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Yulius Yohanes
Universitas Tanjungpura Pontianak
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Pembinaan Disiplin Kerja Pegawai Di Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia (BKPSDM) Kabupaten Sanggau Marcselly Romauli Siahaan; Yulius Yohanes; Mukhlis Mukhlis
Jurnal Multidisiplin Dehasen (MUDE) Vol 5 No 1 (2026): Januari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/mude.v5i1.9713

Abstract

This study aims to analyze the discipline training of Civil Servants (ASN) at the Personnel and Human Resources Development Agency (BKPSDM) of Sanggau Regency. Discipline training is considered a critical step to improve employee performance and public service delivery. This research employs a qualitative descriptive method with data collection techniques including interviews, observations, and documentation. The main focus of the study is to examine the implementation of discipline training and identify the supporting and inhibiting factors in the policy's execution.The results reveal that discipline training at BKPSDM Sanggau Regency has not been fully optimized. Discipline violations, such as non-compliance with working hours and neglect of duties, remain common. Major challenges in implementing discipline training include weak supervision, lack of employee motivation, and limited resources, such as budget and facilities. However, the commitment of agency leaders and support from bureaucratic reform policies are significant supporting factors in enhancing employee discipline.As recommendations, this study suggests increasing the budget for discipline training programs, providing training for leaders and employees, and improving the availability of adequate facilities. Additionally, periodic evaluations of discipline training policies should be conducted to ensure their effectiveness. This research is expected to contribute to the development of public administration science and serve as a reference for local governments in establishing good governance practices.
Implementasi Kebijakan Pemberdayaan Aparatur Sipil Negara (ASN) Pada Dinas Sosial, Pemberdayaan Perempuan Dan Perlindungan Anak Kabupaten Sekadau Petronela Eli; Yulius Yohanes; Herlan Herlan
Jurnal Multidisiplin Dehasen (MUDE) Vol 5 No 1 (2026): Januari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/mude.v5i1.9714

Abstract

The purpose of this research is to describe and analyze the implementation of Human Resources empowerment policies in the Office of Social Affairs, Women's Empowerment and Child Protection of Sekadau Regency and find out the factors that influence the empowerment of State Civil Apparatus within the Office of Social Affairs, Women's Empowerment and Child Protection of Sekadau Regency. The type of research is descriptive qualitative, namely aims to describe what is currently happening. In it there are efforts to describe, record, analyze and interpret the conditions that are currently occurring. The results showed that communication in the implementation of employee apparatus empowerment policies at the Sekadau Regency Office of Social Affairs, Women's Empowerment and Child Protection is the giving of trust by the leadership in granting authority to subordinates is always used as a basis for carrying out tasks within the agency so that employees with their obligations submit accountability in accordance with the orientation of the program that has been determined in the job description. In addition to the authority given by the leadership is clear according to the predetermined mechanism, the provision of support by the leadership of the staff feels motivated because of the attention given by the superiors so that the expected performance can be achieved. Resources seen from the ability of the State Civil Apparatus at the Sekadau Regency Office of Social Affairs, Women's Empowerment and Child Protection are classified as low. This is due to various factors, such as educational background, lack of authority, creativity and accuracy in employee placement. Disposition seen from an adequate number of employees does not guarantee the smooth running of services aimed at the community if these employees do not understand the substance of their duties properly. Therefore, it is necessary to have a clear and firm understanding of each task and function of each state employee in carrying out their duties, so that the employee can be empowered to provide the best service to the community. Bureaucratic structure in the Office of Social Affairs, Women's Empowerment and Child Protection of Sekadau Regency, namely the delegation of authority, is a form of concern or to complete a task responsibly. Delegation of authority must be based on needs by referring to the needs of each section in the agency.
Implementasi Peraturan Presiden Nomor 75 Tahun 2017 Tentang Penilaian Kembali Barang Milik Negara/ Daerah (Studi Kasus Pencatatan Aset Tanah Pada Badan Pengelola Keuangan Dan Aset Daerah Kabupaten Sekadau) Petty Ansari; Yulius Yohanes; Arifin Arifin
Jurnal Multidisiplin Dehasen (MUDE) Vol 5 No 1 (2026): Januari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/mude.v5i1.9715

