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All Journal JURNAL MANAJEMEN MOTIVASI JURNAL MUQODDIMAH : Jurnal Ilmu Sosial, Politik dan Hummaniora JAKP (Jurnal Administrasi dan Kebijakan Publik) Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Jurnal Integrasi Kesehatan dan Sains LOSARI: Jurnal Pengabdian Kepada Masyarakat Jurnal Manajemen dan Ilmu Administrasi Publik (JMIAP) JURNAL ILMIAH GLOBAL EDUCATION Journal of Governance and Accountability Studies Jurnal Media Administrasi Terapan Jurnal Studi Pemerintahan dan Akuntabilitas Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Journal of Regional Public Administration International Journal of Economics, Business Management and Accounting Jurnal Ilmiah Pariwisata ADMIT : Jurnal Administrasi Terapan Academia Open Innovation Business Management and Accounting Journal
Teni Listiani
Politeknik STIA LAN Bandung
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Nursing Public Health Social Sciences Transportation Other

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Model Implementasi Kebijakan Pengembangan Taman Bacaan Masyarakat (TBM) di Kabupaten Purwakarta Hamdan Yuafi; Deddy Mulyadi; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 2 No. 1 (2021): Vol. 2 No. 1 Desember 2021
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v2i1.6

Abstract

The purpose of this study was to determine the implementation of policies for the development of public reading gardens in Purwakarta Regency and to identify the driving and inhibiting factors in the implementation of the community reading garden development policy. In addition, this research will also formulate a model for implementing policies for the development of reading gardens. The method used is descriptive qualitative research methods. The sample in this study is located in Purwakarta Regency. The results of this study indicate that the implementation of the TBM development policy in Purwakarta Regency has not been effective, the community has not made reading parks as a vehicle for education because of the lack of reading material collections that do not meet the information needs of the community. In addition, seen from the resource factor, the quality of human resources is not adequate. This is supported by budget constraints. The interest in primary needs makes people less concerned about literacy culture. So that in order to create regulatory harmonization with partners carried out by the Office of Archives and Libraries (Disipusda) of Purwakarta Regency, it is necessary to integrate policies for the implementation of non-formal education services through the formulation of new Regional Regulations (updating) which cover resource management including the division of roles between stakeholders.
Model Pola Karir Jabatan Struktural Tenaga Kependidikan di Institut Seni Budaya Indonesia Bandung Gian Aditya Chandra; Ely Sufianti; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 2 No. 2 (2022): Vol. 2 No. 2 Juni 2022
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v2i2.18

Abstract

This research is a Model of Educational Personnel Career Patterns at the Indonesian Art and Culture Institute Bandung. The research method used is a qualitative research method aimed at analyzing the career patterns of employees based on career management and career planning, analyzing the inhibiting factors that occur in the implementation of educational personnel career patterns and creating models that support the career pattern processes of educational personnel at ISBI Bandung so that support in the process of determining one's career position in an executive position in accordance with the competence and also support the organizational pattern. The results showed that the career pattern of employees at ISBI Bandung, both in terms of career management and career planning at ISBI Bandung, is still not optimal even though there are certain parts that have been implemented and become part of the support process for the career development of employees at ISBI Bandung. From the results of the study, two models of career patterns are offered to help the career pattern program at ISBI Bandung by the author, namely the career pattern model based on job clumps and the zig-zag career pattern model.
Model Evaluasi Pasca Pelatihan Pejabat Inti Satuan Kerja Bidang Jalan dan Jembatan di Balai Diklat Wilayah IV Kementerian PUPR Maria Iflah; Sedarmayanti Sedarmayanti; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 2 No. 2 (2022): Vol. 2 No. 2 Juni 2022
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v2i2.20

Abstract

The Ministry of Public Works and Public Housing (PUPR) of the Republic of Indonesia is the leading sector in infrastructure development. To support this, PUPR for Roads and Bridges at the Regional IV Training and Education Center held training and conducted post-training evaluations for Core Work Unit Officials (PISK). Some of the problems faced, the evaluation of the training participants was considered to be still not optimal, because they had not been able to provide information about the outcomes of the training implementation. Another problem is the change in the quality of work of the alumni of the training participants has not provided a significant improvement for the organization. This study aims to analyze how the implementation of the post-training PISK evaluation is carried out, as well as to design an evaluation model. The method used in this research is a qualitative method, to elaborate a case more deeply and comprehensively. The results of the study indicate that the implementation of the current PISK training evaluation is carried out through pre-test and post-test. Referring to the Kirkpatrick model, the stages that have been carried out in the evaluation of employees who have attended training, are only at level 1 (reaction) and level 2 (learning), while posttraining levels 3 and level 4 have not been implemented. The results of further research indicate that in the implementation of the evaluation, the implementation of the results of the implementation of the training has not been able to accurately measure the success of the implementation of the training. To improve the process of evaluating the implementation of the training, a post-training evaluation model was designed that focuses more on aspects of assessment time, assessment standards or norms, assessment instruments and assessors.
Rancangan Instrumen Penilaian Kinerja Pegawai Pelaksana Marketing di Unit Pelaksana Teknis Pengelolaan Sampah Kota Bandung Indah Ramadhani Indarwati; Nefi Aris Ambar Asmara; Teni Listiani
Jurnal Media Administrasi Terapan Vol. 3 No. 1 (2022): Vol. 3 No. 1 Desember 2022
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jmat.v3i1.29

