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Analysis of Budget Flexibility for the Program of Improving Competence and Professionalism of Madrasah Teachers at the Ministry of Religious Affairs Regional Office for DKI Jakarta Province Dian Retno Kencono; Nurliah Nurdin; R Luki Kurnia
Indonesian Journal of Islamic Literature and Muslim Society Vol. 7 No. 2 (2022): December 2022
Publisher : IAIN Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22515/islimus.v7i2.7667

Refocusing strategy has become one of the fiscal policies adopted by the government when the COVID-19 pandemic hit Indonesia. This strategy involves reallocating the budget from personnel, goods, and capital expenditures to fund the National Economic Recovery Program. However, the implementation of this policy, without adequate preparation, can have performance implications. This research addresses the challenges related to the dynamic and adaptive state budget during a crisis. The method used is a case study based on facts, which is then analyzed using the theory of Budgeting Flexibility, considering three inseparable aspects in achieving budget flexibility: agreement on purposes, mutual commitment between parties, and creating agile organizations. Therefore, Refocusing does not compromise the performance of executing tasks and functions in supporting the implementation of programs aimed at improving the professionalism of teachers in Madrasah education. This research will serve as the basis for policymakers in budget implementation across all levels in the Ministry of Religious Affairs Regional Office for DKI Jakarta Province.

ANALYSIS OF FACTORS INFLUENCING THE SUSTAINABILITY OF SMART CITIES: A CASE STUDY IN BINJAI CITY Juanda Sukma; Nurliah Nurdin; Asropi Asropi
DIA: Jurnal Administrasi Publik Vol 22 No 01 (2024): PUBLIC ADMINISTRATION
Publisher : Program Studi Doktor Ilmu Administrasi, FISIP, Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/dia.v22i01.8932

The concept of a smart city is not only implemented in developed countries but is also being adopted in developing nations. It is not limited to large cities, as even smaller cities are starting to embrace it, including Binjai City in North Sumatra Province. However, not all smart city innovations implemented in Binjai City have been successful, and some applications are found to be unsustainable. This research aims to analyze the factors influencing the sustainability of smart city innovations in Binjai City, which was chosen as the first city in North Sumatra to implement the smart city concept in its medium-term development agenda. The research method used in this study is a mixed-method sequential exploratory approach, combining qualitative methods to formulate hypotheses and quantitative methods to analyze them. The qualitative informants consist of policymakers in Binjai City, while the quantitative respondents are civil servants involved in smart city innovations. The findings reveal three factors—political support, resources, and institutions—that have a positive and significant impact on innovation sustainability. In contrast, the other two hypotheses, community participation, and effects/impacts, are rejected as they show a negative and insignificant influence on innovation sustainability. The research results are expected to provide policy recommendations for local governments, especially in small cities with various limitations that are currently implementing smart city initiatives.

Open Public Information in Finance Operational Management PT Kereta Api Indonesia Abid Setiawan; Arifiani Widjayanti; Nurliah Nurdin
International Journal of Economics Development Research (IJEDR) Vol. 4 No. 5 (2023): 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.v5i2.4751

The purpose of this research is to analyze why information disclosure in the financial operational management of PT Kereta Api Indonesia has not been optimal, and to develop strategies in the framework of public information disclosure in the operational management of PT Kereta Api Indonesia. In this research the author chose to use a qualitative descriptive method. The results showed that the fundamental problem faced by public bodies lies in their inability to determine the types of information that can be categorized as public information and which information is exempt. The presence of the Law on Public Information Disclosure is important, especially to encourage public participation, which is an important element of the creation of good governance. Public participation is very important in encouraging the smooth running of public activities, the presence of the Public Information Disclosure Act is a driving force for the development of the principles of transparency and public accountability in every implementation of its duties and functions. Administrative order and work culture will increase, so that the potential for KKN practices will be eradicated. It is the duty of every public body to make it easier for the public to access public information. The accuracy of determining which information is public and which information is exempt and which public information must be provided at any time, periodically and at any time is the key to success for public bodies to implement effective Public Information Disclosure. This success in general has been made in a regulation as a legal basis for every public body to implement Public Information Disclosure, the presence of Information Management and Documentation Officers as coordinator of public information management and services, provides a lot of convenience for the community to obtain public information. The next cohesion is characterized by the diversification of the use of communication media, including online media, which can be used as an interaction between information requesters and public bodies.

Development of Career Patterns of Civil Servants in the Human Resources Staff Unit of the National Police Syaifuddin Syaifuddin; Nurliah Nurdin; Mala Sondang Silitonga
Jurnal Ad'ministrare Volume 10, Issue 1, January-June 2023
Publisher : Pendidikan Administrasi Perkantoran, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26858/ja.v10i1.45416

The existence of civil servants in the National Police institution is something unique and distinctive because in the National Police organization, the position of civil servants is in one organization with the National Police in all units of the National Police in charge of carrying out administrative activities and tasks that require special expertise to support the activities of the National Police. For civil servants of the National Police, personnel regulations apply to the National Police and personnel regulations regulated by BKN. The purpose of this study is to analyze the causes of the lack of optimal implementation of career patterns for civil servants in the Human Resources Staff (SSDM) of the National Police and provide a description related to career pattern models that are more professional and appropriate for civil servants in SSDM Polri which can be used as a career pattern model for National Police Civil Servants. This research uses a mix method approach, quantitative data collection which is then deepened qualitatively through interviews, observations and collection of supporting documents. The result is that the career pattern of civil servants in the Human Resources Staff Work Unit is constrained by human resource management governance in the aspects of planning, organizing, procuring and directing, developing and integrating. A more provective career pattern model obtained from the results of discussion and analysis in this study is the placement of civil servants in predetermined functional and structural positions, the implementation of internships for employees who newly recruited, implementation of performance evaluation for promotion followed by attending education and training in accordance with the field of work, providing space and opportunities to actualize themselves to the duties and responsibilities that given in order to be promoted to the top posotion intended for civil servant after attending a series of education and training for competency development.

Development of Career Patterns of Civil Servants in the Human Resources Staff Unit of the National Police Syaifuddin Syaifuddin; Nurliah Nurdin; Mala Sondang Silitonga
Jurnal Ad'ministrare Volume 10, Issue 1, January-June 2023
Publisher : Pendidikan Administrasi Perkantoran, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26858/ja.v10i1.45416

The existence of civil servants in the National Police institution is something unique and distinctive because in the National Police organization, the position of civil servants is in one organization with the National Police in all units of the National Police in charge of carrying out administrative activities and tasks that require special expertise to support the activities of the National Police. For civil servants of the National Police, personnel regulations apply to the National Police and personnel regulations regulated by BKN. The purpose of this study is to analyze the causes of the lack of optimal implementation of career patterns for civil servants in the Human Resources Staff (SSDM) of the National Police and provide a description related to career pattern models that are more professional and appropriate for civil servants in SSDM Polri which can be used as a career pattern model for National Police Civil Servants. This research uses a mix method approach, quantitative data collection which is then deepened qualitatively through interviews, observations and collection of supporting documents. The result is that the career pattern of civil servants in the Human Resources Staff Work Unit is constrained by human resource management governance in the aspects of planning, organizing, procuring and directing, developing and integrating. A more provective career pattern model obtained from the results of discussion and analysis in this study is the placement of civil servants in predetermined functional and structural positions, the implementation of internships for employees who newly recruited, implementation of performance evaluation for promotion followed by attending education and training in accordance with the field of work, providing space and opportunities to actualize themselves to the duties and responsibilities that given in order to be promoted to the top posotion intended for civil servant after attending a series of education and training for competency development.

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