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All Journal Publisia: Jurnal Ilmu Administrasi Publik Jurnal Natapraja : Kajian Ilmu Administrasi Negara Jurnal Borneo Administrator: Media Pengembangan Paradigma dan Inovasi Sistem Administrasi Negara Dia: Jurnal Administrasi Publik Jurnal Ekonomi & Kebijakan Publik Jurnal Psikologi Teori dan Terapan JURNAL DINAMIKA MANAJEMEN DAN BISNIS Politik Indonesia: Indonesian Political Science Review JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Journal of Agribusiness and Local Wisdom Jurnal Sosial Ekonomi Kelautan dan Perikanan JAKP (Jurnal Administrasi dan Kebijakan Publik) Indonesian Journal of Economics, Social, and Humanities Jurnal Ilmiah Mandala Education (JIME) Polinter Dinamika Governance : Jurnal Ilmu Administrasi Negara Jurnal Public Policy International Journal of Economics Development Research (IJEDR) Management Studies and Entrepreneurship Journal (MSEJ) Academia Praja : Jurnal Ilmu Politik, Pemerintahan dan Administrasi Publik Jurnal Penelitian Kebijakan Pendidikan Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi International Journal of Demos Jurnal Kepariwisataan Indonesia: Jurnal Penelitian dan Pengembangan Kepariwisataan Indonesia Journal of Public Administration and Government (JPAG) Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) JOURNAL SCIENTIFIC OF MANDALIKA (JSM) International Journal of Business, Law, and Education JURNAL APARATUR Jurnal Ilmiah Wahana Pendidikan JENTRE Scientax: Jurnal Kajian Ilmiah Perpajakan Indonesia International Journal of Health, Economics, and Social Sciences (IJHESS) Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP) LEARNING : Jurnal Inovasi Penelitian Pendidikan dan Pembelajaran Kontigensi: Jurnal Ilmiah Manajemen Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Action Research Literate (ARL) Jurnal Kolaboratif Sains International Journal of Science and Society (IJSOC) Jurnal Penelitian Kebijakan Pendidikan JENTRE: Journal of Education, Administration, Training and Religion Jurnal Ilmu Administrasi Negara Journal Publicuho Eduvest - Journal of Universal Studies Innovative: Journal Of Social Science Research e-Jurnal Apresiasi Ekonomi Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Jurnal Pengabdian dan Pemberdayaan Masyarakat Inovatif Indonesian Governance Journal : Kajian Politik-Pemerintahan Politik Indonesia: Indonesian Political Science Review Jurnal Penelitian Kebijakan Pendidikan
Asropi Asropi
Politeknik STIA LAN Jakarta, Indonesia
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Strategy to Improve Employee Performance of the Directorate of Human Resources and General Affairs of the Public Broadcasting Corporation of Radio Republik Indonesia (RRI) Ferda Firmansyah; Asropi Asropi; Hamka Hamka
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i3.5525

Abstract

This study aims to determine the background of employee performance within the Directorate of Human Resources and General Affairs of LPP RRI which is not optimal, and to find out strategies to improve employee performance within the Directorate of Human Resources and General Affairs of LPP RRI. The research method used in the research is descriptive research method with qualitative approach. The results showed several factors affecting employee performance at the Directorate of Human Resources and General Affairs of LPP RRI. Among them, the lack of open appreciation of employees can reduce motivation and job satisfaction. The level of internal coordination that needs to be improved also has an impact on efficiency and collaboration between employees. A poorly structured recognition and reward system can reduce morale, while periodic evaluations may not be optimal in maintaining and increasing employee motivation. Work design involving inclusive attitudes, promotion of tolerance, and administrative skills need to be improved to create a positive and efficient work environment. Factors such as interpersonal relationships, communication, compensation, supervision, work facilities, employee loyalty, and work discipline also affect performance and need attention in order to improve overall performance. The strategy to improve employee performance at the Directorate of Human Resources and General Affairs of LPP RRI focuses on three main aspects, namely Motivation, Traits, and Self-Concept. In the Motivation aspect, measures such as internal motivation development, structured recognition and rewards, and flexible HR policies are implemented to create a supportive and motivating environment for employees. In the Traits aspect, improved employee management, inspirational motivation, and employee development through continuing education programs are the focus to improve organizational efficiency and employee skills. While in the Self-Concept aspect, physical, emotional, intellectual, social, and spiritual improvements are made through various programs such as fitness, interpersonal training, and professional development. Through the implementation of this strategy, the Directorate of Human Resources and General Affairs of LPP RRI is expected to create a dynamic work environment, support holistic growth of employees, and ultimately improve overall performance.
Strategies to Improve the Competence of the Head of Administrative Affairs in Improving Performance in the Police General Planning and Budget Staff Environment Muhammad Nur Rohman Taufik; Bambang Giyanto; Asropi Asropi
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i3.5529

