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.

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 OTONOMI DAERAH: KAJIAN KESIAPAN DUNIA USAHA DAN BIROKRASI

2017 ◽  
Vol 4 (1) ◽  
pp. 10
Author(s):  
Ihwan Susila
Keyword(s):  
Developing Countries ◽  
Human Resources ◽  
Economic System ◽  
Public Service ◽  
Global Market ◽  
Technology Change ◽  
Local Society ◽  
Regional Autonomy ◽  
The Government

Decentralization is the reflection of economic and politic reformation. The politic change in developing countries in the last decade shows the tendency that local government has the authority to public service in the local society. Due to technology change and integration in the global market, it is a big demand for the government to control the politic and economic system in the country. The regional autonomy has two different effects. The regional autonomy, however gives the opportunity to their districts to grow and develop their own districts. On the contrary, the regional autonomy can be worse. This occurs due to the lack of preparation of the district to apply the policy. The key to minimize or eliminate the problem is by enhancing the quality of human resources. Preparation of business and bureaucracy to face the regional autonomy will be discussed.

scholarly journals Partnership Model for Optimizing the Use of Village Funds

2021 ◽  
Vol 7 (2) ◽  
pp. 1-15
Author(s):  
Mukhtar Sarman
Keyword(s):  
Rural Communities ◽  
Human Resources ◽  
Rural Areas ◽  
Large Scale ◽  
Field Research ◽  
Secondary Data ◽  
Partnership Model ◽  
Self Reliance ◽  
The Government

Since 2015, the Government has allocated village development funds in the form of Village Fund policies of IDR 20.7 trillion, then in 2016 it increased to IDR 46.9 trillion, and continues to increase in the following years. However, based on field research in a number of regions in Indonesia, it turns out that the use of Village Funds is not optimal, some of which have been proven wrongly targeted, not transparent in use, and not accountable in reporting. The aspect of planning activities and the quality of human resources implementing policies and coordination between parties that should play a role are still a major problem. The PPP (Public-Private Partnership) model is actually intended for the development of large-scale projects, such as the construction of highways or seaports and airports. But by taking the substance of cooperation from the parties that each have strengths, the PPP model (and its variants) may be applicable in the use of Village Funds. Using secondary data analysts, the following article discusses the theoretical aspects of the advantages of the PPP model. This model is juxtaposed with cases of success in building the economic self-reliance of rural communities with the help of private parties and academics. It is assumed that the partnership model can be an alternative solution to further optimize the use of Village Funds in order to reduce poverty in rural areas.  

Politicised Public Service and Corruption in Lesotho

2020 ◽  
Vol 41 (1) ◽  
Author(s):  
Mamello Rakolobe
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Secondary Data ◽  
Public Servants ◽  
The Public ◽  
Administrative Reforms ◽  
High Magnitude ◽  
The Social ◽  
Parliamentary Committee ◽  
The Government

Countries across the world are faced with high levels of corruption. In an effort to combat the threat, governments have declared war on corruption and have consequently put in place some anti-corruption institutions. The causes of corruption are numerous and the consequences are devastating for the social, political and economic development of nations. The perpetrators of corruption are in most cases the public servants as they are charged with the day-to-day administration of the government. This means that the caliber of public servants; which is determined by their recruitment inter alia will influence their practices and conduct. Lesotho has adopted a Westminster model of public administration in which recruitment to the public service is supposed to be merit-based. However, the recruitment of top officers such as Principal Secretaries is politically motivated and this has consequently resulted into a highly politicised public service; literature points that there is a relationship between politicisation of the public service and corruption. In this paper, I scrutinize and explain the effect of a politicised public service on the high magnitude of corruption in Lesotho. This study is based on secondary data such as official government reports, newspapers and research reports. I argue that the highly politicised public service in Lesotho contributes to the corruptionscourge that is besieging the country. I therefore recommend administrative reforms in view of depoliticizing the public service by removing the authority to appoint, promote and dismiss high-ranking public officers from the Prime Minister to a special Parliamentary committee that is inclusive of members from the ruling and opposition parties.

scholarly journals The Dilemma of Accountability and Good Governance for Improved Public Service Delivery in Nigeria

