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All Journal Dia: Jurnal Administrasi Publik JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Polinter International Journal of Economics Development Research (IJEDR) e-Jurnal Apresiasi Ekonomi
Ridwan Rajab
Politeknik STIA LAN Jakarta
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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POLICY IMPLEMENTATION ANALYSIS OF PERFORMANCE MANAGEMENT SYSTEM CIVIL SERVANTS TANGERANG CITY Winda - Budiarti; Asropi Asropi; Ridwan Rajab
DIA: Jurnal Administrasi Publik Vol 20 No 02 (2022): PUBLIC ADMINISTRATION
Publisher : Program Studi Doktor Ilmu Administrasi, FISIP, Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/dia.v20i02.6699

Abstract

One of the bureaucratic reform agendas is to improve the performance of the apparatus as public servants, through the application of the principle of merit as a benchmark for the implementation of the management of the State Civil Apparatus, which includes aspects of performance management. Therefore, apparatus performance management is an important thing as a benchmark for achieving organizational goals. The purpose of this study is to analyze the causes of the non-optimal implementation of the performance management system policy for the Tangerang City Civil Servant and provide a description of the more professional model of implementing the PNS performance management system in the City of Tangerang. The research method used is qualitative research, primary data collect through in-depth interviews with Tangerang City Civil Servants purposively. Based on the results of the research, it is known that the cause of the performance management system is not optimal because it is not in accordance with the standards and objectives of the applicable policy, all of the resources as policy implementers have implemented the policy but have not been maximized at every stage, the support of technological resources with the construction of e-performance applications and Information Systems Management of the State Civil Apparatus has not been effective in presenting employee performance profile data, the importance of setting clear standards and objectives for each stage of the performance management system implementation , maximizing the role of the apparatus resource assessor to provide guidance and counseling training for performance appraisal officials, building a performance management information system that integrates all stages of performance management, and strengthens the commitment and support of all management to implement the performance management system consistently.
TALENT MANAGEMENT MODEL ANALYSIS AT PT INDUSTRI KERETA API (PERSERO) Prayogo Prayogo; Bambang Giyanto; Ridwan Rajab
Jurnal Apresiasi Ekonomi Vol 11, No 3 (2023)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v11i3.685

Abstract

The success of an organization in achieving its goals depends on the quality of the human resources working in it. The key role of human resource management (HRM) in an organization is inherently not only about managing but also finding ways to unlock the potential of creative and innovative people. Talents are the best employees, have competence, high performance, and superior performance, which are developed through career development, and are prepared to become future leaders that determine the company's sustainability. Talent management is the process of planning, mapping, and managing to build and retain talent based on performance assessments, competency measurements, and assessments used as talent indicators. This study aims to analyze the implementation of the talent management program and design appropriate talent management strategies and models at PT INKA (Persero). The research approach used in this study uses a qualitative approach to describe a condition and condition of talent management. This study's data collection used interviews, observation, and documentation studies. The results of this study indicate that PT INKA (Persero) has implemented talent management. However, in terms of implementation, talent management has not been considered effective and appropriate for PT INKA (Persero) because it does not yet have Key Performance Indicators and data related to the talent management system, so companies find it difficult to carry out supervision. The program strategy and talent management model at PT INKA (Persero) has not been fully implemented because they are still in the drafting stage and have not been outlined as a board of directors regulation. So its application is still inconsistent because each function of the talent management dimension still works independently, and there is no continuity between the dimensions of talent management.
Implementasi Kebijakan Sistem Pengelolaan Pengaduan Pelayanan Publik Nasional (SP4N) dalam mewujudkan konsep “No Wrong Door Policy” di lingkungan Lembaga Administrasi Negara Pracoyo Cipto Nugroho; Asropi Asropi; Ridwan Rajab
JURNAL POLINTER : KAJIAN POLITIK DAN HUBUNGAN INTERNASIONAL Vol 9, No 1 (2023)
Publisher : Universitas 17 Agustus 1945 Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52447/polinter.v9i1.6873

