scholarly journals Developing Opportunities of the Indonesian Navy Civil Servants through Career Pattern as a World Class Bureaucrat (Evaluation of Development Career Patterns Policy of the Indonesian Navy Civil Servants as a Respond to the Change of Human Resource Management)

2017 ◽  
Vol 7 (4) ◽  
pp. 133
Author(s):  
Acep Maksum ◽  
Hady Efendy
Keyword(s):  
Career Development ◽  
Civil Servants ◽  
Governmental Organization ◽  
Employment System ◽  
Career Pattern ◽  
Government Bureaucracy ◽  
World Class ◽  
Pattern Development ◽  
The Government ◽  
Employee Competencies

In this paper, a review of five published scientific journals was conducted and an evaluation of the career policy of the Indonesian naval civil servants based on the study of the journal. To be able to create The Indonesian Navy Civil Servant (Navy Civilian) career development system, need to design a pattern of career employees in accordance with the organization's mission, culture and conditions of supporting device of employment system which is still valid to the organization, according with the mandate of law number 5 year of 2014 concerning to the state civil apparatus. Developing career of navy civilian system essentially a systemic effort, which includes the structuresand processes planned that produce to meet employee competencies and organizational needs. The implementation in the organization of the Indonesian Navy for career development of civil servants is not equivalence with the governmental organization in general, stalled at a certain limit, deadlocked and stagnates.The career pattern should be structured and measured to provide personnel devotion trip in reaching the retirement age, then there should be a review for navy civilian career pattern development to improve the management pattern of his career due to state civil apparatus as a profession, should give priority to the principles of professionalism, competence, qualifications, performance, transparency, objectivity based on management of human resources towards the realization of the government bureaucracy that is professional and able to compete.

scholarly journals Pelanggaran Etika Birokrasi dalam Pemerintahan di Indonesia

2021 ◽  
Vol 1 (1) ◽  
pp. 84-93
Author(s):  
Lies Kumara Dewi ◽  
Keyword(s):  
Civil Service ◽  
Code Of Ethics ◽  
Civil Servants ◽  
Deterrent Effect ◽  
Ethical Violations ◽  
Good Government ◽  
Government Bureaucracy ◽  
The Government ◽  
Government Ethics ◽  
Rules Of The Game

In government ethics, there is a prevailing assumption that through the appreciation of good ethics, an apparatus will be able to build a commitment to make himself an example of goodness and maintain government morality. Good government officials and have high morals, will always guard themselves in order to avoid disgraceful acts, because they are called to maintain the mandate given, through imaging the behavior of daily life. Within the scope of the government profession, for example, there are certain values ​​that must be upheld in order to maintain the image of a government capable of carrying out its duties and functions. Trends or symptoms that arise today, many bureaucratic apparatus in carrying out their duties often violate the rules of the game that have been set. Cases related to ethical violations in the government bureaucracy such as corruption and gratification (bribery) involve many professions in violating ethics such as state administration officials, regional heads, legislators, prosecutors, judges, police, tax officials, and so on. Bureaucratic Ethics is part of the rules of the game in the Bureaucracy or Civil Service organization which structurally has regulated the rules of the game, which we know as. Code of Ethics for Civil Servants, which has been regulated by the Civil Service Act. To be more effective in delivering the code of ethics, the code of ethics can be read together -the same on certain occasions which is sometimes followed by a discourse from a ceremonial leader called a ceremonial inspector, the intention is to create favorable moral conditions in experienced organizations and to cultivate the necessary mental attitude, as well as to create good morals. The Code of Ethics is usually read in flag ceremonies, monthly ceremonies or ceremonies anniversary of the organization concerned, and national ceremonies. In order to create a more ethical Bureaucratic Apparatus according to the above expectations, it is necessary to make efforts and training in that direction as well as to enforce strict and clear sanctions for those who violate the code of ethics regardless of their rank and position. Anyone who violates the code of ethics, whether it's superiors or subordinates, must be dealt with firmly to create a deterrent effect. Therefore, in relation to the Code of Ethics for Civil Servants, it must really animate, appreciate and implement the employment rules that have been determined or set as the rules of the game for the Bureaucratic apparatus. Keywords: bureaucratic ethics, government

scholarly journals KEPEMIMPINAN, KOMPETENSI DAN KINERJA PENGARUHNYA TERHADAP PENGEMBANGAN KARIR APARATUR DI KOTA PALEMBANG