2012 ◽  
Vol 1 (3) ◽  
pp. 25 ◽  
Author(s):  
Kehinde David Adejuwon
Keyword(s):  
Public Sector ◽  
Service Delivery ◽  
Public Service ◽  
Good Governance ◽  
Secondary Data ◽  
Public Servants ◽  
The Public ◽  
The People ◽  
The Government ◽  
Effective Service

The public sector in Nigeria is irrefutably beset with gross  incompetence and ineffective management. Perplexing difficulties endure in the Nigerian public sector in spite of a number of reform programmes that have been designed to enhance efficient and effective service delivery for almost two decades. The fact that public service has failed dismally to achieve its laudable objectives is the reason for the vote of no confidence passed on its administrators by majority of the Nigerian populace. The article examines the dilemma of accountability and good governance in Nigeria and demonstrates that the critical point in achieving meaningful developments in the country intrinsically lay with improved service delivery in the public sector. The basic reason why the public service has become the scorn of the people is because for too long, both the government and public servants have paid lip service to the crucial issue of effective and efficient service delivery. The article argues that improved service delivery will improve both the performance and the image of public service and re-awaken the citizens’ interest and trust in them to do business with public servants. It suggests that  in order to bring sanity back to the Nigerian Public Service,  all unprofessional tendencies such as ethnicity bias and nepotism in appointments and promotions, lack of security of tenure of office, and appointment of non-career public servants into key positions in the public service must stop. Also,  effective service delivery must be tailored to the circumstances of Nigeria. The study made use of secondary data obtained from various sources. It therefore concludes that without a reawakening of the culture of accountability and transparency lost over the years, the trusting relationship needed to forge between the government and the governed for the actualization of good governance will not materialize.

scholarly journals Partnership Model For Optimizing The Use of Village Funds

2019 ◽  
pp. 8
Author(s):  
Mukhtar Sarman
Keyword(s):  
Rural Communities ◽  
Human Resources ◽  
Rural Areas ◽  
Large Scale ◽  
Field Research ◽  
Secondary Data ◽  
Partnership Model ◽  
Self Reliance ◽  
The Government

Since 2015, the Government has allocated village development funds in the form of Village Fund policies of IDR 20.7 trillion, then in 2016 it increased to IDR 46.9 trillion, and continues to increase in the following years. However, based on field research in a number of regions in Indonesia, it turns out that the use of Village Funds is not optimal, some of which have been proven wrongly targeted, not transparent in use, and not accountable in reporting. The aspect of planning activities and the quality of human resources implementing policies and coordination between parties that should play a role are still a major problem. The PPP (Public-Private Partnership) model is actually intended for the development of large-scale projects, such as the construction of highways or seaports and airports. But by taking the substance of cooperation from the parties that each have strengths, the PPP model (and its variants) may be applicable in the use of Village Funds. Using secondary data analysts, the following article discusses the theoretical aspects of the advantages of the PPP model. This model is juxtaposed with cases of success in building the economic self-reliance of rural communities with the help of private parties and academics. It is assumed that the partnership model can be an alternative solution to further optimize the use of Village Funds in order to reduce poverty in rural areas.

scholarly journals Implementasi Masyarakat Ekonomi ASEAN terhadap Elemen Tenaga Kerja Terdidik di Indonesia

2019 ◽  
Vol 17 (2) ◽  
pp. 99-108
Author(s):  
Vivi Regina Haryati ◽  
Marieska Lupikawaty ◽  
Yahya Yahya
Keyword(s):  
Human Resources ◽  
Secondary Data ◽  
World Market ◽  
Analysis Technique ◽  
Investment Capital ◽  
Five Elements ◽  
Data Source ◽  
The Government ◽  
Asean Economic Community

AEC implementation, it was expected that economic growth in the ASEAN region will be evenly distributed and transformed into a world market. The main characteristics of AEC were five elements such as the free flow of goods, services, investment, capital, and educated labor.  The purpose of this study was to determine the benefits of implementing ASEAN Economic Community (AEC) in the educated workforce in Indonesia. The data analysis technique was descriptive  qualitative and the data source were used secondary data from national and international publication data such as Badan Pusat Statistik, International Labour Organization, and United Nations Development Programme. The results of this study indicate that the implementation of AEC has not provided benefits yet for the Indonesian state, especially in educated workforce. Some results from the analysis of other data also showed that AEC has not been able to provide benefits because in terms of the quantity of Indonesian educated workers before the implementation AEC were actually better than after the implementation AEC. The author also suggested that in the future the implementation of AEC can provide benefits for educated workers in Indonesia, namely Indonesia need to improve the quality of human resources through educations, as well as the role of universities in contributing to improve the quality of human resources supported by the government and industry.

