Analysis of the Implementation of the Regulation of the Minister of Health Number 44 of 2016 concerning Public Health Center Management

The Regulation of the Minister of Health of Indonesia Number 44 of 2016 provides guidelines for puskesmas so that they can apply the puskesmas management pattern properly and correctly. The initial data obtained by the Pegasing Health Center has not fully implemented the Regulation of the Minister of Health of the Republic of Indonesia Number 44 of 2016 concerning management guidelines. The purpose of the study was to analyze the implementation of the Minister of Health Regulation Number 44 of 2016 concerning Public Health Center management at Pegasing Public Health Center, Central Aceh Regency. The research design used qualitative methods. The informant was the head of the puskesmas, the head of administration, the head of the admin, the head of the UKP, and the head of the UKM. The data were analyzed through the stages of reduction, data presentation and drawing conclusions. The results showed that planning, mobilization and implementation, monitoring control and performance appraisal were not carried out according to the Minister of Health No. 44 of 2016, the commitment was there but not all staff knew, the management team had not been formed, there was still a lack of staff awareness regarding the Minister of Health No. 44 of 2016. The conclusion of this study is that the Minister of Health Regulation No. 44 of 2016 does not work, organizational commitment has not been socialized, there is no management team formation, lack of concern, lack of solid team work. lack of staff knowledge and employee responsibilities.

RELATIONSHIP BEHAVIOR PATTERNS IN IMPROVING EDUCATIONAL SERVICES- ROBBINS ORGANIZATIONAL BEHAVIOR PERSPECTIVE

<div><pre>research data is qualitative data about bureaucratic behavior in the implementation of education policies. Sources of data obtained from interviews and FGD about the focus of the research. The research data is compiled and verified before the analysis is carried out by triangulation of data on behavior which includes knowledge, abilities, discipline, motivation and employee responsibilities at the individual, group and organizational levels </pre></div><div><br></div>

RELATIONSHIP BEHAVIOR PATTERNS IN IMPROVING EDUCATIONAL SERVICES- ROBBINS ORGANIZATIONAL BEHAVIOR PERSPECTIVE

<div><pre>research data is qualitative data about bureaucratic behavior in the implementation of education policies. Sources of data obtained from interviews and FGD about the focus of the research. The research data is compiled and verified before the analysis is carried out by triangulation of data on behavior which includes knowledge, abilities, discipline, motivation and employee responsibilities at the individual, group and organizational levels </pre></div><div><br></div>

PERAN PENGELOLAAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA UNTUK PENINGKATAN KINERJA PERUSAHAAN (STUDI PADA PT. PRIBUMI CITRA MEGAH UTAMA)

The main objective in this study is to examine and analyze how the influence ofhuman resource development consisting of, recruitment , training, career development,compensation, promotion of position on company performance.This research was conducted with a qualitative method and using the SWOT analysisas a data analysis tool. The object of this research is PT. Pribumi Citra Megah Utama, whichruns its businesses such as hotels, shopping centers, housing, financing and mining in SouthKalimantan. Data that has been tested for its credibility with the triangulation technique ofdata sources, is then analyzed descriptively using the help of a data analysis modeldeveloped by Miles and Huberman. Miles and Huberman made a model of data analysisconsisting of three stages, namely: data reduction, data display, and conclusion drawing.Based on the results of research it can be found that the human resource managementstrategy plan to increase the productivity of employees of PT. Pribumi Citra Megah Utamais a business partner model strategy because this strategy has several advantages, namely theexistence of several strengths in the company that can be used to take advantage of severalopportunities and face several threats to the company. The methods carried out by PT.Pribumi Citra Megah Utama is to Reinforce and tighten company regulations which includeworking hours, employee responsibilities, work completion, accuracy of work completion.

Factors Affecting Job Announcement Competitiveness on Job Listing Websites

Recruitment as a Human Resource Management function is seen as the factor influencing the development of a competitive advantage. Merely a moment in the online environment can determine whether a potential job candidate responds to a job offer, and thus factors influencing the candidate’s attention also influence the employer’s competitiveness. The paper aims to determine factors that affect job pursuit intentions (JPI) in the job listing websites environment based on the evaluation of a particular job offer that has attracted the respondent. Data was collected from a randomly selected sample of 412 Czech (CR) and Slovak Republic (SR) university students (effective response rate 29.11 percent). Multiple linear regression was used to determine independent variables to help explain the response. Two models were constructed: the first model contained all suspected variables (explaining the variance of 34.59 percent); the second model also contained their second-degree combinations (explaining the variance of 40.23 percent). The results showed that informativeness about salary and benefits (ISB), employer attractiveness (EA), informativeness about employee responsibilities (IER), as well as informativeness about work-life balance (IWLB) significantly affected job pursuit intentions (JPI) in both models. The second model revealed that the attractiveness of content (CA) also contributes to explaining variance by this factor’s affecting of the attractiveness of the employer (EA). The study extends the research into job pursuit intention into the online environment, with empirical validation of the models showing the mechanisms and conditions through which the selected variables affect job pursuit intention. The conclusion also offers suggestions for future work that can identify and more deeply describe factors which attract job candidates.

Determinan Faktor Perputaran Karyawan Menggunakan Structural Equation Modeling (SEM)

<p><em>Business competition in this case shows the public demand and supply in this case applies. The development of the business world is able to provide offers that tend to be more attractive to both experienced and non-experienced Human Resource. This makes employees in a company in a certain period tend to have consideration to move and choose more attractive offers from other companies. This study generally aims to analyze the determinants of employee turnover factors. This research is a quantitative study using Structural Equation Modeling (SEM) with a total sample of 50 people with analysis tools, namely SMART PLS 3.0. The results of this study explain in a direct effect that employee motivation is not affected by service efforts to the client as part of the work carried out by employees and also not affected by employee teamwork. However, employee motivation is influenced by relationships between employees, employee responsibilities at work, employee work behavior. The desire of employees to change jobs is influenced by employee motivation. Indirectly, the desire of employees to change jobs is not influenced by service to the client and teamwork. Conversely, the desire of employees to change jobs is influenced by factors of work relations between employees, employee responsibilities with employee motivation as mediating factors, and employee work behavior factors. Suggestions for researchers can then use export import companies originating from outside Indonesia where blending the culture of the organization will have an important role.</em></p>

PERLINDUNGAN HUKUM BAGI WARGA NEGARA DALAM PELAKSANAAN MUTASI PEGAWAI NEGERI SIPIL

Civil servant is the incumbent Government in doing a service to the community. To meet the needs of employees in the Agency-agencies or areas that need or are experiencing a shortage of substitute employees Transfer of civil servants or mutations. The occurrence of a mutation or the transfer of work areas occurs only on civil servants, not government employees with the agreement because the civil servant has no agreement or contract work but hired a public agreement was generally recognized by many countries. In practice, Transfer of civil servants is one of the activities closely associated with the emergence of imbalance between the rights and obligations of civil servants as the civilian apparatus of state and as the citizens. Therefore, it is necessary to have legal protection for civil servants in the implementation of the transfer of civil servants. In relation to the implementation of the mutation, any civil servant who is transferred must be treated equally, whether it is the right or obligation of the civil servant concerned. Mutations are not the cause of the reduced rights, such as salary, leave, opportunities for promotion, even safe and healthy working conditions. Implementation of the mutation should also ensure that the workload and related employee responsibilities will remain the same as those performed in the previous workplace.