Publication Search

This study aims to assess the impact of the General Intelligence Test (TIU), National Insight Test (TWK), and Personal Characteristics Test (TKP) on the success of the Basic Competency Selection (SKD) for Civil Servant Candidate (CPNS). Using data from participants in the Ministry of Law and Human Rights' SKD selection in 2023, we employed univariate analysis, simple bivariate analysis, and binning methods to comprehend variable relationships. Results reveal non-normal distributions for TIU, TWK, and TKP scores, highlighting the intricate nature of distribution in CPNS selection. While a positive correlation exists between variable values and total SKD score, binning analysis emphasizes TKP competitiveness over TIU and TWK scores. These findings offer practical insights for SKD participants to prepare effectively, with a focus on TIU, TWK, and TKP. Additionally, they contribute to transparency and effectiveness in the CPNS selection process. Further studies are recommended to explore additional factors, like age and gender, for the development of more holistic and accurate selection methods. This research supports enhancements in the adaptive and efficient CPNS SKD selection system.

Service is the main task of state apparatus. The scope of public interest services and services covers a broad field of public life. This mandate is contained in the 4th paragraph of the Preamble of the 1945 Constitution, but in practice, Indonesian public services have not run well. Provisions of public service to public civil servants are actually the result of the functioning of state institutions as civil servants. Therefore, the position of government agencies in staffing is very strategic because it determines the extent to which the government can best serve the community. .According to the purpose of the establishment. The results of this study indicate that the role of the village government in improving the economy of rural communities can be seen from the indicators of this study: governance, development implementation, community empowerment, and village community empowerment. The research method used to compile this article is a library survey. That is, reviewing the journal references we find and adapting them to the topic of this article. Based on the literature and reviews conducted in these journals, we found an impact between the welfare of teaching staff and improving the quality of education.

Currently, there are many kinds of financial institutions that provide various products, namely funding, landing and services. Credit is one of the products from lending services that is very popular with customers because of its many benefits. Credit services are usually used by customers for business capital purposes so that they can encourage economic growth in Indonesia. A banking institution is a financial institution that provides loan or credit services. Bank Woori Saudara KPC Banyuwangi is a banking financial institution that provides services with many superior products, one of which is General Pension Credit (KUPEN) which is specifically for Retired Civil Servants. Apart from that, BWS KCP Banyuwangi also offers a Take Over system for loans from other banks to Bank Woori, KCP Banyuwangi. The results of this service and research aim to ensure that the public, especially retired civil servants, know the procedures and completion of the General Pension Credit Take Over (KUPEN) system from other banks to Bank Woori Brother KCP Banyuwangi. The method used in this research is participatory so that data collection uses observation, interviews and documentation methods. Based on the results of community service regarding the procedures for implementing General Pension Credit Take Over (KUPEN) at Bank Woori Saudara KCP Banyuwangi, there are conclusions that can be drawn, including that the part involved in implementing General Pension Credit Take Over (KUPEN) is the Unit Head, Relationship Officer (RO), Back Office (BO), and TASPEN.

Human resources are very valuable assets and are a major investment that can determine the progress of an organization. Human resources who have knowledge, skills and attitudes that are in accordance with the needs of the organization will encourage creativity and new innovations so that they become a source of unique competitive advantage that is difficult to imitate. Thus, human resources as an asset in an organization must be managed effectively so that they are useful and effective in realizing organizational goals. Employee performance can be used as a benchmark to assess the progress of an organization. Performance measures can be seen from the number and quality of certain aspects according to the standards set by the organization or company, the form can be tangible (the measuring instrument or standard can be determined) or intangible (the measuring instrument or standard cannot be determined), depending on the form and process of implementing the work. This study aims to determine the level of work competence and work motivation as an effort to improve the performance of employees of the Archives and Library Service of Banjar City. This study uses a descriptive survey method, namely research that seeks to collect data, critically analyze the data and conclude it based on facts during the research period. The population in this study were employees of the Archives and Library Service of Banjar City, both civil servants and non-civil servants. Data processing used SPSS version 20. The results of the study were obtained from the results of testing with multiple linear regression tests showing that competence had an effect of 48.3%, and work motivation had an effect of 44.5% on performance partially, overall both variables had an effect of 78.9% and the remaining 21.1% was influenced by other factors.

