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 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 PEMAHAMAN APARATUR PEMERINTAH TERHADAP PENERAPAN AKUNTANSI KEUANGAN DEMI TERCIPTANYA GOOD GOVERNANCE

2017 ◽  
Vol 5 (1) ◽  
Author(s):  
Herlin ◽  
Yanto Effendi
Keyword(s):  
Human Resources ◽  
Good Governance ◽  
Educational Background ◽  
Financial Accounting ◽  
Reliability Test ◽  
Alpha Coefficient ◽  
Government Officials ◽  
R Value ◽  
Level Of Understanding ◽  
And Training

Herlin dan Yanto Effendi: The purpose of this study to determine the understanding of government apparatus in the area of financial accounting application in order to realize good governance. Government Personnel Rejang Lebong still has a bit of an apparatus / HR background in accounting, from 25 respondents, only 9 respondents (36%) accounting background and the rest comes from other disciplines.The results showed that the correlation obtained the r value of 0, 203 a positive correlation between the variables x and y variables where the value of r lies in the interval 0 <r <1, and has a level of low relation because r value lies in the interval coefficient of 0, 20 -, 399. Reliability test alpha value of 0.60 is said to be reliable so that the new variable of educational background alpha coefficient of 0.6123, the education and training of alpha coefficient of 0.622 and Awareness Regional Financial Accounting alpha coefficient of 0.710. T-count value <the t-table, t-count equal to 3,699 while the t-table at significant level of 0.05% t-table of 4,946, this means that the level of understanding of government officials in Rejang Lebong specifically the application of financial accounting still weak or low , so they need to increase human resources through education, training, and understanding of financial accounting has become a standard government.Key words: Good Governance.

Evaluation of public confidence in state civil servants: a sociological analysis

2016 ◽  
Vol 11 (2) ◽  
pp. 21-29 ◽  
Author(s):  
Литвинцева ◽  
Elena Litvintseva
Keyword(s):  
Rule Of Law ◽  
Public Service ◽  
Civil Servants ◽  
Public Confidence ◽  
Sociological Analysis ◽  
Public Servants ◽  
Interaction System ◽  
Personal Qualities ◽  
Expert Study

The article analyzes the results of the expert study of the level of public confidence in civil servants. Methodological bases of formation of public confidence are revealed: confidence is considered as a manifestation or result of development of the interaction system. It is concluded that the level of public confidence depends not only on the efficiency and quality of civil servants’ work, but also on personal qualities of public servants, the extent of official conduct of civil servants that meets the requirement of the principles of humanism, rule of law, public service.

scholarly journals IMPLEMENTASI SELEKSI TERBUKA JABATAN PIMPINAN TINGGI (JPT) PRATAMA BAGI PNS DALAM RANGKA REFORMASI BIROKRASI DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN SUMEDANG PROVINSI JAWA BARAT

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
Ismail Ismail
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Implementation Process ◽  
Civil Servants ◽  
Leadership Position ◽  
Leadership Positions ◽  
West Java ◽  
Edward Iii ◽  
Bureaucratic Structure ◽  
Bureaucratic Reform

Abstract Prior to the enactment of Law Number 5 of 2014 that concerning regulate State Civil Apparatus, filling in positions was not conducted openly, but rather featured superior privileges. After the birth of Law Number 5 Year 2014, open promotion has become one of the levers of the success of bureaucratic reform, this system is expected to prevent the politicization of bureaucracy, practicing of collusion, corruption and nepotism. Through open promotion, it will create a good system in the career of civil servants. Even though until now, it is imperative to carry out new open promotions at high leadership positions. The purpose of this study is to examine and analyze how the implementation process of open selection Pratama High Leadership Position for civil servants in the framework of bureaucratic reform in the Human Resources and Human Resources Development Agency of Sumedang Regency, West Java Province. The analytical tool in this study uses the implementation concept of George Edward III in Supriatna (2010: 175-176), there are 4 (four) variables in implementing a public policy, namely: “Communication, resources, disposition, and bureaucratic structure”. These four factors influence the success/failure of policy implementation. The research method is used qualitative research with descriptive methods and collecting data through observation and interview. The results of the research show that the implementation process has run quite well from the aspects of communication, aspects of resources, disposition aspects, and aspects of the bureaucratic structure but need to be maintained and improved again for the open selection process of the Pratama High Leadership Position in the framework of bureaucratic reform in Human Resources And Human Resources Agency Sumedang Regency, West Java Province. Keywords: implementation, open selection, pratama high leadership position, bureaucratic reform.

