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All Journal Publisia: Jurnal Ilmu Administrasi Publik Jurnal Borneo Administrator: Media Pengembangan Paradigma dan Inovasi Sistem Administrasi Negara Dia: Jurnal Administrasi Publik Publikauma : Jurnal Administrasi Publik Universitas Medan Area Media Mahardhika Academia Praja : Jurnal Ilmu Politik, Pemerintahan dan Administrasi Publik Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Jurnal Interpretasi Hukum Neo Journal of economy and social humanities e-Jurnal Apresiasi Ekonomi Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Cantaka: Jurnal Ilmu Ekonomi dan Manajemen
Bambang Giyanto
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Public Health Social Sciences

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TALENT MANAGEMENT MODEL ANALYSIS AT PT INDUSTRI KERETA API (PERSERO) Prayogo, Prayogo; Giyanto, Bambang; Rajab, Ridwan
Jurnal Apresiasi Ekonomi Vol 11, No 3 (2023)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v11i3.685

Abstract

The success of an organization in achieving its goals depends on the quality of the human resources working in it. The key role of human resource management (HRM) in an organization is inherently not only about managing but also finding ways to unlock the potential of creative and innovative people. Talents are the best employees, have competence, high performance, and superior performance, which are developed through career development, and are prepared to become future leaders that determine the company's sustainability. Talent management is the process of planning, mapping, and managing to build and retain talent based on performance assessments, competency measurements, and assessments used as talent indicators. This study aims to analyze the implementation of the talent management program and design appropriate talent management strategies and models at PT INKA (Persero). The research approach used in this study uses a qualitative approach to describe a condition and condition of talent management. This study's data collection used interviews, observation, and documentation studies. The results of this study indicate that PT INKA (Persero) has implemented talent management. However, in terms of implementation, talent management has not been considered effective and appropriate for PT INKA (Persero) because it does not yet have Key Performance Indicators and data related to the talent management system, so companies find it difficult to carry out supervision. The program strategy and talent management model at PT INKA (Persero) has not been fully implemented because they are still in the drafting stage and have not been outlined as a board of directors regulation. So its application is still inconsistent because each function of the talent management dimension still works independently, and there is no continuity between the dimensions of talent management.
ANALISIS EFEKTIVITAS TUGAS POKOK DAN FUNGSI PENGELOLA BARANG DALAM PENATAUSAHAAN BARANG MILIK NEGARA DI SEKOLAH TINGI METEOROLOGI KLIMATOLOGI DAN GEOFISIKA Wibowo, Shindyko; Giyanto, Bambang; Munawar, Munawar; Darmawan, Yahya; Habibi, Naufal Ilham
Media Mahardhika Vol. 23 No. 1 (2024): September 2024
Publisher : STIE Mahardhika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29062/mahardika.v23i1.1212

Abstract

This study aims to measure the effectiveness of asset managers in administering State-Owned Assets (BMN) at the Meteorology, Climatology, and Geophysics School (STMKG), as identified in the 2017-2018 Operational Audit Report. The research employs a mixed-method approach, utilizing both qualitative and quantitative methods, with data collected through Likert-scale questionnaires and in-depth interviews with six respondents. Data analysis was performed using Smart PLS software. The findings indicate that while the asset managers at STMKG meet the minimum educational qualifications of a Diploma III, they lack the necessary certification in BMN Management Technical Substantive Training (DTSS). However, the managers demonstrate strong competencies in technical, cognitive, and social aspects, which significantly support their roles. The study highlights deficiencies in the reporting and disposal processes of BMN and emphasizes the need for formal training to enhance the effectiveness of BMN management.
Implementation of core values in the context of performance: a Makassar City Government study Murtinah, Tintin Sri; Giyanto, Bambang; Widjayanti, Arifiani
Publisia: Jurnal Ilmu Administrasi Publik Vol 9, No 1: APRIL 2024
Publisher : Universitas Merdeka Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26905/pjiap.v9i1.12278

