qualifications head of the library is also

not meet given standards National Standard Library

is the Head of Libraries at least educational

background S1 / Diploma library or S1 / Diploma

non libraries with training library field. While the

Assessment of Performance of Human Resources in Health Department Library East Java

head of the library in East Java Provincial Health

Office is not a background but D3 (Diploma) library.

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