Search

This study aims at answering the questions how the work engagement of employees is in each department, what strategy is employed to improve employee performance and what type of leadership is expected by the staff. This study employed a case study approach of a qualitative research design. In this study a semi- structured interview is used to understand how participants experienced the phenomenon. The results of this study prove that work engagement will not be owned by every employee if it is not led by a transformational leader who can provide motivation and guidance to his subordinates and make the work atmosphere comfortable, so that his subordinates will feel they have a sense of belonging, towards the organization. This research also proves that transformational leaders always trust their staff and encourage them to be creative and innovative. Thus the performance of employees will increase and the organization will be more advanced with its human resource assets. This study provides insight into a view to improve the employee performance through work engagement and the role of transformational leadership and offers recommendations for future research. [ABSTRACT FROM AUTHOR]

The aim of this research is to describe, interpret and analyze the performance of Civil Servants (PNS) in the Administration Sub-Section for Leadership and Expert Staff of the General Bureau of the Regional Secretariat of North Sulawesi Province seen from the aspects of Employee Performance Targets (SKP), Discipline and the application of Civil Service principles State (ASN) "BerAKHLAK" (Service Oriented, Responsible, Competent, Harmonious, Loyal, Adaptive and Collaborative). The research method applied is a descriptive qualitative approach using observation, interview and document analysis techniques. The research results revealed a performance gap among civil servants, where some succeeded in achieving satisfactory results while others did not meet expectations. Factors such as effective training, motivation, conducive work environment, and reward and punishment systems were identified as important determinants in achieving optimal performance. The obstacles faced involve the quality and quantity of Human Resources (HR), with uncertainty that all civil servant members can contribute collectively. Therefore, a more thorough and objective performance measurement approach is needed. This research suggests an increase in the implementation of intensive training, improvements in the motivation system through structured rewards, evaluation of work environment conditions, as well as collaborative efforts with external parties to enrich technological understanding and skills. [ABSTRACT FROM AUTHOR]

This research aims to analyze the strategy of the Leadership Protocol and Communication Section (Prokopim) at the Manado City Regional Secretariat in improving employee performance. The research method used is a qualitative method. The focus of the research is strategies for improving employee performance using SWOT (Strength, Weakness, Opportunities, Threats) analysis. The research results show that the strategy of the Leadership Protocol and Communication Section of the Manado City Regional Secretariat in improving employee performance based on the SWOT analysis method (IFAS, EFAS and SWOT analysis quadrants is "Aggressive (Growth Oriented Strategy)" meaning the Leadership Protocol and Communication Section of the Manado City Regional Secretariat has internal strengths and opportunities, so that its strengths and opportunities can be an advantage for the Leadership Protocol and Communication Section of the Manado City Regional Secretariat in improving employee performance. There are 5 (five) strategic recommendations that can be implemented, namely 1) Aggressive in meeting human resource and facility needs and budget; 2) Aggressive in coordinating to increase supervision; 3) Aggressive in increasing employee motivation; 4) Aggressive in providing sanctions for efforts to improve work discipline; 5) Aggressive in carrying out human resource development. [ABSTRACT FROM AUTHOR]

The aim to be achieved in this research is to find out, analyze and describe the Financial Management Accountability of Public Service Agencies (BLU) at the Faculty of Social Sciences and Law (FISH) Universitas Negeri Manado (Unima). The research method uses a qualitative descriptive approach. Informants were determined using perposive sampling. Data were analyzed descriptively qualitatively. Data collection techniques use observation, interviews and documentation. The data analysis techniques that will be used in this research consist of data reduction, data presentation, and drawing conclusions. The results of the research show that the process of preparing planning documents up to Budget Planning looks good, but in the future the coordination of the preparation of activities between Departments, study programs, Faculties and Universities, can still be improved. Meanwhile, in budget implementation, efforts are still needed to reduce or simultaneously eliminate obstacles in the submission of Accountability Letters (SPJ) from departments and study programs, so that they do not hinder the implementation of other activities due to negligence in SPJ matters. In Budget Accountability, the role of Faculty leaders is still needed in monitoring the preparation of activity reports and the placement of human resources who have competence in preparing reports. This needs attention because negligence in financial management accountability has legal consequences. [ABSTRACT FROM AUTHOR]