2019 ◽  
Vol 4 (2) ◽  
pp. 118
Author(s):  
Atika Dewi ◽  
Fakhry Zamzam
Keyword(s):  
Career Development ◽  
Structural Equation ◽  
Positive Influence ◽  
Civil Servants ◽  
Equation Modeling ◽  
Analysis Technique ◽  
Leadership Competence ◽  
The Government ◽  
And Performance ◽  
The City

<p>This research discussed Leadership, Competence and Performance on civil servants’ Career Development in Palembang City. With the aim of whether or not there was an influence of Leadership, Competence and Performance on civil servants’ Career Development in Palembang City. The population used in this research was Civil Servants (ASN) at the Secretariat Staff in the Government of Palembang City. The sample in this research was 100 respondents. The data analysis technique used was Structural Equation Modeling (SEM). The results of test proved that: 1). Partially the results revealed that there was a significant and positive influence between Leadership, Competence and Performance on civil servants’Career Development in the City of Palembang.2). Simultaneously Career Development was influenced positively and significantly by the Leadership variable, Competence and Performance.</p><p><strong><br /></strong></p><p><strong>Keywords:</strong>leadership, competence, performance, civil servants’ career development, Palembang city.</p>

Institutionalised Powerlessness? The Reality of Women's Policy Units and their Gendered Dynamics in Korea

2007 ◽  
Vol 36 (2) ◽  
pp. 261-278 ◽  
Author(s):  
SOOK-YEON WON
Keyword(s):  
Policy Process ◽  
Gender Issues ◽  
Civil Servants ◽  
Gender Mainstreaming ◽  
Korean Government ◽  
Government Bureaucracy ◽  
Symbolic Gestures ◽  
The Government ◽  
Staff Commitment ◽  
Structural Arrangements

This study explores the gap between the rhetoric and the reality of gender mainstreaming logic, paying special attention to women's bureaux in Korea. In response to international pressures for gender mainstreaming, the Korean government has established or relocated women's bureaux since the 1990s. At first glance, it appears that the government in Korea has been keen to integrate gender issues into the entire policy process. However, closer investigation draws a very different picture. Qualitative findings from interviews with civil servants in Korean women's bureaux show that the bureaux are characterised by ‘institutionalised powerlessness’ in terms of peripheral structural arrangements, visible and invisible resistance from inside and outside government bureaucracy, and a lack of staff commitment. Therefore, it is hard to draw the conclusion that gender mainstreaming via the systematisation of women's bureaux would ever go beyond symbolic gestures in Korea.

scholarly journals Keberadaan Jabatan Fungsional Pengembang Teknologi Pembelajaran Dan Faktor-faktor Yang Berpengaruh Terhadap Pengembangan Karier Pemangkunya (Seri-3)

2013 ◽  
pp. 97-108
Author(s):  
Sudirman Siahaan Sudirman Siahaan
Keyword(s):  
Higher Education ◽  
Educational Technology ◽  
Instructional Technology ◽  
Career Development ◽  
Civil Servants ◽  
Technology Program ◽  
Legal Foundation ◽  
Information And Communication ◽  
The Government ◽  
Credit Points