Abstract

This study aims to identify the factors that cause the suboptimal competence of the Head of Administrative Affairs, so as to provide a better understanding in improving performance in the Police General Planning and Budget Staff environment, as well as to determine the right strategy in improving the competence of the Head of Administrative Affairs in the Police General Planning and Budget Staff environment. The research method used in this research is descriptive research method with qualitative approach. The results of this study indicate that the strategy of renewal attitude, compliance attitude, collaboration attitude illustrates Kaurmin's commitment to continuously assess and improve performance through a critical and data-based approach. Through a policy-leading attitude and a collaborative attitude that strengthens teamwork, Kaurmin can ensure that the planning and budget process not only complies with the rules, but is also enriched by joint contributions, creating an efficient, effective and change-responsive environment that supports the planning and budget objectives of the Police Planning and Budget Staff. The importance of the Chief Administrative Officer's knowledge of planning technology, police regulations, related innovations, performance indicators and monitoring, and digital collaboration, in the context of planning and budgeting within the Police Planning and Budget Staff is significant. This study found that there is a need for a strategy to improve several specific skills in the context of improving the performance of the Head of Administrative Affairs in the Police Planning and Budget Staff, namely with Expertise in in-depth understanding of policies and regulations, providing a solid foundation for preparing plans and budgets in accordance with the applicable legal framework. Skills in analyzing needs and strategic plans are the focus, where analytical skills are an important asset in identifying opportunities, overcoming challenges, and formulating strategic steps.
ANALISIS KOMPETENSI SDM DALAM PENGGUNAAN ALAT DIGITALISASI ADMINISTRASI KEPOLISIAN (AK) 23 DI KEPOLISIAN NEGARA REPUBLIK INDONESIA Rusdiana, Agung; Asropi, Asropi; Silitonga, Mala Sondang
Jurnal Academia Praja Vol 7 No 2 (2024): Academia Praja : Jurnal Ilmu Politik, Pemerintahan, dan Administrasi Publik
Publisher : Universitas Jenderal Ahmad Yani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36859/jap.v7i2.2835

Abstract

The purpose of this study is to identify the factors that influence the competence of human resources (HR) in the use of the Police Administration Digitalization tool (AK) 23 and to formulate strategies to improve HR competence. The researcher analyzes the factors affecting HR from 8 factors, namely Beliefs and Values, Experience, Skills, Personality Characteristics, Intellectual Ability, Motivation, Emotional Issues, and Organizational Culture. This research uses a qualitative method with a scope in the Pusinafis Bareskrim Polri and Regional Identification. The research analysis technique used is descriptive analysis. The results of research from 8 factors found 1 factor that most influences, namely Organizational Culture. From these problems, the researcher offers strategies that can be used to improve HR competence which in the end can increase the achievement of fingerprint data input. The results of this study are expected to be used as a reference and material for preparing the next Pusinafis strategic plan (Renstra) in 2025 to 2029. And most importantly, the need for commitment and concern from the Police leadership to overcome the problems of Regional Identification.
PENGEMBANGAN DAN MODIFIKASI IMPLEMENTASI KEBIJAKAN PENDIDIKAN DAN PELATIHAN LAPORAN AKUNTABILITAS KINERJA INSTANSI PEMERINTAH (LAKIP) DI BADAN PENGEMBANGAN SUMBER DAYA MANUSIA DAERAH PROVINSI KALIMANTAN SELATAN RACHMAN, TAUFIK; ASROPI, ASROPI; SUHARDJO, SUHARDJO
LEARNING : Jurnal Inovasi Penelitian Pendidikan dan Pembelajaran Vol. 4 No. 3 (2024)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia (P4I)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/learning.v4i3.3171

