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All Journal Journal of Public Policy and Management Review Gema Publica : Jurnal Manajemen dan Kebijakan Publik
Herbasuki Nurcahyanto
Departemen Administrasi Publik Fakultas Ilmu Sosial Dan Ilmu Politik Universitas Diponegoro
Arts Humanities Economics, Econometrics & Finance

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Analisis Disiplin Kerja Pegawai Negeri Sipil di Badan Pendidikan dan Pelatihan Provinsi Jawa Tengah Aprilina Kartika Sari; Ida Hayu Dwimawanti; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 3, Nomor 2, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (220.051 KB) | DOI: 10.14710/jppmr.v3i2.5137

Abstract

This research aims to analyze the discipline of work and factors driving the discipline as well as a barrier to working civil servants Education and Training Department in Central Java Province.Based on the results of the study showed that the discipline of civil servants who are working in Education and Training Department of Central Java Province have not been good. It is seen from the employees who did not arrive timely and not obedient to regulations in the works. Discipline employees work is inseparable from the supporting and restricting factors. Supporting factors from the discipline of work motivation and leadership. While the factor that inhibit employees work discipline is motivation for awarding the prize to an employee who is not clear. Restricting factor of leadership is the absence of punishment for assertiveness employees who violate discipline.Based on the existing obstacles in the achievement of a work discipline employees in Education and Training Department of Central Java Province, the author provides recommendations in the form of: (1) Did the assessment and awarding of the prize to an employee based on clear indicators. (2) Increase in an employee discipline can be exercised with firmness of punishment. Firmness of punishment carried out must be applied to employees who violate discipline work.
ANALISIS TINGKAT KEPUASAN PASIEN RAWAT JALAN (Studi kasus pada pasien rawat jalan di RSUD Dr. M. Ashari Kabupaten Pemalang) Yuni Lestari; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 6, Nomer 2, Tahun 2017
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (425.148 KB) | DOI: 10.14710/jppmr.v6i2.16053

Abstract

This research was to identify the level of outpatient satisfaction and what indicators needs to be prioritized to improving the services quality in Dr. M. Ashari Pemalang Hospitals. The author used a quantitative descriptive research type with a total sample of 100 patients who used outpatient services in Dr. M. Ashari Pemalang Hospital. This study used satisfaction measurement through 6 service dimensions such as tangible, reliability, responsiveness, assurance, empathy, and communication by comparing the performance of (X) and expectations (Y) which caused the satisfied or dissatisfied feeling. The results of this research indicated, there were two dimensions which were considered in determining of the patients satisfaction who had high expectation but in a low working performance level, so these could be said that less satisfied to unsatisfied. These two dimensions were: 1. Tangible, in which there are 4 sub dimensions, they are completeness of facilities and infrastructure, hospital cleanliness, comfort of the hospital, and the neatness of appearance employee; 2. Reliability, in which there are 4 sub dimensions, they are speed of services, appropriateness of care schedule,and the simplicity of services procedure. While of the sixth dimension that had a lowest level of satisfaction that were reliability dimension which got rated of performance level of 2,33 (unsatisfaction).
ANALISIS KINERJA PEGAWAI DI BADAN LINGKUNGAN HIDUP KOTA SEMARANG Sternahirunda, TG; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 5, Nomor 1, Tahun 2016
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jppmr.v5i1.10432

Abstract

This research is purposed to analyze and describe the performance of employees at the Environment Agency of Semarang City using employee performance assessment indicators, and the factors that affect employee performance. This research uses qualitative descriptive study with data collection through interviews, observation, documentation, and literature study. Informants were taken by researchers is the head of the field, the head of sub-fields, and employees at the Environment Agency of Semarang City. In this research, the researcher uses an indicator of employee performance from John Miner. Indicator of quality is not good enough, employees do not understand about their duties and functions, and they still make mistakes while working. The indicator of quantity is not good enough constrained by the lack of Human Resource and other obligations outside the office. The use of working time is not good enough, the employee can not use their time effectively. Researcher also analyzed the factors that affect the performance of employees from Dale Timple. The employee competence is not good enough, knowledge and skills of employees work still lacking. The employee discipline is not good enough, employees still often violate the rules office. The work environment is not good enough, it is less room lighting, the air temperature is hot altough there are air conditioners, the noise due to the building process and traders coming into the room, and the office layout is cramped and not really tidy. Based on the research,we can conclude that the performance of employees at the Environment Agency of Semarang City is not good enough. Recommendations that given by the researcher is employees need education and training to improve their quality of human resources, need to increase the amount of human resources, applying finger printing for absent employees, providing strict sanctions for employees who are not discipline, and complementary facilities and infrastructure that support employee performance.
TINGKAT KEPUASAN WAJIB PAJAK DI KANTOR PELAYANAN PAJAK PRATAMA SEMARANG TIMUR (STUDI KASUS PELAYANAN PAJAK PENGHASILAN) Ivana Rantansari; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 7, Nomer 2, Tahun 2018
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (444.961 KB) | DOI: 10.14710/jppmr.v7i2.20345

