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Analisis Pengembangan E-Government di Pemerintahan Kota Tangerang Cynthia, Cynthia; Warsono, Hardi; Mustam, Mochammad
Journal of Public Policy and Management Review Volume 4, Nomor 2, Tahun 2015
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

This research describes and then to analyze how the development of E-Government program in Tamgerang of city government . This research uses descriptive qualitative research method. Based on the results of research, the development of E-Government program has not been well, because in the elements successful E-Government on capacity, where capacity it consists of the resources , human resources and technology .Three point that is still lacking if you really want to make E-Government in Tangerang be successful. Conclusion in this research is the lack of human resources so that the government Tangerang still need third party services. In addition, in gap also is weak, so that the availability of adequate technology could not yet be in achieving well. Based on conclusions, researchers recommended the government tangerang to do training to employees who handles E-Government program so that it creates employees are reliable.

Strategi Pengelolaan Potensi Pariwisata dalam Meningkatkan Kunjungan Wisatawan di Kota Semarang Yuniarso, Rizky; Mustam, Mochammad; Rihandoyo, Rihandoyo
Journal of Public Policy and Management Review Volume 3, Nomor 2, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Semarang city has some interesting potential to make tourist attraction for the tourists visiting Semarang. Although it has a lot of potential for tourism, tourists and investors are reluctant glances as less attractive. Though Semarang is a transit city that is developing themselves to a tourist town. The problem is then to be observed is how do tourism management strategy Disbudpar the city, then the factors supporting and inhibiting factors what is in the implementation of these strategies. And whether the strategy is done is right or not.The purpose of the research conducted is to describe the management strategies that do Disbudpar and identify factors driving and inhibiting factors in the implementation of strategy. Then propose appropriate management strategies for Disbudpar. The method used in this study uses descriptive qualitative. The theory used in this study is strategic management and tourism management. Then identify strategic issues that exist using SWOT analysis, and determining the issues considered strategic by using a litmus test assessment.From the research that has been done, there are twelve strategic issues that arise through the assessment using SWOT analysis. Then, after a litmus test assessed, there are four proposed strategies in the management of tourism in the city of Semarang them improve coordination among agencies in order to attract investors in the field of tourism, promote cooperation and good communication pattern between the government and the community, improving the quality and quantity of tourist guides to develop Semarang tourist attraction, as well as improving the implementation of existing programs to enhance the preservation of culture typical of Semarang.

IMPLEMENTASI INSTRUKSI PRESIDEN NO.3 TAHUN 2003 TENTANG KEBIJAKAN DAN STRATEGI NASIONAL PENGEMBANGAN ELECTRONIC GOVERNMENT DI KABUPATEN SEMARANG Sinaga, Epiphany; Suwitri, Sri; Mustam, Mochammad
Journal of Public Policy and Management Review Volume 3, Nomor 4, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

The Progress information technology as well as the potential for extensive use, opening opportunities for access, management and utilization of information in large numbers quickly and accurately. There is also the problem that this aspect of the barrier to the development of e- Government in terms of understanding the implementor of the presidential instruction No. 3 of 2003, the lack of financial resources and human resources, the lack of sharing of information between government agencies and the uneven condition of Semarang Regency environment political, economic and social technology. And the purpose of this research was to describe the implementation of presidential instruction No. 3 of 2003 and to identify aspects that hinder the development of e-Government in Semarang Regency. This research uses qualitative research with purposive technique. Informants are chosen as much as 4 with interviews. Implementation development refers to the theories of Donald Van Meter and Van Horn and Daniel A. Mazmanian Paul A. Sabatier include: implementation of presidential instruction No. 3 of 2003, the characteristics of the policy issues, and environmental policy. The results of this research show that the implementation of presidential instruction No. 3 of 2003 still relatively good. Still the limited financial resources, implementor understanding and human resources as well as unequal conditions of political, economic and social environment and the technology becomes less the maximum factor of results achieved by the Government of Semarang Regency. As for the recommendation on the implementation of this is the increased understanding of the implementor by doing socialization, increased quality and quantity of human resources with skills training in the field of information technology and the consciousness of every Government Agency (SKPD) giving information as up to date in the development of e-Government.

