scholarly journals Perubahan Perilaku Aparatur sebagai Model dalam Mewujudkan Reformasi Birokrasi yang Berkualitas

2019 ◽  
Vol 2 (1) ◽  
pp. 113-125
Author(s):  
Henny Juliani
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Strategic Action ◽  
Related System ◽  
Public Servants ◽  
Public Servant ◽  
Descriptive Approach ◽  
The Government ◽  
And Performance ◽  
And Behavior

Abstract This research was conducted to find out changes of Public Servants mental and behavior as a model in creating qualified bureaucracy reformation as a consequence of negative issues on Public Servants professionalism, particularly on their quality and performance. This research used a normative juridical method by using an analytical descriptive approach. The Government took strategic action in developing human resources of Public Servant through bureaucracy reformation policy focused on changing Public Servants mental and behavior. The change is intended not only for Public Servants but also for all related system. The focus of the change of bureaucratic is expected will create clean and accountable, effective, efficient bureaucratic and able to provide qualified public service as well. Keywords: the behavior of Public Servants, bureaucratic reformation Abstrak Penelitian ini dilakukan untuk mengetahui perubahan mental/perilaku aparatur sebagai model dalam mewujudkan reformasi birokrasi yang berkualitas sebagai akibat dari isu negatif terhadap profesionalisme khususnya pada aspek kualitas dan kinerja ASN. Metode pendekatan yang digunakan adalah yuridis empiris, spesifikasi penelitian yang digunakan adalah deskriptif analitis. Pemerintah mengambil langkah strategis membangun SDM aparatur melalui kebijakan reformasi birokrasi dengan inti perubahan pada mental/perilaku aparatur. Perubahan tersebut selain ditujukan langsung kepada aparatur, juga harus ditujukan kepada seluruh sistem yang melingkup aparatur. Fokus perubahan reformasi birokrasi tersebut diharapkan dapat menciptakan birokrasi yang bersih dan akuntabel, efektif, efisien, serta mampu memberikan pelayanan publik yang berkualitas. Kata kunci: Mental/perilaku aparatur, reformasi birokrasi

scholarly journals Upaya Strategis Pemerintah Kota Surakarta dalam Mewujudkan Profesionalisme Sumber Daya Manusia Aparatur

2019 ◽  
Vol 2 (3) ◽  
pp. 436-449
Author(s):  
Henny Juliani
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Performance Indicator ◽  
Secondary Data ◽  
Work Load ◽  
Organization Performance ◽  
Public Servants ◽  
The Government ◽  
And Performance

