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Ade Hermawan
Universitas Islam Kalimantan Muhammad Arsyad Al-Banjari, Banjarmasin
Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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KINERJA BADAN KEPEGAWAIAN, PENDIDIKAN DAN PELATIHAN DAERAH KABUPATEN KOTABARU Ade Hermawan; H. Bakhtiar
REFORMASI Vol 10, No 1 (2020)
Publisher : Universitas Tribhuwana Tunggadewi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (190.523 KB) | DOI: 10.33366/rfr.v10i1.1860

Abstract

Tujuan penelitian ini untuk melihat kinerja Badan Kepegawaian, Pendidikan dan Pelatihan Daerah dengan merealisasikan visi dan misi Kabupaten Kotabaru. Metode yang digunakan dalam penelitian ini adalah metode evaluasi, yaitu suatu metode penelitian yang bertujuan melakukan penilaian terhadap kinerja Badan Kepegawaian, Pendidikan dan Pelatihan Kabupaten Kotabaru. Sumber data penelitian ini adalah sebagian Aparatur Sipil Negara yang pernah mendapatkan pelayanan dari Badan Kepegawaian, Pendidikan dan Pelatihan Kabupaten Kotabaru. Penelitian ini menggunakan analisa kualitatif yaitu mempelajari, menelaah dan menganalisa data, informasi dan fakta yang diperoleh kemudian data tersebut dibaca, dianalisa, dinterpretasikan dan diambil suatu kesimpulan. Hasil penelitian menunjukkan bahwa kinerja Badan Kepegawaian, Pendidikan dan Pelatihan Daerah Kabupaten Kotabaru dalam Penyelenggaraan pelayanan di Bidang Kepegawaian, Pendidikan dan Pelatihan kepada seluruh pegawai negeri sipil di lingkungan Pemerintah Kabupaten yang didasarkan pada indikator produktivitas, kualitas pelayanan dan akuntabilitas adalah dalam kategori Cukup baik. Kinerja Badan Kepegawaian, Pendidikan dan Pelatihan Daerah Kabupaten Kotabaru dalam Penyelenggaraan pelayanan di bidang kepegawaian, pendidikan dan pelatihan kepada seluruh pegawai negeri sipil di lingkungan Pemerintah Kabupaten Kotabaru dipengaruhi oleh faktor ketersediaan Sumber Daya Manusia (SDM) yang handal, sarana dan prasarana yang baik, anggaran yang proporsional dan memadai. This study purpose is looking at the staffing agent performance, Education and Regional Training by realizing Kotabaru Regency’s vision and mission. The study method used is the evaluation method, which is a research method to evaluate Kotabaru Regency’s staffing agent performance, Education and Regional Training. This research data source is a part of the State Civil Apparatus who have received services from Kotabaru Regency’s staffing agent performance, Education and Regional Training. This research uses qualitative analysis which are learning, analyzing data, information and facts obtained then the data was read, analyzed, interpreted and decided a conclusion. The results showed that the staffing agent performance, Education and Regional Training in providing services in the staffing sector, Education and Training to all government employees in the Regency Government based on productivity indicators, service quality and accountability were in the Fairly good category. the staffing agent performance, Education and Regional Training in providing services in the staffing sector, Education and Training to all government employees in the Kotabaru Regency Government is influenced by the reliable Human Resources (HR)’s availability, good facilities and infrastructure, proportional and adequate budget.
PROFESIONALISME PEGAWAI NEGERI SIPIL KECAMATAN LANDASAN ULIN KOTA BANJARBARU Ade Hermawan
REFORMASI Vol 7, No 1 (2017)
Publisher : Universitas Tribhuwana Tunggadewi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (291.114 KB) | DOI: 10.33366/rfr.v7i1.684

