cover
Contact Name
Bambang Niko Pasla
Contact Email
prajaiswara.jambiprov@gmail.com
Phone
+628122608122
Journal Mail Official
prajaiswara.jambiprov@gmail.com
Editorial Address
KH. Agus Salim Nomo 19 Kota Baru Jambi
Location
Kota jambi,
Jambi
INDONESIA
Jurnal Prajaiswara
ISSN : 27226352     EISSN : 28096991     DOI : https://doi.org/10.55351/prajaiswara
The focus of Jurnal Prajaiswara provides scientific information resources aimed at widyaiswara, researchers, academics, research institutions, government agencies, stakeholders, and practitioners. The scope of the Prajaiswara Journal is to publish original research manuscripts, review articles, studies, and case study articles. The Jurnal Prajaiswara invites manuscripts (but are not limited to) in these areas: Coaching and leadership, The development of leader and leadership, Leadership and innovation, Leadership and organizational performance, Human resources management, knowledge management, Organizational behaviour, Administration and government, Public sector innovation, Public sector economis, Public sector accounting, Public policy, Public service, Administrative reform, Local government studies, Digital governance and business , Fiscal policy, Tax administration
Arjuna Subject : Umum - Umum
Articles 29 Documents
The Role of Transformational Leaders in Handling Organizational Conflict Asnofidal Asnofidal
Jurnal Prajaiswara Vol. 1 No. 1 (2020): June 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (329.574 KB) | DOI: 10.55351/prajaiswara.v1i1.1

Abstract

This paper aims to describe (1) understanding of transformational leadership (2) conflicts that affect organizational development (3) the role of transformational leaders in resolving conflicts. The discussion of the problems in this paper is carried out using a qualitative approach with a deductive method that is discussing the problem that will be studied by writing discussion topics that are described in general and then drawing a conclusion specifically. The results of the discussion explained that; (1) Transformational leadership is a leadership style that transforms members' values ​​personally so that they can be used as supporters or supporters of the vision and goals to be achieved by the organization being carried out. Leaders with this leadership style have the ability to make subordinates or followers to be able to see the organizational goals to be achieved clearly so as to get rid of their personal interests under the interests of the organization. (2) Conflict is a serious problem that can harm an organization. Conflicts can be both beneficial and detrimental, adverse conflicts can hinder the pace of organizational development which in turn will lead to kemuduruan in the organization. (3) The role of a leader in resolving conflicts can be accomplished in various ways including if a conflict occurs because it arises from within itself that can be unsettling for people who are related to him namely: giving a number of suggestions that make self-confidence arise, providing opportunities for subordinates to reflect and introspect. If conflicts occur between individuals, the strategy that can be used is to solve problems through cooperation, unite goals and avoid conflicts so as not to damage developments in the organization.
Application of Pancasila as the Ethical System of the Indonesian Nation Susilawati N; Bambang Niko Pasla
Jurnal Prajaiswara Vol. 1 No. 1 (2020): June 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (247.514 KB) | DOI: 10.55351/prajaiswara.v1i1.2

Abstract

Ethics is related to good living habits, and good living procedures, for individuals or society. In this sense, ethics is the same as morals. Ethics in a broad sense is the science that discusses the criteria of good and bad. Ethics are generally understood as philosophical thoughts about everything that is considered good or bad in human behavior. Ethics is always related to the issue of values ​​so the discussion about ethics generally talks about issues of good or bad values. Pancasila as an ethical system is very urgent to be applied in the life of a nation and state because of the problems faced by the Indonesian people, among others: 1) The many cases of corruption that hit the State of Indonesia so as to weaken the joints of life as a nation and state, 2) The occurrence of acts of terrorism in the name of religion so that it can damage the spirit of tolerance in inter-religious life, and melt the spirit of unity or threaten the disintegration of the nation, 3) Human rights violations still occur in the life of the state, 4). The gap between rich and poor groups still marks the lives of Indonesian people, 5) legal injustice that still colors the judicial process in Indonesia and 6) Many rich people are not willing to pay taxes properly. The strategy for implementing Pancasila as an ethical system in the life of the nation and state for the Indonesian people is carried out as follows: 1) Character education. 2) Reference Criteria for State Administrators, 3) Raising Awareness of Taxpayers, 4) Manifestation of the Pancasila Value in the Human Rights Law and 5) Manifestation of the Pancasila Value in the Environmental Law.
The Influence of Organizational Culture and Leadership on Employee Performance at the Human Resources Development Agency of Jambi Province Sutoro Sutoro
Jurnal Prajaiswara Vol. 1 No. 1 (2020): June 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (510.236 KB) | DOI: 10.55351/prajaiswara.v1i1.3