Abstract The professionalism of human resources of public servants in executing public service tasks, governmental tasks, and specific development tasks are often perceived with bad stigma, particularly in negative issues on quality and performance aspects. Based on this fact, Government of Surakarta Municipality perform strategic efforts in improving the professionalism of human resources of public servants to their quality and performance will increase as well as can realizing prime services to the citizen.  This research uses an empirical juridical approach. While the specification of the research is analytical descriptive, and the source of data comprises of primary and secondary data. The result of research was analyzed quantitatively.   Based on the research, it can be concluded that in improving the professionalism of human resources of public servants, the Government of Surakarta Municipality perform strategic efforts, namely: 1. They are fulfilling demand of number of human resources of public servants with specific qualification, 2 and improving capacity and quality of human resources of public servants that relevant to improve their competency, 3 and applying e-Performance as a system to evaluate performance of human resources of public servants in manage personal work load as well as organization, performance indicator achievement as a basic calculation of work achievement and incentive reward, 4 and applying discipline penalty in accordance to behavior of human resources of public servants. Strategic efforts of Government of Surakarta Municipality complied with the regulation of PerMenPan dan RB No.38 Year 2018 regarding Measurement of Professionalism of Human Resources of Public Servants, which is measured by using 4 (four) dimension, comprises of a. Qualification, b. Competence, c. Performance, and d. Discipline.      Keywords: Public Servants, Government Of Surakarta Municipality Abstrak Penelitian ini bertujuan untuk mengetahui upaya strategis pemerintah Kota Surakarta dalam mewujudkan profesionalisme sumber daya manusia aparatur.  Penelitian ini menggunakan metode pendekatan yuridis empiris. Adapun spesifikasi penelitian adalah deskriptif analitis, dengan sumber data yang diperoleh secara primer dan sekunder. Hasil penelitian selanjutnya akan dianalisis secara kualitatif. Berdasarkan hasil penelitian, maka dapat diketahui bahwa dalam meningkatkan profesionalisme SDM Aparatur, Pemerintah Kota Surakarta melakukan upaya strategis yang berupa: 1. Pemenuhan kebutuhan jumlah SDM Aparatur dengan kualifikasi tertentu, 2. Peningkatan kapasitas dan kualitas SDM Aparatur, yang berkaitan dengan peningkatan kompetensi, 3. Penerapan E-Kinerja sebagai sistem penilaian kinerja SDM Aparatur dalam mengelola beban kerja personil maupun organisasi, capaian indikator kinerja sebagai dasar perhitungan prestasi kerja serta pemberian insentif kerja, 4. Penerapan hukuman disiplin yang berkaitan dengan  perilaku kerja SDM Aparatur. Upaya strategis yang dilakukan oleh Pemerintah Kota Surakarta tersebut sudah sejalan dengan ketentuan PerMenPan dan RB Nomor 38 Tahun 2018 tentang Pengukuran Indeks Profesionalitas Aparatur Sipil Negara, yang diukur dengan menggunakan 4 (empat) dimensi, meliputi: a. Kualifikasi, b. Kompetensi, c. Kinerja, dan d. Disiplin. Kata kunci: Aparatur Sipil Negara, Pemerintah Kota Surakarta

scholarly journals IMPLEMENTASI GOOD GOVERNANCE SEBAGAI UPAYA PENCEGAHAN PENYAKIT BIROKRASI DALAM PELAYANAN PUBLIK (STUDI KASUS KASUS PELAYANAN ADMINISTRASI KEPENDUDUKAN DI KANTOR KECAMATAN MEDAN HELVETIA

2021 ◽  
Vol 29 (2) ◽  
pp. 24
Author(s):  
Pangeran Teguh Anugrah ◽  
Abdul Kadir ◽  
Pin Pin
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Public Services ◽  
Good Governance ◽  
Secondary Data ◽  
Primary Data ◽  
Organizational Relationships ◽  
Public Servants ◽  
The Public ◽  
The Government

District is part of the government organization that is closest to dealing directly with the community and spearheading the success of regional development, especially in Medan, where the District will be seen directly in planning and controlling development and services, and a reflection of good governance in Medan. The objectives of this study are as follows: (i) to describe the Good Governance implementation in the District, especially in the District of Medan Helvetia, (ii) to analyze the factors that support and inhibit the implementation in the District, especially in the District of Medan Helvetia.The form of descriptive research using a qualitative approach, this research was conducted in the District of Medan Helvetia. The informants consisted of key informants, namely the Head of District and their apparatus as many as 4 people who were determined purposively and the Main informant namely the community who were taken accidentally as many as 20 people at the time of the study. Primary data comes from interviews and secondary data from literature studies and other written documents. After the data and information needed has been collected, the researcher then sifts through the data and information into the research indicators that have been determined. After the data and information are grouped, the researcher then presents the data and analyzes the data qualitatively.Research Results: The good governance implementation in Medan Helvetia District Office refers to the Decree of the District of Medan Helvetia number 138/19-17/SK-MH/IX/2015 on Standard Operating Procedures (SOP) in Medan Helvetia District Environment. In general, the implementation analysis as follows: (i) Standards and Policy Objectives: public servants have attempted to achieve the public service goals they have set, (ii) Resources: human resources and support resources or facilities, researchers see still shortcomings, (iii) Inter-Organizational Relations: inter-organizational relationships implemented in Medan Helvetia  District are good, (iv) Characteristics of the Implementing Agent: the characteristics of the existing implementing agent can already be applied by the implementor of public services in both the public service in Medan Helvetia district, (v) Social, Political, and Economic Conditions: on the variable social, economic and political conditions, the implementors of public services in providing public services do not discriminate between each other, (vi) Implementor Disposition: the attitude given by the implementor of public services is friendly and courteous when providing public services. Supporting factors are cooperation with stakeholders, commitment of the head district (Camat), and the economic potential of the region and opportunities of private CSR, while the Inhibitor Factors are Lack of community participation, lack of human resources apparatus, lack of funds and some damaged road and drainage infrastructure.