Abstract

This study aims to produce a strategy formulation to increase the effectiveness of LAKIP preparation training at the BPSDMD of South Kalimantan Province. The data used in this study are 1) Primary data, namely data from interviews by the author on a number of informants including training organizers, training instructors, training participants, non-training practitioners for training instructor participants, and users of training results, related to the implementation of LAKIP Education and Training. 2) Secondary data, including books, literature, documents and articles. The results of this study are: 1) The implementation of the LAKIP education and training policy as a whole can be implemented effectively, but in terms of achieving the objectives of the LAKIP Training implementation, especially in the success of preparing the LAKIP Document, it is still not as expected, 2) The causes of the implementation of the Government Agency Performance Accountability Report (LAKIP) Education and Training Policy at the BPSDMD of South Kalimantan Province, have not been effective in achieving the objectives of the LAKIP training program, due to several things such as: a. Participant aspects, b. Curriculum aspects: c. Resource Person aspects; 3) Constraints and supporting factors in the implementation of the Education and Training Policy of the Government Agency Performance Accountability Report (LAKIP) at the South Kalimantan Provincial Human Resources Development Agency: a. No constraints were found; b. Supporting factors: (1) Human resources, (2) finance, (3) methods, (4). equipment are all available sufficiently to meet the needs of the implementation of the Training. Further study of the less successful implementation of the LAKIP education and Training policy, in achieving the LAKIP education and training objectives, is due to the LAKIP education and Training policy document still having shortcomings. 4) Strategies to increase the effectiveness of improving the Education and Training Policy of the Government Agency Performance Accountability Report (LAKIP) at the South Kalimantan Regional Human Resources Development Agency to be effective in implementing the LAKIP Training objectives (which is the Novelty of this study), can be taken in several ways, namely: a) Improvement of the LAKIP education and training policy document. b) Improvement of the implementation policy ABSTRAKPenelitian ini bertujuan Tujuan untuk menghasilkan rumusan strategi peningkatan efektifitas Diklat penyusunan LAKIP pada BPSDMD Provinsi Kalimantan Selatan. Data yang digunakan dalam penelitian ini yaitu 1) Data primer, yaitu data hasil wawancara oleh penulis atas sejumlah informan yang meliputi penyelenggara diklat, widyaiswara diklat, peserta diklat, Praktisi non widyaiswara bagi peserta Diklat Widyaiswara, dan pengguna hasil Diklat, yang terkait dengan pelaksanaan Pendidikan dan Pelatihan LAKIP. 2) data Sekunder, meliputi Buku, literatur, dokumen dan artikel. Hasil penelitian ini adalah: 1) Implementasi kebijakan pendidikan dan pelatihan LAKIP secara keseluruhan dapat dilaksanakan secara efektif, namun dari sisi pencapaian tujuan pelaksanaan Diklat LAKIP terutama pada keberhasilan penyusunan Dokumen LAKIP masih belum seperti diharapkan, 2) Penyebab implementasi Kebijakan Pendidikan dan Pelatihan Laporan Akuntabilitas Kinerja Instansi Pemerintah (LAKIP) di BPSDMD Prov Kalsel, belum efektif dalam mencapai tujuan program pelatihan LAKIP, disebabkan oleh beberapa hal seperti : a. Aspek peserta, b. Aspek kurikulum: c. Aspek Narasumber; 3) Kendala dan faktor pendukung dalam pelaksanaan Kebijakan Pendidikan dan Pelatihan Laporan Akuntabilitas Kinerja Instansi Pemerintah (LAKIP) di Badan Pengembangan Sumber Daya Manusia Daerah Provinsi Kalimantan Selatan : a. Kendala tidak ditemui kendala; b. Faktor Pendukung : (1) Sumber daya manusia, (2) keuangan, (3) methode, (4). peralatan semua tersedia cukup untuk memenuhi kebutuhan pelaksanaan Diklat. Kajian lebih jauh atas kurang berhasilnya implementasi kebijakan pendidikan dan Pelatihan LAKIP, dalam pencapaian tujuan pendidikan dan pelatihan LAKIP, disebabkan dokumen kebijakan pendidikan dan Pelatihan LAKIP masih memilki kekurangan. 4) Strategi meningkatkan efektifitas meningkatkan Kebijakan Pendidikan dan Pelatihan Laporan Akuntabilitas Kinerja Instansi Pemerintah (LAKIP) di Badan Pengembangan Sumber Daya Manusia Daerah Kalimantan Selatan agar efektif dalam melaksanakan tujuan Diklat LAKIP (yang merupakan Novelty dari penelitian ini), dapat ditempuh dengan beberapa hal sbb : a) Perbaikan dokumen kebijakan pendidikan dan pelatihan LAKIP. b) Perbaikan kebijakan penyelenggaraan.
PEMANFAATAN RAPOR PENDIDIKAN SEBAGAI ALAT TRANSFORMASI KEBIJAKAN PENDIDIKAN (STUDI KASUS PADA SMP NEGERI 5 DEPOK) Sulistyo, Fadhilah Darma; Widjaja, Imelda; Josua, Nadia Putri; Asropi
Jurnal Penelitian Kebijakan Pendidikan Vol 17 No 1 (2024)
Publisher : Pusat Standar dan Kebijakan Pendidikan, BSKAP, Kemendikbudristek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24832/jpkp.v17i1.830

