Implementation of Political Position, Organizational Composition, Description of Duties and Functions and Working Procedures of the Indonesian Human Resource Development Agency

Abstract

This study aims to provide an overview and evaluate the development ability of state’s employee in East Java State’s Employee to receive human resources training, and to analyze the determinant factors that contribute to their achievement and their ability to fulfill their obligation. This research was conducted in East Java Human Resources Development Agency. This type of research is qualitative with a case study approach. Data collection techniques were carried out by observation, interviews and documentation. Data analysis was carried out using qualitative descriptive analysis with the following steps: data reduction, data presentation and data verification. The research results show that, the use of village funds, both in terms of planning and implementation, is not only not participatory, it even involves more bureaucratic officials at both the village and district levels. The next consequence is the emergence of programs that should be different from one village to another because of different needs and desires, but in reality the programs in the four villages are uniform, such as making drainage, veving blocks, procuring mobile phones and air conditioners as well as repairing and renovating village offices. The determinant factors that contribute to village readiness in receiving human resources training include the time factor (timing), regulatory factors, and prudential factors. The Village Fund as a policy is considered to be implemented too quickly, before it is implemented there must be preconditions such as readiness, both institutional, human resources and programs. Likewise, regulations that change frequently result in overlapping policies and issues of caution that make implementers ambiguous, half-hearted, and even fearful of receiving and implementing village funds.