Analisis Kualitas Pelayanan Calon Tenaga Kerja Indonesia di Dinas Sosial Tenaga Kerja dan Transmigrasi Kabupaten Pati Saputra, Ardian Hadi; Mustam, Mochammad; Yuniningsih, Tri
Journal of Public Policy and Management Review Volume 3, Nomor 2, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Indonesia's Labor candidate or candidates are often referred to by the term TKI for Indonesia's citizens are going to work abroad in a working relationship for a period of time with pay. The main purpose of this research is to analyze the quality of service of candidates as well as provide a solution in the TKI improved service quality in the service of Social prospective TKI manpower and transmigration Pati. Standar services already contained in the prospective TKI Act No. 39 of 2004 which contains about the placement and protection of Indonesia Labor abroad.Service quality prospective migrant workers in social dept. manpower and transmigration district starch seen in theory zeithman dkk ( 1990 ) consisting of 5 dimensions namely dimensions tangible, reliability, dimensions dimensions responsivines, dimensions assurance and empathy dimension.Show that service quality prospective migrant workers in social dept. manpower and transmigration district starch is enough quality. Besides also contained a correlation coefficient a positive relationship and significant between dimensions 5 dimensions service quality and satisfaction service.Based on the level of interest in improving the quality of indonesian candidate service ( there are 3 ) pioritas three main candidates in improving the quality of service in aspect of indonesian namely. service, speed comfort and ease service place in the process of services. That writer recommended on aspects speed service by means of increasing employment and need held diklat, to comfort service place by means of adding facilities as air conditioning / ac tv and fix the seat. At ease in the process of service by means of service, installed boards alur make a queue electronic system adding machine fotocopy.

KINERJA ORGANISASI BIDANG PENGELOLAAN ASET DAERAH BADAN KEUANGAN DAERAH KABUPATEN SEMARANG DALAM PENGELOLAAN ASET TETAP Izzat, Alfian Noor; Mustam, Mochammad
Journal of Public Policy and Management Review Volume 7, Nomer 1, Tahun 2018
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Regional autonomy as a momentum underlying local independence in the management of local fixed assets,but many autonomous regions including the Government of Semarang Regency are not yet optimal in managing their owned assets. The purpose of this research is to describe the organization's performance in Asset Management Division of Regional Finance Agency (BKUD) Semarang Regency in the management of fixed assets.This research uses descriptive qualitative research design. The informants in thisresearch were heads of regional asset management, three heads of sub-division of asset management, staff and some communities. Data collection techniques is by interview, observation, documentation. Performance appraisal in this research use four indicator that is Accountability, Effectiveness, Efficiency and Transparency. Based on the results of research, it can be concluded that the organizational performance of the Regional Asset Management Division of Regional Finance Agency of Semarang Regency in the management of fixed assets needs to be improved again. This is because there are still some obstacles in the management of fixed assets such as, weak coordination of the Regional Asset Management Division with other OPD, has no fixed asset storage, still lack of transparency, low staff numbers and low staff competence, inadequate facilities and infrastructure. Suggestion given by the researcher is improvement of continuous coordination with external parties (OPD-OPD, BPN, and Village Government related to land certification process), the addition of competent human resources, organizing staff training on IT, looking for alternative place for asset storage, improve transparency, and procurement of additional facilities and infrastructure.

