Articles
<![CDATA[Public Information Disclosure: Mapping the Understanding of Multiple Actors in Corruption- Prone Indonesian Provinces ]]>
<![CDATA[Lina Miftahul Jannah]]>;
<![CDATA[Muhammad Yasin Sipahutar]]>;
<![CDATA[Desy Hariyati]]>
<![CDATA[ Policy & Governance Review Vol 4 No 3 (2020): September ]]>
Publisher : <![CDATA[Indonesian Association for Public Administration ]]>
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DOI: 10.30589/pgr.v4i3.321
<![CDATA[Recent scholarships in public administration and legal studies have agreed on the role of public information disclosure as a necessary requirement in eradicating corruption. Moreover, it is evident that accessibility of public information to the citizen helps to improve governance reform and policy making. In that situation, the citizen is involved in the participatory process and subsequently tightens public oversight to the government. Nevertheless, the literature might only be valid in relatively homogenous societies or in countries successfully achieving their development goals. This article seeks to confront this scholarship to the prevalence of a country experiencing ongoing construction of administrative law framework amidst discrepancies of development progress across regions. Three provinces in Indonesia are chosen to explain this matter by identifying relevant actors and mapping their understanding about public information disclosure against corruption. We employ qualitative research by process-tracing methods to identify causal mechanisms over multiple determining factors affecting the understanding. Data is inquired through in-depth interviews and analyses of open, accessible electronic data. Our recent work progress suggests that impediments to undertake public information disclosure against corruption come from very basic situations, including a sort of misunderstanding of predefined terminology between disclosed or classified information to the public and over-reliance on prevailing laws related to the issue without any improvements of the regulatory framework or policy instruments.]]>
<![CDATA[Teacher's Readiness Level in Implementing Work from Home Policy in Indonesia ]]>
<![CDATA[David Malchiel Ravanelli]]>;
<![CDATA[Riezky Purnama Ersani Putri]]>;
<![CDATA[Zahra Karyna Putri]]>;
<![CDATA[Lina Miftahul Jannah]]>
<![CDATA[ Iapa Proceedings Conference 2020: Proceedings IAPA Annual Conference ]]>
Publisher : <![CDATA[Indonesian Association for Public Administration (IAPA) ]]>
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DOI: 10.30589/proceedings.2020.431
<![CDATA[During the Covid-19 pandemic, the Indonesian Government has implemented Work from Home policy for government employees, including teachers. The duties and obligations of teachers are unique compared to other government employees who provide more administrative services. The teacher must deliver learning to students, whose ultimate goal is to measure student’s abilities on the curriculum. This paper will describe the readiness of teachers in implementing the Work from Home Policy. This study uses the Readiness for Organizational Change theory with four readiness dimensions, namely appropriateness, management support, change-specific efficacy, and personal valence. This study uses quantitative approach by online survey, through accidental sampling, which is analysed with different tests, Mann-Whitney U Test and Kruskal-Wallis H Test. The results show that all dimensions of readiness are at moderate level, and there are differences in the level of teacher’s readiness when compared by regional and age, and there is no difference in the level of teacher’s readiness when compared by education level.]]>
<![CDATA[Korupsi Bantuan Sosial COVID-19: Analisis Implementasi Etika Normatif Pejabat Publik di Indonesia COVID-19 ]]>
<![CDATA[Agnes Betresia]]>;
<![CDATA[Suyanti Welvyna Situmeang]]>;
<![CDATA[Priskilla Verdina]]>;
<![CDATA[Lina Miftahul Jannah]]>;
<![CDATA[Evie Oktafia]]>
<![CDATA[ Dialogue : Jurnal Ilmu Administrasi Publik Vol 3, No 2 (2021) ]]>
