Secara sederhana, Standar Operating Procedure (SOP) merupakan prosedur/alur/ cara/mekanisme kerja yang distandarisasi. Secara ideal, penerapan SOP di organisasi bisnis akan membawa organisasi tersebut ke arah yang lebih baik. Penerapan SOP akan membuat organisasi bekerja secara aktif, efektif dan efisien. Dalam konteks perusahaan swasta, penulis menyebutkan penyusunan dan penerapan SOP bertujuan sebagai upaya untuk meningkatkan kinerja karyawan; menjamin kualitas produk; meningkatkan keuntungan perusahaan; dan sarana untuk mengembangkan perusahaan. Namun, penulis sering mendapati bahwa SOP yang telah disusun ternyata tidak dapat diterapkan oleh perusahaan. SOP tersebut hanya menjadi dokumen dan tidak memberikan nilai tambah bagi perusahaan. Padahal, penyusunan SOP membutuhkan sumber daya manusia, finansial, dan waktu yang tidak sedikit. Buku ini akan mengulas secara gamblang dan tajam mengapa hal tersebut dapat terjadi. Sepanjang pengalaman pribadi penulis yang merupakan penyusun, pelaksana, evaluator dan pengembang SOP setidaknya ada 26 masalah yang menyebabkan SOP yang disusun oleh perusahaan tidak dapat diterapkan dan justru menimbulkan kerugian bagi perusahaan. Beberapa masalah tersebut diantaranya adalah penyusun SOP yang tidak kompeten; SOP copy-paste dari perusahaan lain; SOP disusun tanpa didasarkan pada visi-misi perusahaan; dan SOP yang telah disusun tidak diterapkan.
{"title":"Matinya Perusahaan Gara Gara SOP","authors":"Shafiera Amalia","doi":"10.31845/jwk.v22i1.168","DOIUrl":"https://doi.org/10.31845/jwk.v22i1.168","url":null,"abstract":"Secara sederhana, Standar Operating Procedure (SOP) merupakan prosedur/alur/ cara/mekanisme kerja yang distandarisasi. Secara ideal, penerapan SOP di organisasi bisnis akan membawa organisasi tersebut ke arah yang lebih baik. Penerapan SOP akan membuat organisasi bekerja secara aktif, efektif dan efisien. Dalam konteks perusahaan swasta, penulis menyebutkan penyusunan dan penerapan SOP bertujuan sebagai upaya untuk meningkatkan kinerja karyawan; menjamin kualitas produk; meningkatkan keuntungan perusahaan; dan sarana untuk mengembangkan perusahaan. Namun, penulis sering mendapati bahwa SOP yang telah disusun ternyata tidak dapat diterapkan oleh perusahaan. SOP tersebut hanya menjadi dokumen dan tidak memberikan nilai tambah bagi perusahaan. Padahal, penyusunan SOP membutuhkan sumber daya manusia, finansial, dan waktu yang tidak sedikit. Buku ini akan mengulas secara gamblang dan tajam mengapa hal tersebut dapat terjadi. Sepanjang pengalaman pribadi penulis yang merupakan penyusun, pelaksana, evaluator dan pengembang SOP setidaknya ada 26 masalah yang menyebabkan SOP yang disusun oleh perusahaan tidak dapat diterapkan dan justru menimbulkan kerugian bagi perusahaan. Beberapa masalah tersebut diantaranya adalah penyusun SOP yang tidak kompeten; SOP copy-paste dari perusahaan lain; SOP disusun tanpa didasarkan pada visi-misi perusahaan; dan SOP yang telah disusun tidak diterapkan.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"78 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88338741","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study focuses on researcher human resources of government research and development institutions in Indonesia, who are facing the issues of low research and development outputs and minimum impacts to the market. Employing post-positivism paradigm, qualitative data collection method, it aims to examine the ideal development of future researcher HRs. The findings indicate that the research and development institutions had good awareness of the concept of human resource development, giving opportunities for researchers to learn. However, it is also revealed that the institutions were not on the right track in developing human resources, which includes trainings and development, and career and organization development. This research recommends the establishment of leader (management), both as the head of the program/team that acts as a team of change and a framework of integrated human resource development, comprising individual development aspects, career, and organizations accurately implemented using particular stages from analysis, design, implementation and evaluation. The need to conduct needs analysis of training and development. It has been identified that prior to the analysis of training and development, track records of researchers, businesses with their databases, and activities of development and evaluation are needed as feedback for the team of change in the available human resource development theory.