This study aims to determine the effect of self-control, work stress on cayberloafing in improving the performance of employees of the Food Security and Agriculture Office of Jepara Regency. The population of researchers is all civil servants at the Food Security and Agriculture Office of Jepara Regency as many as 100 people, in addition to the head of service, the sample that has been determined in this study is civil servants at the Food Security and Agriculture Office of Jepara Regency. Determination of the sample size using the Non Probability Sampling method with saturated sample technique. Data analysis in this study used the SmartPLS version 3 program. The data analysis technique used the Structural Equation Modeling (SEM) equation model. The results of the analysis and discussion show that self-control has a negative effect on cyberloafing, work stress has a positive and significant effect on cyberloafing, cyberloafing behavior has a negative effect on performance, self-control behavior has a positive and significant effect on performance, work stress has a negative effect on performance, self-control has a positive effect on Employee Performance through Cyberloafing, work stress has a negative effect on Employee Performance through Cyberloafing in Employees of the Food Security and Agriculture Office of Jepara Regency.

The purpose of this research is to analyze the settlement of disputes over violations of civil servant discipline by the Kupang State Administrative Court. This research method is normative legal research. The location of this research was conducted at the Kupang State Administrative Court Office. The type of data used in this research is normative research, the data used is secondary data. Data collection techniques that will be carried out are through literature studies and also interviews with sources, namely judges.  Data processing techniques in this research conduct studies or analyses in a descriptive juridical and prescriptive juridical manner on legal materials. The result of this research is that the types of employment disputes examined, decided and resolved by PTUN Kupang are generally 2 (two) types, namely disputes due to disciplinary punishment and disputes due to rotation, mutation / promotion and / or filling positions. The subject of litigation specifically for employment disputes is an active and/or former civil servant acting as a plaintiff against a state administrative body or official. The state administrative decision being challenged or the object of the dispute is a decision relating to disciplinary punishment or rotation, transfer/promotion or filling a position against a Civil Servant. The procedure or process of examining civil service disputes at the PTUN is basically the same as examining state administrative disputes in general, namely through 3 (three) processes, namely, the Administrative Process, the Examination Process and the Trial Process, with an examination using a choice of procedural law, namely the Ordinary Procedure, Fast Procedure or Short Procedure.

In general, a person's career is divided into four groups, namely being civil and government civil servants, BUMN employees in various sectors, private employees in various sectors, as well as being an entrepreneur and the like. This research will focus on career choices and orientation in the millennial generation. The millennial generation or generation Z who were born after 1995. Generations that are different from previous generations are the baby boomers, generation X, and generation Y. This research gap has caused policy makers in corporate organizational management to start adapting and seeing what trends are different from other generations. other. This study uses qualitative studies from various recent journals. The results of the study show that most of the millennial generation have career habits with various career patterns, starting from a career as a stepping stone to getting out of their comfort zone by starting a business. The millennial generation is more concerned with salary or income as satisfaction at work.

Regulations on filling the position of village head in the event that there is a vacancy in a village head official in Article 47 of Law Number 6 of 2014 concerning Villages states that the Regent/Mayor has the authority to appoint a Civil Servant from the Regency/City regional government as Acting Village Head in lieu of the vacant Village Head in order to continue to carry out government in the village, until a new village head is elected. The legal consequences if the position of village head is not filled by a definitive official will result in the village not functioning properly in accordance with the objectives of the government and the village community in particular, which will result in negative impacts such as instability in village conditions. A Village Head who can definitively carry out his position in accordance with existing laws and regulations, will revive the functions and carry out the village mission optimally which will bring the village he leads into a better village. So the Village Head has an important influence on the dynamics of village government administration