Abstract

ABSTRACT : Civil Service Platform Ulin District of Banjarbaru professional work. The proof is the third indicator that researchers make a measure to assess the professionalism of the Civil Service Platform Ulin District of Banjarbaru namely work ability, work skills, and work experience, all of them showed good results. Efforts to increase the professionalism of the Civil Service in the District of Runway Ulin Banjarbaru done through rekreuitment employees in accordance with the needs of the organization and corruption-free , design work , arranged on the pattern of the employment relationship, work assessment carried out by an instrument Rate Job Performance Employees (PPKP) consisting of a Target Job employees (SKP) and Conduct of work , education and training of employees through leadership training , functional training and technical training, improving the discipline to enforce disciplinary rules in accordance with applicable regulations. Keyword: Professionalism, PNS. Pegawai Negeri Sipil Kecamatan Landasan Ulin Kota Banjarbaru profesional dalam bekerja berdasarkan indikator penelitian yang semuanya menunjukkan baik. Indikator yang digunakan dalam penelitian tersebut yaitu kemampuan kerja, keterampilan kerja, dan pengalaman kerja. Upaya peningkatan Profesionalisme Pegawai Negeri Sipil di Kecamatan Landasan Ulin Kota Banjarbaru dilakukan melalui rekreuitmen pegawai yang sesuai dengan kebutuhan organisasi dan bebas KKN, rancangan pekerjaan disusun berdasarkan pola hubungan pekerjaan, penilaian kerja dilakukan melalui instrumen Penilaian Prestasi Kerja Pegawai (PPKP) yang terdiri dari Sasaran Kerja Pegawai (SKP) dan perilaku kerja, pendidikan dan pelatihan pegawai melalui diklat kepemimpinan, diklat fungsional dan diklat teknis, peningkatan disiplin dengan penegakan aturan disiplin sesuai peraturan yang berlaku. Kata Kunci: Profesionalisme, PNS.
INDIKATOR SASARAN STRATEGIS AKUNTABILITAS KINERJA PEGAWAI Ade Hermawan; Abd. Rohman
REFORMASI Vol 12, No 1 (2022)
Publisher : Universitas Tribhuwana Tunggadewi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33366/rfr.v12i1.3358

Abstract

The government requires every government agency and work unit to compile accountability reports as a form of accountability. Therefore, it is necessary to develop and implement an appropriate, clear and tangible accountability system so that the administration of government at both the central and regional levels can be efficient, accountable and free from practices of corruption, collusion and nepotism (KKN). This study uses an evaluation method with a quantitative descriptive approach, with some respondents being State Civil Apparatuses who had received the services of the Personnel, Education and Training Agency (BKPP). The secondary data uses the Banjarbaru City BKPP performance report document. The information and facts obtained are then read, analyzed, and interpreted to draw conclusions. The results showed that the accountability of the performance of the Banjarbaru City BKPP was that the Performance Accountability of the Banjarbaru City Personnel, Education and Training Agency in general tended to be good as measured by two main indicators, namely the arrangement of personnel resources and the quality of personnel administration services. The indicator of the arrangement of personnel resources is measured using three items, namely the item apparatus that gets Competency Development, the position item that is filled in accordance with the competence, and the item apparatus that obeys the staffing regulations. AbstrakPemerintah mewajibkan setiap instansi pemerintah dan unit kerja untuk menyusun laporan akuntabilitas kinerjanya sebagai wujud pertanggung jawaban. Dari itu diperlukan pengembangan dan penerapan sistem pertanggung jawaban yang tepat, jelas dan nyata sehingga penyelenggaraan pemerintah baik tingkat pusat maupun daerah dapat berdaya guna, berhasil guna, dapat dipertanggung jawabkan dan bebas dari praktik korupsi, kolusi, dan nepotisme (KKN). Penelitian ini menggunakan metode evaluasi dengan pendekatan deskriptif kuantitatif dengan responden sebagian Aparatur Sipil Negara yang pernah mendapatkan pelayanan Badan Kepegawaian, Pendidikan dan Pelatihan (BKPP). Data skunder menggunakan dokumen laporan kinerja BKPP Kota Banjarbaru. Analisis data melalui tahapan mempelajari, menelaah dan menganalisa data. Hasil penelitian menunjukkan bahwa Akuntabilitas Kinerja Badan Kepegawaian, Pendidikan dan Pelatihan kota Banjarbaru secara umum cenderung baik yang diukur dengan dua indikator utama yaitu penataan sumber daya aparatur dan kualitas pelayanan administrasi kepegawaian. Indikator penataan sumber daya aparatur diukur dengan menggunakan tiga item, yakni item aparatur yang mendapatkan Pengembangan Kompetensi, item jabatan yang diisi sesuai dengan kompetensi, dan item aparatur yang taat terhadap peraturan kepegawaian.
Kepemimpinan Transformasional Kepala Sekolah Dalam Meningkatkan Mutu Pendidikan Pada SDN 2 Bungai Jaya Kecamatan Basarang Kabupaten Kapuas L Laliana; Ade Hermawan
Administraus Vol. 4 No. 2 (2020): Administraus: Jurnal Ilmu Administrasi dan Manajemen
Publisher : STIA Bina Banua Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (510.885 KB) | DOI: 10.56662/administraus.v4i2.91