{"title":"Pengembangan SDM Iptek (peneliti dan perekayasa) sebagai kunci keberhasilan Riset dan Teknologi di Indonesia","authors":"Asih Setiawati","doi":"10.31845/JWK.V22I1.143","DOIUrl":"https://doi.org/10.31845/JWK.V22I1.143","url":null,"abstract":"This study focuses on researcher human resources of government research and development institutions in Indonesia, who are facing the issues of low research and development outputs and minimum impacts to the market. Employing post-positivism paradigm, qualitative data collection method, it aims to examine the ideal development of future researcher HRs. The findings indicate that the research and development institutions had good awareness of the concept of human resource development, giving opportunities for researchers to learn. However, it is also revealed that the institutions were not on the right track in developing human resources, which includes trainings and development, and career and organization development. This research recommends the establishment of leader (management), both as the head of the program/team that acts as a team of change and a framework of integrated human resource development, comprising individual development aspects, career, and organizations accurately implemented using particular stages from analysis, design, implementation and evaluation. The need to conduct needs analysis of training and development. It has been identified that prior to the analysis of training and development, track records of researchers, businesses with their databases, and activities of development and evaluation are needed as feedback for the team of change in the available human resource development theory.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"38 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82560594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstrak Penelitian ini dilakukan untuk menganalisis sejauh mana perencanaan E-Learning Di Sekolah Tinggi Ilmu Administrasi Sekolah Lembaga Administrasi Negara Bandung. Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data yang digunakan yaitu observasi, wawancara, dan dokumentasi. Hasil analisis menunjukkan bahwa perencanaan e-learning telah didasarkan pada peraturan perundang-undangan yang berlaku, sedangkan perencanaan e-learning ditinjau dari aspek Sumber Daya Manusia sudah sangat baik karena memiliki tim pengelola dengan kompetensi yang mumpuni, selain itu perencanaan e-learning dari ditinjau dari bahan ajar sudah terdapat upaya yang sistematis dan terencana, dan perencanaan e-learning ditinjau dari sarana prasarana sudah cukup baik namun perlu adanya pengembangan-pengembangan aplikasi dan penyediaan ruang studio yang berfungsi untuk menunjang efektifitas penerapan e-learning. Kata Kunci: analisis perencanaan, e-learning, pembelajaran elektronik
本研究是为了分析万隆州立行政学院高中管理学院的E-Learning规划程度而进行的。本研究采用描述性质的方法，采用观察、采访和记录等数据收集技术。e-learning已经规划分析结果表明,基于现行的立法规定,而人力资源规划(united nations high commissioner for refugees)表示e-learning方面已经很好了,因为它有熟练的管理团队的能力(united nations high commissioner for refugees)表示,此外的e-learning规划教材已经有系统的努力和计划,基础设施的e-learning规划是充分的，但需要开发应用程序和提供工作室空间，以支持e-learning应用的有效性。关键词:规划分析、学习、电子学习
{"title":"Analisis Perencanaan Electronic Learning Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara Bandung","authors":"Rodlial Ramdhan Tackbir Abubakar","doi":"10.31845/JWK.V22I1.139","DOIUrl":"https://doi.org/10.31845/JWK.V22I1.139","url":null,"abstract":"Abstrak Penelitian ini dilakukan untuk menganalisis sejauh mana perencanaan E-Learning Di Sekolah Tinggi Ilmu Administrasi Sekolah Lembaga Administrasi Negara Bandung. Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data yang digunakan yaitu observasi, wawancara, dan dokumentasi. Hasil analisis menunjukkan bahwa perencanaan e-learning telah didasarkan pada peraturan perundang-undangan yang berlaku, sedangkan perencanaan e-learning ditinjau dari aspek Sumber Daya Manusia sudah sangat baik karena memiliki tim pengelola dengan kompetensi yang mumpuni, selain itu perencanaan e-learning dari ditinjau dari bahan ajar sudah terdapat upaya yang sistematis dan terencana, dan perencanaan e-learning ditinjau dari sarana prasarana sudah cukup baik namun perlu adanya pengembangan-pengembangan aplikasi dan penyediaan ruang studio yang berfungsi untuk menunjang efektifitas penerapan e-learning. Kata Kunci: analisis perencanaan, e-learning, pembelajaran elektronik","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"81 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75372096","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pemerintah akan menaikkan anggaran pengembangan SDM Aparatur di tingkat kementerian dan lembaga menjadi 14 triliun pada APBN 2019 (“Tahun 2019, Pemerintah Naikkan Anggaran untuk Pengembangan SDM Menjadi Rp. 14 Triliun,” 2018). Sementara itu, di level daerah, besaran anggaran pengembangan SDM Aparatur pun juga mengalami kenaikan. Melalui Surat Edaran Kementerian Dalam Negeri No. 893.5/9030/SJ, Pemerintah daerah diwajibkan mengalokasikan sejumlah tertentu anggaran pengembangan kompetensi bagi aparatur daerahnya pada APBD Tahun Anggaran 2019. Kebijakan ini dibuat agar fokus pengembangan SDM yang dicanangkan pemerintah di tahun 2019 benar-benar dapat direalisasikan.