From Theory to Practice

2010 ◽  
pp. 187-205
Author(s):  
Hope Seidman ◽  
Andrea Mamers ◽  
Bev Mitelman ◽  
Mariève Gauthier
Keyword(s):  
Learning Strategies ◽  
Public Service ◽  
Lessons Learned ◽  
Public Servants ◽  
New Employees ◽  
Theory To Practice ◽  
Public Servant ◽  
The Government ◽  
Strategic Context ◽  
Federal Public Service

As the average age of Canada’s public servant inches toward 50, it is expected that between 30-40% of the government’s key knowledge workers will retire in the next five years. Consequently, the government is challenged with attracting and retaining new employees and ensuring that all public servants have the necessary skills and knowledge to do their jobs well. Since formal learning does not alone prepare employees to perform in complex work environments, the federal Public Service is implementing informal learning strategies to facilitate knowledge creation and exchange and to manage tacit knowledge. This chapter describes how technology-supported communities of practice are being employed across Canada with the support of the Canada School of Public Service. The strategic context, challenges, lessons learned, and vision for the future are also discussed.

Professional and Communicative Proficiency of a Mentor as a Tool of Image Building in Public Service

Communicology ◽  
2020 ◽  
Vol 8 (1) ◽  
pp. 74-88
Author(s):  
D.A. Kemenev
Keyword(s):  
Public Service ◽  
Role Models ◽  
Communicative Competence ◽  
Public Servants ◽  
Scientific Publications ◽  
Communicative Skills ◽  
The Public ◽  
Public Servant ◽  
Professional Business ◽  
Image Building

The article investigates the imageological aspect of mentor’s communicative competence in public service and reveals the communicative functions of mentor’s image in relation to the mentees. The author determines the communicative skills necessary for the mentor in all processes and stages of this personnel technology. Based on the analysis of scientific publications, the author discloses and justifies the role models of mentor’s behavior in relation to the mentees from the perspective of the mentor’s image, authority, and communicative competence. The author has conducted an expert survey among public servants, which allowed identify the main professional, business, moral, psychological, and integral qualities that are the most effectively developed by the public servant in the process of performing mentor’s functions. As a result, the author suggests a structural-logical model of the communicative competence of a mentor in the public service in the process of perceiving its communicative knowledge, skills, and competencies for achieving the effectiveness of mentoring.

Public Service Motivation in Buffy the Vampire Slayer

Public Voices ◽  
2016 ◽  
Vol 12 (1) ◽  
pp. 67 ◽  
Author(s):  
Sharon Mastracci
Keyword(s):  
Popular Culture ◽  
Public Service ◽  
Public Service Motivation ◽  
Public Servants ◽  
Buffy The Vampire Slayer ◽  
The Public ◽  
American Popular Culture ◽  
Public Servant ◽  
Definition Of ◽  
The Individual