The quality of financial statements is said to be good if in the report the information presented can be understood and meet the needs of its users in decision making, does not provide a distorted understanding, and also material errors, but presents reliable financial statements, so that from previous periods the financial statements can be compared clearly and accurately. The purpose of this study is to examine the influence of variables in the use of information technology, human resources and internal control systems on the quality of regional financial statements. The population in this study was 9,494 government devices located in 33 Regional Apparatur Organizations of Bangkalan Regency. The sampling technique uses purposive sampling technique, so that a sample of 99 respondents is obtained, which will be given a questionnaire to be filled out. The data analysis technique uses multiple linear regreation analysis. The results of this study prove that partially the use of information technology and internal control systems has a significant effect on the quality of regional financial statements. Meanwhile, human resources do not affect the quality of regional financial statements. The results of simultaneous analysis show that the use of information technology, human resources and internal control systems has a significant effect on the quality of regional financial statements. [ABSTRACT FROM AUTHOR]

The Merauke Catholic Education and Schooling Foundation is a legal institution that oversees Catholic schools in the ecclesiastical territory of the Merauke Archdiocese. YPPK Merauke manage and provide education in the Merauke District, Boven Digoel District, and Mappi District. YPPK Merauke as a private institution is also responsible for the development of young human resources through education. This study aims to describe the role of YPPK Merauke in improving the quality of its schools in South Papua Province, from the perspective of the foundation's leadership. This type of research is descriptive qualitative research. Research was conducted at Catholic Education and Schooling Foundations in Merauke during December 2022 to April 2023. The research subjects were 5 informants. data analysis techniques were used which were guided by the Milles and Hubberman method. The research results show that YPPK Merauke has actively contributed to improving the quality of its schools through 6 aspects, namely organizational management, human resources, finance, infrastructure, school management, and partnership management. In conclusion YPPK Merauke plays an important role in improving the quality of schools in South Papua. [ABSTRACT FROM AUTHOR]

This study aims to explain the process of preparing the RPJMD in Minahasa Regency for the 2018-2023 period. In this study using a qualitative approach. The following research results are: 1) Preparation Cycle, the preparation of development plans is always based on the preparation and planning script and the planning cycle of development preparation provides convenience for Bappeltbangda, 2) Musrenbang activities, joint deliberation process After the initial draft of the RPJMD is refined and the draft of the PD Strategic Plan has been verified, then both are combined and become the draft of the RPJMD, 3) Planning and development, implementation of initial planning It has been systematically and the mechanism is based on the script system, there are inhibiting factors, namely discipline in SKPD data in evaluating their performance outcomes and outputs, lack of discipline and limited human resources. [ABSTRACT FROM AUTHOR]

The study's objective is to examine the effects of green intellectual capital on Tobin's Q in relation to firm value calculations. The study took place during the period from 2019 to 2022. It focused on companies in Energy, Transportation and Logistics, and Industry listed on the Indonesia Stock Exchange's main board. Secondary information from corporate financial statements and sustainability reports or annual reports are used in this research. A purposive sampling method was used for sample selection to obtain 183 observations and the test using multiple regression analysis. The study result shows that green human capital, green structural capital, and green relational capital do not influence firm value simultaneously. Companies must fully manage their intellectual capital with maximum attention to the environment to influence firm value. [ABSTRACT FROM AUTHOR]

Ethics are the basis for achieving individual, group and societal happiness. This research paper studies the role of Islamic work ethics as a mediating variable in the relationship between human capital and public services performance in the public sector of Bahrain. The scarcity of previous studies in the field of Islamic work ethics as a mediating variable in the relationship between human capital and public services performance is the motivating factor of this study. A total of 640 questionnaires were distributed to the citizens in the four governorates of Bahrain, i.e., Southern, Muharraq, Northern and the Capital, using the systematic random sampling method, A five point Likert scale was used to measure all variables. A total of 384 questionnaires were returned of which 368 were usable questionnaires. The findings of this research paper show a significant and positive relationship between human capital and public services performance. Islamic work ethics, as the mediating variable, has a highly positive effect on the relationship between human capital and public services performance. [ABSTRACT FROM AUTHOR]

This article examines what factors lead to the institutional dynamics of sub-district in Indonesia. Institutional dynamics are changes due to interaction patterns, values, culture, and people's tastes. In this study, we look at the institutional dynamics of sub-district from two primary causal factors: endogenous and exogenous. The findings conclude that endogenous factors consist of the sub-district human resources, budget, and creativity/innovation of the sub-district head. In comparison, exogenous factors consist of national policies related to sub-districts; the role of the sub-district supervisor; regent/mayor commitment; public perception; information technology; and area characteristics (rural and urban). Based on these institutional dynamics, it is necessary to reposition sub-district institutions by developing sub-district institutional models for rural areas, urban areas, and a hybrid of both. [ABSTRACT FROM AUTHOR]

