22 research outputs found

    EVALUASI PELAKSANAAN DIKLATPIM TK. II. ANGKATAN KE II TAHUN 2004 DI KABUPATEN KARANGANYAR SEBAGAI UPAYA PENINGKATAN KUALITAS SUMBERDAYA MANUSIA

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    District Karanganyar realized that in the face of the era of global the role of human resources in this PNS very strategic , to it hence regional government district Karanganyar everlastingly develop profesionalisme with increase knowledge nor deftness his PNS by means of between others carry out education and exercises . To know the extent to which the success of activity education and exercises need to researched . Type of research that we did is research evaluation concerning the implementation of DIKLATPIM of level II in 2004 in the district of Karanganyar . The approach of that is performed in this research is the approach oriented upon the purpose of , data collected by using the method description of in a qualitative manner , data a primer obtained passing observation , interviews and cheklis . Data secondary acquired through study library and the study of documentation . The population in this research is that the entire participants DIKLATPIM of level IV who held by the agency of shortcourse of staffing district Karanganyar. Evaluation this program is exercised to know the level of the success of the program DIKLATPIM of Level IV in 2004 . Are the criteria of evaluation uses are the criteria of the effective of . Effectiveness of anti bullying the convention of program DIKLATPIM of level IV in 2004 viewed from the achievement of a goal and a target with indications the functioning of a component a component of education . a component is that : 1 . participants shortcourse 2 . widyaiswara 3 . the curriculum 4 . managers 5 . the means and infrastructures . From the research result conducted by through a discussion of the fifth components by comparing between the criteria and the data shows that the implementation of fifth the components can be exercised and functioning well , therefore conclusion this research stated that the implementation of DIKLATPIM level IV at 2004 in the district of Karanganyar come to fruition which means the achievement of the aims and the target of Diklatpim of level IV . Of the conclusion research to execution of Diklatpim of level IV at in the District of Karanganyar that is suggested in the years . Are come so as to be done an increase in good the execution of or quantity participant as well as to expand the horizon a participant so as to widyaiswara plus of a college

    STRATEGI PENINGKATAN PRODUKSI IKAN LELE DI KOTA PEKALONGAN

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    Catfish is a freshwater fish that has long been known in Indonesia, and cultivated by the people. This is because catfish easily cultivated, resistance to disease, and marketing is still wide open. Catfish is also widely cultivated by the people of Pekalongan town, as a sideline business to supplement income. Though easyly!cultivated, but production in Pekalongan town away from the potential to be commercialized. This is due to constraints in the catfish. In cultivating catfish, catfish production to obtain the required high input in the form of production. Constraints in increasing the production of catfish in the largest Pekalongan feed prices are high, so many catfish farmers were reluctant to continue the business starters catfish. Great potential in the production of catfish in pekalongan town can not be utilized by the public. To that end, what is the strategy the Department of Agriculture, Livestock and Marine Pekalongan in increasing the production of catfish in Pekalongan town. The purpose of this study was to determine the strategy of increasing production catfish in Pekalongan town. The research method used is descriptive qualitative approach to data and information. The information obtained through observation, documents, in-depth interviews and focus group discussion with using SWOT analysis, by analyzing the internal strengths and weaknesses organization and identify opportunities and threats that exist outside the organization. Efforts to maximize the strengths and minimize the weaknesses that have been identified, then mix with the opportunities and threats, it is derived strategic issues. And than strategic issues calculated using a litmus test, for a rating the more strategic issue. Once known ranking based on strategic issues, and then formulated a strategy to solve the problem in increasing the production of catfish in pekalongan town. The strategy chosen by the order value litmus test is facilitate to the creation of catfish feed and fish feed maker aid, increase performance and to grow up employee motivation, guidance on catfish farmers and Breeding Unit of the People (UPR) catfish, and increasing employee competence in aquaculture catfish and catfish hatchery

