Abstract:
The method by which the Kemenpora Department of Youth and Sports conducts job
analyses is the focus of this research. Due to a lack of specificity on the duties
expected of the Department, the findings demonstrate that the present job analysis is
inadequate. The guidelines of Permenpan RB No. 1 of 2020 are not followed, and it
becomes difficult to map out responsibilities. The data is primarily gathered by an
internal staff using templated approaches, which raises concerns regarding its validity
and dependability. The job analyst, the person actually performing the work, and the
person in charge of the job are the three key people who provide information for job
analyses. There is a lack of understanding between jobholders and their managers
regarding organizational strategy and job tasks. Additionally, job analysts are not very
competent in their roles. Additionally, the study found that due to a lack of checks
and balances, the data is not accurate or dependable. We propose a four-stage job
analysis paradigm to address this issue. Planning, data collection, data treatment, and
result sharing are all parts of this approach. The objective is to improve the
thoroughness and accuracy of job analyses.
