Quality of Employee Performance in the Creative Works Field at the Public Works, Spatial Planning, Public Housing, and Settlement Areas Department of Balangan Regency

The Office of Public Works, Spatial Planning, Public Housing and Settlement Areas of Balangan Regency is tasked with implementing the Public Apparatus in Balangan Regency which has problems with lack of accuracy in employees, objectives to be achieved are not appropriate, lack of quality human resources in management and competence is not in accordance with the number Employees are placed in certain positions. The purpose of this study was to determine the quality of employee performance in the field of Human Settlements at the Office of Public Works, Spatial Planning, Public Housing and Residential Areas in Balangan Regency and the factors that influence it. This research uses a qualitative approach with a qualitative descriptive type. Data collection techniques used are interviews, observation and documentation. The data source was taken by means of a Snowball sampling of 10 people. After the data is collected, it is then analyzed using techniques including data reduction, data presentation, and data verification or drawing conclusions. Testing the credibility of the data in this study extended observations, increased persistence, trigulation, analyzed negative cases, and held member checks. The results of the research on the Quality of Employee Performance in the Human Settlement Sector at the Office of Public Works, Spatial Planning, Public Housing and Residential Areas in Balangan Regency are quite optimal. This can be seen from the indicators, namely First, the indicator of employee skills is optimal for employees to carry out the task of carrying out the formulation and implementation of policies. Indicators of employee capabilities are optimal employees develop appropriate plans. Second, the performance indicators are optimal, employees have measurable goals. The indicator for the number of workers is optimal which is in accordance with their duties. Third, indicators of work completion are not optimal, and many employees are still negligent. Indicators on time are less than optimal; competence is not appropriate. Indicators of conformity with plans are less than optimal, lack of management. Fourth, the sub-indicators of optimal task implementation have measurable targets. Technology indicators are already optimal, both in education and skills. Fifth, the indicators fulfilled are not optimal, not according to plan. Indicators of achievement of quite optimal results of planning based on needs. Sixth, the support indicator is optimal in its ability to support program implementation. Indicators of work implementation have been optimal to make planning as effective as possible. The influencing factors are divided into two, namely the inhibiting factors, the lack of completion of work, inappropriate employee competencies, and the lack of human resources. Supporting factors carry out tasks according to their duties, there is a work plan preparation, there are measurable work targets, the number of workers according to their duties, measurable targets, supporting facilities, and infrastructure. To improve the Quality of Employee Performance in the Cipta Karya Sector at the Office of Public Works, Spatial Planning, Public Housing, and Residential Areas of Balangan Regency, the Head of Service should plan and detail according to the stages and add to the budget. The Head of Division and Employees should focus more on the goals achieved to achieve more effective development.