TATA KELOLA SUMBER DAYA MANUSIA DALAM POLA KERJA LINTAS GENERASI : ANALISIS PERBEDAAN KINERJA PEGAWAI DALAM PENERAPAN SERTIPIKAT ELEKTRONIK DI KANTOR PERTANAHAN KOTA SEMARANG

AFNAN LABIB BUDI PANULAR, 21303719 (2025) TATA KELOLA SUMBER DAYA MANUSIA DALAM POLA KERJA LINTAS GENERASI : ANALISIS PERBEDAAN KINERJA PEGAWAI DALAM PENERAPAN SERTIPIKAT ELEKTRONIK DI KANTOR PERTANAHAN KOTA SEMARANG. Diploma thesis, Sekolah Tinggi Pertanahan Nasional.

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Abstract

Digital transformation in public services presents a major challenge for government institutions, including the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency (ATR/BPN), particularly in the implementation of Electronic Land Certificates. Human resource (HR) readiness plays a key role, especially amid generational diversity in the workforce. Generations X, Y, and Z each bring different characteristics, mindsets, and levels of technological adaptation. The Land Office of Semarang City, as the executor of Sertipikat-el services, holds an important role in examining generational differences through the comparison of work patterns, employee performance, and HR governance strategies that can bridge intergenerational gaps. This research adopts a mixed-methods approach using an explanatory sequential design. Data were collected through observation, documentation, and in-depth interviews with employees from various generations, and analyzed using Partial Least Squares - Structural Equation Modeling (PLS-SEM). Respondents were grouped based on generation (X, Y, and Z), job roles, and length of service in implementing Electronic Land Certificates. The analysis aimed to identify cross-generational work patterns and differences in the influence of performance indicators on employee outcomes, with the goal of creating an ideal and relevant HR governance model in the digital transformation era. The results indicate differences in cross-generational work patterns across cognitive, emotional, and behavioral aspects. Additionally, there are variations in how performance indicators affect employee outcomes among generations. These differences create a generational gap which, if not managed strategically, can hinder work synergy and organizational goals. In response, this study recommends an ideal and relevant HR governance model based on cross-generational collaboration and digital capacity building to support the implementation of Electronic Land Certificates services. Keywords: Human Resource Governance, Cross-Generational, Electronic Certificate, Employee Performance, Digital Transformation.

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