The purpose of this research is to determine the influence of communication, teamwork, creativity on the performance of civil servants at the Paser Regency Regional Revenue Agency (BAPENDA). From the results of the validity test of 18 valid statements and the significant limit of rtable is 0.05 and the two-sided test, the rtable value is 0.2876 while rcount > rtable for each statement in this study. The results of the reliability test, the Cronbach Alpha value is 0.903, the N of items is 18. From the results of data analysis and data tabulation, it can be seen that the results of the regression equation are Y= 0.477+0.404 X1+0.245 X2+0.242X3. Based on the calculation results, the R value (correlation coefficient) of 0.842 is at a relationship level of 0.80-1.000, which means it is at a very strong relationship level between the variables communication (X1), teamwork (X2), and creativity (X3) on performance. employee (Y). The Adjusted R Square value (coefficient of determination) is 0.688 or 68.8%. This shows that the variables communication (X1), teamwork (X2), and creativity (X3) contribute or contribute an influence of 68.8% to the performance of civil servants (Y) at the Paser Regency Regional Revenue Agency (BAPENDA). Meanwhile, the remaining 31.2% was influenced by other variables not included in this research. The Fcount test results obtained a value of 34.796 with a significance level of 0.000 while the Ftable value was 2.82 (3:43). So Fcount is 34.796 > Ftable value is 2.82. This means that there is a joint influence between the variables communication (X1), teamwork (X2), and creativity (X3) on employee performance (Y).  The results of the t test obtained a Communication tcount (X1) value of tcount 3.094 > ttable 2.017 with a significance level of 0.003 < 0.05. So H0 is rejected and Ha is accepted. Teamwork (X2) tcount is 2.454 > ttable is 2.017 with a significance level of 0.018 < 0.05. So H0 is rejected and Ha is accepted. Creativity (X3) tcount is 1.983 < ttable is 2.017 with a significance level of 0.054 > 0.05. So H0 is accepted and Ha is rejected.

PT. Taspen is an Indonesian state-owned institution which operates in the insurance sector, Old Age Savings (THT), and pension funds for civils servants and state officials. Thus, this company has a task, one of which is to provide services in terms of the Old Age Savings (THT) program. There are various procedures that must be provided in providing these services so that participants who administer the program are more coordinated and directed. The reason for carrying out this research is to obtain the goal to be achieved, namely to find out the procedure to submitting a Old Age Savings (THT) claim at PT. Taspen is carried out. This study used descriptive qualitative method. The result of this research is that you must complete the required documents first in order to be able to submit a claim for Old Age Savings (THT).

Analysis of Pension Fund Payment System Procedures at PT Taspen (Persero) KCU Medan. This research aims to find out how the pension fund payment system is at PT Taspen (Persero) KCU Medan. This research is included in survey research using a qualitative research approach. The subject of this research is PT Taspen (Persero) KCU Medan. The research method used in data collection was interviews, observation and documentation. The results of this research show that the PT Taspen (Persero) KCU Medan pension fund payment system uses a pay as you go system by implementing two payment techniques, namely manual and Automatic Klim Services. The Automatic Klim service will make it easier to access pension payment claim applications, which are integrated by agencies or BKD. Completeness of administrative requirements will facilitate the process of paying pension funds. Through a claim application, either manual or automatic claim, that meets the requirements for salary payments, payments can be made either directly or by transfer. Retirement is one of the awards given to Civil Servants (PNS) for their services to the State. Procedures are guidelines and implementation of work which consists of continuous work step by step so that it is a form of collaboration between one part and another.

This study aims to determine the partial significant effect of work environment on employee work discipline, to determine the partial significant effect of organizational commitment on employee work discipline, to determine the simultaneous significant effect of work environment and organizational commitment on employee work discipline at the Department of Population and Registration Bima Regency civil servant. The population in this study were 120 employees consisting of 35 civil servants, 21 honorary employees and 64 non-permanent employees. The sample in this study were 35 civil servants using purposive sampling technique. Data collection techniques include observation, interviews, questionnaires, documentation. Data analysis techniques used validity test, reliability test, multiple linear regression test, classic assumption test, multiple correlation coefficient test, coefficient of determination, t test and f test with the help of SPSS version 22 for windows. The results showed that there was a partial positive and significant effect of the work environment on employee work discipline, there was no partial positive and significant effect of organizational commitment on employee work discipline, there was a positive and significant simultaneous effect of work environment and organizational commitment on employee work discipline in Department of Population and Civil Registration of Bima Regency.

