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Pentahelix-Based Development Strategy of Batu Sori Tourism Object in Lea-Lea Sub-district, Baubau City Fendi Satria Ramadani; Asmiddin, Asmiddin; La Didi
Jurnal Scientia Vol. 13 No. 04 (2024): Education and Sosial science, September-December 2024
Publisher : Sean Institute

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The purpose of this research is to explore the pentahelix-based Batu Sori tourist attraction development strategy in Lea-Lea District, Baubau City which includes SO (Strength - Opportunity) strategy, WO (Weakness - Opportunity) strategy, ST (Strength - Threat) strategy and WT (Weakness - Threat) strategy. And the role of pentahelix stakeholders in the development of Batu Sori tourism. The method used in this research is qualitative description. Data were collected through interviews, questionnaires, observation and documentation. The informants in this study were 10 people. The data was analysed using excel application. The results showed first that SWOT mapping, placing pentahelix-based Batu Sori tourism development in the Aggressiveness situation, namely tourism has a number of elements of strength as well as opportunities that are high enough to realise the development strategy of the pentahelix-based Batu Sori tourist attraction in Lea-Lea Kec Baubau City, so that the development strategy that must be pursued is that all strengths must be maximised by taking advantage of existing opportunities. Second, the development of a number of alternative aggressiveness strategies formulated for the development of Batu Sori tourism, including, 1) Maximising the potential of existing natural beauty and the use of social media and digital platforms, 2) Maximising opportunities to establish partnerships with private parties / entrepreneurs, 3) Batusori managers need to hold events or festivals. Furthermore, the role of penta helix stakeholders in Batu Sori tourism development in Baubau City can be optimised through the government, academics, the community, business people, and the media. The government plays an important role in planning and regulating policies that support the development of tourism infrastructure, as well as providing incentives for investors or private parties.

Employee Work Competence In Improving Organisational Performance At The Regional Secretariat Of Buton Regency La didi; Urfin, Urfin; Asmiddin, Asmiddin
Jurnal Scientia Vol. 13 No. 04 (2024): Education and Sosial science, September-December 2024
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/scientia.v13i04.2680

This research aims to describe this Research Proposal regarding Employee Work Competence in Improving Organisational Performance at the Regional Secretariat of Buton Regency. This research uses a qualitative descriptive design that collects data by means of observation, interviews with informants. The data is tabulated as needed and then the data is analysed qualitatively descriptively including data reduction, data presentation and conclusion drawing so that it can produce an understanding and is proven by data analysis techniques and the validity of the data findings. The results of this study indicate that to see employee competence in improving organisational performance at the Regional Secretariat of Buton Regency according to Spencer and Spencer in Wibowo (2016: 273) competence is formed from five indicators: (1) Motives, (2) Traits, (3) Self-Concept, (4) Knowledge, (5) Skills. Thus, the goal of achieving employee performance competence in carrying out the performance of the regional secretariat of Buton Regency will be realised. It is suggested that the performance of employees at the Regional Secretariat Office of Buton Regency can be further improved by training and courses for employees so that employees at the Regional Secretariat Office of Buton Regency can become employees who have a good level of competence and can maximise employee performance, the Buton Regency Government must pay more attention to the quality of human resources of employees at the Regional Secretariat Office of Buton Regency by providing training to employees in order to improve employee competence, improving the governance system (management) of government affairs and community services by optimising the use of information and communication technology.

Human Resource Capacity and Work Effectiveness of the Protocol and Communications Department Employees of the Buton Regency Regional Secretariat La Ode Syaiful Islamy H; Parlindungan Toruntju; La Didi
Jurnal Scientia Vol. 13 No. 04 (2024): Education and Sosial science, September-December 2024
Publisher : Sean Institute

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This study aims to explain the capacity of human resources and the effectiveness of the work of employees in the protocol and communication section of the leadership of the Buton Regency Regional Secretariat. This study uses a descriptive method with a qualitative approach. Data sources are primary data and secondary data, Data collected using interview techniques, observation and documentation. Data techniques are analyzed by preparing data and organizing data, reducing data and presenting data. The results of the study indicate that the Human Resource Capacity of employees in the Protocol and Communication Section of the Leadership of the Buton Regency Regional Secretariat is quite adequate. Employees already have good experience in carrying out their duties and responsibilities, both in preparing materials, facilitating guest services, and arranging protocol procedures. Knowledge of protocol procedures can be obtained by some employees through Bimtek and public relations and protocol training organized by both the Ministry of Home Affairs of the Republic of Indonesia and private institutions. Regarding the quality of employee work, some are adequate. This can be seen from the results of work in providing protocol services for regional leaders and protocol services for Regional Guests. Regarding the quantity of work, it shows that the workload and volume of work are very large and not balanced with the number of ASN available. So that the quantity of employee work completed is less than optimal. In the sense that all activities can be completed, but some activities are not of maximum quality. In terms of time utilization, it shows that employees are able to complete tasks and work. The ability to collaborate with all parties is one of the supporting factors so that all tasks and work can be completed properly. However, discipline in time utilization is still lacking.