Abstract

Human resources is a very important factor in an organization both large and small scale organizations to achieve its goals. Human resources who have a high work culture and good leadership will produce quality employee performance which will ultimately optimize the goals of an organization/company. The purpose of this study was to determine the effect of organizational culture and leadership on employee performance in the BPSDM Provinsi Jambi Regency. The results of this study indicate that organizational culture and leadership simultaneously have a significant effect on employee performance with an F count of 120.444. and a significance level of 0,000. Partially, organizational culture has a positive and significant effect on the performance of BPSDM Provinsi Jambi Regency employees with a t count of 12,016 and a significance level of 0,000. While leadership influences the performance of employees, the effect is small with a t count of 1.994 with a significance level of 0.05.
Cultivating the Organizational Cultural Values of Jambi Province Human Resources Development Agency Lailatul Isnaini
Jurnal Prajaiswara Vol. 1 No. 1 (2020): June 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (370.279 KB) | DOI: 10.55351/prajaiswara.v1i1.4

Abstract

This research is a type of qualitative research on organizational culture (organization culture) that was developed in the Human Resources Development Agency (BPSDM) Jambi Province. Organizational culture (organization culture) is an important concept in the organization. An in-depth understanding of this concept is important given the interrelationship between the concept and the application of the two things. Incorrect understanding of the concept can make it difficult for regulators/regulators, practitioners, and management in communicating about organizational culture. Based on this study, the writer finally tries to come up with a general picture of the application of organizational culture in the Jambi Province Human Resources Development Agency. The results of the study show that organizational culture has been believed to be basic values, norms, and beliefs, and is spread among all members of the organization through social interaction both among members or members of the organization, which is reflected in the behavior of individuals and their organizations. So that in carrying out the task of promoting professionalism, responsibility, integrity, cooperation, and being disciplined in accordance with applicable rules.
Factors Affecting Employee Performance Suwarto Suwarto
Jurnal Prajaiswara Vol. 1 No. 1 (2020): June 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (370.279 KB) | DOI: 10.55351/prajaiswara.v1i1.5

Abstract

The goal of this study is to determine a general overview of workability, work discipline, and employee performance, in addition to knowing about the effect of workability and work discipline partially and simultaneously on employee performance. Research using explanatory research with a quantitative approach and data collection through a questionnaire. The sample used by 35 employees remain at the Badan Kepegawian dan Pengembangan Sumber Daya Manusia Kabupaten Muaro Jambi. Analysis of the data used is descriptive analysis method and inferential analysis by observing the classical assumption test and multiple linear analysis. The results show that employability and discipline affect the performance of employees is 82,3%. While the remaining 17,7% variable employee performance will be affected by any variables as wages, job security, working conditions, achievements, training, work experience, and others.
Online Training Evaluation in Character Building of Training Participants Yahman Yahman
Jurnal Prajaiswara Vol. 1 No. 1 (2020): June 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (661.58 KB) | DOI: 10.55351/prajaiswara.v1i1.8

Abstract

Training is a short education that combines theory and practice in order to obtain applicable and practical knowledge and skills to improve performance and shape one's character in accordance with organizational demands. Along with the era of industry revolution 4.0 or popularly known as the fourth industrial revolution marked by three key technologies: Internet of things (IoT), BigData, and Artificial Intelligence (AI), online training with utilizing information technology (IT) as a new model in the implementation of training, not least in training for state civil servants (ASN). This research is an evaluation research aimed to find out how far the effectiveness of online training, especially training for state civil servants (ASN) in forming the character of trainees. The method used in this research is a qualitative research method with the selection of respondent samples by purposive sampling. Selected respondents are those who have attended online training in high-level tiered scholarship training, online training for supporting administrative leadership training (PKA) and supervisory leadership training (PKP), and online training participants for PKA and PKP organizers. Data collection is done through interviews and observations. The evaluation model used in Kirk Patrick's training evaluation model consists of four levels, namely reaction, learning, behavior, and result. Of the four stages, three stages are taken, namely reaction, learning, and behavior. Whereas the resulting level is recommended for further research. The results of this study indicate that time and cost are more efficient, but in character, formation is less than optimal.
The strategy of Leaders as Agents of Change in Improving Organizational Performance Enadarlita Enadarlita
Jurnal Prajaiswara Vol. 1 No. 2 (2020): December 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (329.948 KB) | DOI: 10.55351/prajaiswara.v1i2.9

Abstract

In an organization, performance assessment is very important because this assessment can be used as a measure of the success of the organization within a certain period of time. The assessment carried out can be used as input for improvement or enhancement of the performance of the organization concerned. Government organizations are public organizations that aim to meet the needs and interests of the public, so the performance of these public organizations can only be said to be successful if they are able to realize their goals and mission. The success of an organization in improving its performance cannot be separated from the role of a leader, especially a change leader. A successful leader is an l leader who is able to mobilize aspects of input or resources, such as employees, budgets, facilities and infrastructure; information; and organizational culture. As well as those relating to the management process; planning; organizing; implementation; budgeting; supervision; evaluation.
Basic Training Group III Patterns in the Network (Online): Perceptions of Participant Satisfaction and Learning Outcomes Bailah Bailah
Jurnal Prajaiswara Vol. 1 No. 2 (2020): December 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (471.681 KB) | DOI: 10.55351/prajaiswara.v1i2.10