Abstract

Penelitian ini bertujuan untuk mengevaluasi implementasi pemanfaatan Platform Rapor Pendidikan di SMP Negeri 5 Depok sebagai alat transformasi kebijakan pendidikan. Metode penelitian yang digunakan adalah metode kualitatif dengan pengumpulan data melalui wawancara dengan stakeholder pendidikan, yaitu Kepala Sekolah, Wakil Kepala Sekolah bidang Hubungan Masyarakat, dan Operator yang mengoperasikan Rapor Pendidikan, serta analisis dokumen dan observasi lapangan pada lokasi penelitian. Hasil penelitian menunjukkan bahwa SMPN 5 Depok baru memanfaatkan data Rapor Pendidikan sejak 2023 dan merasakan bahwa data yang ditampilkan pada update Rapor Pendidikan 2.0 lebih mudah dibaca. Data Rapor Pendidikan membantu sekolah dalam mengidentifikasi masalah pendidikan di sekolah dan sebagai dasar evaluasi sistem pendidikan. Untuk optimalisasi pemanfaatan Rapor Pendidikan, Kemendikbudristek perlu melakukan pembaruan data pada Rapor Pendidikan terkait penjelasan setiap indikator, seperti definisi capaian, akar masalah, dan benahi untuk ditampilkan lebih detail dan spesifik dengan permasalahan atau kondisi sekolah. Dinas Pendidikan Kota Depok perlu melakukan monitoring dan pendampingan kepada sekolah dalam pemanfaatan Rapor Pendidikan sebagai dasar evaluasi pendidikan di satuan pendidikan. Serta, Sekolah perlu membentuk tim khusus yang bertanggung jawab untuk mengawasi dan mendukung pemanfaatan optimal data Rapor Pendidikan. 
IMPLEMENTASI KEBIJAKAN DAN CAPAIAN INDEKS PROFESIONALITAS APARATUR SIPIL NEGARA DI SEKRETARIAT JENDERAL DPR RI Budiaji, Rahmad; Ginting, Reza Pirgianta; Asropi, Asropi
Jurnal Ekonomi & Kebijakan Publik Vol 14, No 2 (2023)
Publisher : Pusat Penelitian, Badan Keahlian DPR RI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22212/jekp.v14i2.3558