In neo-classical studies, we often speak of the concept of human capital. It is considered as a full-fledged component in the economic growth equation and is a barometer of the governance of countries vis-à-vis this component. As such, it has been the subject of much theoretical and empirical research. However, several approaches have been used to measure the territorial human capital stock in a country at a given time, which often biases the results obtained. Typically, we see measures that neglect the health dimension. In this essay, we have established a composite and synthetic indicator of macro-economic measures of territorial human capital integrating not only the educational dimension but also the health dimension in two groups of countries, in this case the Southern and Eastern Mediterranean Countries and the Emerging Asian Countries. [ABSTRACT FROM AUTHOR]

This paper examines the contribution of the consumption share to GDP from 1970 to 2019 to assess how income groups contributed to the share's stability, as well as the factors influencing its path and policy implications. Because the dependent variable is expressed in percentages and is not normally distributed, the Beta regression finite mixed model is the best tool for detecting latent income groups. We used Robust standard error to ensure the stability of the consumption share (i.e. the average propensity to consume APC). The analytical tool predicts the discovery of three previously unknown income groups. The following three latent groups were identified by the group means following the analysis: 0.82, 0.87, and 0.90 represent low-, medium-, and high-income groups, respectively, with probabilities of 0.27, 0.47, and 0.26 for their share contribution. The explanatory variables include employment, human capital (hc), total factor productivity at constant national prices (rtfpna), and the share of labor compensation in GDP. Each estimated parameter has a high significance and the expected sign. The policy implication is that the consumption share should be reduced in favor of the saving share by increasing employment opportunities and total factor productivity because it is relatively high. Furthermore, fighting inflation increases consumption while increasing spending on health care, education, and training stimulates economic growth by increasing the percentage saving ratio but at different levels. [ABSTRACT FROM AUTHOR]

As a public service company, PT ASDP Indonesia Ferry (Persero) needs to improve the quality of human resources and service quality in order to maintain customer satisfaction. The type of study used is descriptive with a qualitative approach. This research was conducted to determine the role of the training and development program carried out by PT ASDP Indonesia Ferry (Persero) as an effort to improve the quality of service to the community. This study was design to show whether efforts to improve PT ASDP Indonesia Ferry (Persero)'s service quality are able to compete with their competitors. [ABSTRACT FROM AUTHOR]

Education in Indonesia has not been as expected, because educational institutions have not been able to produce quality Human Resources (HR). Even national education is considered to have failed to build national character. This is evident from the low value of the results of education quality report cards. This study aims to explain 1) How is the performance of certified teachers in carrying out the learning process at SMK Negeri 1 Bitung? 2) What factors hinder the low performance of certified teachers at SMK Negeri 1 Bitung? 3) How are the efforts made by the principal to overcome the obstacles to the performance of certified teachers. The method used in this research is a qualitative research method. The research was conducted at SMK Negeri 1 Bitung. Data collection techniques are observation, interviews and documentation studies. The data analysis technique used is data reduction, compiling in units, and interpreting and drawing conclusions. the results of the study are 1) The performance of certified teachers is still low both in discipline, namely being late, going home early, being lazy to go to class and in teaching skills and making learning tools; 2) Factors that inhibit the low performance of certified teachers, namely: Low ability (knowledge) and skills, Lack of motivation from superiors, Lack of control or supervision by the principal of various teacher activities in school, Lack of courage of the principal in taking strict action against teachers who break the rules, lack of training in making learning tools and do not master information technology; 3) Efforts made by the principal towards the expected performance of certified teachers are firm in reprimanding and giving sanctions to certified teachers who are lazy to teach if they do not heed if necessary their status as a teaching profession is removed, hold training in making learning tools and must master information technology and carry out continuous evaluations. [ABSTRACT FROM AUTHOR]

Giving the increased awareness of the importance of human intellectual capital for institutions of higher education in particular and national development in general, organizational and labor theorists and intellectuals have paid great attention to the standards and foundations to be followed in order to attract and select the most efficient and worthy human resource for positions commensurate with their abilities, qualifications, and competencies. This attention is noticeable at the constitutional and legal levels. Algeria is one of the countries whose constitution states that public service is a right of all citizens to be exercised in accordance with the principles of justice and equality. This has been reflected in all the legal and regulatory provisions relating to public employment, particularly in Algeria's higher education and scientific research sector. These provisions have ensured this right while prioritizing qualified human resources, which constitute an implicit case of the recruitment process's role in selecting the most efficient, effective, and worthy human capital (faculty members) at the level of higher education institutions. [ABSTRACT FROM AUTHOR]

