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The image of government bureaucracy is influenced by the performance of public service agencies. For this reason, it is necessary to carry out continuous reform, in anticipating and adapting to developments in society. In an effort to improve the image, performance and professionalism of government agencies towards good governance, it is important to have unity of direction and views among government employees. In this research the problem is how the government of Kuala Kurun District, Gunung Mas Regency, Central Kalimantan Province improves the quality of public services and what only inhibiting factors in improving the quality of public services This research uses a qualitative approach, the data displayed is generally in the form of actual and accurate sentence descriptions and connects the problems studied with a qualitative approach. Researchers go out into the field to research the object of study and hold direct interactions with the community with the aim of obtaining in-depth information about this matter, conducting in-depth interviews and observations The results of this research show that the public service bureaucracy at the Kuala Kurun Subdistrict Office has not been maximized, public satisfaction with services in the dimensions of reliability, responsiveness, guarantees, empathy and direct evidence is implemented with minimum standards, this is because there is still an imbalance in the distribution of tasks and implementation The work that is the responsibility of employees at the Kuala Kurun Village Office, especially the main tasks and functions that have been determined. The causal factor is limited facilities and infrastructure which influences the provision of maximum public services. From the results of this research, it is recommended to evaluate the performance of public services, so that bureaucratic reform can be implemented in the Kurun Village Office, Gunung Mas Regency, Central Kalimantan Province.

The Online Document Information System (Si-DOI) represents a digital innovation aimed at improving the quality of population administration services. This research analyzes the implementation and performance of Si-DOI at the Population and Civil Registration Office of Palangka Raya City. The research methodology employs a qualitative descriptive approach with a case study design, utilizing data collection techniques through in-depth interviews, observation, and documentation. Research respondents include office employees, service users, and relevant stakeholders. The findings indicate that Si-DOI implementation has facilitated document access, accelerated administrative processes, and enhanced public service transparency. However, several technical constraints and infrastructure limitations still require improvement. The research recommends system capacity enhancement, human resource development, and continuous updates to optimize Si-DOI performance. The conclusion suggests that Si-DOI has the potential to become an effective population administration information system, but requires ongoing commitment to development and improvement.

This study aims to determine and evaluate the Performance of the Food Crops Agriculture Service in the 2018-2023 Subsidized Fertilizer Distribution Program (Case Study of Rice Farmers, in Seso Village, Ngada Regency). Using a qualitative descriptive approach with Atik Septi Winarsih's theory and Robbins' theory which highlights Responsiveness, Responsibility, Accountability, Punctuality, Work Commitment. The study involved 12 Informants.The results showed that in the subsidized fertilizer distribution program, employees of the Food Crop Agriculture Office of Ngada Regency have not carried out their duties in accordance with the needs of farmers on agricultural land, this is due to communication deficiencies such as in terms of providing infrastructure, fertilizer stocks, and the problem of changing fertilizer price increases and in terms of special training in accessing the E-RDKK system. One of the factors that hinders access to this system is that farmers do not understand the use of the E-RDKK system through android phones and the lack of knowledge that farmers have. The Ngada Regency Food Crop Agriculture Office has also not provided sufficient facilities and infrastructure on farms because there are many delays in distribution that take more time than the specified time. Services at the Ngada Regency Food Crop Agriculture Office have not been in accordance with the implementation in the field so that farmers' needs have experienced delays in service. Another form of participation that supports the sustainability of the subsidized fertilizer distribution program is by conducting socialization activities. The form of participation that is carried out is contrary to community expectations where the completion time is delayed from the time that should be determined.

Ayu Ashari, in 2024 Implementation of Work Discipline on Employee Performance at the South Sulawesi Provincial Education Office, Management Study Program Thesis at the Indonesian Educational Institution College of Management Science (STIM-LPI) Makassar. Supervised by Dr. Andi Irwan, S.E., M.Si. and Jumaidah, S. Sos., M. Si. This research aims to determine the implementation of work discipline on employee performance at the South Sulawesi Provincial Education Office. The method used in this research is a quantitative method with the number of respondents being 55 employees who were sampled using a sampling technique, namely the sloving technique, where the data collection technique uses a questionnaire. The analysis used in this research is a simple linear regression test. The results of partial testing of work discipline variables on employee performance have a significant influence on employee performance as proven based on partial test results with a significant value of f 0.001 < 0.05.