Abstract

Measurement of the state civil apparatus (ASN) professionalism index is an important part of efforts to improve bureaucracy and human resources. This article discusses how the policy is implemented and ASN professionalism index is achieved at the Secretariat General of the DPR RI. The research method used is a qualitative approach by collecting primary and secondary data. The results show that ASN professionalism index at the Secretariat General of the DPR RI in 2022 is in the low category. This is caused by incompetence in three of the four dimensions of ASN professionalism index, namely qualifications, competence, and performance. The dimension of discipline is close enough to optimal results. This article also analyzes the implementation of ASN professionalism index measurement policy by using a model that considers aspects of policy content and policy context. The low achievement of ASN professionalism index at the Secretariat General of the DPR RI in terms of policy content is caused by a lack of resources support and planning needed to improve employee qualifications and competencies. In terms of policy context, a faster and more systematic response is needed to increase professionalism and achieve the vision of a professional Secretariat General of the DPR RI.Keywords: state civil apparatus, policy implementation, ASN professionalism indexAbstrakPengukuran indeks profesionalitas pegawai negeri merupakan bagian penting dari usaha untuk memperbaiki birokrasi dan sumber daya manusia. Artikel ini membahas tentang bagaimana implementasi kebijakan dan capaian Indeks Profesionalitas ASN (IP ASN) di Sekretariat Jenderal DPR RI (Setjen DPR RI). Metode penelitian yang digunakan adalah pendekatan kualitatif dengan mengumpulkan data primer dan data sekunder. Hasil penelitian menunjukkan bahwa IP ASN di Setjen DPR RI pada tahun 2022 termasuk dalam kategori rendah. Capaian ini disebabkan oleh ketidakmampuan dalam tiga dari empat dimensi IP ASN, yaitu kualifikasi, kompetensi, dan kinerja. Dimensi disiplin sudah cukup mendekati hasil yang optimal. Artikel ini juga menganalisis implementasi kebijakan pengukuran IP ASN dengan menggunakan model yang mempertimbangkan aspek konten dan konteks kebijakan. Masih rendahnya pencapaian IP ASN di Setjen DPR RI dari segi konten kebijakan disebabkan oleh kurangnya dukungan dalam hal sumber daya dan perencanaan yang diperlukan untuk meningkatkan kualifikasi dan kompetensi pegawai. Dari segi konteks kebijakan, diperlukan respons Setjen DPR RI yang lebih cepat, sistematis, profesional, dan modern dalam rangka mendukung visi DPR RI.Kata kunci: aparatur sipil negara, implementasi kebijakan, indeks profesionalitas ASN
Membaca Perkembangan “Agile Organization” Global Melalui Social Network Analysis Prasojo, Hendris Agung; Asropi, Asropi
JURNAL APARATUR Vol 7, No 1 (2023): Jurnal Aparatur
Publisher : Pusat Pengembangan Sumber Daya Manusia Aparatur

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52596/ja.v7i1.180

Abstract

Abstrak.Tahun 2023 direncanakan diimplementasikan Permenpan RB No.7 Tahun 2022 dengan tujuan efektifitas dan efisiensi proses kerja, serta mengoptimalkan sumber daya manusia yang ada. Penelitian ini melihat perkembangan agile organization secara global sebagai system kerja berdasar social network analysis twitter, ditemukan bahwa system agile belum tersosialisasi dengan baik, menurut peta sebaran khususnya di Asia Tenggara dan Indonesia secara sosial belum merata.Gap sosialisasi masih terjadi cukup tinggi,  terlihat dari hasil sebaran, dan pembahasan tentang agile organisasi di media sosial khususnya di negara Indonesia. Implementasi system kerja agile di institusi pemerintahan mengalami kesulitan ketika proses sosialisasi kurang masif, pembahasan melalui knowledge sharing, webinar, dan integrated marketing lainnya perlu dilakukan agar perubahan system kerja ini bisa dipahami oleh seluruh level aparatur sipil negara di Indonesia. 
Implementation of the Pentahelix Collaborative Governance Model Minimum Service Standards (SPM) for Health with Hypertension in Local Governments Rahadian, Mukti Eka; Sanapiah, Abdul Azis; Basseng, Basseng; Asropi, Asropi
Jurnal Politik Indonesia: Indonesian Political Science Review Vol 8, No 3 (2023): General Issue: Indonesian Politics
Publisher : Political Science Program, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/ipsr.v8i3.50300