This paper examines the impact that HR recruitment and selection policies and procedures have on organisational performance at the Ghana-India Kofi Annan Centre of Excellence in ICT (AITI-KACE). Drawing from a sample of 39 respondents, the study used the sequential explanatory mixed method design. Quantitative data and analysis were obtained using questionnaires. Qualitative data and analysis were obtained through interviews and focus group discussions. Results from the study revealed that AITI-KACE has a policy on recruitment and selection, which the organisation mostly adheres to. The sources of recruitment and selection were both internal and external. The results also revealed a significant link between recruitment and selection practices on organisational performance. The outcome of the study further showed that there was no significant link between recruitment and selection practices and the employment of competent staff. Political and socio-economic elements are primary influences on the selection of candidates. The study proposed that all prospective workers should be handled equally throughout the recruitment and selection processes. The study further recommended that formal guidelines and procedures on the recruitment and selection processes are appropriately adhered to, to guarantee that the best and most deserving workers are engaged. [ABSTRACT FROM AUTHOR]

Education is an important factor in developing human resources as development actors take advantage of the potential of natural, social, and economic resources in rural areas in the form of green schools. The purpose of this research is to design a model of green-school education as community development in rural areas. The research used Participatory Learning and Action (PLA) with direct observation, analysis of documentation, open interviews, and Focus Group Discussions (FGD). Determination of research locations at the "Green Kids" School educational institutions in Sokaraja and the Baturaden Green School of Banyumas Regency, Central Java of Indonesia. Research informants were determined by purposive sampling consisting of foundation administrators, teachers or teachers and students, educational leaders, educational activists or activists, experts, and educational practitioners. The research analysis uses verification analysis and data triangulation to reduce, classify and design models. The results (1) Education can be designed with a curriculum based on the natural, social and cultural potential of the community in the form of a green school institution. (2) Green-School is very important in utilizing, preserving, and developing the potential of natural resources such as agriculture, animal husbandry, fisheries, plantations, and forestry which are the uniqueness and advantages of rural communities. [ABSTRACT FROM AUTHOR]

People are a valuable resource, "the most valuable asset" (Maican, 2001), for any type of organization, regardless of the field of activity. The new philosophy of organisations places particular value on the role of human resources because: human resources are the organisation; people are a common resource and a key resource, a vital resource, today and tomorrow, of all organisations, which ensures their survival, development, and competitive success. A school organization that teaches is open and able to profit in a continuous self-renewal, through improvement, improvement that occurs through a continuous process of quality improvement, which increases the efficiency of the organization. Performance, in a school organization, depends largely on the quality of human resources. Lifelong learning is required both as a necessity and as a solution to the changes taking place in various areas of the life of the individual and society. The multiplication of the training needs of adults in general, of teachers in particular, is generated by a series of internal and external pressures. The purpose of this approach is to identify, synthesize, complete, explain the process of professionalization of human resources -- increasing school performance within the organization, as a result of their improvement, in the context of permanent changes. Through the theoretical and methodological approach, we aimed to make a useful and relevant contribution to the existing practice, considering the investigative approach as representing the beginning of a process and not its end. From a theoretical point of view, we have followed the scientific substantiation of the human resources management, at the level of the school organization through the systematization and outlining of the epistemological, theoretical and methodological premises from the specialized literature; and from an investigative point of view, we carried out empirical research through which we wanted to contribute to the development of a reference framework in this field. [ABSTRACT FROM AUTHOR]

This study aims to determine the Quality of Public Service Testing of motorized vehicles at the Tomohon Transportation Department. The research method used is qualitative research. Then the data collection techniques are observation, interviews, and documentation with data analysis techniques through data reduction, data presentation, and verification conclusions. This study indicates that the Public Service of Vehicle testing at the Tomohon Transportation Department is not of optimal quality. It is evidenced by the finding problems related to planning, where there is no socialization for program planning. There are processes, mechanisms, and procedures for vehicle testing services. So people do not know about it. They are then related to the instrument where the community does not understand how the mechanism is carried out when testing motorized vehicles. It is also found that the testing service unit when serving the community to complete a task, does not match the predetermined time results in file accumulation. So the community made it to wait, even work. Therefore, the implementing/testing officer or staff should charge the community. It is proven how apathetic the community is and the lack of enthusiasm for the Department of Transportation--providing education to the Public to test their motorized vehicles. The results and targets in the 2021 figures for testing only amount to 337 cars out of 2,333 vehicles. Then it was found that the public response regarding the vehicle testing service was negative, with several things that were felt by the community regarding the services provided. The Department of Transportation was still lacking in Human Resources, which resulted in delays in service and convoluted services. Therefore, it is simplified, but too many stages passed. Furthermore, the services provided by employees to the community are not good services that are not humane and do not communicate well. Problems were also related to infrastructure that was no longer suitable for use.. [ABSTRACT FROM AUTHOR]