{"title":"Menghitung Dampak Return Of Training Investment (ROTI) Pada Peningkatan Kinerja Pemerintah","authors":"Krismiyati Tasrin","doi":"10.31845/jwk.v22i1.167","DOIUrl":"https://doi.org/10.31845/jwk.v22i1.167","url":null,"abstract":"Pemerintah akan menaikkan anggaran pengembangan SDM Aparatur di tingkat kementerian dan lembaga menjadi 14 triliun pada APBN 2019 (“Tahun 2019, Pemerintah Naikkan Anggaran untuk Pengembangan SDM Menjadi Rp. 14 Triliun,” 2018). Sementara itu, di level daerah, besaran anggaran pengembangan SDM Aparatur pun juga mengalami kenaikan. Melalui Surat Edaran Kementerian Dalam Negeri No. 893.5/9030/SJ, Pemerintah daerah diwajibkan mengalokasikan sejumlah tertentu anggaran pengembangan kompetensi bagi aparatur daerahnya pada APBD Tahun Anggaran 2019. Kebijakan ini dibuat agar fokus pengembangan SDM yang dicanangkan pemerintah di tahun 2019 benar-benar dapat direalisasikan.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"36 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85271411","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Target achievement of Complete Systematic Land Registration in Kebumen Regency in 2017 as many as 50,000 fields have been completely completed (100%). The success is inseparable from the role of the leadership and employees of the Land Office of Kebumen Regency. The success of achieving the targets of Complete Systematic Land Registration activities (PTSL) is determined by employee motivation. Factors that play a role in employee motivation include the leadership style and organizational culture. Scientific Writing Research aims to determine the relationship between leadership style and organizational culture on employee work motivation associated with achieving PTS targets. The results of data processing using the correlation test show that there are significant influences and strong influences from each and collectively the factors of leadership style and organizational culture on the work motivation of the Kebumen Regency Land Office employees. This influence proves that the success of achieving the target activities must involve all elements of the employee to be responsible and professionally complete the task. The role of leaders in mobilizing and motivating employees is very important in order to create a positive organizational culture.
{"title":"THE RELATIONAL ANALYSIS OF ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE ON WORK MOTIVATION OF EMPLOYEES IN THE ACHIEVEMENT OF COMPLETE SYSTEMATIC LAND REGISTRATION TARGETS (CASE STUDY OF KEBUMEN DISTRICT LAND OFFICE)","authors":"H. Arnowo","doi":"10.31845/jwk.v22i1.144","DOIUrl":"https://doi.org/10.31845/jwk.v22i1.144","url":null,"abstract":"Target achievement of Complete Systematic Land Registration in Kebumen Regency in 2017 as many as 50,000 fields have been completely completed (100%). The success is inseparable from the role of the leadership and employees of the Land Office of Kebumen Regency. The success of achieving the targets of Complete Systematic Land Registration activities (PTSL) is determined by employee motivation. Factors that play a role in employee motivation include the leadership style and organizational culture. Scientific Writing Research aims to determine the relationship between leadership style and organizational culture on employee work motivation associated with achieving PTS targets. The results of data processing using the correlation test show that there are significant influences and strong influences from each and collectively the factors of leadership style and organizational culture on the work motivation of the Kebumen Regency Land Office employees. This influence proves that the success of achieving the target activities must involve all elements of the employee to be responsible and professionally complete the task. The role of leaders in mobilizing and motivating employees is very important in order to create a positive organizational culture.