scholarly journals Towards a Better Understanding on the Relationship between Knowledge Sharing and Public Service Motivation

2020 ◽  
pp. 41-67
Author(s):  
Usman Madugu ◽  
Halimah Abdul Manaf ◽  
Syarfa Ayuni Nasir ◽  
Sharmaine Sakthi Ananthan ◽  
Mega Hidayati
Keyword(s):  
Social Justice ◽  
Best Practices ◽  
Knowledge Sharing ◽  
Public Service ◽  
Public Service Motivation ◽  
Civil Servants ◽  
Public Servants ◽  
Public Interests ◽  
Civic Duty ◽  
The Relationship

Knowledge sharing has been acknowledged as the right mechanism for public servants to share best practices in performing work among workers. The sharing of best practices on learning by actions (doing) seems to enhance motivation among public servants to provide quality services. Thus, the purpose of this study is to examine the relationship between knowledge sharing and public service motivation among civil servants in the Department of Student Affairs, UiTM Merlimau and Public Works Department (JKR), Jasin, Malaysia. A total of 150 questionnaires were distributed but only 118 questionnaires were validly returned and used. The findings demonstrate that the level of knowledge sharing practices in both organisations is at moderate level. Pearson correlation analysis shows that policy making, commitment to public interests, social justice, civic duty, compassion and self-sacrifice have significant relationships with knowledge sharing practices. Meanwhile, multiple regression analysis reveals that only commitment to public interests, social justice as well as civic duty significantly influence the practices of knowledge sharing. The findings conclude that knowledge sharing is key element used by civil servants in producing public service motivation.

scholarly journals PUBLIC ADMINISTRATION AND THE CHALLENGE OF NATIONAL DEVELOPMENT IN NIGERIA: CHALLENGES AND PROSPECTS

2020 ◽  
Vol 7 (1) ◽  
pp. 39-45
Author(s):  
Dominic Shimawua ◽  
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Large Scale ◽  
Good Governance ◽  
National Development ◽  
Capacity Utilization ◽  
Poor Performance ◽  
Public Servants ◽  
The Public ◽  
High Crime

Contemporary Nigeria is plagued with the problems of widespread poverty, large-scale unemployment, technological backwardness, low capacity utilization, inadequate and decayed social and physicalinfrastructure, high incidence of diseases, high crime rate, among others. These disturbing socio-economicindicators in Nigeria are among the worst in the world. Ironically, these unpleasant indicators exist side-byside the country’s great national wealth and potentials, with an enviable stock of human resources whopossess knowledge, expertise and skills especially in the public service. Unfortunately, it appears these knowledgeable public servants are unable to serve as catalysts in the development of the nation. This situation makes the Nigerian case paradoxical. The objective of this study therefore is to identify the challenges preventing Nigerian public administration from playing its catalyzing role in the development of the country as well as to proffer possible solutions. One of the findings is that bribery and corruption are a bane of Nigerian public administration. In fact, they constitute a serious impediment to national development. The paper recommends, inter alia, the empowering of the anti-corruption institutions and introduction of information and communication technology in public governance. The paper submits that the label of poor performance and absence of excellence in the public service has the tendency to undermine development and good governance in Nigeria.

scholarly journals The public finance management act as a reform measure to capacitate public officials

2002 ◽  
Vol 5 (1) ◽  
pp. 219-232
Author(s):  
D. J. Fourie
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Public Service ◽  
White Paper ◽  
Alternative Methods ◽  
Public Officials ◽  
Public Servants ◽  
The Public ◽  
Finance Management ◽  
The People

The urgent need to develop South Africa's human resources in the public service has been conceptualized in many policy documents. The underlying objective of efforts to strengthen the human resources in the public sector, is the delivery of effective services to the people of South Africa. In line with the White Paper on the Transformation of the Public Service, 1995, the effective mobilization, development and utilization of human resources are stressed as important factors in the transformation of the public service because of their contribution to individual and institutional capacity to ensure effective governance. Financial resources are important in order to develop and sustain the skills of the public servants; however, there is a tendency to cut the budget for human resource development programmes. Alternative methods should be developed to obtain additional sources of income.