In this paper, the author examines public service as depicted in the television series Buffy the Vampire Slayer (BtVS). First, she shows how slaying meets the economist’s definition of a public good, using the BtVS episode “Flooded” (6.04). Second, she discusses public service motivation (PSM) to determine whether or not Buffy, a public servant, operates from a public service ethic. Relying on established measures and evidence from shooting scripts and episode transcripts, the author concludes Buffy is a public servant motivated by a public service ethic. In this way, BtVS informs scholarship on public service by broadening the concept of PSM beyond the public sector; prompting one to wonder whether it is located in a sector, an occupation, or in the individual. These conclusions allow the author to situate Buffy alongside other idealized public servants in American popular culture.

scholarly journals Work Ethics, Values, Attitudes and Performance In The Nigerian Public Service: Issues, Challenges and The Way Forward

2015 ◽  
Vol 5 (1) ◽  
pp. 157
Author(s):  
Bernard Oladosu Omisore ◽  
Oyende Adeleke A.
Keyword(s):  
Public Service ◽  
Data Gathering ◽  
Policy Makers ◽  
Unethical Conduct ◽  
Work Ethics ◽  
The Public ◽  
Service Oriented ◽  
Training Motivation ◽  
The Government ◽  
And Performance

Performance of the Nigerian public service has been a major concern to policy makers and researchers alike. This is because despite all measures put in place to arrest the ugly trend, it seems, it has defied all approaches towards tackling the problem of inefficiency and capacity collapse. Work ethics, attitudes and values can be influenced by the organization, through interventions like training, motivation and coaching, etc. However, they cannot be changed forcibly because they are intrinsic. It is, therefore, of fundamental importance that public functionaries act justly and fairly to all, not only paying lip service to ethical conduct but also ensuring that these are manifestly and undoubtedly seen to be done. This paper discusses the challenges of work ethics, values, attitudes and performance in the Nigerian public service. The major causes of unethical conduct in the public service were identified and the institutional mechanisms established by the government to curb these unethical behaviours were examined. This paper adopted content analysis as a method of data gathering and analysis. It suggested viable options for effective and efficient service-oriented public service. 

scholarly journals Civil Servants Performance Analysis of Education, Youth And Sports Department in Bantul District 2017

2019 ◽  
Vol 3 (1) ◽  
pp. 35
Author(s):  
Surya Jaya Abadi ◽  
Muhammad Eko Atmojo ◽  
Helen Dian Fridayani
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Good Governance ◽  
Health Workers ◽  
Civil Servants ◽  
Public Servants ◽  
Organization Management ◽  
Institutional Aspects ◽  
Bureaucratic Reform ◽  
And Training

Bureaucratic reform is an effort to reform and change fundamentally in a system of governance that involves institutional aspects (organization), management (business process) and human resources apparatus to realize good governance. In Law No. 5 of 2014 concerning the State Civil Apparatus where has a function as the executor of public policy and public servants. The lack of civil servants within the Bantul Regency Government, such as teachers, health workers and technical personnel, are caused by the presence of retired employees and the enactment of the civil servants candidate (CPNS) moratorium policy which causes the workload (ABK) figures of an organization and employees to be heavier than before which can affect public service quality. The method used in this study is descriptive qualitative. The results showed that the performance of civil servants in the Education, Youth and Sports department was very good, besides that the arrangement of work plans was also in accordance with the standards of the organization. However, there are some obstacles, especially in the timeliness of completing assignments, and the ideas or initiatives of civil servants in delivering ideas are still lacking. Meanwhile, the factors that influence civil servants performance in carrying out their tasks are lack of human resources, the presence of seniority and the lack of awareness of ASN about the importance of implementing education and training.

scholarly journals Happy Elderly Through Elderly School: Collaboration in Empowering Elderly in Bandung City

2021 ◽  
Vol 4 (1) ◽  
pp. 119
Author(s):  
Rike Anggun Artisa ◽  
Cintantya Andhita Dara Kirana
Keyword(s):  
Research Method ◽  
The Elderly ◽  
Public Affairs ◽  
School Program ◽  
Collaborative Process ◽  
School Collaboration ◽  
Descriptive Approach ◽  
The Government ◽  
And Behavior