Abstract

The implementation of core moral values, particularly AKHLAK, among government employees plays a crucial role in enhancing public service qualityand reinforcing employer branding. This study examines the efficacy ofAKHLAK implementation among Makassar City’s Administrative Civil Ser-vants (ASN) as fundamental principles in delivering effective and focusedpublic services. Utilizing focus group discussions, documentation analysis,and Grindel’s framework of policy implementation, this research explores theimpact of Menpan RB Circular Letter No. 20 of 2021 on AKHLAK implementation. Key findings indicate that the promotion of AKHLAK has significantlyimproved employee discipline and public service standards in Makassar City.Supported by institutional backing and adequate infrastructure, the city government demonstrates a robust commitment to fostering AKHLAK valuesamong its employees. The study concludes that Makassar City has achievedconsiderable success in implementing and sustaining AKHLAK principles,contributing to notable advancements in governmental service delivery andoverall civic compliance. Overall, this research confirms Makassar City’sachievements in integrating and maintaining AKHLAK values, thereby con-tributing to a more effective and responsive governance framework
JOB ANALYSIS MODEL AT THE MINISTRY OF YOUTH AND SPORTS Oktavian, Ade; Giyanto, Bambang; Saksono, Afsdy
Jurnal Apresiasi Ekonomi Vol 12, No 1 (2024)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v12i1.757

Abstract

This research evaluates the job analysis practices at the Ministry of Youth and Sports (Kemenpora). Findings reveal that the current job analysis is not optimal due to incomplete exploration of the Ministry's mandated tasks, leading to unclear mapping of responsibilities and a lack of adherence to the PermenpanRB No. 1 of 2020 guidelines. Data collection, primarily executed by an internal team using templated methods, raises concerns about information validity and reliability. Three main agents provide job analysis information: the jobholder, their superior, and the job analyst. A challenge identified is the limited comprehension of organizational strategy and job functions among jobholders and superiors, combined with the inadequate competency of job analysts. Additionally, the research found that the data's validity and reliability are compromised due to insufficient verification processes. As a remedy, a four-stage job analysis model is proposed, encompassing preparation, data collection, data processing, and result distribution, aiming for more accurate and comprehensive job analyses. Keywords: Job Analysis, Model, the Ministry of Youth and Sports.
OPTIMIZATION STRATEGY TO REDUCE UNEMPLOYMENT ON THE IMPACT OF THE DEMOGRAPHIC BONUS IN TANGERANG CITY Timur, Aini; Rivai, Firman Hadi; Giyanto, Bambang
DIA: Jurnal Administrasi Publik Vol 22 No 02 (2024): PUBLIC ADMINISTRATION
Publisher : Program Studi Doktor Ilmu Administrasi, FISIP, Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/dia.v21i02.9816

Abstract

The high unemployment rate is a challenge in achieving sustainable economic growth and social welfare. With the increasing population, dominated by people of productive age, Tangerang City is currently experiencing a demographic bonus. Therefore, this research aims to analyze the factors that influence the unemployment rate from the conditions of employment opportunities in Tangerang City. From the identification of these factors, it is important to formulate an optimization strategy to reduce unemployment on the impact of the demographic bonus. This research uses a descriptive and qualitative approach using primary and secondary data. The research results show that factors such as disparities between demand and availability of labor, conditions of employment opportunities, and barriers to finding work influence the unemployment rate in Tangerang City. Apart from that, there are also factors such as stakeholder involvement, job market needs, and the quality of human resources which play a role in influencing the unemployment rate. This research provides insight and policy recommendations to reduce the unemployment rate in Tangerang City.
STRATEGY FOR IMPLEMENTING THE MERIT SYSTEM IN THE MANAGEMENT OF STATE CIVIL APPARATUS: A CASE STUDY IN THE CITY OF BINJAI Ginting, Reza Pirgianta; Nurdin, Nurliah; Giyanto, Bambang
DIA: Jurnal Administrasi Publik Vol 23 No 01 (2025): PUBLIC ADMINISTRATION
Publisher : Program Studi Doktor Ilmu Administrasi, FISIP, Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/dia.v23i01.10827

