Civil Service Agency Research Articles

NEO-PATRIMONIALISM AND ISOMORPHISM IN MODERATING THE INFLUENCE OF INTERNAL CONTROL ON PERFORMANCE ACCOUNTABILITY

This research discusses the issue of the influence of internal control on performance accountability. Bureaucracy reform in Indonesia has entered the new round with regulation of the minister of administrative reform and Bureaucratic Reform No. 25 of 2020 on the Road Map of bureaucratic reform in 2020-2025. The research measures how far the readiness of the National Civil Service Agency (BKN) in realizing performance accountability through internal control. The researcha also takes the institutional theory approach of isomorphism and neo-patrimonialism theory as a development of previous research and is a novelty in this research. The sample processed was 99 respondents are APIP (Aparatur pengawas internal pemerintah) in BKN. Data processing using Structure equation Modeling (SEM) with Partial Least Square (PLS) approach. The results of the study are controlling positively on performance accountability. Mimetic and Normative Isomorphism moderate the influence of internal control on performance accountability. coersive isomorphism and Neo-patrimonialism do not moderate the influence of internal control on performance accountability.

The Influence of Communication Effectiveness on Performance Government Employees in Regional Civil Service Agency of Rembang Regency

This study tries to determine the effect of communication effectiveness on the performance of government employees within the scope of government agencies. Using a quantitative approach, this study used a survey method. Data collection using a questionnaire technique by giving a questionnaire to all employees of 48 people in the Regional Civil Agency of Rembang Regency . The data obtained were analyzed using simple linear regression analysis techniques. The results of the analysis show that the constant value shown by the regression of the employee performance variable is 19.154. Meanwhile, the regression coefficient of the organizational communication effectiveness variable shows a positive value of 0.519. These results indicate that the organizational communication effectiveness variable has a positive influence on the employee performance variable by 0.519. Meanwhile, based on the results of the test, the t value of 2.787 is greater than the t-table value of 1.684. So from these results, it can be said that H0 is rejected and H1 is accepted. This shows that there is a very significant influence magnitude value between the organizational communication effectiveness variable on the state civil servant performance variable of 14.2% while the remaining 85.8% is influenced by other variables.

EFEKTIVITAS SISTEM ADMINISTRASI MELALUI SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN (SIMPEG): STUDI DI BADAN KEPEGAWAIAN PENDIDIKAN DAN PELATIHAN DAERAH KABUPATEN KAPUAS

This study aims to describe and analyze the effectiveness of the administration system through a Management Information System (SIMPEG) in Education and Training Board of Civil Service Agency, Kapuas regency in Civil Service Administration Division. The focus of this research study is to determine the effectiveness of the administration system using indicator of the effectiveness of Richard M. Steers which is the optimization objectives, systematic perspective and behavior of employees in the organization as well as in the use of Management Information System which are the input, process and output.

Employee Behavior in the Regional Civil Service Agency of East Kutai Regency, IndonesiaSocial Reality Study on Employee Competency Standards