Abstrak: Program studi atau Jurusan Teknologi Pendidikan/Pembelajaran yang dikelola oleh berbagai perguruan tinggi telah menghasilkan lulusan yang berkiprah di lembaga-lembaga pemerintah dan swasta di bidang pendidikan (termasuk perguruan tinggi), pelatihan, atau pengembangan media. Sekalipun para lulusan program studi teknologi pendidikan/pembelajaran telah berkiprah puluhan tahun, namun pemerintah belum memberikan pengakuan terhadap keahlian atau kompetensi pengembang teknologi pembelajaran sampai dengan akhir tahun 2008. Sebagai akibatnya, lembaga-lembaga pemerintah yang membutuhkan dan memanfaatkan para lulusan teknologi pembelajaran mengalami kendala untuk merekrut mereka menjadi Calon Pegawai Negeri Sipil (CPNS). Memperhatikan kondisi yang demikian ini, Pusat Teknologi Informasi dan Komunikai Pendidikan-Kementerian Pendidikan Nasional (Pustekkom-Kemdiknas) sebagai lembaga yang mempunyai tugas dan fungsi di bidang teknologi informasi dan komunikasi untuk pendidikan telah mengusulkan akan adanya Jabatan Fungsional Pengembang Teknologi Pembelajaran (JF-PTP). Jabatan fungsional PTP ini akan menjadi landasan/payung hukum, baik bagi para lulusan, lembaga pendidikan tinggi yang menghasilkan lulusan, maupun lembaga yang memanfaatkan para lulusan teknologi pembelajaran. Dengan ditetapkannya JF-PTP pada tanggal 10 Maret 2009, maka (1) lembaga perguruan tinggi yang mengelola program studi teknologi pendidikan/pembelajaran mempunyai kepastian tentang masa depan para lulusan yang dihasilkan, (2) para lulusan mempunyai peluang untuk diangkat menjadi calon Pegawai Negeri Sipil (PNS), (3) para lulusan mempunyai arah yang jelas dan pasti dalam pengembangan kariernya sebagai PNS, dan (4) lembaga yang memanfaatkan lulusan teknologi pembelajaran mempunyai dasar/landasan hukum untuk merekrut mereka menjadi calon PNS. Di dalam tulisan ini, pembahasan akan difokuskan pada (1) keberadaan jabatan fungsional Pengembang Teknologi Pembelajaran yang mencakup: pengertian, jenjang jabatan dan pangkat, tugas pokok, manfaat, dan prosedur pengangkatan sebagai pejabat fungsional PTP, (2) faktor-faktor yang berpengaruh terhadap keberhasilan pengembangan karier pejabat fungsional PTP, dan (3) pengalaman berkarier sebagai tenaga fungsional. Kata kunci: Jabatan fungsional Pengembang Teknologi Pembelajaran, karier, angka kredit,teknologi pendidikan/pembelajaran.Abstract: Educational technology program or department managed by various universities has produced many graduates that are are working in the government as well as nongovernment institutions dealing with education (higher education), training, or media development. Eventhough the graduates of educational/instructional technology have been working for years, the government still has not acknowledged the expertise or competencies of the educational technology developers up to the late of 2008. As a consequence, the government institutions needing and utilizing the educational technology graduates face a problem for recruiting them to become civil servants. Realizing such problem, the Information and Communication Technology Center for Education (Pustekkom) proposed the establishment of the Functional job of Instructional Technology Developers. This functional job will become the legal foundation for the graduates, universities producing the graduates, and other institutions hiring the educational technology graduates. The issuing of the decree on the Functional Job of Instructional Technology Developers, dated 10 March 2009 made (1) the higher education institutions managing the educational/instructional technology program or department have assurance of the future of their graduates, (2) the graduates have the chance to be recruited as civil servants, (3) the graduates have a clear and certain direction for their career development as civil servants, (4) institutions hiring the educational technology graduates have a legal foundation to recruit them to become civil servants. In this article, the discussion focuses on (1) the existence of the Functional Job of Educational Technology Developers covering: definition, hierarchical job and rank, main tasks, benefits, and the procedures of educational technology developer recruitment, (2) factors influencing the success in career development of educational technology developers, and (3) career experiences as a functional workforce. Keywords: Functional Job of Educational/Instructional Technology Developers, career, credit points, educational/instructional technology.

scholarly journals DAMPAK PELANGGARAN ASN ATAS SE Menteri PANRB N0. B/2355/M.PANRB/07/2015 DALAM LAYANAN BIROKRASI