scholarly journals PENGEMBANGAN KAPASISTAS SUMBER DAYA MANUSIA DALAM PELAYANAN PUBLIK PADA DINAS TENAGA KERJA KABUPATEN PASURUAN

2021 ◽  
Vol 4 (1) ◽  
pp. 51
Author(s):  
Agung Purdianto
Keyword(s):  
Human Resources ◽  
Capacity Building ◽  
Unemployment Rate ◽  
Public Service ◽  
Research Method ◽  
Qualitative Approach ◽  
The Public ◽  
And Training

This paper aims to find out the Development of Human Resources Capacity in Public Service at the Pasuruan District Labor Office. The research method using qualitative approach is done scientifically, more descriptive, emphasizing the process rather than the public about improving the human resources of pasuruan community by the Pasuruan District Labor Office. The results showed that the Pasuruan District Employment Office implemented an increase in human resources developed according to the theory of capacity building in minimizing the unemployment rate, and as an effort to improve human resources precisely in the field of placement and expansion of labor (PENTA). The motivation, disciplinary and training is very influential to human resources and minimize the unemployment rate in Pasuruan Regency.

scholarly journals PENERAPAN MODEL NEW PUBLIC MANAGEMENT (NPM) DALAM REFORMASI BIROKRASI DI INDONESIA

2020 ◽  
Vol 8 (2) ◽  
pp. 65-84
Author(s):  
Sri Hartati
Keyword(s):  
Public Service ◽  
Public Management ◽  
New Public Management ◽  
Good Governance ◽  
Phenomenological Approach ◽  
Observation Study ◽  
Brunei Darussalam ◽  
New Public ◽  
The Government ◽  
Bureaucratic Reform

ABSTRAK   Reformasi politik dan pemerintahan tahun 1998 yang diharapkan sejalan  dengan reformasi birokrasi pemerintahan belum terwujud, diindikasikan dengan pelayanan publik (public service) belum optimal, kinerja ASN masih rendah, kasus Korupsi, Kolusi dan Nepotisme (KKN) masih menjadi penyakit kronis baik dikalangan eksekutif maupun legislatif bahkan sudah merambah sampai ke level pemerintahan terdepan yakni desa. Berdasarkan data Komisi Pemberantasan Korupsi (KPK) tahun 2020, Indeks Persepsi Korupsi Indonesia menempati posisi 85 dari 180 Negara, Sementara di tingkat ASEAN, posisi Indonesia  menempati posisi keempat, masih dibawah Singapura, Brunei Darussalam dan Malaysia. Kondisi ini menunjukkan  birokrasi  di Indonesia belum dapat menciptakan tata kelola pemerintahan yang baik. Penelitian ini bertujuan untuk mendeskripsikan paradigma birokrasi, pelaksanaan reformasi birokrasi dan bagaimana upaya penerapan New Public Management (NPM) dalam reformasi birokrasi di Indonesia. Penelitian ini menggunakan metode deskriptif kualitatif dengan pendekatan fenomenologi. Penelitian ini menganalisis bagaimana paradigama birokrasi, pelaksanaan agenda Reformasi Birokrasi dan penerapan  NPM di di Indonesia.   Data penelitian  dikumpulkan dengan menggunakan teknik studi dokumentasi dan observasi.Teknik analisis data dilakukan dengan reduksi data, penyajian data dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa dari perjalanan sejarah birokrasi di Indonesia mulai zaman kerajaan, masa kolonial, “Orde Lama dan Orde Baru, tidak dirancang untuk memberikan pelayanan kepada masyarakat,akan tetapi sepenuhnya mengabdi pada kepentingan kekuasaan” pada masanya. Meskipun berbagai regulasi Reformasi Birokrasi diterbitkan, akan tetapi samapi fase ketiga good governance belum terwujud. Penerapan konsep NPM  di Indonesia belum dapat diterapkan oleh seluruh lembaga/Instansi Pemerintah. Berbagai kendala yang dihadapi antara lain: perekonomian didominasi perusahaan asing,privatisasi terkendala kondisi market yang belum cukup stabil, korupsi meningkat, sistem kontrak memicu korupsi dan politisasi dan struktur kelembagaan pemerintah yang miskin fungsi kaya struktur.   Kata Kunci :New Public Management,  Birokrasi, Reformasi Birokrasi   ABSTRACT                              Political and government reforms in 1998 which are expected to be in line with government bureaucratic reforms have not yet been realized, it is indicated that public service is not optimal, ASN performance is still low, cases of corruption, collusion and nepotism (KKN) are still a chronic disease both among the executive and legislative branches. it has even penetrated to the foremost level of government, namely the village. Based on data from the Corruption Eradication Commission (KPK) in 2020, Indonesia's Corruption Perception Index ranks 85 out of 180 countries, while at the ASEAN level, Indonesia's position is in fourth position, still below Singapore, Brunei Darussalam and Malaysia. This condition shows that the bureaucracy in Indonesia has not been able to create good governance. This study aims to describe the bureaucratic paradigm, the implementation of bureaucratic reform and how the efforts to implement New Public Management (NPM) in bureaucratic reform in Indonesia.               This study used a qualitative descriptive method with a phenomenological approach. This research analyzes how the bureaucratic paradigm, the implementation of the Bureaucratic Reform agenda and the application of NPM in Indonesia. The research data were collected using documentation and observation study techniques. Data analysis techniques were carried out by data reduction, data presentation and drawing conclusions.               The results show that from the history of the bureaucracy in Indonesia, starting from the kingdom era, colonial period, the Old Order and the New Order, it was never designed to provide services to the community, but the bureaucracy fully served the interests of power in its time. Even though various regulations on Bureaucratic Reform were issued, but until the third phase of good governance has not been realized. The application of the NPM concept in Indonesia has not been implemented by all government agencies / agencies. Various obstacles faced include: the economy is dominated by foreign companies, privatization is constrained by unstable market conditions, increased corruption, the contract system has triggered corruption and politicization and the government institutional structure is poor in structure-rich functions.         Keywords: New Public Management, Bureaucracy, Bureaucracy Reform