The purpose of this study is to find out, describe and analyze how the behavior of employees in the Regional Personnel Board of East Kutai Regency and to find out, describe and analyze what things are behind the behavior of employees in the Regional Civil Service Agency of East Kutai Regency. To reveal this reality, qualitative research methods are used where the data obtained is processed by organizing and sorting the data into patterns or categories and descriptions of basic units so that they can be read and interpreted. Based on the facts and phenomena obtained in the field, the results of the research are as follows: First, Order and Order and the discipline of employees at the BKD of East Kutai Regency are an example for the agency, service or other work units are carried out with full awareness and implementation is part of the organizational culture. Second, increasing employee morale and work ethic is carried out by providing motivation as a result of the increasing public demand for public services. Third, in the Civil Service Agency, cooperation is a necessity to realize success in providing public services wherewith a teamwork system, employees will be helped and feel the benefits compared to working alone. Fourth, at the Employment Agency, the implementation of employee duties and functions can run well and professionally, especially in facing the demands of public services with the provision of education and training on employee reliability in carrying out tasks so that they are carried out with high quality, right time, carefully, and with procedures that are easy to understand and follow by those who need services. Fifth, the improvement of skills, both technical skills and skills to manage self and others owned by ASN in the Regional Personnel Agency of East Kutai Regency is the ability to carry out a certain task, both physically and mentally. Sixth, Efforts to improve the attitude or behavior of employees within the Regional Personnel Agency are carried out in the form of activities whose main purpose is to improve attitudes, attitudes, and behavior that can be said to be very supportive in the duties of an employee in carrying out his work. Seventh, Employees of the Regional Personnel Agency of East Kutai Regency are given motivation and enthusiasm at all times so that they are disciplined in completing their duties and functions as stated in the description of duties and functions of positions and responsibilities. The factors behind the behavior of employees of the Regional Personnel Agency of East Kutai Regency include the existence of an employee recruitment process carried out through direct appointments, through computer answer sheets, and thirdly, the computer-assisted test (CAT) system with methods and questions that have undergone changes, is carried out seriously. because it will have an impact in the future is having an impact on the institution occupied by the employee. The education level of employees of the East Kutai Regional Personnel Agency influences the mindset of employees which can be improved through the implementation of formal and non-formal education in the form of training as a means to improve work behavior and employee performance. This knowledge of an employee is part of supporting employee competence in completing job duties well but in practice, there are still many that are not in accordance with the existing position. Employees at the East Kutai Regional Personnel Agency will be motivated to work diligently if salaries are paid on time, especially if their salaries are increased in times of need and prices are increasing and the impact on employee income is an increase in employee behavior or competence. The employee's lifestyle is related to employee behavior so that employees must be able to adjust their daily life patterns with the income earned and not take credit from banks beyond the employee's ability limit, resulting in employees no longer focusing on work which is their duty and responsibility. The environmental situation of the BKD Office in East Kutai Regency has an influence in shaping the work behavior of BKD employees, although they still borrow the Bappeda building, making the work atmosphere not optimal, a good working atmosphere is created and the relationship between employees is also good, also supported by adequate work facilities.

Performance Analysis of Regional Civil Service Agency of The Rembang District

Performance measurement of a public organization has been an issue in recent years. The State Apparatus has become a pioneer in the success of development to achieve justice and welfare of society. . Negative issues regarding professionalism, especially in the quality and performance aspects of ASN, need to be responded positively by conducting an evaluation. The public generally views that the problem of ASN professionalism can be seen from the lack of integrity, low competence, slow performance, and many disciplinary violations. The Rembang Regency Regional Personnel Agency has carried out a performance appraisal with reference to the Rembang Regency Regional Personnel Agency Performance Agreement in 2019. The assessment provides an overview of the successes and failures in achieving the resulting goals and targets, then categorizing performance (positioning) according to the level of performance achievement. The results of the performance achievement show that the average performance achievement of the Rembang Regency Regional Personnel Agency in 2019 is 90.98%. Coordinate with the Central Government regarding the activities to be implemented so that they can meet the targets for implementing these activities.

Apparatus Resource Development Strategy at the Merauke Regency Regional Civil Service Agency

This study aims to (1) describe and analyze the condition of existing apparatus resources in the Merauke Regency Regional Personnel Agency; and (2) describe and analyze the apparatus development strategy in the Merauke Regency Regional Personnel Agency. This research applies a qualitative approach. The informants involved included: (1) Head of the Regional Civil Service Agency; (2) Subdivision of the Strategy of the Regional Civil Service Agency Resources; and (3) a number of training alumni employees. Data collection techniques are interviews, observation, study of literature and documentation. Data analysis techniques are carried out through data reduction, data presentation and data verification. The results showed that the implementation of education and training, especially in the Merauke Regency Regional Personnel Agency, had been effective, although there were still some improvements that needed to be made so that the results of the training could be maximized as expected. Employees are the most important resource in a public organization. Good employees who meet the qualification standards can only be obtained through effective recruitment efforts. The implementation of education and training in the Merauke Regency Regional Personnel Agency is good because based on the results it shows starting from training materials, good and effective delivery methods in the training process, facilities and infrastructure to support training activities, skilled presenters, learning process according to standard procedures, proportion of time and the method of implementation was working well and effectively.