Manajemen Sumber Daya Manusia Pegawai Negeri Sipil Dalam Rangka Reformasi Birokrasi Di Kabupaten Semarang Pardede, Annetta Carolina; Mustam, Mochammad
Journal of Public Policy and Management Review Volume 6, Nomer 4, Tahun 2017
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

HR apparatus is a dynamic dimension compared to managing other resources. Humans have different traits, characters, motivations, and emotions that require different handling / management for each personality. Human resources are the most important resource in any organization, where humans are the drivers and managers of other resources. Therefore, one of the responsibilities of the organization is to acquire, organize, motivate, and control its human resources to achieve organizational progress effectively so that bureaucracy in public organizations such as Semarang District Government needs to be managed optimally in the framework of bureaucratic reform. This research is a kind of qualitative research. Sources of data for this study are primary data obtained from interviews with resource persons and informants. Data analysis is done by data reduction, data presentation and conclusion. Based on the result of the research, it can be concluded that the Local Government of Semarang Regency through BKD of Semarang Regency attempts to manage human resources of civil servants in the framework of bureaucratic reform in Semarang regency which includes the arrangement of employee recruitment system, job analysis, job evaluation, standard competency composition, Individual based on competence, application of individual performance appraisal system, development / development of employee database, and development of competency-based employee training.

Penataan Sumber Daya Manusia Aparatur di Pemerintah Kota Salatiga Aziz, Malik Abdul; Mustam, Mochammad
Journal of Public Policy and Management Review Volume 6, Nomer 4, Tahun 2017
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Bureaucracy reform is an effort by the government to change the bureaucracy that consists of institutional, human resources apparatus, management system, accountability, monitoring and public service through various ways to create a good governance. Bureaucracy reform is done if the running bureaucracy is reputed unsuccessful that needs a thorough change. The principle of regional autonomy makes local governments have the authority to manage their own areas including implementing bureaucratic reforms. Focus of this research that researchers choose in bureaucratic reform is structuring human resource apparatus. Data collection techniques used in this research are observation, interview and documentation based. Structuring of apparatus human resources in Salatiga City Government is technically performed by Regional Personnel Board (BKD). Structuring of human resources apparatus studied based on Sedarmayanti and Edy Topo Ashari theory consists of 8 elements, namely task, function and proportional task burden, recruitment according to procedure, adequate remuneration, competency standard of office, assessment of individual competence for apparatus, build performance appraisal system, Build or strengthen staffing databases, develop development and training patterns. The results in this study can be concluded that the arrangement of human resources apparatus in Salatiga City has been implemented. But in the implementation there are still constraints faced by the BKD as the organization of personnel management in the area so it can be said still not succeed. It is recommended for Salatiga City Government to improve socialization and training activities for all apparatus, improve supporting equipment, evaluate regulations, eliminate sectoral egos, build database system apparatus online, recruit contract employees, provide training and training, increase the amount of time and trainees and Provide socialization about the mindset and professional work culture.

Program Keselamatan dan Kesehatan Kerja ( Studi Kasus di di PT. PLN (Persero) Area Semarang ) Yanuarius, William; Yuniningsih, Tri; Mustam, Mochammad
Journal of Public Policy and Management Review Volume 3, Nomor 2, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

This research aims to analyze the Job Safety and Health Programs at PT. PLNÂ (Persero) Area of Semarang and solutions for what has been done and that have notÂ been implemented by the Committee for occupational safety and Health ProgramÂ organiser Working in pt. PLN (Persero) Area of Semarang is not optimal. Locus wereÂ used in this study is in pt. PLN (Persero) Area of Semarang. This research usesÂ qualitative research methods by using a descriptive approach. The subjects in this studyÂ consists of four main informant.Â Based on the results of the study showed that the implementation of theÂ programme of safety and health at work PT. PLN (Persero) Semarang Area seen fromÂ such phenomena, non-physical state of the working environment is good, the physicalÂ state of a less good work environment, equipment and supplies and employees whoÂ have been good, and the physical condition and understanding of employees.Implementation of the programme of safety and health at work PT. PLN (Persero) it canÂ be concluded that the Semarang Area are still less well, it is based on the phenomenonof building equipment and supplies and employees who are good, but in terms ofÂ procurement and practice in the field is still less than optimal.Conclusions in this study is the overall Program Workplace Health and Safety inÂ pt. PLN (Persero) Semarang Area less well, and solutions that have not been done byÂ the Committee organizers namely, Socialization of K3, K3 and infrastructureÂ procurement, sanctions and rewards, education training and work tools, the increasedÂ budget, oversight and coordination between security officers with the Organizer, theevacuation route improvements and process simulation of evacuation and the solutionsÂ that have been implemented:, procurement clerks working tools, structuring the workspace employees, and the making of regulations for the employees.Â Based on these conclusions, the researchers recommend to PT. PLN (Persero) Area of Semarang to repair or improve the State of the physical work environment and psychological conditions and understanding of employees who were rated less well so that optimal performance can be achieved more.