Abstract

Every citizen who have income, should report their income, wealth, and debt through SPT. One of the tax offices in Semarang is Tax Office of East Semarang. The aim of this research is to knowing the other dimensions of the taxpayer’s satisfaction. This research method using the quantitative descriptive, and using the validity test and reliability test, also using the Importance Performance Analysis (IPA) for the analysis tool. The method of the collecting data are questionnaire and interview. The result of the research is that the level of performance of the employees are lower than the level of expectation. It can be seen from the processing result and the level of performance is 3,27, and the level of expectation is 3,56. According to the level of performance and expectation, the result of the percentage is 91,85% and belongs to satisfied. The recommendation of this research is the employees should do the education and training to fix the empathy and attitude dimensions so that will increasing the satisfaction of the taxpayers.
Analysis Management of Tingkir Lor Tourism Village in Salatiga City Nur Chasanah; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 8, Nomer 3, Tahun 2019
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (241.585 KB) | DOI: 10.14710/jppmr.v8i3.24138

Abstract

Analysis of Management of Tingkir Lor Tourism Village in Salatiga City is an effort to improve the welfare of the village community with all its potential. Tingkir Lor Tourism Village is a tourist village in Salatiga which has been inaugurated since 2015. The purpose of this study is to analyze the management process and find out the driving factors and inhibiting factors of the management of Salatiga Tingkir Lor Tourism Village. This study uses qualitative methods with data collection techniques of observation, interviews, and documentation. The results of the study indicate that the management process of Tingkir Lor Tourism Village has not gone well because there are still problems in planning, namely the unclear budget plan. Organizing, namely the division and grouping of work is still not appropriate, the distribution of authority has not gone well because the Decree on Organizational Management is unclear and lack of coordination. Actuating, namely lack of participation in the implementation of training activities provided by DISBUDPAR. Controlling, that is, the absence of the supervisory standards set. Supporting factors: the potential of the rice fields that are used as outbound activities, the whereabouts of Kyai Abdul Wahid's tomb. Inhibiting factors: low community participation, lack of cooperation, low quality of human resources, lack of commitment from the government.
PELAKSANAAN PENILAIAN PRESTASI KERJA PEGAWAI BERDASARKAN PP NO. 46 TAHUN 2011 DINAS KOPERASI, USAHA MIKRO SEMARANG Arin Nisrina; Herbasuki Nurcahyanto; Rihandoyo Rihandoyo
Journal of Public Policy and Management Review Volume 6, Nomer 4, Tahun 2017
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (221.895 KB) | DOI: 10.14710/jppmr.v6i4.17816

Abstract

Evaluation of the employees performance are important factor as a measure that can be used to reform and improve performance employees. Assessment work performance use DP-3 in the neighborhood civil servants are considered no effective because cannot be used for measuring how much productivity and contribution given civil servants over organisation. Assessment DP-3 are more oriented towards on judgment personality and behavior. The assessment system of repair work performance employees combining of elements target work civil servants and behavior work set in government regulation number 46/2011. One government agencies apply the assessment system of work performance use element target work civil servants and behavior work were dept. of cooperatives or for micro and the city of Semarang. The results of the study show the work performance in the office for cooperatives and micro business have led to theories management, but there are still requirement in assessment work performance that have not been. In terms of input on who provide an assessment have not been in accordance with government regulation number 46/2011. In terms of the process is good only not optimal because employees still needs to be given trainings periodically. In terms of output assessment work performance employees referring to government regulation number 46/2011 able to increase work performance employees, encourage motivation, and increase discipline. Keywords:
Pengaruh Motivasi dan Disiplin Kerja terhadap Kinerja Pegawai PT. PLN (persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang Rian Oktavianto; Herbasuki Nurcahyanto; Susi Sulandari
Journal of Public Policy and Management Review Volume 3, Nomor 2, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (53.283 KB) | DOI: 10.14710/jppmr.v3i2.5128