The development of a paradigm in which the government no longer the only actor in charge of public affairs opens greater opportunities for the elderly to get attention. The elderly become a group with vulnerable conditions, from physical, social, mental, and spiritual aspects. The elderly school was formed through collaboration as a form of caring for the elderly in Bandung City. The elderly school is intended to improve the knowledge and behavior of the elderly towards health, increase the index of happiness, improve the quality of life and productivity, and increase independence from physical, psychological, social, and spiritual aspects. The purpose of this study is to identify and analyze the factors that drive collaboration, the collaborative process, and the benefits of collaboration. The research method used is a qualitative research method with a descriptive approach. The results show that the collaboration in the elderly school program is driven by the same goals and interests related to empowering the elderly, having appropriate resources with their fields and functions, and getting benefits from their involvement. Then, the collaborative process begins with a dialogue to build trust among stakeholders to build commitment to this program. Collaboration in senior schools is not only beneficial for the elderly but also for the actors involved.

scholarly journals LEGAL STATUS OF A JUDGE AS A PUBLIC SERVANT

2019 ◽  
pp. 124-130
Author(s):  
Yu.V. Slabunova ◽  
N.M. Shcherbak
Keyword(s):  
Public Service ◽  
Legal Status ◽  
Public Official ◽  
The European Union ◽  
Association Agreement ◽  
Legal Personality ◽  
Public Servant ◽  
The Status ◽  
The Government ◽  
Legislative Improvement

The article deals with the characterization of the legal status of a judge of a court of general jurisdiction as a public servant. In the context of the active development and improvement of public administration in the world, the role of public service as a defining feature of the state for which the rights, freedoms, and legitimate interests of citizens is of the highest social value is increasing. Since the signing of the Association Agreement with the European Union by Ukraine, it has become necessary to introduce and establish in the national legislation such an institution as a public service. This became the lever that started the process of reforming the government system in the country and determined the correct vector for the development of public service in Ukraine. Legislative improvement of the judicial system and the status of judges of courts of general jurisdiction in the context of public service reform in Ukraine is one of the prerequisites for the further development of our country as a rule of law and democracy. In particular, public service reform in Ukraine should be aimed at creating a fundamentally new system of judiciary. Unfortunately, as of today, the domestic legislation has not undergone significant changes and additions regarding the introduction of the Public Service Institute. Particular attention is paid to the concept of “public service”, which is the defining legal definition for the study. Based on the analysis of the opinions of scientists, scientists form a list of the main features of public service. The nature and content of the activity of judges of courts of general jurisdiction is determined by the totality of the relevant legal elements that are part of the structure of their legal status. These include the judge’s legal personality, his rights and obligations, functions, principles, legal liability, and safeguards. The list of features of activity of judges of courts of general jurisdiction as public servants is determined. It is concluded that the status of judges of the courts of general jurisdiction is to be legally enshrined as a fundamentally separate and distinct type of public service. Keywords: public official, public service, judges of courts of general jurisdiction, judicial authorities, legal status.

Conclusion: The “Next Gen” Public Service

2018 ◽  
pp. 156-178
Author(s):  
Paul C. Light
Keyword(s):  
Public Service ◽  
Industrial Complex ◽  
Next Generation ◽  
Federal Employees ◽  
Public Servants ◽  
The Government

Chapter 5 closes the book with a discussion of the “next gen” public service. Even as Congress and the president embrace the regular reblending using the “reset and trade” system proposed in chapter 4, they must assure that the government-industrial complex embraces a continued commitment to public service, a mission that matters to the nation’s future, and a workforce that brings new vitality to aging institutions. Federal employees are going to retire in record numbers over the next decade, but their departures will not create a destructive “retirement tsunami” if Congress and the president act now to recruit and train the next generation of public servants wherever they work in the government-industrial complex.

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