2019 ◽  
Vol 34 (1) ◽  
pp. 94
Author(s):  
Syaefullah
Keyword(s):  
Civil Service ◽  
Political Power ◽  
Code Of Ethics ◽  
Civil Servants ◽  
The Political ◽  
Service Agency ◽  
Dominant Group ◽  
Government Bureaucracy ◽  
The Republic ◽  
The Government

The side of the government bureaucracy to the political power or the dominant group makes the bureaucracy not sterile. Many viruses continue to irritate it like; impartial service, far from objectivity, too bureaucratic, etc., as a result they feel stronger themselves, immune from supervision. The descriptions above may be concluded that the neutrality of the bureaucracy will always be associated with political elements and political power; in this case the political element is defined as the power to make decisions, while the political power is all political aggression in the form of political parties. With the issuance of Law Number 5 of 2014 concerning ASN, in which the law has been regulated and determined in the form of restrictions and sanctions that will be received by a member of the ASN Public Servants and Government Employees with this Work Agreement (PPPK). By looking at the phenomena or opinions above, the writer tries to give a little review of the various impacts that will occur on the roles and functions of civil servants ASN and PPPK if they are not neutral in bureaucratic services as follows: 1. Community interests are distorted, 2 Services are not optimal, 3. Position placement tends to see the involvement in the election, 4. The position of the bureaucracy is filled by incompetent civil servants. That in order to maintain the neutrality of ASN in the election, it is very necessary: There is a strengthening of the ASN Code of Ethics with clear and firm limitations, There is a guarantee of protection in maintaining the neutrality of ASN; Collaboration with BKN is established to provide administrative sanctions in the form of not being promoted to ASN, Construction of KASN cooperation, Regional Civil Service Agency (BKN) with Regional Civil Service Agency (BKD) as a source of information in the regions, and Bawaslu to oversee the election and election throughout the Republic of Indonesia. Access to reporting or advocacy on issues of centralization in all parts of Indonesia, as well as guarantees for reporters;

Strategi Penyelenggaraan Diklat Dan Ujian Sertifikasi Keahlian Pengadaan Barang/ Jasa Pemerintah Di Lingkungan Pemerintah Kabupaten Magelang

2017 ◽  
Vol 24 (1) ◽  
pp. 87-106
Author(s):  
Wiharyanto Wiharyanto
Keyword(s):  
Education And Training ◽  
Test System ◽  
Civil Servants ◽  
Quality Of Education ◽  
Alternative Formulation ◽  
Computer Assisted ◽  
Certification Exams ◽  
The Government ◽  
And Training

The study aims to analyze about the low graduation and certification exam training participants of the procurement of goods / services of the government and its contributing factors, and formulate a strategy of education and training and skills certification exams procurement of goods / services of the government. Collecting data using the method of study documentation, interviews, and questionnaires. Is the official source of information on the structural and functional Regional Employment Board, as well as the participants of the training and skills certification exams procurement of goods / services of the government in Magelang regency government environment. Analysis using 4 quadrant SWOT analysis, to determine the issue or strategic factors in improving the quality of education and training and skills certification exams procurement of government goods / services within the Government of Magelang regency. The results show organizer position is in quadrant I, which is supporting the growth strategy, with 3 alternative formulation strategies that improve the quality of education and training and skills certification exams procurement of government goods / services, and conducts certification examination of the procurement of government goods / services with computer assisted test system (CAT). Based on the research recommendations formulated advice to the organizing committee, namely: of prospective participants of the training and skills certification exams procurement of goods / services the government should consider the motivation of civil servants, is examinees who have attended training in the same period of the year, the need for simulation procurement of goods / services significantly, an additional allocation of training time, giving sanction to civil servants who have not passed the exam, the provision of adequate classroom space with the number of participants of each class are proportional, as well as explore the evaluation of education and training and skills certification exams procurement of goods / services for Government of participants.

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.