    DISKRIMINASI PELAYANAN MASYARAKAT DI KANTOR KECAMATAN PADANG UTARA KOTA PADANG

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    As a leading line of community service, the district needs to restructure the service which often discriminatory. The North District is a district locates in the center of the padang city with a heterogeneous population. Discrimination of service that occurs is also recognized by the Secretary of the city of Padang in a meeting with Padang City PNS. The purpose of this research is to know the forms and causes of discrimination at community service in the office of padang utara padang city.This research using a method of positivistic with a qualitative approach. The data collected is the primary data and secondary data. Primary data were obtained directly from respondents, while secondaru data obtained for do not go directly from documents that are relevant to the theme of research. The data collection technique were through the study of librarianship and field studies through interviews, observation and documentation. Collected data were analyzed by positivistic qualitative technique. Discrimination in community service is an act of service differentiation against a person or group of people whether time and the cost of service attitude is shown, as well as the procedure are given. The behavior of corrupt officials, abuse of authority and lack of skill led to the establishment of the service can not be professional in serving communities giving rise to discrimination. The influence of local culture, a hierarchical culture in the bureaucracy culture also created a culture service inclined to the officials and rulers. So are the low income and absence of appreciation for good performance, has made the services officers to serve because of money. This research result indicates there were discrimination treatmen done by the services apparatus of padang utara district by distinguishing the time and cost of service, attitude of officers as well as procedures that set out to the common community with a certain group of people. The difference is done mainly on among the rich, officials, community leaders and political figures. Not found any discrimination due to the factors of race and reliogion. This happens due to the large number of bureaucratic pathology contained in the organization of padang utara district. Then the service culture still affected by the paternalistic culture and local culture as well as service culture which has been hereditary within the system�s of districts service in Indonesia. Social motives and economic motives also became the cause of yhe occurrence of discrimination in the service of padang utara district. The rank and the potition of a person both in Government and in the society as well as the relationship with proximity of apparatus highly influential to the service. So also with the low income services officers and not strictly speaking enforcement of reward and punishment leads to poor quality of service. Determination of required procedures of service with minimum standard. Service which usually 3 days became one hour. So that all people can be catered for with the treatment, procedure and the same time, and when there is a deviation can be reported and acted upon immediately

    Perencanaan Strategis Pengembangan Sumber Daya Manusia Aparatur Dilingkungan Pemerintah Kabupaten Halmahera Timur

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    The purpose of this research is to know how the organization's staffing agency East Halmahera regency area composing strategic planning human resources development apparatus East Halmahera regency government, by identifying the internal and external conditions that affect the process of strategic planning human resources development apparatus East Halmahera regency government, identifying strategic issues for the preparation of planning human resources development, and identify strategies for human resources development apparatus East Halmahera regency government. Problem formulation in this research is how BKD, Composing strategic planning human resources development Apparatus East Halmahera regency government? This research was conducted at East Halmahera Regency is a research organization with staffing agencies (BKD) Regions. Data collection is done through direct observation, interviews and secondary data collection with aspects of research covering the Organization's mission, the Organization's strengths and weaknesses (resources, strategy/process, performance) and opportunities, challenges organizations (political, economic, technological). Formulation of strategic issues found 14 (fourteen) strategic issues with analysis tools using the techniques of Critical Analysis and Litmus Test. Strategies to find 14 (fourteen) strategy with the method of analysis used is the SWOT analysis. As for the recommendations to human resources development program apparatus East Halmahera regency government as follows: 1. Human resources development regulation-making apparatus 2. Streamline human resources development budget utilization 3. Optimize data processing clerk 4. Human resources development organization of agencies BKD 5. Proposes the addition of BKD, office infrastructure 6. Optimize the duty and function of the organization BKD 7. Improve coordination with other more intensive relevant agencies 8. Improved evaluation of human resources development programs 9. Improvement of supervision on the implementation of the test service and test of promotion of civil servants 10. Improve understanding of the legislative program development of human resources 11. The management of the budget submitted to the organization BKD 12. The addition of employees BKD in the field of planning 13. Improvement of preparation of human resources planning 14. Increased coordination and the development of human resources by budget BK

    POLITISASI PEJABAT STRUKTURAL (Study Kasus Politisasi Pejabat Struktural Eselon II Di Sekretariat Daerah Kabupaten Muna Sulawesi Tenggara)