Abstract

This type of research is a qualitative descriptive study with a research location in Basarang District, Kapuas Regency, Central Kalimantan. Data collection techniques used in this study were interviews, observation, and documentation. The informants in this study were farmers in Basarang Subdistrict, Kapuas Regency, Central Kalimantan, which consisted of Balinese and Javanese. As for the key informants in this study are those who know firsthand about how the work culture of farmers in the transmigrant community in improving agricultural productivity, namely the village heads in the Basarang District, Kapuas Regency, Central Kalimantan. Based on the results of the study note that: 1) The application of the work culture values ​​of transmigrant farmers in the District of Basarang Kapuas District has been implemented well, the values ​​of work culture that are applied, among others: a) Discipline, namely behavior that always rests on the rules and norms that apply within and outside the company or the community environment. Discipline includes compliance with laws and regulations, procedures, interacting with partners, and so on; b) Openness, which is the readiness to give and receive true information from and to fellow partners or the community for the common good; c) Mutual respect, which is a behavior that shows respect for individuals, duties and responsibilities of other fellow partners or the community; d) Cooperation, namely the willingness to give and receive contributions from and or to partners in achieving common goals and targets. 2) Aspects that have an influence on the success of farmers in transmigrant communities in Basarang District, Kapuas Regency, Central Kalimantan, include: a) Motivation has an influence on the success of farmers in transmigrant communities in Basarang District, Kapuas Regency. A high work culture is influenced by high motivation. Work culture makes a view and attitude based on values ​​believed by someone. This belief is the motivation for work; b) Environmental/geographical conditions, making the work culture of transmigrant farmers' communities emerge due to the environment that supports people in doing business to be able to manage and benefit, and can even invite pandatang to participate in making a living in that environment. Berdasarkan hasil penelitian diketahui bahwa: 1) Kepemimpinan kepala sekolah SDN 2 Bungai Jaya merupakan tipe pemimpin transformasional yang memiliki empat komponen seperti: konsiderasi pribadi, stimulasi intelektual, motivasi inspirasional, dan idealisasi pengaruh. Dalam praktik kepemimpinannya, kepala sekolah menjadi figur yang patut dijadikan teladan, menjadi seorang inspritor bagi sekolah. Senantiasa memotivasi dan mendorong bawahannya untuk selalu berinovasi, bekerja keras dan bersikap profesional dalam menjalankan tugas dan kewajiban. Mengajak bawahannya untuk mampu berpikir dengan cara-cara yang baru dalam setiap kegiatan sekolah. Berani merubah status quo untuk kepentingan meningkatkan mutu pendidikan yang lebih baik, senantiasa menumbuhkan loyalitas dan antusiasme dengan penegakan disiplin dan pola penggerakan bawahan berdasarkan kesadaran dalam meningkatkan mutu pendidikan. 2) Perubahan yang dilakukan kepala sekolah yakni di bidang kurikulum, kesiswan, personalia, sarana prasarana, dan hubungan sekolah dengan masyarakat. Proses pengambilan keputusan yang dilaksanakan dilaksanakan secara demokratis. Pengambilan keputusan dilakukan melalui tahapan-tahapan: identifikasi masalah, pengumpulan dan analisa data, pembuatan alternatif keputusan dengan melibatkan semua warga sekolah; proses komunikasi yang dilakukan kepala sekolah berjalan secara efektif dan efisien. Jalur yang digunakannya tidak hanya bersifat formal saja seperti lewat rapat dinas sekolah atau surat edaran, tetapi juga menggunakan jalur non-formal, lewat obrolan-obrolan saat santai di ruang guru waktu jam istirahat. Untuk memperoleh dukungan cara yang dilakukan adalah dengan melibatkan seluruh unsur yang ada disekolah untuk memberikan masukan sehingga muncul sikap peduli dan tanggungjawab terhadap keputusan dan dilibatkan dalam pembuatan keputusan tersebut.
PELAKSANAAN PELAYANAN TAHAP TERMINASI PADA LANJUT USIA (LANSIA) DI PANTI SOSIAL TRESNA WERDHA BUDI SEJAHTERA PROVINSI KALIMANTAN SELATAN B Bakhtiar; Ade Hermawan
Administraus Vol. 5 No. 3 (2021): Administraus: Jurnal Ilmu Administrasi dan Manajemen
Publisher : STIA Bina Banua Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (307.031 KB) | DOI: 10.56662/administraus.v5i3.134