scholarly journals GERAKAN AYO SEKOLAH DI KABUPATEN BOJONEGORO: PENINGKATAN SUMBER DAYA MANUSIA MELALUI PENDIDIKAN UNTUK MENYONGSONG BONUS DEMOGRAFI

2019 ◽  
Vol 14 (1) ◽  
pp. 77
Author(s):  
Sonyaruri Satiti
Keyword(s):  
Human Resources ◽  
Local Governments ◽  
Qualitative Data ◽  
Secondary Data ◽  
Qualitative Approach ◽  
Window Of Opportunity ◽  
Access To Education ◽  
The Government ◽  
Depth Interviews

Improving the quality of human resources through education is one of the ways to benefit from the window of opportunity. The Government of Indonesia and many local governments have been conducting programs to provide easier access to education to prevent dropouts. The Local Government of Bojonegoro has been implementing a program called "Ayo Sekolah" to curb dropouts. This paper aims to describe the conditions of education in Bojonegoro District and the implementation of the “Ayo Sekolah” Program in Bojonegoro District. The analysis is based on  the result of research on the program. The research used a quantitative and qualitative approach. Qualitative data is collected through in-depth interviews, while secondary data are used for quantitative analysis. The result of the study shows that the “Ayo Sekolah” Program in Bojonegoro District that has been running since 2015 has significantly reduced dropout rates. The percentage of the drop-off rates for Bojonegoro Regency high school/vocational/MA in 2013-2017 decreased even though only 0.20 percent.

scholarly journals PENGUKURAN KINERJA CUSTOMER RELATIONSHIP MANAGEMENT (CRM) MENGGUNAKAN CRM SCORECARD DAN OMAX

2017 ◽  
Vol 3 (2) ◽  
Author(s):  
Ahmad Aviv Mahmudi ◽  
Ngadenan Ngadenan
Keyword(s):  
Human Resources ◽  
Customer Relationship Management ◽  
Performance Indicator ◽  
Relationship Management ◽  
Customer Relationship ◽  
Utilization Of Technology ◽  
Practice Performance ◽  
Two Factors ◽  
The Government ◽  
And Performance

UMKM Batik Tulis Lasem is one of the superior products from Rembang that continue to be developed by the government. UMKM Batik Tulis Lasem still many difficulties on their progression, especially in marketing, others are the utilization of technology, lack of innovation, capital and low quality of human resources. Another obstacle that is often faced by UMKM who are members of the Koperasi Batik Tulis Lasem are marketing and maintain the existing market. In addition, owners who are members of Koperasi Batik Tulis Lasem also pay less attention to marketing strategy and maintaining customer relationship. Measuring the performance of UMKM Batik Tulis Lasem by identifying KPI (Key Performance Indicator) measure the practice performance of Customer Relationship Management (CRM using CRM Scorecard) through four CRM perspectives. The assessment of each perspective uses the AHP (Analytical Hierarchy Prosses) method and scoring of performance on each level or CRM factors using the OMAX (Objective Matrix) method.Through CRM scorecard describes a performance measurement of the implementation of Customer Relationship Management (CRM) in Koperasi Batik Tulis Lasem so that the results of these measurements show some perspectives that need to be improved efficiency and performance of an organization. From the perspective of performance organizations have two factors, six factors from the perspective of consumer, three factors from the perspective of process, seven factors from the perspective of infrastructure. Four perspective that affect the performance of CRM generally can be known Good Performance of Koperasi Batik Tulis. There are only three criteria that are at the bad level. They are improving participation of management, increase human resources capability and increasing customer relationship value. The results expected to increase customer satisfaction and loyalty in the Koperasi Batik Tulis Lasem . Key word: AHP, Batik Tulis, CRM, CRM scorecard, OMAX.

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