Apparatus Resource Development Strategy at the Merauke Regency Regional Civil Service Agency

This study aims to (1) describe and analyze the condition of existing apparatus resources in the Merauke Regency Regional Personnel Agency; and (2) describe and analyze the apparatus development strategy in the Merauke Regency Regional Personnel Agency. This research applies a qualitative approach. The informants involved included: (1) Head of the Regional Civil Service Agency; (2) Subdivision of the Strategy of the Regional Civil Service Agency Resources; and (3) a number of training alumni employees. Data collection techniques are interviews, observation, study of literature and documentation. Data analysis techniques are carried out through data reduction, data presentation and data verification. The results showed that the implementation of education and training, especially in the Merauke Regency Regional Personnel Agency, had been effective, although there were still some improvements that needed to be made so that the results of the training could be maximized as expected. Employees are the most important resource in a public organization. Good employees who meet the qualification standards can only be obtained through effective recruitment efforts. The implementation of education and training in the Merauke Regency Regional Personnel Agency is good because based on the results it shows starting from training materials, good and effective delivery methods in the training process, facilities and infrastructure to support training activities, skilled presenters, learning process according to standard procedures, proportion of time and the method of implementation was working well and effectively.

Evaluasi Penempatan Pegawai Pada Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Kabupaten Merauke

This study aims to determine (1) employee placement in accordance with the evaluation criteria at the Merauke Regency Personnel and Human Resources Development Agency, (2) the principles of assigning employees to the Merauke Regency Personnel and Human Resources Development Agency, (3) challenges in placement employees at the Merauke Regency Civil Service and Human Resources Development Agency. This research is a qualitative descriptive study. The research informants were the Head of the Personnel and Human Resources Development Agency of Merauke Regency, the Secretary of the Agency, the Head of the Personnel Administration, the Head of the Program and Evaluation Subdivision. The data collection techniques used were observation, interview and documentation. Data analysis uses the steps of data collection, data reduction, data presentation, and drawing conclusions. The results showed that the implementation of the evaluation of the placement of employees according to the evaluation criteria and placement principles was optimal and also not fully optimal, because there were still some obstacles, however, there were strategic steps taken so that the problem could be resolved. There are challenges in implementing employee placement, however these challenges are handled wisely and can be resolved immediately. In principle, the Merauke Regency Personnel and Human Resources Development Agency has taken strategic steps in dealing with existing problems and constraints so that the achievement of organizational goals can be achieved, in accordance with the programs that have been set.

ПЕНСИОННОЕ ИНВЕСТИРОВАНИЕ РОССИЯН: СОЦИАЛЬНЫЕ ОПАСЕНИЯ И РЕСУРСЫ

The article deals with pension investment as a special form of social pension capital. The authors of the article try to substantiate that in the modern scientific and social context the boundaries of understanding "human capital" are significantly expanding. The article, supported by the Russian Foundation for Basic Research, is based on the data of a full-scale sociological study of Russians (N=1050) on various aspects of pension investment and pension capital formation. In the course of the study, the authors managed to identify that at present the Russians demonstrate extremely low investment pension activity, the formation of pension capital is extremely delayed and correlates with the age of respondents. The population sees the government as the main source of future pension formation, but there is little trust in specific institutional forms of investment. Only financial instruments not related to direct investment are assessed positively by the population: work in the civil service, supervisory, military and law enforcement agencies, as well as receiving "white" salary. This research has recorded the unfavourable state of the social pension investment sphere. The low level of investment activity and lack of trust in institutional mechanisms of capital investment seem to be an extremely unfavorable signal for the pension future of broad social groups. From the sociological point of view, there is a need to develop relevant explanatory theories of investment changes, and from the side of state and investment institutions to develop relevant measures to correct the situation.

