Quality of Work Life yang Diharapkan Pegawai Pemerintah Daerah pada Badan Perencanaan Pembangunan Daerah Kabupaten Karo

Abstract

Human resources are organizational assets that are able to develop and bring the organization to achieve its goals. Therefore, human resource management should emphasize human values, one of which is the Quality of Work Life of employees. Organizations that have a good QWL will be able to retain their employees and also attract Job seekers. Government organizations are organizations that attract huge interests, although when it is compared to private/business organizations, the rewards that government employees get have huge discrepancies. It turns out that high enthusiasm is not in-line with the conditions of the employees who are currently in the organization. Many complaints come from employees and the media often highlights the poor performance of government employees, especially in local governments. The same thing also happens to one of the regional apparatus in the Karo Regency Government, namely the Karo Regency Regional Development Planning Agency (Bappeda). Currently, Bappeda of Karo Regency is undergoing a transformation process, where many demands for change come from the central. However , ther e are many complaints that arise from employees at the moment, which are also supported by the results of the pre-survey questionnaire that shows the QWL in Bappeda has not met the expectations of some employees. If it doesn't match expectations, shouldn't it be better to look for opportunities in other places that match the employees ' expectation. Therefore, it is important to carry out a research on what Quality of Work Life factors are actually expected by local government employees, especially in the Bappeda of Karo Regency, so that empirical evidence can be found from the question of why they want to and still persist as employees in the local government until now. The research results serves as information and guidelines for organizations, namely what factors can be managed to support the success of the transformation process in Bappeda of Karo Regency. This is a descriptive research type. The primary data are collected using a questionnaire instrument, processed by factor analysis techniques and then is deepened by interviews. The research results indicate that there are seven QWL factors that are able to attract and retain local government employees, especially Bappeda of Karo Regency, namely the Assessment, Recognition and Award Factors;­ Self-Development and Growth and Social Relevance Factors; Social Relations and Work Autonomy Factors; Life Balance Factor; Psychological Safety Factor; Attention to Workers' Rights and Facilities Factors; Work Location Factor. The most influencing factor is psychological security factor related to income security, employment status and pension plan. This factor is a differentiator and an advantage that cannot be obtained when working in private organizations or entrepreneurship. The consistency of salary that will be received every month, employment status where there is no fear of suddenly being fired and the exis_tence of a pension salary as an pension guarantee are the motivations for employees to take part in the selection, and still survive up to now in the midst of many shortcomings and obstacles experienced in working for local government organizations.