Publisher : <![CDATA[Magister Administrasi Publik, FISIP ]]>
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DOI: 10.14710/dialogue.v3i2.13126
<![CDATA[Dalam mewujudkan tata kelola pemerintahan yang transparan, akuntabel, dan bebas dari KKN, diperlukan adanya implementasi etika agar dapat membangun integritas pemerintahan dan menumbuhkan kepercayaan publik. Namun, pemerintah dinilai masih lemah dalam tata kelola akibat maraknya kasus korupsi di Indonesia. Studi ini bertujuan untuk menganalisis implementasi etika yang dilakukan pelaku korupsi dan penegak hukum dalam kasus korupsi bantuan sosial COVID-19. Studi dilakukan menggunakan data sekunder, dimana hasil analisis dipaparkan dengan pendekatan deskriptif kualitatif. Hasil studi menunjukkan bahwa pelaku korupsi bansos COVID-19 tidak menerapkan etika dalam menjalankan tugas dan fungsinya, baik secara deontologi dan teleologi. Di sisi lain, penegak hukum telah menggambarkan perilaku etis secara etika deontologi yang dicerminkan dari kode etik profesi dalam menjatuhkan hukuman vonis.]]>
<![CDATA[Implementasi Kebijakan Manfaat Jaminan Hari Tua di Provinsi Gorontalo ]]>
<![CDATA[Putri Wijayanti]]>;
<![CDATA[Lina Miftahul Jannah]]>
<![CDATA[ Publik : (Jurnal Ilmu Administrasi) Vol 8, No 1 (2019): June 2019 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Gorontalo ]]>
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DOI: 10.31314/pjia.8.1.53-66.2019
<![CDATA[This writing discusses the implementation of the Old Age Insurance (JHT) benefit policy in Gorontalo Province. JHT membership in Gorontalo Province is still low. JHT is a social security needed by workers and can be enjoyed when entering retirement age. This writing uses descriptive qualitative methods with data collection techniques through the study of literature. The result of this paper is that the implementation of JHT benefits policy in Gorontalo is influenced by the content and context of the policy itself. One context is the existence of community needs which are seen as not having placed JHT as an important thing in social security for workers. This emphasizes the need for BPJS Employment to improve socialization, education and expand partnerships for better JHT sustainability. Penulisan ini membahas mengenai implementasi kebijakan manfaat Jaminan Hari Tua (JHT) di Provinsi Gorontalo. Kepesertaan JHT di Provinsi Gorontalo masih rendah. JHT merupakan jaminan sosial yang diperlukan oleh tenaga kerja dan dapat dinikmati ketika memasuki usia pensiun. Penulisan ini menggunakan metode kualitatif deskriptif dengan teknik pengumpulan data melalui studi literatur. Hasil dari penulisan ini yakni implementasi kebijakan manfaat JHT di Gorontalo dipengaruhi konten dan konteks kebijakan itu sendiri. Salah satu konteksnya ialah adanya kebutuhan masyarakat yang dipandang belum menempatkan JHT sebagai hal penting dalam jaminan sosial bagi pekerja. Hal ini menekankan perlu BPJS Ketenagakerjaan untuk meningkatkan sosiallisasi, edukasi dan memerluas kemitraan untuk keberlangsungan JHT yang lebih baik ]]>
<![CDATA[TANTANGAN DALAM PENGEMBANGAN PROGRAM PELATIHAN BALAI DIKLAT INDUSTRI DI ERA REVOLUSI INDUSTRI 4.0 ]]>
<![CDATA[Udhik Pandu Rahargo]]>;
<![CDATA[Lina Miftahul Jannah]]>
<![CDATA[ Kebijakan : Jurnal Ilmu Administrasi Vol 11 No 2 (2020): Vol.11 No.2 Juni 2020 ]]>
Publisher : <![CDATA[Program Magister Ilmu Administrasi dan Kebijakan Publik, Pascasarjana, Universitas Pasundan ]]>
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DOI: 10.23969/kebijakan.v11i2.2894