Abstract

ABSTRACT The results of the study indicate that the implementation of the termination stage of the Elderly service can be said to be good because it is in accordance with the Standard Operating Procedures for Elderly Services, but it is necessary to improve better efforts to deal with problems that occur in the elderly such as dementia (memory decline/senility). ) so that the elderly who experience further dementia who may no longer have a place to live/family can stay in the orphanage and can interact well with other elderly people, so that the elderly can enjoy their old age with a sense of peace and inner inner being. Keywords: Service, Elderly ABSTRAK hasil penelitian menunjukkan bahwa pelaksanaan pelayanan tahap terminasi Lanjut Usia dapat dikatakan baik karena telah sesuai dengan Standar Operasional Prosedur Pelayanan Lansia, namun perlu ditingkatkan lagi usaha yang lebih baik untuk menghadapi masalah-masalah yang terdapat pada lanjut usia seperti dimensia (penurunan daya ingat/pikun) agar lanjut usia yang mengalami dimensia yang selanjutnya yang mungkin sudah tidak mempunyai tempat tinggal/keluarga dapat tetap bertahan di Panti dan bisa berinteraksi dengan baik sesama lanjut usia yang lain, agar lanjut usia tersebut dapat menikmati masa tuanya dengan penuh rasa tentram dan lahir batin. Kata Kunci : Pelayanan, Lanjut Usia
Evaluasi Implementasi Pelatihan Kerja di Unit Pelaksana Teknis Balai Latihan Kerja Kabupaten Kapuas Haris Saputa Noordi; H. Suyanto; Ade Hermawan
Administraus Vol. 2 No. 1 (2018): Administraus Jurnal Ilmu Administrasi dan Manajemen
Publisher : STIA Bina Banua Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (403.485 KB)