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    In the era of reform and regional autonomy and the presence of Law Number 32 Year 2004 on Regional Government, it has caused a change in the regional governance. The Ascendency of the Regional Chief as the official supervisor from appointment of personnel, transfer to career of civil servants, in fact, it conducted unprofessionally and less considering to competence but on political consideration. Therefore, the study aimed to determine the underlying politicization on structural echelon II officials, and the politicization impact on the officials� performance at the Secretariat of Muna District of 2005-2010. This research uses a descriptive method by qualitative approach. This method try to portray the politicization of officials structural echelon II (background and Processes) by outlining the implementation of recruitment, selection and placement, transfer and promotion of officials and competency by analyzing, to study phenomena occurred during 2005-2010. Moreover this approach is used to see the impact of the politicization of the structural performance of echelon II officials at the Secretariat of Muna Regency period 2005-2010. The results showed that the recruitment, appointment, removal and civil servants career development are not observing the principles of competence, but based on political considerations. The impact, structural leadership echelon II officials to follow the pattern of political leadership and officials decisions that can not be separated from politics and should be loyal to their Bupati both loyal to their organization of government and loyal to their interests of political parties. In terms of conflict resolution, by imposing 'one door' in decision making to appoint officials who trusted and put the officials that support and contribute to, whereas the opposite deactivated officials. Made only limited coordination with the organization's leaders Bupati, no involvement of the organizational unit associated apparatus in accordance with the duties and functions. In principle, the coordination of that ordinary nature that the problem concerning the administration is done but ineffective bureaucracy that result in pathology. Therefore, presented recommendations, (1) Optimizing the Secretary role of the highest body in the bureaucracy with high commitment, (2) Need for effectiveness in the implementation of coordination functions and synchronizing the implementation of duties and principal functions, (3) There needs to be open recruitment in the recruitment and placement officials with the announce to all employees that meet the requirements by following the Fit and Proper test, (4) the appointment and removal of structural officials need revamping and restructuring based on the principle of the right man on the right place and the right man on the right job, (5) Improve the effectiveness of supervision by the Inspectorate as well as strengthen its coordination and cooperation in the regional organization, (6) The Leadership Structural need to be addressed and equipped with the expertise, skills and experience

    DISKRIMINASI PELAYANAN MASYARAKAT DI DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN LAMPUNG UTARA

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    The general public expects an efficient, effective and non-discriminatory public service delivery. The government needs services of the demography and civil records administration to support its policies and activities, while members of society the services of the agency that the issuing of citizenship identity in friendly, and nondiscriminatory manner. However, the delivery of services by the demography and civil records agency in North Lampung Regency is still plagued by discriminatory practices. The objective of this research is to determine the forms and causes of discrimination in the delivery of services by North Lampung demography and civil records agency. The research is a descriptive qualitative one in nature, and used qualitative data collection techniques that included literature study, conduct of interviews, observation, and documentation. Data reduction, presentation, tabulation, served as analysis techniques to drawn the conclusion. Research results showed the prevalence of discriminatory practices in the delivery of services in the Demography and Civil Records agency in North Lampung Regency. Dissemination took forms of time required, and cost incurred to obtain services, attitude of service providers, and procedures in place that differed between those that applied to ordinary citizens (long and tedious) and for others (short and quick) that included the rich, officials, community leaders and relatives or acquaintances of demography and civil records agency. However, there was no evidence of discrimination in service delivery that was based on race and religion. Culture, as manifested in paternalistic form and bureaucratic hierarchy is the main cause of discrimination in the delivery of services in demography and civil records agency. Thus, paternalism and bureaucracy culture underlie favoritism accorded to officials and rulers, individuals in key positions in government and society, and relatives and acquaintances of employees in the demography and civil records agency as opposed to other members of society. However, discriminatory delivery of services in the agency is also in part attributable to low remuneration of employees, and laxity in enforcing reward and punishment that still characterizes service delivery in the agenc

    Analisis Pelayanan Kenaikan Pangkat Pegawai Negeri Sipil (PNS) (Studi di BKPPD Kota Metro Provinsi Lampung)