In principle, pension funds replace employee benefits. Taspen is a pension and insurance program organizer that serves ASN, judges, and civil servants. The source of funding for this pension program comes from the basic salary (gapok), additional basic salary, as well as the last monthly additional basic salary. So in essence, civil servants who have retired can rely on Taspen to manage their pension funds, which will be given in the form of monthly payments in accordance with applicable regulations. So here researchers carry out an analysis to find out what the customers in question are using the pension funds for. Are these funds managed and utilized well? This research uses a qualitative approach. data was collected using the interview method. After all the data has been collected, data analysis is carried out. The data analysis used is non-statistical data analysis. In this research, what is analyzed is the data collected in interview transcripts. Based on the research results, it is known that customers can use pension funds for various purposes, such as living costs. when retiring, investing, purchasing property, or supporting the education of children or grandchildren. Apart from that, customers also manage pension funds by carrying out financial planning, selecting investment portfolios, carrying out evaluations and monitoring, making wise expenditures, carrying out and considering insurance and protection, then consulting with financial experts.

Information about intolerance, sexual violence and drugs is very important material for every good citizen, especially for teenagers. Mojopahit PKBM students are very diverse, but the majority in terms of age, there are still many students who are of productive age (teenagers). In accordance with the Decree of the Minister of Religion of the Republic of Indonesia Number 01 of 2003 concerning Guidelines for Education and Training of Civil Servants in the Environment, the Department of Religion also integrates human rights and gender values ​​in its curriculum. The implementation of this service activity uses discussion/question and answer/introduction and empowerment methods. In order to obtain information and get closer to the service participants, the service team conducted brain storming with the socialization participants. This community service activity targets tutors and residents studying PKBM Mojopahit, Mojokerto City. This service activity was attended by 20 participants from students from package levels A, B and C and several PKBM Mojopahit Tutors from Mojokerto City took part in accompanying the students who attended.

The updated category in the ASN Law, namely Government Employees with Work Agreements, is a matter of controversy, especially on the issue of Termination of Employment (PHK). Which in this case raises aspects that are confronted starting from the professionalism of work to how the legal protection covers it. In this article, we will discuss the position of government employees with work agreements, what kind of legal protection covers PPPK in the event of termination of employment, and what legal steps can be taken to object to layoffs. In accordance with the description of the background and discussion, it can be concluded that the position of the PPPK as an employee of the State Civil Apparatus who is appointed as a Personnel Supervisor Officer according to the needs of government agencies who also have almost the same rights as civil servants. However, PPPK's legal protection is still in the development stage, so there is a need for further improvement and development to increase legal protection for PPPK and ensure that their rights are optimally protected. This is in line with PPPK's status which is still contractual so that its rights are not as strong as those of permanent civil servants. Therefore, efforts are needed to strengthen legal protection for PPPK in order to improve the welfare and work stability of PPPK and improve the quality of public services. One effort that can be done is to provide clearer job security guarantees for PPPK, as well as provide equal legal protection to permanent civil servants. With legal certainty that guarantees and optimizes this, of course this is also in line with good governance.

Female civil servants are absolutely prohibited from becoming second/third/fourth wives as regulated in Government Regulation Number 45 of 1990 concerning Marriage and Divorce Permits for Civil Servants, with the threat of sanctions for those who violate. Problems occur if the judge grants the request for polygamy with the prospective second wife's position as a civil servant with one of the judge's considerations which is not in accordance with the Legislative Regulations, namely ordering the prospective second wife to attach a Certificate of Giving Permission from Her Superior, as in the Decision of the Demak Religious Court Number 539/Pdt. G/2019/PA.Dmk. This research aims to determine the validity of the Certificate of Giving Permission from the Superior submitted by the prospective second wife in the decision in terms of the relevant Legislation. The approach method used in this research is normative juridical with research specifications, namely analytical descriptive, meaning that the events being researched are described using primary, secondary and tertiary legal materials. This research uses qualitative juridical analysis methods to produce descriptive data. The results obtained from this research are that the validity of the Certificate of Granting Superior Permission submitted by the prospective second wife should not have perfect legal force and can be canceled because it does not comply with the provisions in Article 4 paragraph (2) of Government Regulation Number 45 of 1990 concerning Marriage Permits and Divorce for Civil Servants.