Evolution of public administration in the post-Soviet. Turkmenistan

2020 ◽  
Vol 22 (5) ◽  
pp. 98-118
Author(s):  
ALYM K. ANNAMURADOV ◽  
◽  
OVEZDURDY B. MUKHAMMETBERDIEV ◽  
MURAD O. HAITOV ◽  
◽  
...  
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
The State ◽  
Civil Servants ◽  
Historical Changes ◽  
Special Place ◽  
Independent States ◽  
World Class ◽  
New Independent States

The article examines the formation of the statehood of modern Turkmenistan through the prism of historical changes that have occurred in the post-Soviet countries. It is noted that after 1991 all former republics of the USSR built new independent states on a fundamentally different basis – interaction between government and society. The authors emphasize that the establishment of trust between the state as an institution and citizens is possible under certain conditions, among which a special place is occupied by a clear organization of civil service and the professionalism of civil servants. The measures that have already been implemented and are being taken by the leadership of Turkmenistan at the present time to solve these problems are considered. It is noted that Turkmenistan acts within the framework and in accordance with the key world-class standards regarding the requirements for the organization of civil service. The measures taken in the country to combat corruption are analyzed.

Globalization and Transnational Human Capital: Overseas and Returnee Scholars to China

2004 ◽  
Vol 179 ◽  
pp. 735-757 ◽  
Author(s):  
David Zweig ◽  
Chen Changgui ◽  
Stanley Rosen
Keyword(s):  
Human Capital ◽  
Foreign Capital ◽  
High Tech ◽  
Employment System ◽  
Goods And Services ◽  
New Ideas ◽  
Chinese Scholars ◽  
The Government ◽  
Education And Employment ◽  
People’S Perceptions

As societies internationalize, the demand for, and the value of, various goods and services increase. Individuals who possess new ideas, technologies and information that abets globalization become imbued with “transnational human capital,” making them more valuable to these societies. This report looks at this issue from five perspectives. First, it shows that China's education and employment system is now highly internationalized. Secondly, since even Chinese scholars sent by the government rely heavily on foreign funds to complete their studies, China is benefiting from foreign capital invested in the cohort of returnees. Thirdly, the report shows that foreign PhDs are worth more than domestic PhDs in terms of people's perceptions, technology transfer and in their ability to bring benefits to their universities. Finally, returnees in high tech zones, compared to people in the zones who had not been overseas, were more likely to be importing technology and capital, to feel that their skills were in great demand within society, and to be using that technology to target the domestic market.

Public service motivation and organizational performance in Chinese provincial governments

2016 ◽  
Vol 10 (4) ◽  
pp. 770-786 ◽  
Author(s):  
Chunkui Zhu ◽  
Chen Wu
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Public Service Motivation ◽  
Provincial Government ◽  
Civil Servants ◽  
Hunan Province ◽  
Government Employees ◽  
Content Type ◽  
The Public ◽  
The Government

Purpose This paper aims to examine different hypotheses concerning the effects of public service motivation (PSM) and other attitudinal or institutional dimensions on organizational performance (OP). Specifically, based on the experience of Chinese provincial governments, this study provides new evidence about how PSM may affect OP. Design/methodology/approach This study collected data from a survey of different provincial government departments in Sichuan Province, Hubei Province, Hunan Province and Chongqing Municipality in 2011. Using data from 761 respondents, Pearson correlation analysis and regression analysis were used to explore the relationships between related factors. Findings PSM, job satisfaction, affective commitment and job involvement have statistically significant effects on OP, and these results are consistent with the findings of previous researches that PSM positively affected OP at a significant level. The results suggest that, if civil servants have a strong PSM, the performance of their organizations will be high. Research limitations/implications Future research should look for additional factors that affect OP, comparing employees’ perceptions of an organization’s performance with objective data to determine whether, and to what degree, subjective measures of performance are valid measures of OP in the public sector. Practical implications In the process of improving government performance, it is significant to give attention to the government employees’ mentality. The government training and promotion system should encourage civil servants to care about the public interest. A more flattened organization should be considered as part of the next steps in government reform, and more opportunities should be provided to involve more government employees in policy making. Originality/value This study helps to clarify the effects of individual factors of PSM on OP in China in a tightly controlled bureaucratic environment, where related data are hardly accessible.

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