Abstract

The aim of research is to find factors that cause failure local government in providing access to basic types of services for hypertension sufferers according to SPM to all district residents, formulating appropriate regulations and public administration models and being able to mobilize collaboration among all pentahelix components to provide types of hypertension services according to the SPM, compiling and formulating models and strategies for collaborative collaborative governance, understand the role of facilitative leadership in collaborating across all pentahelix nodes , as well as creating breakthrough innovations in hypertension services. Research uses non-experimental qualitative methods with a case study approach, paying attention to the results of pre-eliminary studies , empirical facts and magnitude of public problems.  Application of the pentahelix collaborative governance model has proven effective in increasing coverage of SPM for hypertension. Effective regulations consist of a regent's decision letter regarding the implementation of the pentahelix collaborative governance model, determining sub-district locus and a social contract between regent and all champions pentahelix. Cooperation model, roles and technical responsibilities of hypertension services for each pentahelix component at district, sub-district, village and RT/RW regional government levels, are regulated using a conceptual framework and business process standard for governance flow and reporting flow for  implementation of pentahelix collaborative governance model . Facilitative and innovative leadership is the key to the success of  Pentahelix collaboration in providing types of hypertension services that are easily accessible to all district residents. 
ANALYSIS OF THE COMPLIANCE OF IMPLEMENTING PERFORMANCE ALLOWANCES FOR CIVIL SERVANTS AT LEMDIKLAT POLRI WITH THE PROVISIONS OF THE INDONESIAN NATIONAL POLICE CHIEF REGULATION NUMBER 7 OF 2020 Supriyadi, Rita Sahara; Giyanto, Bambang; Asropi, Asropi
Jurnal Apresiasi Ekonomi Vol 12, No 1 (2024)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v12i1.725

Abstract

The research evaluates the implementation of performance allowance policies for Civil Servants at Lemdiklat Polri (Indonesian National Police Education and Training Institute). The bureaucratic structure effectively supports policy implementation due to Standard Operating Procedures (SOP) from the central authority serving as a reference. However, inter-organizational communication faces obstacles when interacting with employees as the target group. Information about National Police Chief Regulation Number 7 of 2022 and Employee Performance Appraisal (SKP) procedures has not been adequately communicated, leading to discrepancies in performance allowances and SKPs.Insufficient human resources can impact the policy's success, especially in Lemdiklat Polri's Human Resources Department (Bag SDM Rorenmin). However, infrastructure and facilities seem adequate to support policy implementation. Policy implementers still lack a high commitment to their duties as per National Police Chief Regulation Number 7 of 2020. Delays in monthly performance allowance disbursement are common due to tardiness in attendance summaries and processing requests. This reflects that policy commands aren't fully executed by the target group, primarily due to ineffective communication influencing their behaviour. Addressing these challenges is essential to implement performance allowance policies at Lemdiklat Polri successfully.Keywords:  Compliance, Performance Allowances and National Police Chief Regulation Number 7 of 2020
STRATEGY TO ENHANCE THE COMPETENCIES OF CIVIL SERVANTS AT THE REGIONAL REVENUE AGENCY OFFICE OF BEKASI CITY Handayani*, Kuntari; Rivai, Firman Hadi; Asropi, Asropi
Jurnal Apresiasi Ekonomi Vol 12, No 2 (2024)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v12i2.780