The development of Special Economic Zones (SEZs) is a way for many countries to increase their economic growth and competitiveness. Indonesia has been one of the countries that has developed the SEZ model since 2009, although long before the economic zone model in other forms had been implemented. SEZ's main activities currently cover the processing and tourism industries. However, the development of SEZs in Indonesia has not been entirely able to become a driving force for the economy to increase economic growth and regional and national competitiveness. This study aims to identify the determinants and design strategies that can improve the competitiveness of SEZs in Indonesia. The qualitative multiple-case study method was applied to answer the research problem. Focus Group Discussions, Group Interviews, in-depth interviews, and document studies were carried out to obtain data, then processed by compiling them into open coding, axial coding, and selective coding, and then identification, looking at the patterns formed and interpretation of the existing data using techniques cross-case synthesis analysis. There are six determinant factors in research findings: innovation, collaboration, human resources, governance, location, and incentives. Furthermore, these six factors become the basis for designing strategies to improve the competitiveness of SEZs in Indonesia. [ABSTRACT FROM AUTHOR]

Excellent public service is a skill and obligation that must be given by every government apparatus to the community and also to stakeholders. The existence of a paradigm shift in government agencies that is fundamental in various fields of human life is a challenge for public administration, in line with the increasing need for efficient and responsive public services where the government becomes the focus of the community on administrative matters that are obligatory as civil servants so that services to the community are expected to be provided in a timely manner. However, until now, there are still many complaints from the community regarding the poor service provided by officials in the government agencies. This research is intended to answer the questions what aspects of services are complained about by the public and how efforts are being made so that service excellence can be applied in a government agency. This is a qualitative research with a case study approach. Data collection was carried out by semistructured interviews with 6 community representatives with the aim of finding out whether the staff in the agency had carried out their duties to serve the community in accordance with policies and regulations in excellent service. In this study, the researcher also interviewed 2 staff with the aim of knowing whether excellent service is a priority in serving the community. This study proves that there are important aspects that must be improved in the public service, namely human resources and tangibles. [ABSTRACT FROM AUTHOR]

Over the years the function of HR has transformed in an attempt to respond and align to changes and demands of the business environment. The purpose of this article was to explore the role of HR transformation in strategy enactment in the Electricity Company of Eswatini. To help HR personnel in Eswatini to gain and understanding in strategy enactment planning and strategic business operations since the changes in HR not only have implications for business operations, but also implicate the businesses that are positioned to respond to the changes. Questionnaires were personally distributed by the researcher to a sample of 28 management staff in the company. Descriptive statistics were used in analysing data. The strategy enactment requires HR to be active, prioritize value-adding actions and take lead in introducing the strategic HRM. This study highlights the linking between successful talent management and HR transformation. Managers and HR professionals as the role players and drivers of the process, it imperative that they possess more in-depth competencies and knowledge on the nitty-gritties of the implementation of TM. This study contributes to the body of knowledge concerning the dynamic nature of human capital necessities and the business environments frequent knowledge generation in order to assist businesses in positioning themselves in addressing talent management needs. [ABSTRACT FROM AUTHOR]

This study aims to analyze Human Resource Development at the Bitung City Library Service. This study uses qualitative research methods. There are 6 (six) informants who were interviewed. The current research results indicate that technical guidance activities are virtual and face-to-face. Technical guidance activities are only carried out 2 (two) times a year for the Bitung City Library Service. The level of education of employees is still not by the positions and competencies required. There is still no librarian, and the achievement of work results from employees who have received training is not optimal. Even the existing facilities and infrastructure at the Bitung City Library Service are still inadequate. The Bitung City Library Service does not yet have educational backgrounds or disciplines about libraries. The service has not yet maximized the impact felt by the service on employees who have received socialization related to the main tasks and functions. There is no reading building for the public at the Bitung City Library Service. There is still no archivist, so there is still a lack of human resources at the Bitung City Library Service. Employees are still not able to complete tasks quickly and accurately. Suggestions from researchers are that the implementation of technical guidance activities must be added and maximized. The level of employee education must be by the positions and competencies required. [ABSTRACT FROM AUTHOR]