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.

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 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.

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. 

scholarly journals Are the Functional Factors of Human Resource Management Subsisting in the Ready-Made Garments (RMG) of Bangladesh? Theory Conflicts with Reality

2016 ◽  
Vol 11 (7) ◽  
pp. 150
Author(s):  
Sarker Niluthpaul ◽  
Hossain S. M. Khaled ◽  
Mia Md. Kohinur
Keyword(s):  
Sustainable Development ◽  
Economic Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Theoretical Framework ◽  
Human Resource Management Practices ◽  
Functional Factors ◽  
The Government

<p>The Ready-made Garments sector (RMG) of Bangladesh is really a flaring one. However it is a burning and varied tale. This study is designed to test whether the functional factors of HRM in garments sector is really exist or not. The study portrait that, most of the garments violate the proper human resource management practices contrast with theoretical framework. The study also suggest that the government as well as all the concerned authority should come forward with considerable efforts to ensure proper human resource management practices for smooth running and sustainable development in this sector which will result in overall economic development of Bangladesh.</p>

Human Resource Management in American Counties, 2002

2005 ◽  
Vol 34 (1) ◽  
pp. 59-84 ◽  
Author(s):  
Sally Coleman Selden
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
County Government ◽  
Government Performance ◽  
County Governments ◽  
Management Roles ◽  
The Government ◽  
Using Data ◽  
Performance Project

Human resource management (HRM) in public organizations is changing as there are numerous policy, procedural and structural reforms underway. Human resource management studies have focused primarily at the state and federal levels, with relatively fewer comprehensive views of county governments. This article looks at human resource management roles, structures and practices from the perspective of county government using data from the Government Performance Project. The article describes approaches to reforms, the role and structures of the central HRM department, and the range of HRM practices related to selection, training, classification and compensation. The study finds that while different innovations and reforms have been adopted, county governments continue to function somewhat traditionally, leaving many opportunities for additional reforms to improve county governance.

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