Abstract

This study aims to examine the implementation of Presidential Regulation Number 75 of 2017 concerning the Revaluation of State/Regional Assets (BMN/BMD) in Sekadau Regency, focusing on land asset recording by the Regional Financial and Asset Management Agency (BPKAD). The research employs a qualitative approach with descriptive methods to describe the policy implementation process and identify the factors influencing its success. Data was collected through in-depth interviews with key informants, including BPKAD officials and related agencies, and secondary data from policy documents, reports, and official data on the SIPD implementation. The findings indicate that the implementation of the SIPD in Sekadau Regency has not been optimal due to challenges such as limited information technology infrastructure, a lack of trained human resources, poor coordination among government units, and insufficient political support. Additionally, resistance to change and conventional work habits hinder the comprehensive application of the SIPD. To address these challenges, it is necessary to enhance human resource capacity, strengthen technology infrastructure, improve inter-organizational communication, and secure stronger political support.This research contributes to the development of public administration knowledge and offers practical recommendations for local governments to improve their SIPD implementation strategies. The implications highlight the importance of a comprehensive approach and effective coordination among stakeholders to achieve better governance.
Kinerja Pegawai Bagian Persidangan Dan Perundang-Undangan Di Protokoler Sekertariat Dewan Perwakilan Rakyat Daerah (Dprd) Kabupaten Landak Lisa Yulita; Azrita Mardhalena; Yulius Yohanes
Jurnal Multidisiplin Dehasen (MUDE) Vol 5 No 1 (2026): Januari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/mude.v5i1.9718

Abstract

This study aims to analyze the performance of protocol officers in the Legislative and Regulatory the Public Relations Department at the Secretariat of the Regional House of Representatives (DPRD) of Landak Regency. The research focuses on the implementation of the Work Plan and Budget System (RKAKL), designed to enhance efficiency and effectiveness in the DPRD work environment. Using a descriptive qualitative approach, this study explores how employees perform their duties, the challenges they face, and the supporting factors influencing the successful implementation of this system.The findings reveal that the implementation of RKAKL has not yet been fully optimized. Employees often encounter challenges, such as limited technical understanding of the system, inadequate supporting facilities, and ineffective supervision. However, there are initiatives from leadership to create a more conducive work environment through employee welfare policies and training programs. While the results are not yet maximized, these efforts have positively impacted employee motivation.This study recommends enhancing training programs, providing adequate work facilities, and adopting results-based evaluations as strategic measures to optimize employee performance. These findings are expected to contribute to public sector human resource management, particularly in supporting better governance at the regional level.
Implementasi Kebijakan Pengembangan Pariwisata Berkelanjutan Pada Dinas Pemuda, Olahraga Dan Pariwisata Kabupaten Sekadau Sinlilika Sinlilika; Yulius Yohanes; Arifin Arifin
Jurnal Multidisiplin Dehasen (MUDE) Vol 5 No 1 (2026): Januari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/mude.v5i1.9719

Abstract

The problems in this research stem from the lack of communication between Sekadau Regency government officials and the community, limited resources, weak disposition or attitude of implementers, and the unavailability of SOPs for developing tourist attractions. The aim of this research is to describe and analyze communication, disposition, resource and bureaucratic structure factors in the implementation of tourism development policies on the potential community-based natural tourist attraction of Air Terjun Batu jato National Park in Taman District, Sekadau Regency. This research uses descriptive research methods with a qualitative approach. The results of this research indicate that the implementation of communication in the context of developing the community-based natural tourist attraction of Air Terjun Batu jato National Park in Taman District, Sekadau Regency has not been running effectively, seen as the transmission or distribution of communication is not accurate, the clarity of information is still lacking, and the consistency of policy implementation is weak. . The disposition or attitude of the implementer has not been fully implemented. The resources available for developing tourist attractions are still limited, both in terms of the adequacy of implementing staff, the availability of information which is still minimal, the authority which is still limited and the availability of facilities. Then the implementation of the bureaucratic structure for policy implementation does not yet have a Standard Operational Procedure (SOP), and fragmentation is weak. Suggestions or recommendations in order to improve the implementation of communication, disposition, resources and bureaucratic structure, it is necessary to transmit accurate information, accuracy of information, consistency with orders, placement of appropriate personnel, increase incentives, increase the number of staff, information in policy implementation, authority formal ones, supporting facilities, creating SOP and the need for coordination in order to overcome fragmentation.
Co-Authors Arifin Arifin Azrita Mardhalena Herlan Herlan Lisa Yulita Marcselly Romauli Siahaan Mukhlis Mukhlis Petronela Eli Petty Ansari Sinlilika Sinlilika