Accountability of Building Permit Services in Buton Regency Rahmawati, Rahmawati; La didi; Asrul, Asrul
INFOKUM Vol. 13 No. 02 (2025): Infokum
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/infokum.v13i02.2775

This study aims to explore the accountability of building approval services at the Investment and One-Stop Integrated Service Office (DPMPTSP) of Buton Regency; procedures in building approval services, cost certainty, time standards and responsiveness. Data collection techniques are carried out through interview methods, observation, documentation, and online data search methods, data analysis techniques are carried out through data reduction, and drawing conclusions. The findings of this study indicate that the Accountability of Building Construction Permit Services in Buton Regency, as a whole, is not fully accountable, there are still several dimensions that are considered inadequate as follows: “1. The service procedure is not in accordance with the SOP contained in the standard service standards, the public still does not know much about the change in regulations from IMB to PBG, socialization has not been carried out so that the public is confused about taking care of building permits, 2. Transparent financing according to community expectations, financing is regulated in regional regulation number 6 of 2023 concerning Regional Taxes and Regional Retributions although there are still several points that are different from the previous IMB retribution, such as technical standard compliance inspection services, PBG issuance, and building inspections but are still carried out manually. 3. The time period for processing PBG regulations at the Buton Regency PUPR DPUPR is not in accordance with the applicable provisions and SOPs. During the transition period, the IMB regulation is still the patron in serving PBG permits which has an impact on the process of adapting online-based PBG licensing services, in terms of the division of the implementation of PBG licensing services involving two (2) agencies which has implications for the service process which takes a long time and is not on time”. 4. The responsiveness of the PUPR Service of Buton Regency is quite good, the PUPR service and related officers quickly respond to complaints and complaints from the public so that the public can understand the mechanism of PBG licensing regulations.

FAKTOR-FAKTOR YANG MEMPENGARUHI TINGKAT KEPATUHAN PENYELENGGARA NEGARA DALAM PELAPORAN HARTA KEKAYAAN PENYELENGGARA NEGARA (LHKPN) DI PEMERINTAH KABUPATEN BUTON SELATAN Hasmirawati Ningtyas; Syahril Ramadhan; La Didi
Journal of Innovation Research and Knowledge Vol. 5 No. 2: Juli 2025
Publisher : Bajang Institute

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Penelitian ini bertujuan untuk mengeksplorasi tingkat Kepatuhan penyelenggaraan negara di Kabupaten Buton Selatan berdasarkan Pelaporan Harta Kekayaan Penyelenggara Negara pada aplikasi e-LHKPN dan mengidentifikasi faktor-faktor yang mempengaruhi tingkat kepatuhan penyelenggara negara dalam menyampaikan Laporan Harta Kekayaan Penyelenggara Negara (LHKPN) di Kabupaten Buton Selatan. Penelitian ini menggunakan pendekatan deskriptif kualitatif dengan teknik pengumpulan data melalui wawancara, pengamatan, dan studi dokumen, yang kemudian dianalisis menggunakan teknik kualitatif deskriptif. Hasil penelitian ini menunjukan bahawa Faktor-faktor yang mempengaruhi kepatuhan Penyelenggara Negara Di Kabupaten Buton Selatan yaitu mutasi, demosi atau penurunan jabatan dan juga faktor jaringan internet yang belum merata di seluruh wilayah Kabupaten Buton Selatan, serta kurangnya pemahaman penyelenggara Negara dalam proses pengisian LHKPN; dan Kurangnya komitmen pemerintah daerah dalam menerapkan sanksi yang tegas kepada penyelenggara Negara yang tidak melaporkan LHKPN

Accountability of the Integrity Zone Program Towards a Corruption-Free Region at the Ministry of Religious Affairs Office in Baubau City Asmiddin, Asmiddin; La Didi; Emiryanti, Emiryanti
INFOKUM Vol. 13 No. 05 (2025): Infokum
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/infokum.v13i05.2958

The purpose of this study is to describe the accountability of the Integrity Zone Program towards a Corruption-Free Area (WBK) at the Baubau City Ministry of Religious Affairs Office using the approach (Halim, 16) including the implementation of the program, the suitability between targets and achievements, and the clarity of the program's goals and objectives. This research method uses a descriptive qualitative approach with data collection techniques through interviews, observation, and documentation. Data sources were obtained from informants through direct observation and interviews and documents obtained in the form of regulations and processing. Data were analyzed using the Miles and Huberman interactive model, which consists of data reduction, data presentation, and drawing conclusions and verification. The results of the study indicate that program accountability has been reflected in various positive achievements. In the outcome dimension, the WBK program encourages increased ASN discipline, consistent implementation of SOPs, and the birth of digital service innovations such as LKH Online, PTSP Digital, and the Halal Meatball Cart (GBH) program. This indicates an increase in efficiency, effectiveness, and professionalism of services. In the dimension of suitability of targets and achievements, most program indicators have been achieved, especially in terms of increasing service speed and public satisfaction. However, obstacles such as employee resistance, limited technical training, and gaps in technology utilization still hamper the optimization of overall program accountability. Meanwhile, in terms of clarity of goals and objectives, the program has a specific policy direction outlined in official documents and supported by internal socialization. However, substantive understanding of integrity values is not yet fully shared among technical implementers.

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