Abstract

Performance assesment is an important process in human resource management. As with the times and changes in policy, performance assesment instruments are adjusted to the performance goals of the organization. The purpose of this study was to analyze and identify the indicators used to assess the performance of marketing implementers, to create marketing implementer instruments in accordance with organizational needs and marketing performance assesment mechanisms at UPT Pengelolaan Sampah DLHK Kota Bandung. We used qualitative method with a descriptive approach in this study. Data collection techniques were carried out through interviews with six informants accompanied by observations and literature studies to identify, select and develop performance indicators. In addition to collecting information for the preparation of indicators, it is sourced from applicable regulations, assignment and previous research. The results of the study stated that the instruments has been used so far need updating because several things are no longer relevant. The improvements provided by the new instrument including implementation time with a shorter working period (every three months), the assessment is done by superiors and fellow colleagues, using indicators based on the job descriptions, and more specific. To reduce assessment bias, training for assessment can be carried out which includes assesment in decision making to maintain neutrality and objectivity, as well as assistance from human resouce department to make decision.
TINGKAT PEMAHAMAN DAN PENERAPAN NILAI-NILAI SPIRITUAL PEGAWAI DI BALAI PENDIDIKAN DAN PELATIHAN KEAGAMAAN BANDUNG Teni Listiani; Nefi Aris Ambar Asmara; Wahyudin Wahyudin
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol. 14 No. 2 (2017): Jurnal Ilmu Administrasi
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v14i2.124

Abstract

Penelitian ini bertujuan untuk mengetahui pemahaman dan penerapan nilai-nilai spiritual pegawai di Balai Diklat Keagamaan Bandung. Penelitian dilakukan dengan metode kuantitatif, melalui penyebaran angket terhadap 80 orang responden, dan wawancara dengan lima orang informan. Teknis analisis data yang digunakan adalah analisis deskriptif berdasarkan basis data yang dikuantifisir dan dibuat dalam tabel distribusi frekuensi. Hasil penelitian menunjukan bahwa pemahaman pegawai terhadap nilai-nilai spiritual sangat baik, begitupun dalam penerapannya dalam aktivitas kerja.
MANAJEMEN KINERJA, KINERJA ORGANISASI SERTA IMPLIKASINYA TERHADAP KUALITAS PELAYANAN ORGANISASI SEKTOR PUBLIK Teni Listiani
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol. 8 No. 3 (2011): Jurnal Ilmu Administrasi
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v8i3.293

Abstract

Up to now people still regard the quality of public service has yet to be improved. Timeliness, bribery, discrimination,mhigh cost, and red tapes are among weaknesses observed in government organizations providing public service delivery. Many studies suggest the poor quality public service is due to the inadequate organization performance. This inadequate organization performance is thought to be caused by the unability on the part of organizations to manage their performance based upon the aspects of personal, leadership, teamwork, system, and condition.
PENERAPAN KONSEP “5S” DALAM UPAYA MENCIPTAKAN LINGKUNGAN KERJA YANG ERGONOMIS DI STIA LAN BANDUNG Teni Listiani
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol. 7 No. 3 (2010): Jurnal Ilmu Administrasi
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v7i3.317

Abstract

An organization could increase its employee’s productivities through various approaches. One of them is through the ergonomic approach. In this approach, it is important to harmonize the employees with their working environment so that it may create security and working satisfaction. As a result, it will contribute to increasing productivity. Security and satisfaction in the work place can be achieved through the implementation of 5S concept (Seiri, Seiton, Seiso, Seiketsu and Shitsuke). It is a simple concept. However, putting it into practice needs awareness, discipline and high commitment from every employee.
IMPLEMENTASI KEBIJAKAN TRANSPARANSI DAN AKUNTABILITAS PELAYANAN PUBLIK (STUDI DI PDAM KOTA BANDUNG) Teni Listiani
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol. 4 No. 3 (2007): Jurnal Ilmu Administrasi
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v4i3.398