Abstract

The Regional Revenue Agency of Bekasi City, a government body providing public services, exhibits a competency gap between the civil servants' (ASN) current skills and those required by the organization. This study aims to identify the factors causing this gap and develop strategies to enhance ASN competencies at the agency. Employing a qualitative descriptive approach, the research utilized interviews, observations, and literature review. The analysis, based on theories by Zwell and West, identified Belief, Skills, Experience, Personality Characteristics, Motivation, Emotional Issues, Intellectual Abilities, and Creativity as key competency factors. The findings indicate that the primary gaps are in Skills, Employee Characteristics, and Intellectual Abilities. In contrast, Belief, Experience, Motivation, Emotional Issues, and Creativity are strengths supporting competency improvement. Based on these insights, the study proposes a competency enhancement strategy for the Bekasi City Regional Revenue Office. This includes redesigning job competency standards, conducting competency assessments, allocating budget for competency development, implementing educational and training programs, and evaluating the effectiveness of these initiatives in improving competencies. Keywords: Competence, Human Resources, Strategy
Co-Authors A.A. Sanafiah Abraham, Irfan Achmad Danu Adani, Puteri Shabrina Aditama, Andreas Yoga Adriyanto, Arzhat Rizal Aini Timur Alfiana, Rizki Putra Anggraeni, Riani Anggraini, Dwi Isti Annisa Daniati Ardhiyan Saputra, Ardhiyan Ariestha, Bethra Arifiani Widjayanti Artha, Mutiara Carina Rizky Aryati, Ferry Tri Asifa, Asifa Asruhi, Slamet Audrey, Audrey Dhea Azzahra Azizah, Nila Syarifah Bambang Giyanto Bambang Giyanto Basseng Basseng Basseng, Basseng Beny Agus Setiadi Budiaji, Rahmad Busthomi Muhammad Catur Rahmawati Tejaningrum Dame Rohana Gustiani Panjaitan Danang Windiatmoko, Agus Danu, Achmad Dian Indriyani Dimas Prabowo, Radityo Dita Aryani, Nanda Dwi Dian Novita Dwiarto, Raden Edy Sutrisno Edy Sutrisno Edy Sutrisno Eka Rahadian, Mukti Elhamida Rezkia Amien Endah Turiasih Endang Masduki Epi Karyawati Erfanti, Marlinda Ernawati, Deasy Fahmi, Helmi Satria Fajri Maulana Fakhrurrozi, Irsan Farhan, Asna Alaili Ferda Firmansyah Fitri Indrawati Ginting, Reza Pirgianta Hamka Hamka Hamka Hamka Hamka, Hamka Handayani*, Kuntari Harsiwi, Noviana Dwi Ike Rahma Vindra Iskandar Syah Josua, Nadia Putri Juanda Sukma Koswara, Dendy Larasati, Agnes Mala Sondang Silitonga Mala Sondang Silitonga Mala Sondang Silitonga Maria Ulfa Marlinda Erfanti Muammar Yuliana Muhammad Nur Rohman Taufik Mulianto, Tomy Budi Neneng Sri Rahayu Neneng Sri Rahayu Nugraha, Yuga Kusuma Nurliah Nurdin Nurliah Nurdin Perwira, Reza Pracoyo Cipto Nugroho Pradita, Andre Rosi Prasojo, Hendris Agung Puteri Shabrina Adani Qohary, Yusuf R.N. Afsdy Saksono Rahadian, Mukti Eka Rahayu , Neneng Sri Rahayu, Neneng Sri Rajab, Ridwan Ramadhany, Oemmy Ratri Istania Ratri Istania Ridwan Rajab Ripa’i, Nicko Rivai, Firman Hadi Riyadi, Roery Ayu Mayangsari Rizky Artha, Mutiara Carina Rusdiana, Agung Rusliandy, Rusliandy Sanapiah, Abdul Azis Setyawati, Eni Silitonga, Mala Sondang Siti Suharyatun SOFIANA HERMEILITHA Sri Rahayu, Neneng Sri Wahyono Suhardjo Suhardjo Sulistyo, Fadhilah Darma Supriyadi, Rita Sahara Syahrifan Patadjenu Syahrifan Patadjenu Tanuwijaya, Frianka Taufik H. Taufik Rachman Tlonaen, Alex Willem Wahyugiono, Puji Widjaja, Imelda Widjayanti, Arifiani WIDYARTAMA, ARISKI WIRA Winda - Budiarti Yulia Nurul Aini Yuliana, Muammar Yusma Damayanti Yusuf, Rima Ranintya Zidny Taqiyya