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All Journal Jurnal Borneo Administrator: Media Pengembangan Paradigma dan Inovasi Sistem Administrasi Negara Policy & Governance Review Hasanuddin Economics and Business Review Jurnal Vokasi Indonesia Journal of Humanities and Social Studies JURNAL REFORMASI ADMINISTRASI Jurnal Ilmiah untuk Mewujudkan Masyarakat Madani Psikologi Konseling: Jurnal Kajian Psikologi dan Konseling JPSI (Journal of Public Sector Innovations) PERSPEKTIF Dinasti International Journal of Education Management and Social Science Khazanah Sosial Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Journal of Social Research Journal of Law, Poliitic and Humanities Jurnal Indonesia Sosial Teknologi MODERAT: Jurnal Ilmiah Ilmu Pemerintahan Asian Journal of Social and Humanities Digital Innovation : International Journal Of Management Greenation International Journal of Law and Social Sciences
Fibria Indriati
Department Business Administration, Faculty Of Administative Science, Universitas Indonesia
Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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Maternity and Paternity Leave Policy in Indonesia: A Study on United Nations Development Indonesia Shabrina, Fathia Alya; Indriati, Fibria
Journal of Social Research Vol. 3 No. 1 (2023): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v3i1.1869

Abstract

Industrial relations today strongly prioritise work diversity, where gender equality in the work environment is one of its essential aspects. One way of gender equality is through the provision of maternity leave and paternity leave for female and male workers. Indonesia has a legal basis that governs both policies. However, the policy does not yet cover other aspects of working life. UNDP Indonesia as an organization under the auspices of the United Nations has regulations regarding two maternity leave policies as an effort to equalise gender, and it describes in detail what workers get. The difference between the two is very significant, as can be seen from the points of work conditions, the provisions for the time to take leave, and the right to breastfeed and bring children to the office. Granting these rights can help workers' physical and mental health. The granting of this leave entitlement can also help organisations to reduce turnover rates. For this reason, Indonesia can follow the aspects discussed by UNDP for further legal studies to prosper its workers and organisations in Indonesia.
Comparative Study On Work Hour Obedience Before And After The Implementation Of Flexitime Policy purniawaty, Purniawaty; Liestiawati, Fibria Indriati Dwi
Journal of Social Research Vol. 3 No. 12 (2024): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v3i12.2187

Abstract

This research examined the impact of Flexitime policies on employee obedience to work hours, comparing behaviors before and after its implementation at Pusat Kebijakan Sistem Ketahanan Kesehatan dan Sumber Daya Kesehatan (Pusjak SKKDK) or the Center for Health Resilience Systems and Health Resources Policy. Secondary data that included the attendance records from January 2022 to December 2023 of 106 employees who were sampled using the total sampling technique were comprehensively analyzed. The data of this research underwent parametric statistics in the form of paired sample t-test and non-parametric statistics using Wilcoxon signed ranks test. Results from both parametric and non-parametric analyses consistently revealed a significant shift in work hour obedience among employees following the introduction of flexitime, indicating a positive influence of Flexitime on employee work hour obedience. This research underscores the value of flexible work arrangements, suggesting that such system can significantly enhance employee performance and contribute to the attainment of organizational objectives.
The Influence of Competency on Employee Performance at Public Security and Order Supervising Officer, Central Lombok Police Permana, I Putu Agus Indra; Indriati, Fibria
Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah Vol. 6 No. 1 (2024): Ministrate
Publisher : Jurusan Administrasi Publik FISIP UIN SGD Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/jbpd.v6i1.34551

Abstract

This research aims to determine the relationship and influence between Competency and Performance of Bhabinkamtibmas police officers. The research was carried out using a quantitative approach by collecting data using a questionnaire from 103 Bhabinkamtibmas officers from a total of 139 officers. The questionnaire used has met the Validity and Reliability criteria very well. The results of the analysis carried out show that there is a significant relationship and influence of Competency on Performance. The influence value (R-Square) obtained was 0.768 or 76.8%, which is included in the strong category. This value shows that Competency is able to predict variations in Performance of 76.8% while the remaining 23.2% is predicted by other variables not used in the model. The regression equation obtained is Y = 0.613 + 0.846X, indicating that for every 1 point added to X, Y will increase by 0.846. In general, it can be concluded that to improve the performance of Bhabinkamtibmas, competency increases are needed and it would be very good if this improvement was carried out consistently to maintain the performance of Bhabinkamtibmas officers.
Implementation of Civil Servants Performance Management in The Mahakam Ulu Regency Government Belawan, Owena Mayang Shari; Indriati, Fibria
Greenation International Journal of Law and Social Sciences Vol. 3 No. 4 (2025): (GIJLSS) Greenation International Journal of Law and Social Sciences (December
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijlss.v3i4.651

Abstract

Civil servant performance plays a vital role in governance. Furthermore, under the decentralized system implemented in Indonesia, civil servants serve as the backbone of local governments. However, civil servant performance presents a problematic situation influenced by the implementation of performance management. Focusing on Mahakam Ulu regency, this study aims to analyse the implementation of civil servant performance management in the region. This is a qualitative study, with data collected through interviews and document studies. Using an illustrative data analysis method, the study demonstrates that the overall implementation of civil servant performance management in the Mahakam Ulu regency government, as seen from the dimensions of performance planning, performance monitoring and measurement, performance evaluation, and employee development, has been running procedurally in accordance with stages and regulations. Although the processes have been implemented and are generally considered effective, various challenges remain to be addressed to achieve optimal results.
Evaluation of Budget Expenditure (Mandatory) of Education Sector in Mahakam Ulu Regency Gregorius Lasah Higang; Fibria Indriati Dwi Liestiawati
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 3 (2025): Dinasti International Journal of Education Management and Social Science (Febru
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i3.3930

