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All Journal Jurnal Administrasi Publik : Public Administration Journal INFOKUM Jurnal Scientia Administratio Jurnal Ilmiah Ilmu Administrasi Negara Jurnal Sains dan Kesehatan Jurnal Riseta Soshum JURNAL BARATA INDONESIA
Asmiddin, Asmiddin
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Agriculture, Biological Sciences & Forestry Humanities Biochemistry, Genetics & Molecular Biology Chemistry Computer Science & IT Education Immunology & microbiology Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Public Health Social Sciences Other

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Journal : INFOKUM

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Organizational Performance in Electronic-Based Public Services at the Class II Baubau Harbor Master and Port Authority Office Muhammad Syukri; Asmiddin, Asmiddin; Andi Tendri
INFOKUM Vol. 13 No. 03 (2025): Infokum
Publisher : Sean Institute

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Abstract

This study aims to describe organizational performance including Quality, Quantity, Timeliness, Effectiveness, Independence and Work Commitment and describe electronic-based public services including SPBE Objectives, Non-Corruption SPBE, SPBE Costs and Time, SPBE Scope, SPBE Mandatory and SPBE Principles. This study uses a qualitative descriptive design that collects data by means of observation, interviews with informants. The data is tabulated as needed and then the data is analyzed qualitatively descriptively including data reduction, data presentation and drawing conclusions so that it can produce an understanding and is proven by data analysis techniques and the validity of the data findings. The results of this study indicate that to see Organizational Performance at the Baubau Class II Harbormaster and Port Authority Office according to Robbins (2006) in Sebayang (2017) is formed from six Indicators, namely: a) Quality of work; b). Quantity of work; c). Timeliness; d). Effectiveness; f). Commitment. to maintain membership and electronic-based public services at the Baubau Class II Harbormaster and Port Authority Office according to Presidential Regulation (Perpres) Number 95 of 2018 including: a). SPBE objectives; b). Non-corruption of SPBE; c). SPBE costs and time; d). SPBE scope; e). SPBE mandatory; f). SPBE principles. Suggesting for further research to be improved by completing administrative documents and always conducting socialization and implementation of policies, and continuing to monitor and evaluate SPBE for service users.
Implementation of Job Analysis Policy in Employee Placement at the Regional Secretariat of South Buton Regency Asmiddin, Asmiddin; ⁠La Didi; Melita Zahabu
INFOKUM Vol. 13 No. 05 (2025): Infokum
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/infokum.v13i05.2957

Abstract

The purpose of this study is to describe the implementation of job analysis policy in employee placement at the Regional Secretariat of South Buton Regency using Charles O. Jones's policy implementation theory, which includes three main dimensions: organization, interpretation, and application. The research method used is a descriptive qualitative approach. Data were collected through observation, interviews, literature studies, and documentation. Data sources were obtained from informants through direct observation and interviews, and documents obtained in the form of regulations. Data processing was analyzed using the Miles and Huberman model, which includes data reduction, data presentation, and verification. The results show that in the organizational dimension, job analysis implementation is still carried out ad hoc without a permanent implementation team or standardized SOPs. Limited human resources, uneven technical training, and the use of manual methods without an integrated information system are the main obstacles. In the interpretation dimension, the policy has been described in normative documents such as Regent Regulations and job maps, but has not been equipped with detailed local technical SOPs. Directions and training for implementers have also not been carried out systematically, resulting in differences in understanding between work units. In the application dimension, job analysis results have not yet been fully utilized as a strategic basis for employee placement. Employee placement is based more on immediate needs and the considerations of immediate superiors, without a structured and ongoing job evaluation cycle.
Accountability of the Integrity Zone Program Towards a Corruption-Free Region at the Ministry of Religious Affairs Office in Baubau City Asmiddin, Asmiddin; La Didi; Emiryanti, Emiryanti
INFOKUM Vol. 13 No. 05 (2025): Infokum
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/infokum.v13i05.2958

Abstract

The purpose of this study is to describe the accountability of the Integrity Zone Program towards a Corruption-Free Area (WBK) at the Baubau City Ministry of Religious Affairs Office using the approach (Halim, 16) including the implementation of the program, the suitability between targets and achievements, and the clarity of the program's goals and objectives. This research method uses a descriptive qualitative approach with data collection techniques through interviews, observation, and documentation. Data sources were obtained from informants through direct observation and interviews and documents obtained in the form of regulations and processing. Data were analyzed using the Miles and Huberman interactive model, which consists of data reduction, data presentation, and drawing conclusions and verification. The results of the study indicate that program accountability has been reflected in various positive achievements. In the outcome dimension, the WBK program encourages increased ASN discipline, consistent implementation of SOPs, and the birth of digital service innovations such as LKH Online, PTSP Digital, and the Halal Meatball Cart (GBH) program. This indicates an increase in efficiency, effectiveness, and professionalism of services. In the dimension of suitability of targets and achievements, most program indicators have been achieved, especially in terms of increasing service speed and public satisfaction. However, obstacles such as employee resistance, limited technical training, and gaps in technology utilization still hamper the optimization of overall program accountability. Meanwhile, in terms of clarity of goals and objectives, the program has a specific policy direction outlined in official documents and supported by internal socialization. However, substantive understanding of integrity values is not yet fully shared among technical implementers.
Co-Authors Abdul Majid Ali, Yudi Darmadi Arif Andi Tendri Andi Tenri Emi Iryanti Fajar, Aswal Fendi Satria Ramadani Folensino, Silsilah Islamy, Syaiful La Didi La Ode Syaiful Islamy Melita Zahabu Minu, Muhamad Hairuddin Muhammad Syukri Nurhartati, Nurhartati Parasit, La Prasetyani, Reyni Rahmawati Rahmawati Rahmawati, Rahmawati Ramadhan, Syahril Rifki Dayanti Ananda, Syarif , LM Tenri, Andi Urfin, Urfin Zainul Abidin ⁠La Didi