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"64 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86796498","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Penelitian ini bertujuan untuk menganalisis apakah kebijakan terminal parkir elektronik yang dilaksanakan oleh Pemerintah Kota Bandung berhasil atau gagal. Penerapan kebijakan ini bertujuan untuk meningkatkan pendapatan asli daerah dari retribusi parkir dengan menggunakan metode pembayaran non tunai. Berdasarkan hasil penelitian, retribusi parkir memiliki potensi yang sangat besar untuk meningkatkan pendapatan asli daerah sehingga penerapan terminal parkir elektronik diharapkan dapat meningkatkan pendapatan asli daerah sesuai dengan sasaran yang telah ditetapkan. Analisis implementasi ini menggunakan penelitian kualitatif deskriptif. Metode pengumpulan data yang digunakan adalah studi pustaka, observasi dan wawancara mendalam. Hasil analisis menunjukkan bahwa kinerja output dan kinerja outcomes kebijakan terminal parkir elektronik di Kota Bandung belum optimal. Target pendapatan asli daerah dari retribusi parkir yang ditetapkan belum berhasil dicapai. Meskipun begitu sejak terminal parkir elektronik ini diterapkan, terjadi peningkatan pendapatan asli daerah retribusi parkir yang merupakan sebuah dampak positif. Faktor utama yang sangat mempengaruhi berhasil tidaknya kebijakan ini adalah kesadaran masyarakat dalam mendukung kebijakan pemerintah. Potensi peningkatan pendapatan asli daerah dari retribusi parkir sangat besar, sehingga hendaknya kebijakan ini senantiasa ditingkatkan lagi kinerjanya guna memaksimalkan potensi yang ada.
{"title":"ANALISIS IMPLEMENTASI KEBIJAKAN TERMINAL PARKIR ELEKTRONIK DI KOTA BANDUNG","authors":"Muhammad Taufan Qohar","doi":"10.31845/jwk.v21i2.108","DOIUrl":"https://doi.org/10.31845/jwk.v21i2.108","url":null,"abstract":"Penelitian ini bertujuan untuk menganalisis apakah kebijakan terminal parkir elektronik yang dilaksanakan oleh Pemerintah Kota Bandung berhasil atau gagal. Penerapan kebijakan ini bertujuan untuk meningkatkan pendapatan asli daerah dari retribusi parkir dengan menggunakan metode pembayaran non tunai. Berdasarkan hasil penelitian, retribusi parkir memiliki potensi yang sangat besar untuk meningkatkan pendapatan asli daerah sehingga penerapan terminal parkir elektronik diharapkan dapat meningkatkan pendapatan asli daerah sesuai dengan sasaran yang telah ditetapkan. Analisis implementasi ini menggunakan penelitian kualitatif deskriptif. Metode pengumpulan data yang digunakan adalah studi pustaka, observasi dan wawancara mendalam. Hasil analisis menunjukkan bahwa kinerja output dan kinerja outcomes kebijakan terminal parkir elektronik di Kota Bandung belum optimal. Target pendapatan asli daerah dari retribusi parkir yang ditetapkan belum berhasil dicapai. Meskipun begitu sejak terminal parkir elektronik ini diterapkan, terjadi peningkatan pendapatan asli daerah retribusi parkir yang merupakan sebuah dampak positif. Faktor utama yang sangat mempengaruhi berhasil tidaknya kebijakan ini adalah kesadaran masyarakat dalam mendukung kebijakan pemerintah. Potensi peningkatan pendapatan asli daerah dari retribusi parkir sangat besar, sehingga hendaknya kebijakan ini senantiasa ditingkatkan lagi kinerjanya guna memaksimalkan potensi yang ada.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"4 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83350690","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Kecamatan integrated administration service training (patent) aims to improve the operational quality of patents. This study aims to analyze the factual model, design a hypothetical model and develop a patent training model in order to improve the performance of the camat in leading the implementation of patents. The research method is research and development. Data collection techniques include documentation studies, observations, interviews, and questionnaires, data validity is done with reliability, validity, and triangulation of data, while data analysis techniques use qualitative, quantitative and experimental models. The results showed that the factual model of needs analysis, training planning and target material was only for the staff of the district apparatus. Based on the factual model, a hypothetical model is included: (1) planning oriented to improving the performance of the subdistrict head; (2) implementation: following general and specific learning objectives and actual issues, success stories and (3) control: at the end of the training pre-test and post-training are conducted. Then the final model of patent training was developed to improve the performance of the subdistrict head. Conclusion: Patent development training can improve one's managerial ability, managerial skills: a) Technical skills, b) Skills in human relationships and c) Conceptual skills. Research Implications: The Central Java Provincial Government conducted a more in-depth study of training needs to strengthen the delivery of public services in realizing good governance. Districts always create innovations to improve better public services.