This change in regulations regarding employment status creates new dynamics in the implementation of employee recruitment in various government agencies. This creates challenges in maintaining the quality and integrity of the state civil apparatus, along with efforts to increase the professionalism and effectiveness of the bureaucracy. To understand the impact of this change comprehensively, it is necessary to conduct in-depth research that can provide better insight into how the PPNPN recruitment discretion can influence the letter of the Minister of PANRB No. B/185/M.SM.02. 03/2022 concerning Employment Status in Central Government and Regional Government institutions, the contents of which are that honorary employees will completely expire on November 28 2023 and be replaced by PPPK. This regulation means that government officials no longer have discretionary authority to appoint honorary employees or PPNPN. Flexibility of authority for the government to meet the needs of supporting personnel through outsourcing mechanisms. Document Study research method: by reviewing existing related documents. The documentation study approach is research that analyzes the PANRB Minister's Letter and other related policy documents to understand the content, objectives and provisions of the regulations. Data collection through literature and qualitative analysis. The research results show that violations of the PANRB ministerial regulations will be subject to sanctions in accordance with the provisions of the regulations. To meet the shortage of ASN positions or other supporting staff, the leadership proposed the formation of CPNS and PPPK after mapping the positions. The recommendations from this research are the importance of the availability of human resources for civil servants for good public services, and changes in policy regarding the recruitment of honorary employees by the government or leadership.

This research aims to explain the challenges and prospects of bureaucratic neutrality in the 2024 Election in Bima Regency. This study utilizes a qualitative descriptive method and literature review. The research location is in Bima Regency, which is strategically situated to examine case studies and the issues at hand. Data collection techniques consist of literature review, observation, interviews, and documentation. After collecting complete data from the field, the next step is the data analysis phase. In this research, the data analysis technique employs the interactive model, consisting of three main elements: data reduction, data presentation, and conclusion/verification. The research findings indicate that maintaining bureaucratic neutrality in the 2024 Election in Bima Regency requires rigorous oversight, cooperation among relevant institutions, and the enhancement of bureaucratic human resources' quality. Civil servants (ASN) also need to understand the importance of maintaining their neutrality in the 2024 Election to prevent identity politicization, political funding, and the spread of hoaxes. Regulations and guidelines also play a crucial role in preserving bureaucratic neutrality during the elections.

The primary objectives of this study are twofold: (1) To assess the influence of the work environment on the job satisfaction of non-state civil servants, and (2) To investigate the impact of compensation on job satisfaction among non-state civil apparatus employees. This research adopts a quantitative approach, involving data collection methods such as observation, documentation, and the distribution of surveys. The research encompasses the entire population of non-state civil apparatus employees at the Kolaka Transportation Service, with a sample size of 135 individuals selected through a census technique, enabling a comprehensive examination of the population. The analysis of data encompassed an assessment of the measurement model and an investigation of the structural model through the application of Smart PLS 4.0. The research findings reveal a positive and statistically significant correlation between the work environment and compensation variables and the job satisfaction of non-state civil servant employees.

Agencies or companies consider that an organization's success can be achieved only by having employees who have high competence. However, in reality, many highly competent employees cannot work optimally. This can be seen from the lack of employee enthusiasm for working (dedication) and low enthusiasm for completing work (vigor), so employee engagement with the organization is weak. This research aims to determine the influence of perceived organizational support and job characteristics on employee engagement. Data collection was carried out using the perceived organizational support scale created by Eisenberg (1986), the Hackman & Oldham (1976) job characteristics scale, and the Utrecht Work Engagement Scale created by Schaufeli et al. (2003). The results of this research show that perceptions of organizational support and job characteristics simultaneously influence employee engagement of Civil Servants in District X amounted to 61.6%, while changes in employee engagement were caused by other factors amounting to 38.4%.