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All Journal Media Mahardhika International Journal for Educational and Vocational Studies Jurnal Ilmiah Manajemen Kesatuan Coopetition : Jurnal Ilmiah Manajemen Journal of Management - Small and Medium Enterprises (SME's) International Journal of Social Science and Religion (IJSSR) ABDI MOESTOPO: Jurnal Pengabdian pada Masyarakat BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Moestopo International Review on Social, Humanities, and Sciences (MIRSHuS) Jendela ASWAJA KELOLA: Jurnal Ilmiah Manajemen Politeia : Journal of Public Administration and Political Science and International Relations Danadyaksa: Post Modern Economy Journal Publika : Jurnal Ilmiah Administrasi dan Kebijakan Publik Jurnal Cendekia Ilmiah Journal of Center for Energy Policy and Human Resources Capacity Development
Triyuni Soemartono
Universitas Prof. Dr. Moestopo (Beragama)
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Penerapan Pendekatan ABCD (Asset Based Community Driven) dalam Pemberdayaan Ekonomi Perempuan Rachmatsyah, T. Herry; Soemartono, Triyuni; Djatmika, Gatot Hery; Sukmana, Pandji
ABDI MOESTOPO: Jurnal Pengabdian Pada Masyarakat Vol 9, No 1 (2026): Januari 2026
Publisher : Universitas Prof. Dr. Moestopo (Beragama)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32509/abdimoestopo.v9i1.6276

Abstract

This study aims to implement and evaluate the effectiveness of the Asset-Based Community Driven approach in empowering women economically within local communities. This approach positions community assets as the primary foundation for creating sustainable social and economic transformation. The project was implemented using a participatory, descriptive qualitative research design, divided into five main stages: community asset mapping, collective vision development, action planning, resource organization, and implementation and reflection. All stages actively involved women in the process of identifying strengths, developing business plans, and implementing economic activities based on local potential. Program results indicate a significant increase in women's awareness of their own and their community's potential, the emergence of new locally-based leadership, and increased economic capacity, including digital literacy and small business management skills. Furthermore, the program also resulted in the formation of a solidarity-based business network among women who support each other. These findings confirm that the ABCD approach is capable of promoting empowerment rooted in the internal strengths of the community, and not simply the transfer of knowledge or economic assistance. This approach is relevant for replication as an alternative model for more inclusive, sustainable, and gender-equitable development.
Developing a Human Resource Management Model for E-Government Implementation in the Public Sector Akbar, Rasona Sunara; Soemartono, Triyuni; Sukmana, Pandji; T. Herry Rachmatsyah
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 5 (2025): JIMKES Edisi September 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i5.3789

Abstract

The rapid digital transformation in Indonesia requires public agencies to align human resource (HR) capabilities with e-government reforms. This study aims to develop a conceptual HR management model for the public sector to support effective e-government implementation. An exploratory qualitative approach was used, and a multi-level case study was conducted on the State Civil Service Agency (SAPK) and the Ministry of Law (SIMPEG). Data were obtained through in-depth interviews, document analysis, and field observations, then thematically analyzed using NVivo. The results highlight HR’s role as an enabler, integrator, and catalyst for change. SAPK and SIMPEG have improved efficiency, but challenges remain, including low digital literacy, resistance to change, fragmented policies, and limited regional budgets, which hinder interoperability and sustainability of public digital services. The proposed integrative HR management model comprises five pillars: digital competence, adaptive structure, digital governance, supporting infrastructure, and digital organizational culture. Policy recommendations include targeted digital training, integrated personnel systems, dedicated budget allocations, and HR regulatory reform. This model provides a strategic roadmap for national and regional agencies to develop a capable, efficient, transparent, and service-oriented bureaucracy in the digital era.
Implementasi Aplikasi SAKTI dalam Pengelolaan Keuangan APBN di Direktorat Jenderal Haryanto, Haryanto; Soemartono, Triyuni; Rachmatsyah, T. Herry
Publika: Jurnal Ilmiah Administrasi dan Kebijakan Publik Vol 11, No 2 (2025)
Publisher : Universitas Prof. Dr. Moestopo (Beragama)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32509/publika.v11i1.6082

Abstract

This study aims to conduct an in-depth evaluation of the implementation of digitalization policies in state financial management through the application of the Institutional-Level Financial Application System (SAKTI) within the Directorate General of Regional Financial Development. This initiative is intended to enhance transparency, accountability, and efficiency in managing the State Budget (APBN). Using a descriptive qualitative approach, the study examines the implementation of SAKTI based on George C. Edwards III’s policy implementation theory, which emphasizes communication, resources, disposition, and bureaucratic structure. The findings indicate that SAKTI has had a positive impact, particularly in improving administrative efficiency, the accuracy of transaction recording, and the ease of financial monitoring and reporting. Nevertheless, several challenges persist, including communication barriers, limited resources, and bureaucratic resistance. Therefore, it is necessary to strengthen policy dissemination efforts, provide continuous training for human resources, and improve technological infrastructure to ensure the more effective and sustainable implementation of SAKTI in supporting a more transparent and accountable state financial governance.
The Digitalization Paradox: Assessing Policy Implementation, Organizational Misalignment, and User Dissatisfaction in Indonesia's National Sports Information System Saputra, Muhammad Raditya; Soemartono, Triyuni; Budiharjo, Budiharjo; Maryani , Dedeh
Danadyaksa: Post Modern Economy Journal Vol. 3 No. 2 (2026): Post Modern Economy Journal
Publisher : Yayasan Pendidikan Islam Bustanul Ulum Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69965/danadyaksa.v3i2.261

