Unesa.ac.id. From Semarang was welcomed by the leadership of Unesa in the Rectorate Building of Campus II of the Tone of Wetan, Surabaya.
During the meeting, two parties shared experiences, and discussed the strategy of strengthening the governance of the institution, including the capacity of human resources as a locomotive of the progress of the institution that had an impact.
"HR is the main life of a university," said Jamari, Professor and Dean of the Faculty of Engineering (FT) Undip Semarang. The opening sentence became the entrance to a warm and open discussion between two large campuses that both paid serious attention to the management of Human Resources (HR). Undip and Unesa are relatively the same. Undip also has many educational staff (tendik) that are scattered in various work units. "Our tendik workload is not bad, because it needs a governance strategy that can be obtained from this meeting," he said.
Deputy Chancellor II of Unesa, Bachtiar Syaiful Bachri revealed the HR governance system at the campus 'homes of the champions,' based on the placement of tendons according to their respective competencies.
"Everyone is responsible for their respective jobdes
In addition to the moratorium, Director of HR Unesa, Mohamad Sulton Arifin said that for digital-based service matters, the system is not in one People, but team. So, when someone is unable, the system can still run.
UNESA also has a performance box and commitment, which is a kind of evaluation matrix on what is already and must be done by every employee. The results of the evaluation become the basis of the next policy.
Not only a matter of control, UNESA also practices appreciation through pockets (UNESA performance appreciation system). This system is integrated with the remuneration scheme. That way, employees who work well and show high commitment will get a decent award, both in the form of benefits and other incentives. []
*** Reporter: Prismacintya (FBS)
Editor: @Zam*
Photo: Unesa Public Relations Team
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