<![CDATA[Balai Diklat Industri merupakan instansi di bawah Kementerian Perindustrian yang memilki tugas dan fungsi dalam penyiapan sumber daya manusia industri yang kompeten melalui program diklat berbasis kompetensi dengan konsep pelatihan, sertifikasi kompetensi dan penempatan kerja. Program diklat yang dilaksanakan dituntut untuk menyesuaikan kebutuhan industri. Implementasi industri 4.0 menuntut Balai Diklat Industri beradaptasi dengan cepat. Artikel ini bertujuan untuk menggambarkan tantangan yang dihadapi dan langkah-langkah pengembangan program diklat yang dilakukan Balai Diklat Industri dalam menghadapi era revolusi industri 4.0. Metode yang digunakan dalam pengumpulan data menggunakan studi dokumen dan literatur yang relevan dengan pembahasan. Hasil dari artikel ini berupa tantangan yang dihadapi Balai Diklat Industri dan langkah-langkah yang dilakukan dalam pengembangan program diklat, yaitu identifikasi dan pengembangan standar kompetensi, pengembangan diklat mulai dari identifikasi kebutuhan diklat, desain, pelaksanaan, sertifikasi kompetensi, penempatan kerja dan evaluasi diklat, kemudian pengembangan sdm kediklatan berupa tenaga pengajar dan pengelola diklat dan yang terakhir pengembangan sarana dan prasarana yang menunjang program diklat yang sesuai dengan kebutuhan industri 4.0.]]>
<![CDATA[KESIAPAN SIKAP SUMBER DAYA MANUSIA PERUSAHAAN DAERAH AIR MINUM (PDAM) TIRTA ASASTA KOTA DEPOK DALAM MENGHADAPI INDUSTRI 4.0 ]]>
<![CDATA[Sandika Faturahman]]>;
<![CDATA[Lina Miftahul Jannah]]>
<![CDATA[ Kebijakan : Jurnal Ilmu Administrasi Vol 12 No 2 (2021): Vol.12 No.2 Juni 2021 ]]>
Publisher : <![CDATA[Program Magister Ilmu Administrasi dan Kebijakan Publik, Pascasarjana, Universitas Pasundan ]]>
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DOI: 10.23969/kebijakan.v12i2.3639
<![CDATA[Era Industri 4.0 mendorong pegawai Perusahaan Daerah Air Minum (PDAM) Tirta Asasta Kota Depok untuk menyesuaikan kemampuannya dengan era tersebut. Perusahaan juga telah mengembangkan teknologi informasi untuk menunjang pegawainya, tetapi aspek pelayanan masih bermasalah setiap tahun karena kesalahan administratif pegawai dan terdapat tekanan tersendiri dari hadirnya kompetitor lain. Penelitian ini bertujuan untuk menganalisis sejauh mana kesiapan sikap pegawai perusahaan tersebut dalam menghadapi Industri 4.0. Populasi penelitian adalah 257 pegawai PDAM Tirta Asasta Kota Depok, serta sampelnya berjumlah 71 orang yang terbagi dalam sembilan Bagian. Data penelitian dikumpulkan melalui survei, wawancara mendalam, dan studi literatur untuk dianalisis secara deskriptif agar mengetahui sejauh mana kesiapan sikap pegawai perusahaan tersebut dalam menghadapi Industri 4.0, serta dianalisis perbedaan kesiapannya antara atasan dan bawahan dengan uji H-Kruskal Wallis. Hasil penelitian menunjukkan sebagian besar pegawai memiliki tingkat kesiapan yang Tinggi dalam menghadapi Industri 4.0. Kesiapan tersebut ditunjukkan dari keyakinan individu yang Tinggi pada setiap dimensi penelitian. Motivation to Learn menjadi komponen perubahan Industri 4.0 yang sering mendapatkan respon positif, sedangkan Ability to Work Under Pressure menjadi komponen perubahan Industri 4.0 yang sering mendapatkan respon negatif dari pegawai perusahaan tersebut. Tingkat kesiapan antara atasan dan bawahan juga tidak menunjukkan perbedaan yang signifikan dalam menghadapi Industri 4.0.]]>
<![CDATA[RELEVANSI PERATURAN PEMBERHENTIAN ASN TERHADAP SISTEM MERIT DI INDONESIA ]]>
<![CDATA[Annisa Dewi Mantika Setiawan]]>;
<![CDATA[Azarine Salsabila]]>;
<![CDATA[Lina Miftahul Jannah]]>;
<![CDATA[Fitria Ariyanti]]>
<![CDATA[ Dialogue : Jurnal Ilmu Administrasi Publik Vol 4, No 1 (2022) ]]>
Publisher : <![CDATA[Magister Administrasi Publik, FISIP ]]>
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DOI: 10.14710/dialogue.v4i1.14262
<![CDATA[Manajemen aparatur sipil negara (ASN) merupakan salah satu aspek pembangunan yang difokuskan oleh pemerintah Indonesia sejak tahun 2020. Pemerintah Indonesia melakukan reformasi birokrasi yang ditandai dengan diterapkannya sistem merit dalam manajemen aparatur sipil negara di Indonesia. Akan tetapi, penerapan tersebut akan memunculkan sebuah pertanyaan baru mengenai apakah sistem pemberhentian aparatur sipil negara itu sendiri telah sesuai dengan sistem merit. Artikel ini disusun menggunakan metode desk review dan data-data sekunder yang berasal dari jurnal, publikasi pemerintah, dan sumber lain yang relevan. Di dalam artikel ini ditemukan bahwa masih terdapat beberapa peraturan pemberhentian aparatur sipil negara yang kurang memenuhi prinsip sistem merit khususnya pada prinsip objektivitas. Seharusnya peraturan pemberhentian aparatur sipil negara ditinjau kembali dengan memperhatikan setiap prinsip sistem merit. Selain itu, diperlukan juga penjelasan lebih lanjut terkait frasa-frasa yang dapat menimbulkan makna ganda. Pengawasan penegakan hukum terhadap peraturan pemberhentian aparatur sipil negara berdasarkan sistem merit juga perlu ditekankan sehingga tidak ada oknum yang memanfaatkan celah peraturan demi kepentingan mereka sendiri.]]>