Abstract

Indonesia's National Sports Grand Design (the Desain Besar Olahraga Nasional - DBON) positions digitalization as its core governance instrument, operationalized through the mandated Sports Personnel and Organization Information System (the Sistem Informasi Tenaga dan Organisasi Keolahragaan, SITENOR). However, implementing centralized digital policies in complex, multi-stakeholder environments often creates a significant gap between strategic vision and ground-level reality. This study evaluates the effectiveness of this digitalization policy by examining SITENOR’s implementation. Employing a qualitative interpretivist paradigm, this research conducted in-depth interviews and Focus Group Discussions (FGDs) with key policymakers from the Ministry of Youth and Sports (Kemenpora), system developers, and representatives from national sports federations. Data were analyzed using the integrated lenses of the McKinsey 7S organizational framework and the End-User Computing Satisfaction model. The findings reveal a profound "digitalization paradox." While the central strategy and technical system (the "hard" elements) are well-defined, implementation is critically undermined by weaknesses in "soft" organizational elements: a misalignment of shared values (compliance vs. data-driven culture), passive local leadership, a severe deficit in dedicated staff and digital skills, and consequent low user satisfaction regarding data accuracy, ease of use, and timeliness. SITENOR’s development is assessed as stalled at an incomplete cataloguing and transactional stage, with minimal vertical and horizontal integration. The effectiveness of the DBON digitalization policy is significantly constrained not by technology but by socio-organizational and governance gaps. Successful transformation requires a strategic pivot from a top-down, compliance-based model to a co-creative, capacity-sensitive approach that builds human infrastructure and fosters genuine data-driven values across the sports ecosystem.
The Role of Transformational Leadership Style in Mediating Work Stress and Work Motivation on Employee Performance Lela Nurlela Fitriani; Triyuni Soemartono; Jubery Marwan
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.30

Abstract

The objective of this research is to investigate the role that transformational leadership plays in mediating the relationship between employee performance and the degree to which stress and motivation at work are affecting employees. This research was carried out in the Baros District of the Serang Regency, and it utilized a quantitative methodology from the beginning. The primary data were acquired through the use of purposive sampling, and then they were analyzed through the use of Path Analysis. These data were tested for reliability, validity, and normalcy. Despite the fact that work motivation has a beneficial affect on both transformational leadership and employee performance, the data indicate that stress at work does not have a substantial impact on transformational leadership. Additionally, in contrast to job motivation, stress at work does not have a direct influence on employee performance. Moreover, the research draws attention to the fact that transformational leadership has an effect on employee performance, but stress at work does not have this effect. High workloads, pressure from leadership, dangerous duties, role conflicts, insufficient organizational support, and a lack of motivation and effective leadership are all factors that can be related to the deterioration in employee performance. Leaders are responsible for effectively guiding and influencing their subordinates, pushing them to attain their full potential, and providing an example for others to follow.
The Influence of Transformational Leadership, Work Culture, and Human Resource Quality on Employee Performance at the Ministry of Defense of the Republic of Indonesia: A Study in the Field of Planning Sianturi, Christopher H.; Maryani, Dedeh; Soemartono, Triyuni; Rachmatsyah, T. Herry
Coopetition : Jurnal Ilmiah Manajemen Vol. 17 No. 1 (2026): Coopetition : Jurnal Ilmiah Manajemen
Publisher : Program Studi Magister Manajemen, Institut Manajemen Koperasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32670/a2jey990

Abstract

The Ministry of Defense of the Republic of Indonesia (Kemhan RI) is required to ensure optimal employee performance in the face of an increasingly complex strategic defense environment. Various factors, including transformational leadership, work culture, and the quality of human resources influence this performance. This study aims to analyze the influence of these three variables on employee performance within the Ministry of Defense of the Republic of Indonesia. The study employs a mixed methods approach by integrating quantitative and qualitative data to achieve a comprehensive understanding. The study population consists of 227 employees, with a sample of 145 respondents selected via random sampling using the Slovin formula. Data were collected through questionnaires and interviews, then analyzed using SPSS 24 via validity and reliability tests, t-tests, and simple regression. The results indicate that transformational leadership, work culture, and human resource quality significantly influence employee performance. These findings confirm that improving performance requires an integrated approach through strengthening leadership, fostering an adaptive work culture, and continuously enhancing human resource competencies. This study recommends that the Indonesian Ministry of Defense develop transformational leadership programs, strengthen a collaborative work culture, and improve human resource quality through continuous training to support organizational performance effectiveness.
Co-Authors Akbar, Rasona Sunara Aprilia Manuputty, Michelle Ariawan Ariawan, Ariawan Azmi, Muhammad Febria Basuki, Johanes Budiharjo Budiharjo, Budiharjo Cristiyanti, Dewi David Yama Djatmika, Gatot Hery Dozan, Willy Dwi Indah Kartika Effendi, Khasan Effendy, Khasan Hanifa, Hanifa Harry Nenobais Harry Nenobais Haryanto Haryanto Himsar Silaban Jubery Marwan Kusworo Kusworo Lela Nurlela Fitriani Lukman Hakim Marwan, Jubery Maryani , Dedeh Maryani, Dedeh Maryasih, Ni Luh Kerti Pakpahan, Roy Tumpal Purba, Putra Warumansyah Qonita, Siti Nur Rachma Fitriati Rachmatsyah, T. Herry Rahmatsyah, T.Herry Ruhati, Dessy Saedini, Selva Saputra, Muhammad Raditya Setiotirin, Roosnelly Wahyuning Sianturi, Christopher H. Sukmana, Pandji Sukmana, Pandjj Syahputra, Subhan T. Herry Rachmatsyah Tb Adi Satria Za, Aji Umar