Abstract

The performance of company employees are a way to achieve its goals.Pertaining to performance, motivation and discipline work can be directly to degrade its performance or improve the performance of a clerk.Employees with motivation that are tall and discipline good working will make the employee performance to become more optimal so that it can bring the impact on the performance of employees as a whole.However, contrarily if motivation bad and discipline work less well, also the performance of employees to become not optimum and bring negative effects for the company.In this research, that was performed in PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang can be known that the performance of employees still not optimal.It is visible from the attainment of performance that is not based on the target.Purpose in this research is to find out the influence of motivation and discipline work against the employee performance in PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area SemarangPT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang can be known that the performance of employees still not optimal.It is visible from the attainment of performance that is not based on the target. The purpose of this research is to know the influence of motivation and discipline work against the performance of employees at PT. PLN (Persero) Distribusi Daerah Jawa Tengah dan D.I.Yogyakarta Area Semarang. The research method used is quantitative research. Data obtained in this study through interviews using koesioner. Analysis of the data used is the coefficient of correlation coefficients of Kendall and concordance of the Kendall. From theresults of research using the SPSS program it can be known that there is a very weak influence motivation (X 1) against the performance of employees (Y) witha coefficient of correlation of kendall tau of 0.040 (under 0.5) with probability  figures 0.709 (greater than 0.05); There is a very weak influence on the discipline of work (X 2) against the performance of employees (Y) with a coefficient of correlation of kendall tau of 0.052 (under 0.5) with probability figures 0.633 (greater than 0.05); For the determination coefficient (R2) indicated on the Kendall Ws Coefficient of 0.491.
Analisis Kualitas Pelayanan di Puskesmas Kecamatan Kaliangkrik Kabupaten Magelang Harda Sukma Alam; Endang Larasati; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 3, Nomor 2, Tahun 2014
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (66.174 KB) | DOI: 10.14710/jppmr.v3i2.5165

Abstract

Quality of public services is the extent to which a public facility in providing services to the public. The government is required to provide quality public services. Services can be said to be good if the performance is given in accordance with the expectations required by the user community services . By using the five dimensions of service quality that is Tangible, Realibility, Responsiveness, Assurance, and Emphaty it will be able to analyze the quality of services provided by Puskemas Kecamatan Kaliangkrik Kabupaten Magelang. In this research, using a method of analysis of Importance Performance Analysis to analyze the level of satisfaction of the public by comparing the performance provided by the Puskesmas with the needs of service users.
PENERAPAN BUDAYA ORGANISASI (STUDI KASUS PADA PT BANK RAKYAT INDONESIA (PERSERO) TBK CABANG DAGO BANDUNG) Arcaya Yudha; Herbasuki Nurcahyanto; Nina Widowati
Journal of Public Policy and Management Review Volume 2, Nomor 3, Tahun 2013
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (93.751 KB) | DOI: 10.14710/jppmr.v2i3.2986

Abstract

BRI Branch Dago Office is the only one that has a priority service functions branch  office in Bandung that operate under the supervision of the Office of the BRI Bandung. Branch office is a BRI branch office that implement functions to raise funds from the  public in the form of savings and channel them to the public in the form of credit and or other forms in order to improve the living standard of the people, which is responsible  to the Regional Office. This study aims to identify and analyze models of organizational culture and the  implementation of organizational culture values in PT. Bank Rakyat Indonesia branch  Dago Bandung so as to know what needs to be repaired and maintained. Model of organizational culture and the implementation of the cultural values of  the organization are identified and analyzed  from the organizational structure, human  resource management policies, integrity,  professionalism, customer satisfaction,  exemplary and respect for human resource. In this study, researchers used a purposive  technique. Data collection method used is in-depth interviews and documentation  techniques. This study shows that the model of organizational culture and the  implementation of organizational culture values indicate there is still a problem in  terms of integrity and professionalism, integrity is still considered less value because of  the work period is too short for contract workers, so that the organizational culture is  not well understood by contract workers who are at the forefront of service. professionalism that most of the cutting edge services are contract workers who were  given a short training, a result is they lack an understanding of the products of the Bank Rakyat Indonesia branch Dago
SOCIETY EMPOWERMENT AS A STRUNGGLE TO DEVELOP DIWAK TOURISM VILLAGE IN SEMARANG REGENCY Tiara Lusy K; Herbasuki Nurcahyanto
Journal of Public Policy and Management Review Volume 8, Nomer 2, Tahun 2019
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (232.803 KB) | DOI: 10.14710/jppmr.v8i2.23718