PELAKSANAAN KODE ETIK APARATUR SIPIL NEGARA DI KANTOR BKPSDM KABUPATEN TANAH DATAR

The Code of Ethics is a rule that contains behavior that must be obeyed by those who carry out certain professional duties. However, until now there are still found violations of the code of ethics discipline in Tanah Datar District. This study aims to describe the implementation of the Code of Ethics for State Civil Servants at the Office of the Civil Service and Human Resources Development of Tanah Datar Regency, as well as to identify obstacles in the implementation of the Code of Ethics for State Civil Servants at the Office of the Civil Service Agency and Human Resources Development of Tanah Data Regency. This research uses qualitative research using descriptive method which is done by purposive sampling. Data collection techniques were carried out by observation, interviews and documentation study, with sources from several employees at the Office of the Civil Service and Human Resources Development of Tanah Datar Regency and several communities related to the Implementation of the Code of Ethics for State Civil Servants. One of the actions of the Tanah Datar District Civil Service and Human Resources Development Agency against State Civil Servants who commit disciplinary violations is by giving warnings and reductions in accordance with Government Regulation Number 53 of 2010 concerning Civil Servant Discipline.

Development of E-Government to Support the Competency Improvement of State Civil Servants in the Regional Civil Service Agency in North Central Timor District

A serious problem faced by regional civil service agency in North Central Timor Regency is the unavailability of complete, accurate and up-to-date staffing data, so that the effort of civil servants competencies development was overlapping.The Requirement for staffing data management systems based on information technology that compiles staffing data simplify is very urgent to be met. The purpose of this study is to analyze the success element of e-goverment development (support, capacity, value, willingness and local culture) and to analize obstacles of e-goverment development to support competence development of the Civil servants at regional civil service agency of North Central Timor Regency. This type of research is descriptive qualitative. The informant selection technique is purposive, with nine informants. The results showed that the elements of support, capacity, and local culture was not supporting the development of e-government, while the elements of value and willingness had supported; obstacles in the development of e-government include e-readiness, the absence of e-goverment regulation, lack of availability of human resources and infrastructure resources as well as the lack of budget from the government finances, and the local culture of civil servants that not concern to increase their ability on Information and Communication Technology (ICT. The Government of the North Central Timor Regency, particularly, regional civil service agency needs to increase the readiness of elements of support, capacity and local culture to support the successful development of e-government. Keywords: e-government, element of success, civil servants competence DOI: 10.7176/DCS/10-11-06 Publication date: November 30 th 2020

WORKING FROM HOME POLICY FOR INDONESIAN CIVIL SERVANTS DURING CORONAVIRUS DISEASE PANDEMIC

<p>World Health Organization (WHO) has declared Coronavirus disease (COVID-19) as global pandemic. According to 2019 data from the National Civil Service Agency (BKN), Indonesia has more than 4.28 million civil servants across the country. President Joko Widodo has urged everyone to stay at home, (including civil servants) and work from home. Working from home for Indonesian civil servants were new practice. None Art or Government Regulations regulates work from home policy before. Work from home policy implemented during COVID-19 pandemic in a bid to crub virus spreadness. Technology and qualified civil servants need to maintain public services from home. Regulations and Standart Operational Procedures (SOP) of work from home policy need to ensuring public interests and services not interrupted during pandemic period.</p>

Manajemen Bandwidth Berdasarkan Prediksi Perilaku Pengguna Pada Jaringan TCP/IP Dengan Jaringan Syaraf Tiruan

User behavior prediction on TCP / IP networks is very possible because each data packet is passed through a router that can be analyzed and then classified into several behavior types from commonly performed activities by internet users. User-behavior predictions developed using artificial neural networks (ANN), which can show accurate results in predicting the bandwidth used by users in the next few days. Predicting results helps network administrators to provide a more accurate picture of user behavior patterns in the future, where the Personnel Service Application System (SAPK) which becomes the user behavior internet priority it's only utilized network resources at 26.8% of the total internet network resources available. The ANN that was developed also showed that 40.3% of network resources were used more by streaming video activities and 37% were used for streaming audio activities. With the prediction result, the network administrator rearranges the internet network resources distribution by applying a new prediction results pattern. This study conclusively shows that user behavior with streaming video activities is the largest bandwidth user and needs to get special attention on the internet network at the Regional X National Civil Service Agency Office.