Abstract

This study aims to determine how the success rate of implementing the online pattern latsar compared to the facial pattern latsar that has been done so far. Measurement of the effectiveness/success rate of latsar is done by evaluating using the Kirkpatrick reaction level and learning level approach. This study uses a mixed mix approach of quantitative and qualitative. Data were collected by filling out questionnaires and secondary data studies. Subjects for this study were participants of CPNS Class III Batch I Tanjung Jabung Barat Regency 2020. The informants in this study were 40 (forty) participants and the organizing committee at BKPSDM, Tanjung Jabung Barat Regency. The data analysis technique was carried out by using qualitative data that was converted into quantitative data, data classification, formulating research results, and analyzing research results. The results of the research on the reaction level showed that 71.95% of Latsar participants showed a "very satisfied reaction” in the implementation of online latsar, and 22.79% of Latsar participants showed " satisfied " reactions and only 5.85% of participants showed reactions "quite satisfied". If analyzed per indicator, out of the 7 (seven) level reaction indicators that have been determined, there are 4 indicators that indicate the level of reaction of participants who are "very satisfied" which is above 60%, namely the benefits of increasing participant competence, teacher performance, discussion topics and teacher competence. One indicator that needs attention is the convenience of the training location because the level of reaction of participants who stated "very satisfied" was only 28.42% and 58.75% stated, "satisfied". At the learning level of the 4 assessment indicators used, the normative average score of face-to-face latsar participants is 80 (eighty), while the online latsar participants' average score is 84 (eighty-four), this shows that the level of effectiveness / the success of online pattern latsar is higher than face-to-face pattern latsar. The conclusion of the study, at the reaction level 71.95% of Latsar participants stated that the online learning process with online patterns was very fun / very good and 22.79% stated it was fun/good, and only 5.85% stated that it was quite fun/good enough and at the level of participant learning, the implementation of online latsar learning has a better effect on the ability of participants to absorb material compared to face-to-face latsar patterns. Suggestions for organizers to further improve the quality of the convenience of online training locations for future implementation and organizers do not hesitate to do online pattern lats because the learning effect for participants is higher than face-to-class pattern lats.
The Effectiveness of Virtual State Defense Preparedness Learning during the Covid-19 Pandemic in Increasing the Nationalism of State Civil Apparatus (ASN) in Basic Education for CPNS Group III Batch 2 in Tanjabbar Regency in 2020 Fianita Dhany
Jurnal Prajaiswara Vol. 1 No. 2 (2020): December 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1300.023 KB) | DOI: 10.55351/prajaiswara.v1i2.11

Abstract

The covid-19 pandemic has brought big changes to the world, including Indonesia. The policies issued by the government to limit the spread of the coronavirus have an impact on various fields around the world, especially on education. Learning that should be done face-to-face turns into virtual learning, this very changing learning system has a big impact on the implementation of CPNS basic education training, virtual learning, especially on the first agenda, namely the Defense Preparedness course which aims to shape the character of CPNS to behave and act professionally, behave with quality performance, ethics based on national values, and high commitment to face changes in the strategic environment of work units/organizations as a real manifestation of the spirit of defending the State of a civil servant. This rationale makes state defence preparedness one of the most important training courses in CPNS basic training (Latsar). The characteristics of the effectiveness of the learning program are that they are successful in bringing participants to the learning objectives and indicators of success that have been determined and providing an attractive learning experience. In the state defence preparedness training, the author is interested in conducting an analysis related to the effectiveness of the implementation of learning in the State Defense Preparedness training in fostering a virtual sense of nationalism from the participant's point of view in receiving state defence preparedness learning to increase the sense of nationalism of CPNS Ditsar participants, especially CPNS Training Participants. Tanjabbar Force.2 in 2020 with a total of 34 people. This study used a survey method which was conducted online. The data was collected by distributing questionnaires online to 34 respondents as a sample. The results of the data obtained showed that the implementation of virtual learning was carried out effectively 70.6% of the implementation was effective.
Analysis of Service Quality for CPNS Basic Training Providers (LatSar) at BPSDM Jambi Province in 2019 Musfarita Affiani
Jurnal Prajaiswara Vol. 1 No. 2 (2020): December 2020
Publisher : Badan Pengembangan Sumber Daya Manusia (BPSDM) Provinsi Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (947.471 KB) | DOI: 10.55351/prajaiswara.v1i2.12

Abstract

The background of the research is the ineffectiveness of training which resulted in the low satisfaction of the training participants. Service quality includes reliability, responsiveness, assurance, empathy and tangibility. Efforts to improve service quality can be improved through service provision by referring to the dimensions of reliability, responsiveness, assurance, empathy and tangible, where assurance and empathy can be used as efforts to improve the quality of services that are more optimal for Finance. The aim of the research is to analyze the level of training management servqual. The analysis used is servqual analysis.   The analysis of servqual on the management of the training showed that there was a significant gap between the trainee’s expectation with the training management.

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