Abstract

Diwak Village is a potential tourist village that has empowerment activities in developing tourism potential. Empowerment of tourist villages Diwak uses the concept of the pentahelix approach involving 5 elements, namely academics, business, community, government and media, but the involvement of the implementation of empowerment is not in line with expectations. This study aims to analyze the synergy of stakeholders through the role of each stakeholder involved in empowerment activities. The research method used is a qualitative method with data collection techniques of observation, interviews, and documentation. Determination of research subjects use purposive sampling techniques and being followed by snowball sampling techniques and data validity with data triangulation techniques. The results show that the stakeholders involved are: Semarang State University, PT. Sidomuncul, Empowerment Service, Tourism Office, Diwak Village Karangtaruna, and Diwak Village Website. The empowerment process is carried out by motivating, mentoring, training and providing supporting facilities to the community. However, the role of each stakeholder in implementing the empowerment of the tourist village of Diwak has not been optimally implemented. The realization of the synergy between stakeholders in the community empowerment of tourism villages in Diwak has not been realized because the relationship of cooperation and coordination among stakeholders does not work well. The passive stakeholdersin coordinatingprocess are the Kelurahan Diwak Website, Empowerment Service and Tourism Office. Suggestions can be given is to improve the relationship of cooperation, coordination, and communication among the 5 stakeholders in implementing the empowerment of Diwak tourism village through a more intensive village tourism activist forum within two years to establish coordination creating synergy for the success of empowerment
Co-Authors Agastya Grahadwiswara Agnes Madeline Esti Ailsa Rachma Diar, Ailsa Rachma Alfian Adi Prasetyo Anaya Tahiyyah Salsabila Anisa Kusuma Aprilina Kartika Sari Arcaya Yudha Ari Subowo Ari Subowo Arief Pratama Arin Nisrina Astrid Ratri Sekar Ayu Atsarina, Atika Indah Nur Aufarol Marom Aufarul Marom Aufarul Marom Ayuningtyas Dyah Pitaloka Subagyo Bani Astiti Asa Nugroho Bannu Priyambudi Beny Setiawan, Beny Denia Yurisa Dewi Nurul Aisyah Dina Ismira Dewi Dwi Gustiani Dyah Hariani Dyah Lituhayu Elisabeth Kezia Devantie Endang Larasati Endang Larasati Setianingsih Evalia Nuranita Putri Fadiya Aisa Puspita Seyasty Fahad Mursyid Jannata Febe Kristina Galeh Prakerti, Galeh Gandisa Pangestuti Kiswoyo Giovani Anggasta Hani’in, Septiati Hanif Eka Septiana Harda Sukma Alam Hardi Warsono Herawaty Manurung Hilva Asmania Humairi, Kultsum Al Ida Hayu Dwimawanti Ignatia Bellatrix Ariesta Parameswari Putri Indah Fitriani Indarti Dewi Jayanti Inne Septiana Permatasari Ivana Rantansari Kamelia Fadila Wijaya Lendy Shandika Adyasa Lilian Rahma Normalitha Lilis Suminar Maesaroh Maesaroh Maesaroh Maesaroh Margaretha Suryaningsih Mariyam Musawa Mariyam Musawa Marlina Puryanti Monica Pertiwi Muri Monita Murni Septiyanti Mutiara Nafisha Putri Mutiara Nafisha Putri, Nadifa Salsabila Natalia Scolastika Pandiangan Naufal Bahri Maulana Nina Widowati Nina Widowati Nindita Ria Noviana Niniek Septiana, Niniek Nur Chasanah Nur Jihan Septiani Nurfauziah, Nisa Maulida Nurmalitasari, Wahyu Intan Palupi Parameswari, Palupi Pradini, Agriani Junita Pratiwi Novie Zoelanda Putri Cep Alam Putri Wididiati R. Slamet Santoso Rabindra Rahadiyan Putra Rafica Sari Andriani Raura Farrah El Ha Rian Oktavianto Rihandoyo Rihandoyo Rike Dewi Puspitasari Rizka Ciptaningsih Ryan Ahmad Firmansyah Safira Janet Araminta Sekar Galih Asmoro Shafira Fadhliana M. Silvia Dwi Amanda Wijaya Sintia Diah Kusuma Sri Suwitri Sternahirunda, TG Sternahirunda, TG, Sternahirunda, Sulistyaningsih, Novi Susi Sulandari Syaidatul Nugrahinni S, Syaidatul Tiara Lusy K Trie Meisyah A Trimelia Anggraini Wandira Naibaho, Widya Anita Yogi Adya Utomo Yuni Lestari Yussrul Hanna Zaenal Hidayat Zulfa Illiyyiin