<![CDATA[Downsizing Bureaucracy: Impacts and Anticipation ]]>
<![CDATA[Aditya Bagaswara]]>;
<![CDATA[Lina Miftahul Jannah]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 3 (2022): Budapest International Research and Critics Institute August ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i3.6392
<![CDATA[Administrative reform policies by governments are carried out to fix their bureaucracy. The aims is to create dynamic, agile, and professional bureaucracy through effectiveness and efficiency of organizational performance. Administrative reform is carried out by simplifying government organizations and improving bureaucratic procedures. However, downsizing bureaucracy has certain consequences/impacts. This article explains the concept of organizational downsizing as administrative reform, the impacts as a consequence of implementing the downsizing, and how anticipatory actions need to be prepared. The approach is carried out in a descriptive way, identifying problems, and solutions from the impacts of organizational downsizing. Identification is done by studying cases that have been carried out in various downsizing cases in the world. The impacts of implementing organizational downsizing based on research studies will generally occur in three domains, organizational matter, organizational human resources, and the external environment. Structural change may generate an internal conflict and the work issues. This problem if not well managed could affects organizational behavior, and organizational goals. Identification of significant impacts must be done before the implementation of downsizing. The role of leadership and management is important to prepare actions and instruments to anticipate negative impacts that may arise.]]>
<![CDATA[Competency Improvement Training Program for Inclusive Education in DKI Jakarta Province ]]>
<![CDATA[Anisa Nur Aqlia]]>;
<![CDATA[Lina Miftahul Jannah]]>
<![CDATA[ Journal of Business Management Education (JBME) Vol 7, No 2 (2022) ]]>
Publisher : <![CDATA[Business Education Program of Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/jbme.v7i2.51568
<![CDATA[Since the issuance of Governor Regulation Number 40 of 2021 concerning the Implementation of Inclusive Education, all schools in DKI Jakarta Province have been mandated to become Inclusive Education Providers. However, the availability of Special Advisor Teachers is still very limited. Therefore, in order to reduce the gap for the lack of Special Advisor Teachers, the DKI Jakarta Provincial Education Office organized a teacher competency improvement training program to improve the competence of educators in supporting teaching and learning activities at Inclusive Education Providers. This study aims to analyze the Teacher Competency Improvement Training Program for Inclusive Education in the Province of DKI Jakarta. The method used in this research is descriptive qualitative with literature study, observation and in-depth interviews with informants. The results of this study is the training methods have been well coordinated so that between UPTs there are no differences in methods. The enthusiasm of the participants varied in each region, due to the online training, some of the participants were still assigned to teach so they did not focus on the training. The evaluation of the training by participants for the organizers and instructor has been carried out through a questionnaire instrument, but the evaluation results are not coordinated with the instructor.]]>