Abstract

Effective government requires professional and quality human resource management. The merit system is the key to increasing government effectiveness and efficiency. This research discusses the implementation of the merit system in the management of state civil servants in Binjai City. Based on policy implementation theory by Charles O. Jones, the three main variables that influence policy implementation are organization, interpretation, and application. This research uses descriptive research using a qualitative approach. data collection techniques using interviews, document review, and field observation. The evaluation carried out shows that although efforts have been made, the implementation of the merit system in Binjai City is considered poor. Strengthening leadership, improving inter-organizational coordination, increasing human resource capacity, effective communication, regular performance evaluation, and response to change are the steps needed to improve the implementation of the merit system. These findings provide important insights for policy makers in formulating more effective strategies in improving the merit system in Binjai City and encouraging the effectiveness of public services.
Implementasi Kebijakan Penagihan Pajak Terhadap Wajib Pajak Pailit di KPP Pratama Gresik Giyanto, Bambang; Rajab, Ridwan; Hernanda Puspitasari, Dewi
Cantaka: Jurnal Ilmu Ekonomi dan Manajemen Vol. 3 No. 1 (2025): Juni
Publisher : PT. Alahyan Publisher Sukabumi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61492/cantaka.v3i1.391

Abstract

Taxes are the primary source of state revenue, contributing approximately 80% to the financing of the State Budget (APBN). However, the effectiveness of tax collection faces significant challenges, particularly in cases involving bankrupt taxpayers. This study aims to analyze the implementation of tax collection policies for bankrupt taxpayers at the Gresik Primary Tax Office (KPP Pratama Gresik) using the policy implementation theory developed by Mazmanian and Sabatier. The findings reveal that the realization rate of tax receivables in bankruptcy cases remains very low, at only around 18%. Key obstacles include regulatory complexity, weak policy structure, and limited technical capacity among tax officers. The tractability of the problem is low due to overlapping regulations between the Law on General Provisions and Tax Procedures (UU KUP) and the Bankruptcy Law. Meanwhile, the ability of policy decisions to structure implementation is inadequate due to the absence of standardized technical guidelines. This research recommends regulatory harmonization and enhanced technical capacity among implementers to ensure that tax collection from bankrupt taxpayers is conducted more effectively and fairly, supporting long-term fiscal sustainability.
Implementation Strategy of IT Employee Onboarding at the Center for Education Data and Information Technology, Education Office of DKI Jakarta Province Mufti, Raja Gantino; Giyanto, Bambang; Rivai, Firman Hadi
Neo Journal of economy and social humanities Vol 4 No 3 (2025): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v4i3.327

Abstract

This study aims to analyze the onboarding process of new IT employees at the Center for Education Data and Information Technology (UPT Pusdatin Pendidikan), under the Education Office of DKI Jakarta Province. The study further examines the factors influencing the success of IT employee onboarding and identifies strategies for implementing effective onboarding practices. A qualitative research approach was employed, with data collected through interviews and document analysis. Data analysis involved data collection, reduction, presentation, and conclusion drawing. The findings reveal that the onboarding process for IT employees at UPT Pusdatin is still passive and poorly structured. This is evident from the lack of formal training, absence of written guidelines, and a reliance on individual initiative for adaptation. Four main factors influencing onboarding success were identified: self-efficacy, role clarity, social integration, and knowledge of organizational culture. These aspects face ongoing challenges due to limited organizational support, suboptimal communication, and the lack of a formal socialization system. To enhance onboarding effectiveness, a shift toward a more proactive, systematic, and sustainable approach is recommended. The proposed strategies include the development of structured onboarding programs, implementation of mentoring or buddy systems, regular evaluations with two-way feedback, and activities fostering social and cultural integration within the organization. Successful implementation of these strategies requires strong commitment from UPT leadership to consistently welcome, support, and guide new employees to enable quick adaptation and meaningful contribution in the workplace.
Co-Authors Asropi Asropi Fauzi, Arief Rachmat Ginting, Reza Pirgianta Habibi, Naufal Ilham Hernanda Puspitasari, Dewi Mala Sondang Silitonga Muhidin, Enjang Munawar Munawar Murtinah, Tintin Sri Nurliah Nurdin Oktavian, Ade Pradina Kurnia Sari Hidayah Prayogo, Prayogo Priyana*, Novi Raja Gantino Mufti, Raja Gantino Rajab, Ridwan Ratri Istania Rivai, Firman Hadi Saksono, Afsdy Saksono, R. N. Afsdy Supriyadi, Rita Sahara Timur, Aini Wibowo, Shindyko Widjayanti, Arifiani Yahya Darmawan