Abstract

The purpose of this study is to evaluate how the implementation of job training in the Technical Implementation Unit of the Kapuas Training Center in Kapuas Regency analyzes what constraints are encountered in the implementation of job training and makes solutions / problems solving constraints inimplementation. This research uses Qualitative Descriptive method. The population in this research as a whole consists of 40 (forty) people involved in the implementation of training year 2016 at UPT Training Center Kapuas Regency, Samples selected by purposive, research data collected by using interview technique to Key Informants, questionnaires to informants and document analysis, data analysis using interactive analysis model. The results of this study indicate that Implementation of the evaluation of the implementation of job training in the Technical Implementation Unit (UPT) Kapuas Training Center has been running well enough, this is evidenced by the enthusiasm of former participants Vocational Computer Training and Sewing Classes Year 2016 to provide opinions on the implementation of job training as well The results of the questions that have been collected showed very positive training activities implemented, which means the implementation of training is good enough, The obstacles encountered in the implementation of job training include: 1). Duration of training that impacts on the effectiveness of the implementation of job training; 2). Workers Instructor training; and 3). Lack of facilities or infrastructure of training facilities, The solution to these obstacles are: a). The existence of policies and additional local and central government budgets to prioritize improving the quality of local human resources in Kapuas district in particular in order to compete with workers from outside the region through a competency-based training program implemented through the Technical Implementation Unit of Kapuas Training Center Kapuas; B). The need for a revision of the standard time of implementation of competency-based training to comply with the rules set by the central government; C). The need for the addition of trainer candidates through the transfer of functions according to the required vocational training; D). The need for local governments and centers for the addition of facilities or infrastructure of training facilities; E). The need for local and central government in the addition of work equipment in accordance with the standards of the establishment of BLK compiled by the Ministry of Labor of the Republic of Indonesia. Tujuan Penelitian ini adalah untuk mengevaluasi bagaimana implementasi pelatihan kerja di Unit Pelaksana Teknis Balai Latihan Kerja Kabupaten Kapuas, menganalisis tentang kendala-kendala apa saja yang ditemui dalam implementasi pelatihan kerja dan membuat solusi/pemecahan masalah terhadap kendala-kendala dalam implementasi.Metode Penelitian ini menggunakan metode Deskriptif Kualitatif, Populasi dalam penelitian ini secara keseluruhan berjumlah 40 (empat puluh) orang yang terlibat dalam pelaksanaan pelatihan tahun anggaran 2016 di UPT Balai Latihan Kerja Kabupaten Kapuas, Sampel dipilih secara purposive, data penelitian dikumpulkan dengan menggunakan teknik wawancara terhadap Key Informan, angket terhadap informan dan analisis dokumen, analisis data menggunakan model analisis interaktif.Hasil penelitian ini menunjukkan bahwa Pelaksanaan evaluasi implementasi pelatihan kerja di Unit Pelaksana Teknis (UPT) Balai Latihan Kerja Kapuas sudah berjalan dengan cukup baik, ini dibuktikan dengan antusiasnya eks peserta pelatihan kejuruan Operator Komputer dan Menjahit angkatan Tahun 2016 untuk memberikan pendapatnya mengenai implementasi pelatihan kerja serta hasil dari pertanyaan yang telah dihimpun menunjukan sangat positifnya kegiatan pelatihan yang dilaksanakan, yang berarti implementasi pelatihan kerja sudah cukup baik, Kendala-kendala yang ditemui dalam implementasi pelatihan kerja antara lain: 1). Lama waktu pelatihan yang berimbas kepada efektivitas implementasi pelatihan kerja; 2). Tenaga Instruktur pelatihan kerja; dan 3). Kurangnya fasilitas atau prasarana sarana pelatihan kerja, Adapun solusi terhadap kendala-kendala tersebut adalah: a). Adanya kebijakan dan penambahan anggaran pemerintah daerah dan pusat untuk lebih mengedepankan peningkatan kualitas SDM lokal yang ada di Kabupaten Kapuas pada khususnya agar dapat bersaing dengan tenaga kerja dari luar daerah melalui program pelatihan berbasis kompetensi yang dilaksanakan melalu Unit Pelaksana Teknis Balai Latihan Kerja Kapuas; b). Perlunya revisi mengenai standar waktu pelaksanaan pelatihan berbasis kompetensi agar sesuai peraturan yang telah ditetapkan oleh pemerintah pusat; c). Perlunya penambahan calon tenaga instruktur melalu alih fungsi sesuai kejuruan pelatihan kerja yang dibutuhkan; d). Perlunya pemerintah daerah dan pusat penambahan fasilitas atau prasarana sarana pelatihan kerja; e). Perlunya pemerintah daerah dan pusat dalam penambahan peralatan kerja yang sesuai dengan standar pendirian BLK yang disusun oleh Kementerian Ketenagakerjaan RI.
Budaya Kerja Petani Pada Masyarakat Transmigran Di Kecamatan Basarang Kabupaten Kapuas Kalimantan Tengah Susan Sevina Saragih; Ade Hermawan
Administraus Vol. 3 No. 3 (2019): Vol 3 No 3 (2019): Administraus Jurnal Ilmu Administrasi dan Manajemen
Publisher : STIA Bina Banua Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (560.053 KB)