scholarly journals REMUNERATION OF PUBLIC SERVANTS IN THE FEDERAL REPUBLIC OF GERMANY

2019 ◽  
Vol 4 (5) ◽  
pp. 228
Author(s):  
Larysa Nalyvaiko ◽  
Galiya Chanysheva ◽  
Serhii Kozin
Keyword(s):  
Federal Republic ◽  
Public Service ◽  
Legal Regulation ◽  
Civil Servants ◽  
Structural Method ◽  
Federal Republic Of Germany ◽  
Public Servants ◽  
Legal Method ◽  
Public Servant ◽  
The Law

The aim of the article is to determine the specificities of the remuneration of civil servants in the Federal Republic of Germany. The subject of the study is the remuneration of civil servants in the Federal Republic of Germany. Methodology. The study is based on the use of general scientific and special-scientific methods and techniques of scientific knowledge. The dialectical method enabled to interrogate the development of the institution of the remuneration of civil servants in the Federal Republic of Germany. The comparative legal method enabled to compare doctrinal approaches to this issue. The system-structural method enabled to determine the elements of the remuneration of civil servants of the Federal Republic of Germany. Methods of analysis and synthesis helped study certain parts of this institute to formulate further conclusions about its most optimal functioning. The logicsemantic method was used to determine the content of the principles of “ensuring a decent standard of living for a public servant,” “equality of public service actors” and “allowance/supplies”. The normative-dogmatic method enabled to analyse the content of legal regulations of the domestic legislation and the legislation of the Federal Republic of Germany on the issue. Practical implications. The determination of the specificities of the remuneration of public servants in the Federal Republic of Germany enabled to make recommendations for improving the remuneration system of this category of employees in Ukraine, as well as identify problematic issues that require further consideration and research. Relevance/originality. The author’s definition of the concept of “remuneration of public servants” is proposed and the specific features of this institute, insufficiently studied before, are analysed. The article analyses the specificities of the remuneration of public servants. Their list is determined and the content of each of them is disclosed. The specificities of the remuneration of public servants are substantiated in comparison with other categories of employees. The study of the positive experience of Germany enabled to suggest: to adopt a special legal regulation on the remuneration of public servants in Ukraine, that is, the Law of Ukraine “On Remuneration of Public Servants”; to provide in the norms of the Law of Ukraine “On Public Service” the allowances for the professionalism of a public servant; to provide public servants with the opportunity to carry out another paid activity subject to the special permission of the head of a state body.

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