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    The implementation of regional autonomy as per Law No. 32/2004 is aimed to accelerate the realization of people�s welfare by means of increasing good services which have, at the same time, been supported by the issuance of Law No. 25/2009 regarding Public Services. The purpose of this policy is to provide legal certainty between service provider and service receiver, thus creating quality and guaranteed public service. The Regional Personnel, Education and Training Agency (BKPPD) of the Government of Metro City as leading sector dealing with any personnel administrative issue in Government of Metro City has of course service function, one of which is concerning Civil Servant level Promotion. As leading sector in regional personnel issue, this organization should provide good services, particularly those in connection with level promotion which will eventually bring impact on the career and salary of the proposing civil servants. This condition serves as background of this research in frame of disclosing the service quality as well as factors to influence service quality in Civil Servants level promotion performed by BKPPD of Metro City. In obtaining primary data, this research applies qualitative method and quantitative as well, but not purely quantitative, which is only used for comparison in frame of strengthening and supporting the primary data resulting from qualitative method. The result of quantitative data in this research is also described qualitatively. Therefore, the research on �Analysis on Quality of Civil Servant Level Promotion Service� entirely applies mix method. The service quality of Civil Servant Promotion operated by BKPPD of Metro City, based on the survey result of this research, may generally be categorized into high-scale in which the respondents have provided score 10317. However, the tangible indicator in connection with service facilities and infrastructures shows low assessment which only reaches score 1292. This is in line with the research result on internal organization in which facilities and infrastructures have not currently had buildings, and the rooms used to provide services are relatively small, and no waiting room, database program, website, nor internet connection. Based on the finding result of this research, it highly recommended for the Government of Metro City through BKPPD and with the support of Bappeda, BPKD, and DPRD of Metro City to immediately stipulate office building development program, database program and internet network (website) acquisition and also apply online SAPK. This is aimed to improve the quality of service in order to facilitate and prevent implementation efficiency in Civil Servant Level Promotion performed by BKPPD of Metro City

    PELAKSANAAN REKRUTMEN PEJABAT STRUKTURAL ESELON II PADA PEMERINTAH KABUPATEN NGAWI

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    Structural employment recruitment is a process of finding and getting a qualified leader in bureaucratic governmental organizations. In local level such as county/city, echelon II employment is the most strategic position due to its highest top position of career and leadership in each work unit. The positions consists of echelon IIa which is regional secretary and echelon IIb which are department�s top leaders, DPRD secretary, director of the hospital, and governmental inspectors. The purpose of this research is to acknowledge the implementation of structural echelon II governmental recruitment in county Ngawi. This research used a descriptive method with qualitative approach to describe the implementation of the recruitment of echelon II in Ngawi local governmental. Data collection techniques that was used were observation, interview, and library study. Observation and interview were used to obtain primary data while the library study was used to obtain secondary ones. The results showes that there were problems of regulations issued by the central governmental in which brought such obstacles for implementation of this structural employment recruitment. Institutions that play a significant role for this recruitment�s are BKD and Baperjakat, nevertheless both institutions have lack position since they only purposes as data provider and advicer. The sole authoritative official who finalizes the recruitment is the regent, who was able change the outcome of the previous process. This recruitment system is a kind of close reserved. The information for vacancy and requirements for the position was unpublish. In other case, it also closes the opportunity for applicants who has such personal initiative. Ngawi governmental has not adopted the fit and proper test models. Such way at last, produces patronage symptoms

    KUALITAS PELAYANAN KESEHATAN RUMAH SAKIT UMUM DAERAH KEBUMEN (Studi Kasus: Pelayanan Rawat Inap)

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    Public service is issue impotant for topic. Because public service is communication government with society. Society hope the government make deccision public service good for socciety. Public service healthy is hospital. Hospital at regency is Kebumen Hospital. Kebumen Hospital is hospital in regency Kebumen then society complain service Kebumen hospital. Employee competence is low make the society complain. Facilities is little so make society many complain. Suggestion for Kebumen hospital from researcher is for plus many facilities, and groeth employe competence for good

    PEMEREKAN (BRANDING) RRI YOGYAKARTA SEBAGAI LEMBAGA PENYIARAN PUBLIK

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    This research become important because RRI is the public radio which cooperate with APBN financing and have to carry out the activities based on national guidance. Meanwhile, RRI charged to fulfill the various public needs. To keep their existence, branding is required. RRI is in the process to fix their image considering that RRI previously become the people�s radio as the government�s tool yet become independent public radio faced with the rivalry of private radio that have their own innovations. To find out that problem, researcher uses indicator made by Kotler to reveal the identity and brand maintaining have been done by RRI. Afterwards, the opinion about RRI�s brand image from the respondents including RRI listener and non-RRI listener is showed. The result of this research reveals that the branding that have been done by RRI Yogyakarta is not maximum enough because of several factor such as limitedness of the fund, unsupported ambience of work, weak mentality of its employee, and the young generation�s amorousness for RRI is not good enough. Their image in the people�s mind do not appropriate with brand image that they need. Therefore, to improve their current branding, they need to fix some particular element such as the internal organization
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