Influences of Career Planning, Leadership and Organizational Culture towards Employee Work Effectiveness

This study was conducted at the Regional Civil Service Agency of Majalengka Regency. The purpose of this research is to analyze the influence of career planning, organizational culture and the leadership simultaneously and partially to the effectiveness of employee work. The methods used in this research are descriptive and verification methods. The primary data collection was conducted using census techniques, i.e. the entire population was used as the subject of research. Data sources in this research are primary and secondary data, with data analysis techniques using path analysis. The results showed that career planning conducted by Regional Civil Service Agency of Majalengka Regency is well-perceived; the leadership of the Regional Civil Service Agency of Majalengka Regency is well perceived. That is, the leader of Regional Civil Service Agency of Majalengka Regency has been carrying out his tasks and functions fairly well, especially in order to improve the basic task of Regional Civil Service Agency in providing public services; the organizational culture that makes up the organizational values and norms is well-perceived; Employees at Regional Civil Service Agency of Majalengka Regency are assessed as effective in carrying out their daily work; Career planning is verification a positive and significant influence on the effectiveness of employee work; Leadership proved to have a positive and significant influence on employee work effectiveness; The organizational culture is empirically positive and significant influence on the effectiveness of work; Simultaneously between career planning, leadership and organizational culture affects positively and significantly to the effectiveness of the work.

The Influence of Organizational Culture on Organizational Commitment and Job Satisfaction and Its Impact on Employee Performance

This study aims to determine the influence of an organizational culture that has been applied to the Regional Civil Service Agency and Human Resources Development of Boven Digoel Regency on organizational commitment and job satisfaction. In addition, this study also aims to see the indirect effect of organizational culture on employee performance when mediated by organizational commitment and job satisfaction. This research is a quantitative study using a questionnaire to collect data and then processed using Smart PLS software with the path analysis method. The results of the study found that organizational culture has a positive and significant effect on organizational commitment and job satisfaction. Furthermore, the effect of organizational commitment and job satisfaction partially does not have a significant effect on employee performance. As for the indirect effect, it shows that organizational commitment and job satisfaction cannot significantly mediate the influence of organizational culture on employee performance.re on employee performance.

Development of Technical Competency of the State Civil Apparatus at the State Civil Service and Human Resource Development Agency of Biak Numfor, Province of Papua

This study aims at analyzing the development of the technical competency of the State Civil Apparatus (ASN) at the State Civil Service and Human ResourceDevelopment Agency of Biak Numfor Regency, Papua Province. The research employs descriptive research with a qualitative approach. Primary data was collected through observation, interviews and Focus Group Discussion (FGD); The respondents were the State Civil Apparatus at the State Civil Service and Human Resource Development Agency of Biak Numfor Regency, Papua Province. Secondary data was obtained through documentation studies. The data were analyzed using interactive models. The results showed that the development of technical competency of the State Civil Apparatus at the State Civil Service and Human Resource Development Agency was carried out through strengthening the knowledge and skills. More specifically, the results of this study indicate that the pattern of competency development of the State Civil Apparatus is still dominated by its irrelevance between types of development and the competencies of skills and knowledge of State Civil Apparatus who delegated to join the development program so that it affects the ability and performance of the State Civil Apparatus who have not been able to answer their duties and functions in the organization.

Sistem Pengembangan Karir Sekretaris Desa Setelah Pengangkatan Menjadi ASN

This study aims to explore information on the career development system of the village secretary after being appointed as a civil servant (ASN). The location of the study was conducted at the North Aceh Civil Service and Human Resources Development Agency (BKPSDM) involving 10 informants who were determined based on purposive sampling. The results of the study found that there are still 322 active village secretaries who did not get career development as civil servants. From this research, it can be assumed that the village secretary career development system in North Aceh Regency has not been implemented completely. There are still barriers, including lack of awareness, low education, motivation, desire and aspirations to progress and develop, as well as low enthusiasm and enthusiasm of the village secretary. Besides, there is also a lack of attention from the stakeholder and never allowing taking part in training. Meanwhile, some efforts should be provided to support the career of the village secretary such as providing a coaching, direct superior directives, work motivation from the leadership and providing opportunities for training.

