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All Journal Pinisi Journal of Officers Review Journal of Public Policy and Regional Government (JPPLG) Jurnal Ad'ministrare: Jurnal Pemikirian Ilmiah dan Pendidikan Administrasi Perkantoran
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Humanities Decision Sciences, Operations Research & Management Education Environmental Science Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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Management of Facilities and Infrastructure at the Office of the Regional Technical Implementation Unit for the Protection of Women and Children of East Luwu Regency Karina, Elma; Nasrullah, Muh; Isgunandar
Pinisi Journal of Officers Review Volume 2, Issue 1, May 2025
Publisher : Pendidikan Administrasi Perkantoran, UNM

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Facilities and infrastructure play an important role in an agency or organization. Office facilities and infrastructure are facilities needed to support the smooth operation of an office or an activity or activity. Facilities are direct equipment used to achieve targets or goals, while infrastructure is a facility that acts as a supporting structure for the process of achieving targets and objectives of the agency. Therefore, it is important to manage facilities and infrastructure with careful consideration. This study aims to determine the management of facilities and infrastructure at the UPTD PPA (Women and Children Protection) office of East Luwu Regency. This study uses a qualitative descriptive approach with data collection techniques through observation, interviews, and documentation. The findings show that: (1) Planning and determination of needs in the management of facilities and infrastructure has been carried out according to procedures such as identifying needs, the arrangement of budget plans and their implementation remain under monitoring. (2) The procurement budgeting for UPTD runs according to the procedure, but the implementation is not optimal due to constraints in planning revision (3) The procurement process has not fully run optimally because the process takes about 1 year. (4) The storage of office equipment has been running well, with supervision through the SIMDA application and regular checking. The distribution of office equipment, which takes about 6 months, is not fully optimal. (5) The maintenance of facilities and infrastructure at the UPTD office has been running well through routine maintenance and repairs in case of damage. (6) At the UPTD office, the deletion has not been running optimally because the office is still newly formed, and the temporary deletion team is also not official. (7) Control and Inventory are quite good with the SIMDA – BMD system, but it still has weaknesses in physical supervision due to the absence of CCTV. In general, the management of facilities and infrastructure at UPTD PPA has been running quite well although it still requires increased coordination and optimization. 
Public Employee Discipline Wahid, Muhammad; Saleh, Sirajuddin; Isgunandar
Journal of Public Policy and Local Government (JPPLG) Volume 1, Issue 1, March 2024
Publisher : ASHA Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70188/st6m2940

Abstract

The achievement of the goals, vision and mission of an agency or institution cannot be realized without the role and cooperation of parties in it. This research aims to analyze and document Employee Discipline in the office of the Food Security Office of South Sulawesi Province. This research is a qualitative research with data collection techniques using observation, interview and documentation methods with informant subjects, one of the leaders and four people who are also staff at the Office of the Food Security Office of South Sulawesi Province. The results of this research show that employee discipline at the Office of the Food Security Office of South Sulawesi Province is still lacking. This can be seen from the indicators of discipline, namely presence, responsibility, attitude, and norms. Where employees are present less in accordance with established regulations and observations proven through attendance list recaps, the implementation of responsibilities that are included in the category of very good, very good attitudes, and compliance with regulations that are still not good. The results of this research are still not as expected based on discipline indicators. This study presents new information by linking detailed theories and research loci different from previous research on employee discipline so that it can be used as evaluation material for research loci to improve employee discipline
Effectiveness of Interpersonal Communication of Employees in the Department of Communication, Informatics, Statistics and Coding of Gowa District Said, Nurannisa Yahya; Sirajuddin Saleh; Isgunandar
Jurnal Ad'ministrare: Jurnal Pemikirian Ilmiah dan Pendidikan Administrasi Perkantoran Volume 12, Issue 2, 2025
Publisher : Pendidikan Administrasi Perkantoran, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71309/administrare.v12i2.9610

Abstract

The effectiveness of employee interpersonal communication is the ability of employees to communicate in a way that can improve understanding and avoid misunderstandings. This study aims to determine employee interpersonal communication and identify supporting and inhibiting factors in employee interpersonal communication at the Gowa Regency Communication, Informatics, Statistics, and Cryptography Service. This research approach is a qualitative research approach and a descriptive type of research. Data collection techniques used in this study were observation, interviews, and documentation methods. The data analysis techniques used were data reduction, data presentation, conclusions, and verification techniques. The results of this study indicate that all indicators used in the study of employee interpersonal communication effectiveness at the Gowa Regency Communication, Informatics, Statistics, and Cryptography Service are classified as effective. This is evidenced by the trust indicator being classified as effective because the relationship between employees in an office is based on mutual trust and shared perceptions among other employees. The honesty indicator is classified as effective because employees demonstrate honest attitudes and behaviors by providing true and accurate information to coworkers. The supportive attitude indicator is classified as effective because there is a caring attitude for all parties that can be felt by providing motivation. The open attitude indicator is classified as effective because the delivery of information is conveyed clearly and states the actual situation openly. This study presents new information by linking detailed theories and different research loci from previous studies regarding the effectiveness of employee interpersonal communication so that it can be used as evaluation material for research loci to improve the quality of employee interpersonal communication.
Co-Authors Karina, Elma Muh Nasrullah, Muh Said, Nurannisa Yahya Sirajuddin Saleh Wahid, Muhammad