Abstract

Sistem Pengelolaan Pengaduan Pelayanan Publik Nasional atau SP4N yang merupakan sistem yang terintegrasi dalam pengelolaan pengaduan nasional secara berjenjang dalam upaya mewujudkan konsep “No Wrong Door Policy” yang merupakan pengelolaan pengaduan yang mengutamakan menerima pengaduan dari mana saja dan jenis apapun serta memastikan pengaduan tersebut dapat ditangani oleh penyelenggara pelayanan publik yang berwenang. dalam penerapannya SP4N memanfaatkan teknologi informasi melalui portal layanan aspirasi dan pengaduan online rakyat atau dikenal dengan lapor!, dalam Implementasinya Lembaga Administrasi Negara (LAN) belum mengoptimalkan portal tersebut sebagai kanal pengaduan utama sedangkan PerMenPANRB 62/2018 mengamanatkan penggunaan portal lapor! Sebagai kanal utama layanan pengaduan instansi pemerintah.Penelitian ini bertujuan untuk mengetahui dan menganalisis implementasi kebijakan pengelolaan pengaduan yang dilakukan oleh LAN. Penelitian ini menggunakan pendekatan kualitatif dengan penelitian bersifat deskriptif eksploratif, dengan menggunakan teori implementasi kebijakan menurut George Edward III yang terdiri dari 4 (empat) faktor yaitu : komunikasi, sumberdaya, disposisi dan struktur birokrasi. Teknik pengumpulan data menggunakan metode wawancara semi terstruktur dengan melibatkan key informan yang berwenang dalam pengelolaan pengaduan di LAN. Hal yang diharapkan dari penelitian ini adalah mengoptimalisasikan penggunaan portal lapor! dalam seluruh pengelolaan pengaduan di lingkungan LAN. 
Widyaiswara Competency Development at the Center for Human Resources Development for Electricity, New, Renewable Energy and Energy Conservation Eni Setyawati; Asropi Asropi; Ridwan Rajab
JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Vol. 9 No. 1 (2024): JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan)
Publisher : Graduate Program Magister Manajemen Pendidikan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31851/jmksp.v9i1.13883

Abstract

Widyaiswara is a training human resource who has a very important role for the training unit in the cycle of education and training. At the Human Resource Development Center for Electricity, New Energy, Renewable Energy and Energy Conservation (PPSDM KEBTKE). Competency development for Widyaiswara in the KEBTKE PPSDM unit is not optimal and still requires increased development. This study aims to analyze the implementation of competency development, competency factors that influence development, and formulate a development strategy that suits the needs of Widyaiswara in supporting the performance of the KEBTKE PPSDM Organization. This study uses descriptive qualitative research methodology by using research instruments in the form of interview guidelines and supporting documents. The results of this study indicate that Widyaiswara PPSDM KEBTKE requires an increase in work experience competencies through non-classical training in the form of internships can increase real experience in the field, develop skills, and improve the quality of work experience.
Performance Analysis of Support System Personnel at the Secretariat General of the House of Representatives of the Republic of Indonesia Rosweni Sukandar; Ridwan Rajab; Hamka Hamka
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i2.5009

Abstract

This study aims to identify the factors that cause the suboptimal performance of SSP at the Secretariat General of the House Of Representatives Of The Republic Of Indonesia so that it can provide a better understanding in improving SSP performance to support the achievement of the vision, mission and objectives of the Secretariat General of the House Of Representatives Of The Republic Of Indonesia and to determine the right strategy in optimizing SSP performance at the Secretariat General of the House Of Representatives Of The Republic Of Indonesia. This research method uses a qualitative approach that produces descriptive data. The results showed that the less than optimal performance of SSP in the Secretariat General of the House of Representatives was caused by factors of competence, motivation, and organizational support. Support from the Secretariat General of the House Of Representatives Of The Republic Of Indonesia in developing SSP will provide significant benefits both for the organization of the Secretariat General of the House Of Representatives Of The Republic Of Indonesia and for SSP itself. For the House Of Representatives Of The Republic Of Indonesia Secretariat General, the development of SSP will increase productivity and performance. Meanwhile, for the SSPs, this will increase their competence in carrying out tasks and solving work problems. This support also motivates SSPs to continue learning and developing new knowledge, skills, and work behaviors that support task execution. Thus, SSPs will better understand their duties and responsibilities and have opportunities to develop themselves. Therefore, SSP competency development can be an important strategy for the House Of Representatives Of The Republic Of Indonesia Secretariat General to optimize individual and organizational performance.
Evaluation of Museum Staff Development in Government Museums in the DKI Jakarta Province Dame Rohana Gustiani Panjaitan; Ridwan Rajab; Asropi Asropi
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 1 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i2.5106

Abstract

The purpose of this research is to improve the role and function of the Directorate of Development of Cultural Personnel and Institutions in supporting the development of cultural personnel and institutions that are right on target for Museum Curator technical personnel at Government Museums in DKI Jakarta Province, to find out the targeted coaching model for Museum Curator technical personnel at Government Museums in DKI Jakarta Province, and to increase the effectiveness of coaching programs for Museum Curator technical personnel at Government Museums in DKI Jakarta Province. The research method used is descriptive research with a qualitative approach. The results showed that the technical guidance activities for museum curators facilitated by the Directorate of Personnel Development and Cultural Institutions are activities that will equip museum curators in increasing their competence. The evaluation of technical guidance is carried out with the CIPP model which identifies the background of the activity, objectives, facilitators/organizers, instructors, participants, activity schedules, evaluation reports, and museum curator certification.
Co-Authors Asropi Asropi Bambang Giyanto Dame Rohana Gustiani Panjaitan Eni Setyawati Hamka Hamka Pracoyo Cipto Nugroho Prayogo Prayogo Rosweni Sukandar Winda - Budiarti