{"title":"Pengembangan Pelatihan Paten Untuk Meningkatkan Kinerja Camat Dalam Melaksanakan Program Pelayanan Administrasi Terpadu Kecamatan","authors":"S. Supriyanto","doi":"10.31845/JWK.V21I2.112","DOIUrl":"https://doi.org/10.31845/JWK.V21I2.112","url":null,"abstract":"Kecamatan integrated administration service training (patent) aims to improve the operational quality of patents. This study aims to analyze the factual model, design a hypothetical model and develop a patent training model in order to improve the performance of the camat in leading the implementation of patents. The research method is research and development. Data collection techniques include documentation studies, observations, interviews, and questionnaires, data validity is done with reliability, validity, and triangulation of data, while data analysis techniques use qualitative, quantitative and experimental models. The results showed that the factual model of needs analysis, training planning and target material was only for the staff of the district apparatus. Based on the factual model, a hypothetical model is included: (1) planning oriented to improving the performance of the subdistrict head; (2) implementation: following general and specific learning objectives and actual issues, success stories and (3) control: at the end of the training pre-test and post-training are conducted. Then the final model of patent training was developed to improve the performance of the subdistrict head. Conclusion: Patent development training can improve one's managerial ability, managerial skills: a) Technical skills, b) Skills in human relationships and c) Conceptual skills. Research Implications: The Central Java Provincial Government conducted a more in-depth study of training needs to strengthen the delivery of public services in realizing good governance. Districts always create innovations to improve better public services.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"38 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79619296","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Are Indonesian government officials overpaid? If they are, should Indonesia’s decision makers reduce the civil servants’ wage rate? Practically, the best comparison for the public sector’s wage is the private sector’s remuneration. Therefore, this study investigates the wage differential between public and private sectors in Indonesia. To obtain robust estimations, it needs to eliminate the effects from differences in workers’ and jobs’ characteristic as well as the selection bias problem. Therefore, it applies various methodologies such as Heckman Correction Method and Quantile Wage Regression by using the newest data retrieved from Indonesia Family Life Survey (IFLS) 5 in 2014. The results suggest that differences in wages among two sectors are positive, meaning that Indonesia’s government workers earned higher wages with respect to their private counterparts. Some of those results were consistent with former studies in other countries but revealed different trends compared to previous Indonesian data. The wage gap found in this study was higher for individuals with tertiary education level and varied along the wage distribution.
{"title":"Wage Premium of the Public Sector in Indonesia","authors":"Rizky Fitria","doi":"10.31845/JWK.V21I2.96","DOIUrl":"https://doi.org/10.31845/JWK.V21I2.96","url":null,"abstract":"Are Indonesian government officials overpaid? If they are, should Indonesia’s decision makers reduce the civil servants’ wage rate? Practically, the best comparison for the public sector’s wage is the private sector’s remuneration. Therefore, this study investigates the wage differential between public and private sectors in Indonesia. To obtain robust estimations, it needs to eliminate the effects from differences in workers’ and jobs’ characteristic as well as the selection bias problem. Therefore, it applies various methodologies such as Heckman Correction Method and Quantile Wage Regression by using the newest data retrieved from Indonesia Family Life Survey (IFLS) 5 in 2014. The results suggest that differences in wages among two sectors are positive, meaning that Indonesia’s government workers earned higher wages with respect to their private counterparts. Some of those results were consistent with former studies in other countries but revealed different trends compared to previous Indonesian data. The wage gap found in this study was higher for individuals with tertiary education level and varied along the wage distribution.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"25 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90508418","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study aims to determine the picture of the relationship of differences in the level of satisfaction and the interests of trainees to the service in Batam of health training national. Population in this research is all training participant who use service. The sample in this research is saturated samples, where all the participants, with the number of respondents as many as 379 people. From the normality test results, obtained the result that all variables are no normal distribution, so the test used is Mann Whitney Test. The method of data collection is documentary search. The results of data processing are presented in the form of tables and graphs. From the satisfaction level obtained an average result of 5.38% stated not satisfied, with the worst service is on service to the complaint that is equal to 10% and best / highest in call center service While the average interest rate of 0.08% of respondents stated that it is not important, with service is not important in marketing services, administration and toilet that is each of 0.3%, and service complaints of 0.2%. The result of the research at 95% significance level obtained p value 0,00> 0,05 Thus it can be concluded that there is no difference of level of satisfaction and level of importance to service in Batam of health training national at 2016.
