scholarly journals Syariat Islam dan Budaya Hukum Masyarakat di Aceh

2021 ◽  
Vol 23 (1) ◽  
pp. 55
Author(s):  
Hasnul Arifin Melayu ◽  
Rusjdi Ali Muhammad ◽  
MD Zawawi Abu Bakar ◽  
Ihdi Karim Makinara ◽  
Abdul Jalil Salam
Keyword(s):  
Resource Management ◽  
Data Collection ◽  
Human Resource Management ◽  
Human Resource ◽  
Islamic Law ◽  
Legal Culture ◽  
Science Approach ◽  
Policy Dissemination ◽  
Legal Policies ◽  
The Government

This paper discusses the influence of the implementation of Islamic law on the legal culture of society in Aceh. This question arises because in the last few years after the enactment of the Qanun Hukum Jinayat (QHJ) in 2015 the number of cases of sharia violations in several districts /cities in Aceh shows a fluctuating trend and tends to increase. The implementation of QHJ, with the increasing number of lashes, should be able to reduce the occurrence of violations. Why hasn't QHJ been able to reduce the number of violations? This study uses a political science approach to law with data collection techniques through observation, interviews with open-ended questionare and review of documentation. The results showed that the QHJ was not optimal in creating the legal culture of the Acehnese people. This is because (1) the legal politics of the Aceh Government are not serious in implementing QHJ, (2) there are still many Acehnese people who do not fully understand the contents of the QHJ. It can be concluded that in general the QHJ has not been maximally implemented by the Government of Aceh, especially Aceh Tamiang District and Sabang City due to several constraints including budget, human resource management and policy dissemination. This paper has implications for the change in the orientation of the Aceh Government's political and legal policies to be more comprehensive in implementing Islamic law in the future.Tulisan ini mendiskusikan pengaruh pelaksanaan syariat Islam terhadap budaya hukum masyarakat di Aceh. Pertanyaan ini muncul karena dalam beberapa tahun terakhir setelah diberlakukannya Qanun Hukum Jinayat (QHJ) tahun 2015 angka kasus-kasus pelanggaran syariat di beberapa Kabupaten/Kota di Aceh menunjukkan tren yang fluktuatif dan cenderung meningkat. Pemberlakuan QHJ, dengan semakin bertambahnya jumlah cambuk, seharusnya mampu menekan terjadinya pelanggaran. Mengapa QHJ belum mampu menekan angka pelanggaran tersebut? Penelitian ini menggunakan pendekatan ilmu politik hukum dengan teknik pengumpulan data melalui observasi, wawancara dengan open-ended questionare dan telaah dokumentasi. Hasil penelitian menunjukkan bahwa QHJ tidak maksimal dalam menciptakan budaya hukum masyarakat Aceh. Hal ini karena (1) politik hukum Pemerintah Aceh tidak serius dalam menjalankan QHJ, (2) masih banyak masyarakat Aceh yang tidak memahami secara menyeluruh isi QHJ tersebut. Dapat disimpulkan bahwa secara umum QHJ belum secara maksimal diimplementasikan oleh Pemerintah Aceh khususnya Kabupaten Aceh Tamiang dan Kota Sabang karena beberapa kendala baik anggaran, manajemen SDM dan sosialisasi kebijakan. Tulisan ini berimplikasi terhadap perubahan orientasi kebijakan politik hukum Pemerintah Aceh untuk lebih komprehensif dalam pelaksanaan syariat Islam ke depan.