HUBUNGAN KEMAMPUAN KERJA DAN MOTIVASI KERJA DENGAN KINERJA PEGAWAI DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN TEMANGGUNG Ayu Maharsi Cendanawangi; Mochammad Mustam
Journal of Public Policy and Management Review Volume 7, Nomer 2, Tahun 2018
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

The main of issues that often happen in public organizations are the level ofemployee performance, there are optimal and low. Employee performance refers totwo meanings, that are result and behavior. Performance as a result is the result ofproduced on a particular job function or activities over a period of time, whereasperformance as behavior is actions or behaviors that are relevant to the goals of theorganization.There are two factors that affect employee performance, they are motivationand ability. Each employee has a different performance. There are employees whoalways want their work done on time so that the employee is always the spirit incarrying out his work. But there are also employees who are not too eager incarrying out their work and often late to come to the office. The purpose of this studyis to determine the relationship of work ability with employee performance, knowingthe relationship of work motivation with employee performance, and work abilityand work motivation with employee performance in Dinas Kependudukan danPencatatan Sipil Kabupaten Temanggung. The results showed that there is arelationship with the performance of employee performance. This relationship isparticularly evident with the ability to manage tasks, and social and culturalmanageability. The insignificant relationship occurs between the motivation ofachievement and the motivation of affiliation with employee performance, while themotivation to power shows a significant relationship with employee performance. Ingeneral it can be said that there is no significant relationship between workmotivation and performance, the relationship is only seen between the motivationwill power with performance.To improve the performance of employee suggestions provided in this case isnecessary to improve the ability of work, especially the ability to manage tasks, andability to manage social and cultural and improve work motivation, especially

ANALISIS KUALITAS PELAYANAN DANA PENSIUN PT TASPEN (PERSERO) KANTOR CABANG UTAMA SEMARANG Widi Warsita; Endang Larasati Setianingsih; Mochammad Mustam
Journal of Public Policy and Management Review Volume 5, Nomor 1, Tahun 2016
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

This study aims to assess the quality of service retirement fund PT. TASPEN (Persero) Main Branch Office in Semarang and to describe the factors that affect the quality of service in TASPEN PT (Persero) KCU Semarang. The problems that exist in this research is the employee's performance is still less than optimal in providing services. This study was conducted to determine the level of quality of service and to determine the factors that affect the quality of service. In this study, the method used is ekplanator, the type that is used to examine the relationship variables studied. Data obtained based on questionnaires given to 96 participants retiring as a respondent in TASPEN PT (Persero) KCU Semarang. These results indicate that the quality of care judged by the level of performance and the level of Importance is above the average value of the minimum levels of performance and level of importance of service. Implementation of the service is a priority PT TASPEN (Persero) KCU Semarang main priorities of the Cartesius diagram is in quadrant A the ease of access, the certainty of the time, the justice ministry and the security services. For factors that affect the quality of services obtained results showed the presence of a positive and significant correlation with the variable that is no awareness of the correlation coefficient of 0.412 and rules with correlation coefficient 0.572. From the results of these studies PT. TASPEN (Persero) KCU Semarang could improve services seen from a high level of interest by participants who considered retiring but low at the performance of employees ease of access, time and security assurance services. Then increase the awareness of every employee and rules set by the agency.

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