{"title":"Deskripsi Perbedaan Tingkat Kepuasan dengan Tingkat Kepentingan Peserta Pelatihan pada Pelayanan Balai Pelatihan Kesehatan di Batam","authors":"S. Supriyono","doi":"10.31845/jwk.v21i2.97","DOIUrl":"https://doi.org/10.31845/jwk.v21i2.97","url":null,"abstract":"This study aims to determine the picture of the relationship of differences in the level of satisfaction and the interests of trainees to the service in Batam of health training national. Population in this research is all training participant who use service. The sample in this research is saturated samples, where all the participants, with the number of respondents as many as 379 people. From the normality test results, obtained the result that all variables are no normal distribution, so the test used is Mann Whitney Test. The method of data collection is documentary search. The results of data processing are presented in the form of tables and graphs. From the satisfaction level obtained an average result of 5.38% stated not satisfied, with the worst service is on service to the complaint that is equal to 10% and best / highest in call center service While the average interest rate of 0.08% of respondents stated that it is not important, with service is not important in marketing services, administration and toilet that is each of 0.3%, and service complaints of 0.2%. The result of the research at 95% significance level obtained p value 0,00> 0,05 Thus it can be concluded that there is no difference of level of satisfaction and level of importance to service in Batam of health training national at 2016. ","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"44 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91278718","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Anggalih Bayu Muh. Kamim, Ichlasul Amal, M. R. Khandiq
Penelitian ini mencoba menggali secara kritis dan mengevaluasi proses perumusan kebijakan dengan empat pendekatan yang digunakan dalam penyusunan kebijakan sesuai dengan Permendagri Nomor 86 Tahun 2017, yakni pendekatan politis, pendekatan teknokratis, pendekatan partisipatif dan pendekatan top down serta botttom-up yang akan digunakan untuk memahami proses perumusan kebijakan RPJMD DIY 2017-2022 dan sinkronisasinya dengan RPJMN 2014-2019. Penggambaran teoritis dengan rational-comprehensive menitikberatkan pengedepanan perumusan kebijakan secara rasional dengan menggunakan data secara komprehensif. Pengumpulan data dilakukan melalui wawancara mendalam dengan purposive sampling, serta teknik dokumentasi dengan melacak laporan riset, hasil kajian pemerintah dan hasil kajian LSM. Penelitian ini menunjukan bahwa pendekatan teknokratis masih dominan dalam proses perumusan kebijakan RPJMD DIY 2017-2022. Mekanisme birokratis masih menjadi primadona dalam upaya penyelesaian perencanaan pembangunan di DIY.
{"title":"Analisis Perumusan Kebijakan Perencanaan Pembangunan Visi DIY \"Menyongsong Abad Samudera Hindia\" dalam Perancangan RPJMD DIY 2017-2022","authors":"Anggalih Bayu Muh. Kamim, Ichlasul Amal, M. R. Khandiq","doi":"10.31845/JWK.V21I2.107","DOIUrl":"https://doi.org/10.31845/JWK.V21I2.107","url":null,"abstract":"Penelitian ini mencoba menggali secara kritis dan mengevaluasi proses perumusan kebijakan dengan empat pendekatan yang digunakan dalam penyusunan kebijakan sesuai dengan Permendagri Nomor 86 Tahun 2017, yakni pendekatan politis, pendekatan teknokratis, pendekatan partisipatif dan pendekatan top down serta botttom-up yang akan digunakan untuk memahami proses perumusan kebijakan RPJMD DIY 2017-2022 dan sinkronisasinya dengan RPJMN 2014-2019. Penggambaran teoritis dengan rational-comprehensive menitikberatkan pengedepanan perumusan kebijakan secara rasional dengan menggunakan data secara komprehensif. Pengumpulan data dilakukan melalui wawancara mendalam dengan purposive sampling, serta teknik dokumentasi dengan melacak laporan riset, hasil kajian pemerintah dan hasil kajian LSM. Penelitian ini menunjukan bahwa pendekatan teknokratis masih dominan dalam proses perumusan kebijakan RPJMD DIY 2017-2022. Mekanisme birokratis masih menjadi primadona dalam upaya penyelesaian perencanaan pembangunan di DIY.","PeriodicalId":33785,"journal":{"name":"Jurnal Wacana Kinerja","volume":"2 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88480042","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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