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All Journal GEMA EKONOMI JURNAL ILMIAH GEMA PERENCANA
Hartawan, Lalu Kiagus
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Religion Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

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Kebijakan Pengembangan Bimbingan Perkawinan Pra Nikah Berbasis Hybrid Learning Hartawan, Lalu Kiagus
JURNAL ILMIAH GEMA PERENCANA Vol 3 No 2 (2024): Jurnal Ilmiah Gema Perencana
Publisher : POKJANAS Bekerja Sama Biro Perencanaan dan Penganggaran, Sekretariat Jenderal Kementerian Agama RI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61860/jigp.v3i2.112

Abstract

This article reviews premarital marriage guidance for prospective brides and grooms as one of the government's priority programs that provide knowledge and skills for married couples to build harmonious and prosperous households that do not run effectively and efficiently between the output and outcome produced and those intended to be achieved in the implementation of premarital marriage guidance at the Ministry of Religion of West Nusa Tenggara Province based on hybrid learning, due to factors such as the quality of human resources, premarital marriage guidance materials, and limited access to technological devices and the internet. In this regard, in analyzing this problem, the author uses a qualitative approach method. The results of the analysis are: First, the quality of guidance requires a different approach, because the literacy skills of the participants in the guidance vary, and most still have difficulty understanding and following the marriage guidance material provided. Second, the level of public trust, especially in traditional communities that still believe in local wisdom patrons, who find it difficult to apply knowledge according to the marriage guidance material they obtain into their married lives. Third, not all prospective couples have adequate access to technological devices and the internet to follow the hybrid learning method, especially in remote areas or with limited digital infrastructure. The conclusion is that pre-marital marriage guidance for prospective brides and grooms needs to be developed to minimize the occurrence of divorce and build a harmonious family.
Analisis Konsep Peningkatan Performance Perencana Melalui Pengelolaan Kinerja Pegawai Pada Kementerian Agama Hartawan, Lalu Kiagus
GEMA EKONOMI Vol 12 No 1 (2023): GEMA EKONOMI
Publisher : Fakultas Ekonomi Universitas Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927

Abstract

Planners are one of the State Civil Apparatuses who spearhead the progress of an institution because it relates to the main tasks and functions of development planning. In this regard, ASN performance management is regulated using the Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia Number 6 of 2022 concerning Management of the Performance of State Civil Apparatus Employees, but the implementation of these rules will cause obstacles both personal ASN planners and institutional constraints in fulfilling work unit targets. The purpose of this writing is to analyze and formulate the performance management of the ASN of the Ministry of Religion in accordance with the characteristics of employees so that they can meet the targets set in the work plan. This analysis was carried out using a qualitative approach, with descriptive data analysis. The results of the analysis for solving the problem are as follows. 1) Implementation of performance management rules not only requires increasing the competence of subordinates but also improving the function of leaders in terms of organizational communication. 2) Leaders must be able to take a personal approach appropriately according to the characteristics of employees. 3) The development of two-way communication in the performance dialogue. 4) All performance dialogs made must meet the SMART elements. 5) To avoid the subjectivity of the leader's assessment, the planner needs to make a DUPAK report. 6) There is an additional budget for performance guidance or performance counseling. Conclusion: performance management is the task and collaboration of all elements of employees in the institution.
Analisis Konsep Peningkatan Performance Perencana Melalui Pengelolaan Kinerja Pegawai Pada Kementerian Agama Hartawan, Lalu Kiagus
GEMA EKONOMI Vol 12 No 1 (2023): GEMA EKONOMI
Publisher : Fakultas Ekonomi Universitas Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927

Abstract

Planners are one of the State Civil Apparatuses who spearhead the progress of an institution because it relates to the main tasks and functions of development planning. In this regard, ASN performance management is regulated using the Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia Number 6 of 2022 concerning Management of the Performance of State Civil Apparatus Employees, but the implementation of these rules will cause obstacles both personal ASN planners and institutional constraints in fulfilling work unit targets. The purpose of this writing is to analyze and formulate the performance management of the ASN of the Ministry of Religion in accordance with the characteristics of employees so that they can meet the targets set in the work plan. This analysis was carried out using a qualitative approach, with descriptive data analysis. The results of the analysis for solving the problem are as follows. 1) Implementation of performance management rules not only requires increasing the competence of subordinates but also improving the function of leaders in terms of organizational communication. 2) Leaders must be able to take a personal approach appropriately according to the characteristics of employees. 3) The development of two-way communication in the performance dialogue. 4) All performance dialogs made must meet the SMART elements. 5) To avoid the subjectivity of the leader's assessment, the planner needs to make a DUPAK report. 6) There is an additional budget for performance guidance or performance counseling. Conclusion: performance management is the task and collaboration of all elements of employees in the institution.
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