Abstract

This study discusses how the application of the work culture values of farmers in transmigrant communities in Basarang District, Kapuas Regency, Central Kalimantan, and as weell as any factor that support the success of farmers in transmigrant communities in the Basarang District, Kapuas Regency, Central Kalimantan. This type of research is a qualitative descriptive study with a research location in Basarang District, Kapuas Regency, Central Kalimantan. Data collection techniques used in this study were interviews, observation, and documentation. The informants in this study were farmers in Basarang district, Kapuas Regency, Central Kalimantan, which consisted of Balinese and Javanese. As for the key informants in this study are those who know firsthand about how the work culture of farmers in the transmigrant community in improving agricultural productivity, namely the village heads in the Basarang District, Kapuas Regency, Central Kalimantan. Based on the results of the study note that: 1) The application of the work culture values ​​of transmigrant farmers in the District of Basarang Kapuas District has been implemented well, the values ​​of work culture that are applied, among others: a) Discipline, namely behavior that always rests on the rules and norms that apply within and outside the company or the community environment. Discipline includes compliance with laws and regulations, procedures, interacting with partners, and so on; b) Openness, which is the readiness to give and receive true information from and to fellow partners or the community for the common good; c) Mutual respect, which is a behavior that shows respect for individuals, duties and responsibilities of other fellow partners or the community; d) Cooperation, namely the willingness to give and receive contributions from and or to partners in achieving common goals and targets. 2) Factor that support the success of farmers in transmigrant communities in Basarang District, Kapuas Regency, Central Kalimantan, include: a) Motivation has an supporting factor for the success of farmers in transmigrant communities in Basarang District, Kapuas Regency. A high work culture is supported by high motivation. Work culture makes a view and attitude based on values ​​believed by someone. This belief is the motivation for work; b) Environmental/geographical conditions, making the work culture of transmigrant farmers' communities emerge due to the environment that supports people in doing business to be able to manage and benefit, and can even invite pandatang to participate in making a living in that environment. Penelitian ini membahas tentang bagaimana penerapan nilai-nilai budaya kerja petani pada masyarakat transmigran di Kecamatan Basarang Kabupaten Kapuas Kalimantan Tengah, serta faktor-faktor apa yang mendukung terhadap kesuksesan petani pada masyarakat transmigran di Kecamatan Barang Kabupaten Kapuas Kalimantan Tengah. Jenis penelitian ini adalah penelitian deskriptif kualitatif dengan lokasi penelitian pada Kecamatan Basarang Kabupaten Kapuas Kalimantan Tengah. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah wawancara, observasi, dan dokumentasi. Informan dalam penelitian ini adalah para petani di Kecamatan Basarang Kabupaten Kapuas Kalimantan Tengah yang terdiri dari suku Bali dan suku Jawa. Adapun yang menjadi key informan dalam penelitian ini adalah pihak yang mengetahui secara langsung tentang bagaimana budaya kerja petani pada masyarakat transmigran dalam meningkatkan produktivitas pertanian yakni para kepala desa di Kecamatan Basarang Kabupaten Kapuas Kalimantan Tengah. Berdasarkan hasil penelitian diketahui bahwa: 1) Penerapan nilai-nilai budaya kerja petani masyarakat transmigran di Kecamatan Basarang Kabupaten Kapuas telah dilaksanakan dengan baik, nilai-nilai budaya kerja yang diterapkan, antara lain: a) Disiplin, yaitu perilaku yang senantiasa berpijak pada peraturan dan norma yang berlaku di dalam maupun di luar perusahaan atau lingkungan masyarakat. Disiplin meliputi ketaatan terhadap peraturan perundang-undangan, prosedur, berinteraksi dengan mitra, dan sebagainya; b) Keterbukaan, yaitu kesiapan untuk memberi dan menerima informasi yang benar dari dan kepada sesama mitra kerja atau masyarakat untuk kepentingan bersama; c) Saling menghargai, yaitu perilaku yang menunjukkan penghargaan terhadap individu, tugas dan tanggung jawab orang lain sesama mitra kerja atau masyarakat; d) Kerjasama, yaitu kesediaan untuk memberi dan menerima kontribusi dari dan atau kepada mitra kerja dalam mencapai sasaran dan target bersama. 2) Faktor-faktor yang mendukung kesuksesan petani pada masyarakat transmigran di Kecamatan Basarang Kabupaten Kapuas Kalimantan Tengah, antara lain: a) Motivasi memiliki pengaruh terhadap kesuksesan petani pada masyarakat transmigran di Kecamatan Basarang Kabupaten Kapuas. Budaya kerja yang tinggi dipengaruhi motivasi tinggi. Budaya kerja menjadikan suatu pandangan dan sikap yang didasari oleh nilai-nilai yang diyakini seseorang. Keyakinan inilah yang menjadi suatu motivasi kerja; b) Kondisi lingkungan/geografis, menjadikan budaya kerja masyarakat petani transmigran dapat muncul dikarenakan lingkungan yang mendukung manusia melakukan usaha untuk dapat mengelolah dan mengambil manfaat, dan bahkan dapat mengundang pandatang untuk turut mencari penghidupan di lingkungan tersebut
KUALITAS PELAYANAN RUMAH SAKIT UMUM DAERAH dr. H. ANDI ABDURRAHMAN NOOR KABUPATEN TANAH BUMBU Ade Hermawan; Bakhtiar Bakhtiar
AL-ULUM : Jurnal Ilmu Sosial dan Humaniora Vol 8, No 2 (2022): Edisi Oktober
Publisher : Universitas Islam Kalimantan Muhammad Arsyad Al Banjari