Analysis Of Open Selection Mechanism In The Government Of Bantul District 2016

ARISTO ◽  
2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Vindhi Putri Pratiwi ◽  
Muhammad Eko Atmojo ◽  
Dyah Mutiarin ◽  
Awang Darumurti ◽  
Helen Dian Fridayani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
The State ◽  
Selection Mechanism ◽  
Government Bureaucracy ◽  
The Government ◽  
Bureaucratic Reform ◽  
Depth Interviews

The purpose of this research is to see the open selection mechanism in the government of Bantul district. Because the success of bureaucratic reform is a part of human resources within the government bureaucracy. Therefore it is necessary to have human resource management to realize a state of civil apparatus with integrity, professionalism and competence. In this study, researchers used qualitative approach methods. Where in the technique is done in-depth interviews to get information and gather other supporting documents on this research. Human resource management could be done by structuring employees through an open selection mechanism. The Government of Bantul District has conducted an open selection in structuring employees who are in their government. Because the open selection is considered a solution in the screening of the state civil apparatus. Moreover, the Bantul Government in the open selection process uses several stages including administration selection, competency tests, interviews, and paper presentations. With the existence of several stages carried out in the open selection process by the Bantul Government, it is expected to capture and create a state civil apparatus who are professional and competent in running of bureaucracy in the government. So the existence of the state civil apparatus competent then will be influenced in its performance.

scholarly journals Manajemen Sumber Daya Manusia

2019 ◽  
Vol 2 (1) ◽  
pp. 93-104
Author(s):  
Sakban Sakban ◽  
Ifnaldi Nurmal ◽  
Rifanto Bin Ridwan
Keyword(s):  
Qualitative Research ◽  
Student Achievement ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Analytical Methods ◽  
Code Of Ethics ◽  
The Government ◽  
Improving Student Achievement ◽  
And Training

The purpose of this study was to determine human resource management in the Madrasah Aliyah Al-Mathitiriyah Rupit District. This type of research is qualitative research with descriptive analytical methods, namely methods that attempt to systematically explain the discussion material originating from various sources for later analysis in order to obtain results as a conclusion. Research Results, principals are very instrumental in increasing and motivating teachers, staff / employees, in improving student achievement, which has been effective and conditional. In providing opportunities and opportunities for the teachers to take part in education and training held by the government and provide opportunities for teachers to continue their higher level of study, Conclusion, the head of MA Al-Mathiriyah carries out, plans, and professionals, as well as field experts, and able to give awards, and provide penalties, if it violates the teacher's code of ethics. Keywords: Human Resource Management, Performance

scholarly journals The Influence of Job Stress and Job Conflict on Job Satisfaction

2020 ◽  
Vol 4 (3) ◽  
pp. 353-361
Author(s):  
Mochamad Fickrie Alfian
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Data Collection ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Stress ◽  
Analytical Method ◽  
Descriptive Analysis ◽  
Literature Study ◽  
Data Collection Technique

Some of the components of human resource management are job stress and job conflict. Job stress is important to pay attention to because it will have an impact on job satisfaction and job conflict to maintain relationships with colleagues. The purpose of this study was to determine the magnitude of the influence partially or simultaneously job stress and job conflict on job satisfaction in grabbike driver-partners in Bandung. The method used is descriptive analysis and verification. The data collection technique used is a literature study and distributing questionnaires with 88 respondents. The analytical method used is path analysis using SPSS 24.0 software. Based on the results of the research, the following findings were obtained: job stress on grabbike partners can be said to be quite good, besides that, job conflicts on grabbike partners are quite good and job satisfaction on grabbike partners is quite good. Partially job stress affects job satisfaction and job conflict affects job satisfaction. Also, simultaneously job stress and job conflict affect job satisfaction. These results suggest drivers not to cancel orders if they get orders, and drivers should improve their performance by not making picky orders so that they will get a greater chance of getting stable orders.

scholarly journals Human resource management in conditions of economic crisis

2015 ◽  
Vol 3 (5) ◽  
pp. 465-474 ◽  
Author(s):  
Александр Егоршин ◽  
Alyeksandr YEgorshin ◽  
Ирина Гуськова ◽  
Irina Guskova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Economic Crisis ◽  
Government Regulation ◽  
Scientific Management ◽  
The Russian Federation ◽  
The Government

The concepts of human resources and the system of personnel management in an organization are considered. The results of a sociological survey on anti-crisis measures in the field of personnel management are represented. The authors of the article suggest the measures to mitigate the crisis in human resource management owing to scientific management, motivation and labor incentives. The forms of the government regulation of wages in Russia’s economy sectors and the tasks of the Russian Federation Government in post-crisis period are studied.