The Mediating Role of Compensation to the Effect of Work Competency and Workload on Organizational Commitments’ Civil Servant: The Study of Regional Civil Service Agency in East Java Province

One important aspect of the organization was maintaining employee presence and reviewing the organizational commitments held by each individual. High commitment made individuals concerned with the future of the organization and tried to make the organization a better direction, on the contrary, individuals with low commitment would prioritize themselves or their groups and did not have the desire to make the organization towards a better direction. High work competency, an employee would be able to do much for the organization, conversely with low competency an employee would not be able to complete his duties as well as possible, which ultimately hamper the achievement of organizational goals. The distribution of employee workload that had not appropriate can make employees not have less than optimal performance. Compensation could be an incentive for someone to do an activity to get the best results, compensation needed to be raised so that employees could carry out maximum performance. The purpose of this study was to analyzing and testing the effect of work competence and workload on organizational commitment through compensation to Civil Servants in the Regional Civil Service Agency of East Java Province. This research used a quantitative approach with an explanative design. The results of this study provided several conclusions, including: 1.) Work competence had a significant positive effect on compensation; 2.) Workload had a significant effect on compensation; 3.) Work competence had a significant positive effect on organizational commitment; 4.) Workload had a significant positive effect on organizational commitment; 5.) Compensation had a significant positive effect on organizational commitment; 6.) Compensation became an intervening variable on the effect of work competence and workload on organizational commitment.

Penilaian Prestasi Kerja Pegawai Negeri Silpil di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Daerah Kabupaten Bungo

Human resources (HR) is a very important factor that cannot even be separated from an organization, moreover a country or government organization. The success or failure of an organization is very dependent on the ability of human resources in moving management within the organization through the form of effectiveness and efficiency. Human resources are an important asset for the organization because it is closely related to the running or not of other resources. The Bungo Regional Human Resources and Human Resources Agency (BKPSDMD) has an important role in supporting the performance of the government to improve the quality of Civil Servants in the Bungo Regency government environment in order to be able to provide the best service to the community in a professional, honest, fair and equitable manner in carrying out state duties, governance and development. The point is that Civil Servants as one of the main driving factors for the implementation of development both at central and regional levels.To see the performance of apparatus resources in accordance with what is needed or not, an assessment of work performance or performance that is objective is needed. This assessment process must be able to reflect the performance of civil servants in real terms without bias and disagreement. Moving from these thoughts, the authors are interested in conducting research under the title "Performance Appraisal of Civil Servants in the Agency for Civil Service and Human Resources Development in the Bungo District" Civil aims to make research writing and its application become easy and structured. Therefore, the authors limit research on the Performance Appraisal of Civil Servants in the Civil Service and Human Resources Development Agency of the Bungo District. Based on the results of research on the Performance Appraisal of Civil Servants in the Civil Service and Human Resources Development Agency of the Bungo District, the authors assess the Performance appraisal of the Civil Service and Human Resources Development Agency of the Bungo District has been running quite effectively. There are Inhibiting Factors in the Performance Evaluation of Civil Servants in the Civil Service and Human Resources Development Agency of the Bungo District, both internal and external, so that in the future can make efforts in the assessment of work performance. Suggestions from the author to the Civil Service and Human Resources Development Agency of the Bungo District to streamline the Performance Assessment of Civil Servants and overcome the existing obstacles.

Promosi Jabatan, Mutasi, Dan Motivasi Berprestasi Sebagai Upaya Meningkatkan Prestasi Kerja Aparatur Sipil Negara

As a public servant, a civil servant must demonstrate high work performance. High work performance is a form of evidence that the civil servants concerned can carry out the tasks carried out properly. Therefore, various personnel management policies have been pursued by the government in improving work performance, including mutation, promotion and motivation.
 The purpose of this study was to find out the influence of achievement motivation, mutation and promotion of work performance of civil servants. Specifically, this study aims to determine the effect of (1) achievement motivation on work performance; (2) mutation of work performance; (3) promotion of work performance; and (4) the significance of the influence of achievement motivation, mutation, and promotion of work performance of civil servants in the Regional Civil Service Agency of the City of Blitar.
 This study uses descriptive analysis method with a quantitative approach. The research sample used the entire population, namely all civil servants in the Regional Civil Service Agency of Blitar City were 35 people. Data obtained through instruments in the form of questionnaires with linkert scale. Data analysis using multiple linear regression.
 The results showed that (1) achievement motivation had a positive and significant effect on work performance. (2) mutations have a positive and significant effect on work performance. (3) job promotion does not have a positive and significant effect on work performance. (4) collectively achievement motivation, mutation and promotion have a significant effect on job performance.