Abstract

The limited budget of the education sector sourced from the regional budget, because only around 15% of the Mandatory Spending in the education sector is given by the Mahakam Ulu Regency government from the regional budget. Therefore, an evaluation analysis of the mandatory budget expenditure (mandatory) of the education sector in Mahakam Ulu Regency was carried out using the Joyce and Pattison Model. The post-positivism was used by collecting qualitative data through interviews and literature studies. The results of the study indicate that the mandatory output of the education sector in Mahakam Ulu Regency reflects the results of local government policies and programs, especially in remote areas. With optimal budget allocation, the main programs include the management of preschool, elementary school, junior high school, and the distribution of educators. Performance targets include the construction of four teacher/principal rooms each year with a budget of IDR 1.2 billion, as well as the development of infrastructure to create a modern learning environment; Mandatory education outcomes in Mahakam Ulu Regency show significant progress. There is an increase in access and quality of education with 38 elementary schools, 17 junior high schools, and 71 early childhood education centers in 50 villages. The school participation rate for ages 5-6 years reached 80.47% and for ages 7-15 years 99.35%, with a target of 100% in 2024. Net participation rate also increased in early childhood education, elementary schools, and junior high schools, while students' literacy and numeracy skills continued to improve. Expected length of schooling is stable at 12.5-12.6 years, and average length of schooling increased to 7.89 years in 2022, reflecting progress in access to education up to junior high school; The education budget performance indicators in Mahakam Ulu Regency show good achievements, especially in gross participation rate and net participation rate for early childhood education, elementary schools/Islamic elementary schools, and junior high schools/Islamic junior high schools. However, school participation rate-18 years and Equivalency are still constrained by data collection. The absorption of the Education Office budget is more than 70%, but administrative services, such as basic education data and salary disbursement, are less effective, reducing public satisfaction. Improvements in the administrative system are needed to improve services and public trust.
Challenges in Fostering Functional Positions After the Issuance of the Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform Number 1 of 2023 Rizki Indra Kurniawan; Fibria Indriati Dwi Liestiawati
Jurnal Indonesia Sosial Teknologi Vol. 5 No. 7 (2024): Jurnal Indonesia Sosial Teknologi
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jist.v5i7.1204

Abstract

Human resource development (HR) is one of the development priorities in Indonesia, including human resources in the public sector. Bureaucratic simplification is one of the efforts to reform the bureaucracy to improve the quality of performance, which has an impact on the equalization of echelon 3, echelon 4, and echelon 5 positions into functional positions. Strengthening functional positions in government agencies is also one of the steps to improve the professionalism of Civil Servants (PNS). This research is a descriptive qualitative research, which collects data through literature studies, observations, and interviews. The result of this study is that there are several challenges faced after the issuance of PANRB Ministerial Regulation Number 1 of 2023. The first is that by determining credit scores and drafting performance contracts only involving functional officials with their direct superiors, it is necessary to pay attention to how these two parties can ensure that functional officials have performance targets by their scope. Second, from the side of the functional position coaching agency, it has the task of monitoring and evaluating the agency that uses its functional position. The challenge is that there is no clear mechanism for following up on the results of the monitoring and evaluation. Then the third is how training can be used by coaching agencies to overcome the competency or knowledge gap that occurs.
Optimizing Employee Transfer in an Effort to Get Acceptable Employees at the Directorate General of Defense Forces Cecep Usman Akbar Askanta; Fibria Indriati
Jurnal Indonesia Sosial Teknologi Vol. 5 No. 11 (2024): Jurnal Indonesia Sosial Teknologi
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jist.v5i11.7029

Abstract

This research aims to examine the employee transfer system in order to obtain adequate competence at the Directorate General of Defense Strengthening. The method used is a qualitative approach with literature studies and in-depth interviews with employees within the Directorate General of Customs and Defense. The results of the study show that the current employee transfer process has not adopted the merit system optimally, with the existence of dominant administrative filing and lack of transparency and accountability. In addition, there are shortcomings in the assessment of performance and competencies from previous workplaces, as well as orientation and training programs that have not been fully effective. These findings underscore the importance of reforms in human resource management in the public sector to improve employee competence and performance. It is hoped that the implementation of the merit system, competency-based assessment, and improvement of training programs can overcome existing problems and optimize organizational performance.
Co-Authors Aghnia Ghassani, Ghina Agustina, Priyanka Andryani, Wina Aprillia, Dewinta Aris Maulana Belawan, Owena Mayang Shari Cecep Usman Akbar Askanta Chandra Wijaya Chandra Wijaya Chandra Wijaya Chandra Wijaya Dani Rustandi Dewinta Aprillia DWI SURYANTO Dyvia Ardianto Eti Setyarini Ghina Aghnia Ghassani Gregorius Lasah Higang Hani Rahma Ardhani Hutagalung, Mery Togi Parsaulian I Putu Ika Prabawa Kartima Utama Jasman Jasman Kemal Hidayah Kuklin , Nikita Lasah Higang, Gregorius Muchimba, Lackson Nuryanto, Adi Pantius D. Soeling Paulina Hani Rusmawati Permana, I Putu Agus Indra Priyanka Agustina purniawaty, Purniawaty Rizki Indra Kurniawan Setiawan, Totok Andi Shabrina, Fathia Alya Shinta Rahma Diana Subroto, Ismail Gatot Suryanto, Dede Tonny Hermawan Wendi Afrianto Wina Andryani Ximenes, Fernanda Pires