Civil Service Reform in Japan and Korea: Toward Competitiveness and Competency

2002 ◽  
Vol 68 (3) ◽  
pp. 389-403 ◽  
Author(s):  
Pan S. Kim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Political Development ◽  
Civil Service ◽  
Civil Service Reform ◽  
Modern Times ◽  
Full Picture ◽  
Closed Systems ◽  
The Government

Governmental problems still exist in Japan and Korea even though the two nations have achieved substantial economic and political development in modern times. Such problems include a low ranking in world competitiveness in government and a lack of competency. Furthermore, rigid and closed systems for employment and promotion still prevail without many improvements in human resource management. Recently, both the Japanese and Korean governments have paid serious attention to new challenges such as globalization and informatization. In order to improve competitiveness and competency, both governments have attempted to reform the civil service in more flexible and open manners. Japan and Korea as geographic neighbors have, in general, many similarities, although some may see more differences than similarities. This article cannot provide a full picture of both nations’ governmental problems, but a study of civil service reform is meaningful for improving human resource management in the government of both countries as well as understanding Asian public personnel management.

scholarly journals Perceptions of Human Resource Management Effectiveness of Ekiti State Teaching Service Commission, Nigeria

2012 ◽  
Vol 1 (3) ◽  
pp. 521
Author(s):  
Babatope Kolade Oyewole ◽  
Hezekiah Ogbomida Alonge
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Effectiveness ◽  
Data Analyses ◽  
Effective Performance ◽  
Service Commission ◽  
The Government ◽  
Management Functions

This study investigated how the human resource management functions of EkitiState Teaching Service Commission, Ekiti State, Nigeria had been administered.Some functions such as recruitment, postings and transfers, promotion, manpowertraining and development were examined, with the aim of identifying areas ofproblems that had been plaguing the Commission in the process of administeringthese functions. The research instruments used for the collection of data for thisstudy were questionnaires, one set for the officials of the Commission and theother for teachers and principals. Data analyses indicated that there is nosignificant difference among Commission officials, principals/teachers in theirperceptions of the general effectiveness of the Commission in carrying out itsfunctions. Based on the findings, it was concluded that close control of theCommission by the government affected effective performance of theCommission in some areas of their functions. Recommendations were made with aview to improve on the efficiency and effective performance of its employees.

Incentives and Human Resource Management in the Design of Public Sector Reform (Distinguished Lecture)

1999 ◽  
Vol 38 (4I) ◽  
pp. 471-488
Author(s):  
Nadeem Ul Haque
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Living Standards ◽  
Public Sector Reform ◽  
Sector Reform ◽  
Poor Countries ◽  
The Government ◽  
Development Approach

THE ‘DEVELOPMENT APPROACH’ TO GOVERNANCE We, in Pakistan, should be very happy that the global development community has finally accepted the centrality of public sector reform (also known as improved governance) in the quest for improved living standards in poor countries. Development economics is a subject that is based on the interpretation and observation of some Western academics and Western donor-based agencies. We should have some sympathy for these leaders of development thought and policy for they have struggled with integrating the prevailing theme (fad) in Western thought and philanthropy with learning about the societies and economies that they were supposed to be prescribing for. Using the principle of “ends justifying the means”, they defend their reliance on the current “fad” as well as on the only clearly visible, organised and powerful actor—the government, no matter how inefficient—they would.

