Analisis Kebutuhan Pegawai Negeri Sipil Berdasarkan Beban Kerja Pada Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Kabupaten Rokan Hilir

In an organization, it is necessary to arrange the workload for each employee. It is the responsibility of the officials in it. So that with an even distribution of workloads, civil servants can improve their performance and improve the overall performance of the organization. The purpose of this study was to analyze the suitability between the number of civil servants and the workload of the Personnel and Human Resources Development Agency of Rokan Hilir Regency. The method used in this research is a qualitative method with descriptive analysis. The results of the study indicate that the distribution of tasks or workloads for each employee has not been evenly distributed, resulting in an overlapping workload for each employee and the determination of the number of employees who have not referred to the needs. Even though all the work was done well, the employee's working time at certain times increased until outside working hours and on working holidays. For this reason, it is hoped that the Personnel and Human Resources Development Agency of Rokan Hilir Regency will make improvements by (1) coordinating with relevant agencies so that future employee recruitment is truly in accordance with the educational background and skills needed so that the existing workload is in accordance with the number of employees. Civil Servants at the Personnel and Human Resources Development Agency of Rokan Hilir Regency (2) prepare employee plans which are carried out in stages according to the financial capacity of the local government for the next 5 (five) years with a positive growth. (3) verify and validate the results of the preparation of Anjab and ABK in order to support personnel management in general and planning for employee needs in particular so that the implementation of employee placement, especially in implementing positions, must continue to consider job analysis documents, workload analysis, job formation and competency standards from a position. (4) distributing employees from fields that are overstaffed to fields that are understaffed (5) withdrawing civil servants from other regional apparatus organizations as needed