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31602/alsh.v8i2.8602

Abstract

Five indicators are used as a measure to analyze the services of the Regional GeneralHospital dr. H. Andi Abdurrahman Noor Tanah Bumbu Regency, namely theconvenience of service facilities, service accuracy, friendliness of officers, punctuality,and ease of service procedures all have a good tendency, meaning that it can beconcluded that the quality of services provided by the Regional General Hospital dr. H.Andi Abdurrahman Noor Tanah Bumbu Regency is qualified.
Employee Performance Accountability Target Indicators Ade Hermawan; Abd. Rohman; Riky Welli Saputra
East Asian Journal of Multidisciplinary Research Vol. 1 No. 8 (2022): September 2022
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v1i8.1140

Abstract

This study uses an evaluation method with a quantitative descriptive approach, with some respondents being State Civil Apparatuses who had received the services of the Personnel, Education and Training Agency (BKPP). The secondary data uses the Banjarbaru City BKPP performance report document. The information and facts obtained are then read, analyzed, and interpreted to draw conclusions. The results showed that the accountability of the performance of the Banjarbaru City BKPP was that the Performance Accountability of the Banjarbaru City Personnel, Education and Training Agency in general tended to be good as measured by two main indicators, namely the arrangement of personnel resources and the quality of personnel administration services. The indicator of the arrangement of personnel resources is measured using three items. The indicator of the arrangement of personnel resources is measured using three items. The indicator of the arrangement of personnel resources is measured using three items.
Analysis of School Administration Implementation Ade Hermawan; Abd. Rohman; Riky Welli Saputra
East Asian Journal of Multidisciplinary Research Vol. 1 No. 9 (2022): October 2022
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v1i9.1489

Abstract

Administrative order and regularity required because it is one of the important components for learning process. This study aimed to analyze the implementation of school administration tasks with evaluation method, which is a method that evaluated the success of implementing a program/activity. Data collection techniques used distributing questionnaires, observation, and documentation. Furthermore, the data were analyzed qualitatively. The results showed that the implementation of school administration in the areas of personnel administration, financial administration, infrastructure administration, public relations administration, archive administration, and student administration were in good category. Overall there are 67% of respondents who answered good administrative services, 31% answered quite well, and 2% answered less well. It can be concluded that the implementation of school administration work in general is good.
Co-Authors Abd. Rohman Achmad Syarifudin Ali Khamdan Aprizha Muhammad Fadhil Bakhtiar Bakhtiar Bakhtiar Bakhtiar Bakhtiar Bakhtiar Bakhtiar Basino, Basino Daging, I Ketut Doly Andrian Harahap Eddy Mustono Eni Oktorina Faizal Fachruddin H. Suyanto Haris Saputa Noordi L Laliana Linda Puspaningsih M. Alfan Anshori M. Faisal Rizal M. Naqsyabandi. S M. Ridha Ansyari Rizky Marsono Marsono Muhammad Haider Ali Muhammad Jamili Muhammad Jamili Mustopa Kamal Nabila Triastuty Norbayah Normajatun, Normajatun Nur Aulia Indriyanti Priono, Singgih Priyantini Dewi Raedy Anwar Subiantoro Riky Welli Saputra Sakti P. Nababan Shamila Bashayeva Sugeng Rusmiwari Susan Sevina Saragih Syarifah Fitri Teguh Binardi Tiara Astigini Widarto Yani Lubis Yeni Rahmawati