Abstract

This research aims at identifying how transparent and accountable service policy is implemented at PDAM Bandung City from the perspectives of PDAM employees and its customers. The result demonstrate good responses from the PDAM employees. Meanwhile, ustomer’s responses reflect that the implementation of transparent and accountable service policy has yet to improve. To diminish the gap, it is necessary for PDAM Bandung City to set some measures to deliver its services in more transparent and accountable ways. The measures include the improvement orpersonnel’s competencies and professionalism.
HUBUNGAN KESENJANGAN ANTARA KENYATAAN DAN HARAPAN BUDAYA ORGANISASI DENGAN KINERJA PEGAWAI DI LAN PERWAKILAN JAWA BARAT JAWA BARAT Teni Listiani
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol. 4 No. 2 (2007): Jurnal Ilmu Administrasi
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v4i2.405

Abstract

This research aims at finding out the corelation between the gap of current practices and ideals of organizational culture and employees’s performance in institution National Institute of Public Administration West Java Regional Office. This study employs an explanatory survey method, which is commonly used to correlate and examine two variables. In this resarch an independent variable (X) is the gap between the current practices and ideals of organizational culture asperceived by employees, whereas a dependent variable (Y) is employees’s performance. The result of hypothesis examination shows that at the level of 0.0, there is a correlation between the gap of current practices and ideals of organizational culture and employees’s performance with the degree of correlation categorized as strong (rs = -0.643) The conclusion of this study shows that employees: a) perceive the current practices of organizational culture are oreiented towards power and role culture. b) employees expect thatorganizational culture should be oriented toward achievements and support culture. Another connclusion is that the correlation between current practices of organizational culture and employees’s performance is negative, and the correlation between ideals oforganizational culture and employees’s performance is negative as well.
PENGARUH KUAT-LEMAHNYA BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI (Suatu Kajian Terhadap Teori Budaya Organisasi Robbins) Teni Listiani,
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol. 2 No. 2 (2005): Jurnal Ilmu Administrasi
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v2i2.472

Abstract

The performance of the whole employees in an organization can be seen from theirbehavior both individually or collectively. This behavior can generally affected by theorganization characteristics reflected in its organization culture. Robin’s theory states that the level of staffs performance will be greatly affected by the strengths and, weaknesses of the organization culture. An organization with strong culture usually has similar core values agreed upon by most of the organization members. In addition, in an organization with strong culture, its employees usually has very high commitment towards the values. The stronger the culture of an organization is, the higher the commitment of the employees towards the core values will be. Thiscommitment will affect the behavior of its members reflected through theirperformance. Similarly, in an organization with weak culture, the commitment of itsmembers to its core values will be low too. Therefore its effect towards work behavior will not be significant (low performance).
Co-Authors A.A. Ketut Agung Cahyawan W Abdul Rahman Abdul Rahman Abdullah , Sait Abdullah, Sait Afandi , Muhamad Nur Afandi, Muhamad Nur Alisanjaya, Hikmat Anindita, Nadiarani Asmara, Nefi Aris Ambar Bambang S, Bambang Budi Setiawan DALIYAH, TSANIYYAH DARMANTO, DARMANTO Deddy Mulyadi Djunarto Dwi Annisa Salsadila Dwiputrianti, Septiana Edah Jubaedah Edah Jubaedah Edah Jubaedah Edah Jubaedah Eldiyana Marfury, Intan Elly Sufiyanti Ely Sufianti Endang Wirjatmi Trilestari Endarwati, Eris Erif Deyussaswati Eris Endarwati Fajaryah, Mellania Rima Gian Aditya Chandra Gusti Noorlitaria Achmad Hafid Aditya Pradesa Hamdan Yuafi Hari Nugraha Herty Ramayanti Sinaga Indah Ramadhani Indarwati Iwan Kurniawan Joni Dawud Joni Dawud Jubaedah , Edah Jubaedah, Edah Leonandri, Dino Gustaf Lestari, Resa Lidia Maasir Liswara , Cyntha Dwi Maria Iflah Maulana, Andis Milwan, Milwan Mohammad Sahid Muhamad Nur Afandi Muhamad Nur Afandi MUHAMMAD INDRA YANUAR ADITYA Muhidin, Adinda Ayu Dwi Fortuna Mulyadi, Deddy Nadiarani Anindita Nanda Ravenska Nefi Aris Ambar Asmara Nefi Aris Ambar Asmara Nita Nurliawati Nur Soffa Nurul Millah Patinim Patinim Patinim, Patinim Prastika, Yulia Rahman , Abdul Resa Lestari Riau, Dwi Putranto Ridwan Ramdhan Kosasih Rizca Fiolanda Rosady, Dony Septriana Rosy Analistin, Angelia Sait Abdullah Sedarmayanti, Sedarmayanti Supriadi Supriadi Syafira Annisa Azzahra T Gedeona, Hendrikus Trilestari, Endang W. Utama, Aditya Bima Hendra Utami, Watnaria Dian Wahyudin Wahyudin Watnaria Dian Utami Wirjatmi T.L, Endang Yulia Prastika Yunia, Santi