Realitas dan Tantangan Inovasi Penyelenggaraan Pemerintahan (Perspektif Reformasi Administrasi di Indonesia)

2012 ◽  
Vol 10 (1) ◽  
pp. 63-76
Author(s):  
Didik G. Suharto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Innovation Development ◽  
Paradoxical Situation ◽  
Reformation Movement ◽  
The Government ◽  
Government Innovation

The government innovation proceeds in line with the administrative reformation movement. The innovative government frequently finds the momentum in the government in which the administration has experienced reformation. In Indonesia, the administrative (bureaucracy) reformation discourse is articulated widely along with the total reformation demand in 1997-1998. However, after more than one decade, the implementation of such administrative reformation had not been as expected. The administrative reformation experiences stagnation, even in some cases, it shows a paradoxical situation. Congruent to the administrative reformation development, governmental innovation development (central and local) has not reached the maximal result. The government innovation still tends to be sporadic, sectoral and regional. The effectiveness and sustainability of governmental innovation currently proceed are still questioned. The improvement in bureaucracy system and human resource management is considered as important to cope with the challenge in institutionalizing the governmental innovation proven good.

scholarly journals Strategi Manajemen Sumber Daya Manusia Islami Dalam Meningkatkan Produktivitas Kinerja Karyawan di Koperasi Syariah 212 Sentul

2021 ◽  
Vol 5 (1) ◽  
pp. 115-128
Author(s):  
Caesya Noor Avissa ◽  
Ikhwan     Hamdani ◽  
Suyud   Arif
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Strategy ◽  
Islamic Law ◽  
Positive Impact ◽  
Employee Performance ◽  
Qualitative Approach ◽  
Self Evaluation

This study aims to explain the strategy of human resource management in increasing the productivity of the performance of employees in the Sharia Cooperative 212 Sentul and how appropriate human resource management is with Islamic law. This study uses a qualitative approach with data collection techniques in the form of interviews and documentation. The resource persons in this study were the head of the human resources division and two employees in Cooperative 212. The results of the study stated that the Human Resource Management Strategy implemented in Cooperative 212 was by providing training, every year there was an employee performance appraisal and increasing ability in communicate. Cooperatives have implemented Human Resource Management in accordance with Islamic law because Cooperative 212 has done things that do not violate Islamic rules such as being honest at work, having a sense of responsibility, maintaining trust, and self-evaluation. Thus, employees are able to produce a positive impact, but the implementation is still less than perfect because the implementation of the strategy used has not been carried out regularly and well structured. However, the leadership is expected to improve the Human Resource management strategy so that the Sharia Cooperative 212 can develop and not deviate from Islamic rules.  

scholarly journals Assessing Green Human Resource Management and Environmental Performance: Evidence from Government Linked-Company

2021 ◽  
Vol 12 (1) ◽  
pp. 341-353
Author(s):  
Nurul Liyana Mohd Kamil ◽  
Nur Hairani Abd Rahman ◽  
Mohd Hasrul Mat Yusof
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Structured Interviews ◽  
Research Findings ◽  
The Government ◽  
Green Human Resource Management ◽  
The Impact

Environmental performance is a new initiative to reduce the natural disasters that occur as a result of climate change. To foster environmental performance among employees in the organisation, green human resource management is one the prominent functions to mobilize the green culture in the organisation. This study sought to assess the impact of green human resource management (in the form of green recruitment, green training and development, and green performance management) on the environmental performance among employees in government linked-company via a qualitative research technique. Using thematic analysis, in-depth semi-structured interviews are utilised to arrive at conclusions with regards to the performance of the environment by assessing green human resource management. Research findings demonstrated that the green human resource management significantly opens more opportunities to the government linked-company to succeed in its environmental performance, and simultaneously awards more recognition in terms of environmental certifications and awards . Most respondents agree that the green integration to its human resource function contributes more awareness to the employees on the environment. While some respondents stated that few difficulties will be facing to maintain it but there are always solutions to overcome the issue. In conjunction with these findings, this study strongly recommends to all public sectors and public agencies to implement the green practices within the aspects of human resource. It is not to add the burden for the human resource functions, even it helps the organisation to reduce cost and save the environment. 

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