The Role of the Protocol Section of the Palembang City Regional Secretariat in Supporting the Performance of the Palembang City Regional Secretariat. The research method used is to use qualitative research methods with observational data collection techniques, interviews and documentation. The results showed that the Role of the Protocol Section of the Palembang City Regional Secretariat in Supporting the Performance of the Palembang City Regional Secretariat. The role of this protocol is very decisive in assisting the Palembang city regional office in completing its work, but the protocol in carrying out its duties and functions is based on existing policies.   The Palembang City Setda Protocol must be able to do its job well, one of its strategies is to coordinate and communicate optimally with various related parties, then carry out innovations and changes in accordance with the actual conditions of the times, the goal is that every activity that exists of the Palembang City Setda can run optimally and better. The Palembang City Setda Protocol must have good communication skills, because the role of the Protocol itself is as a liaison between agencies, private institutions or the community with the Palembang City Setda, both meeting issues and activities or events to be carried out.  Mistakes and misconduct in work and in the implementation of activities in the Palembang City Setda occur, but with the experience and words of Setda employees, of course, the problems can be overcome and corrected properly.

This study aims to analyze the implementation of management regarding Human Resources, in order to improve the quality of education at SMA Negeri 1 Bandar Khalipah. Effective human resource management is a key to achieving a quality education goal. This study uses a qualitative approach with a case study method. The methods used to collect data are by conducting observations, interviews, and documentation. Data analysis is carried out using data reduction techniques, data presentation, and drawing conclusions. As for checking the validity of the data, it is by using triangulation of methods and sources. The results of this study will later present a description of the implementation of Human Resource Management to improve the quality of education at SMA Negeri 1 Bandar Khalipah by: 1) Analysis of the work carried out by the principal on educational and teaching staff, 2) Very comprehensive and structured human resource planning in the management of educational and teaching staff, 3) Procurement of human resources involves various stages and depends on the status of prospective educators (Honorary and PNS), 4) Selection of human resources involves various different stages for prospective educators, CPNS selection is stricter and more formal while honorary is more flexible, 5) Orientation of human resources involves stages and depends on the status of honorary or PNS, for honorary workers it is more flexible with an observation period while PNS is structured and comprehensive, 6) Appointment and placement of human resources depends on the status of honorary employees or PNS, honorary workers are placed according to the orientation period if accepted before the opening of a new class while PNS are based on SK and qualifications, 7) Compensation of human resources depends on employee status and applicable regulations, 8) Development of human resource careers human resources that should involve strategies and programs, both internal and external, 9) Evaluating human resource performance is done with various methods and frequencies, 10) Dismissal and termination of employment of human resources in this school depends on the conditions of the work contract, teacher requests and policies from the head of the education office and the principal. This study found that active participation from all parties in the school, including the principal, teachers, and staff plays an important role in supporting the improvement of the quality of education. This study concludes that in order to obtain quality human resources, in its management, it is necessary to implement good and correct human resource management so that it is in accordance with the expected needs.

This study analyzes the employee performance assessment system at the Malang Regency Transportation Office, based on observations and interviews with several employees. Performance assessments are carried out annually with quarterly evaluations by the head of the sub-division. Evaluations include employee performance, financial administration, and staffing. The assessment process involves several stages: Annual Work Plan (RKT), Performance Agreement, Employee Performance Targets (SKP), and the use of the "SIAP KERJA" Application. The RKT is prepared as an elaboration of the Agency's strategy and facilitates program evaluation. A Performance Agreement is a commitment document between leaders and subordinates related to the implementation of tasks with performance indicators. SKP includes targets that must be achieved in a certain period, measured based on quantity, quality, time, and cost. The results of this assessment are then summarized in the "SIAP KERJA" Application, which experiences technical problems such as frequent errors or maintenance. The suggested solution is to fill in daily activities regularly. This performance assessment aims to improve the integrity, accountability, transparency, and performance of the apparatus, as well as be the basis for evaluation, awards, and sanctions to employees.

The South Tangerang Civil Registration Population Service has the task of providing community service by applying the principles of Good Governance. In its implementation, several problems are still found, such as a system that is often down and employee responsiveness which is part of accountability and there is still discrimination in services which is part of legal violations of rights. Same. This research aims to find out how the principles of Good Governance are implemented in the Population and Civil Registry Office in South Tangerang City. The method used is descriptive with a qualitative approach in data collection techniques in the form of interviews, observation and documentation. The results of this research are, 1. Accountability has carried out accountability every day, and each division has carried out accountability through reporting to the head of service where the results of the report usually contain sanctions for employees who are negligent in their duties, and the competencies possessed by the employees. And it is necessary to involve community participation to monitor the performance of the institution, 2. Transparency has been carried out well by the institution but there needs to be increased training and awareness of employees, 3. Participation has been carried out well by the institution but there needs to be training related to digital literacy involving the community and figures community, and creating inclusive forums in order to create good public services and in accordance with the principles of good governance, 4. The rule of law is not yet running well because there are still acts of discrimination by differentiating services between someone who has a position and one who does not have a position, so it is necessary to law enforcement that is applied fairly and inclusively regardless of a person's social status and training through education in schools.

The role of Human Capital Division is very influential in improving the employee performance Corporate Social Responsibility (CSR) of Head Office PT ANTAM Tbk South Jakarta. These significant results are based on investment in increasing employee skills, knowledge and experience which makes employees the capital or assets of a company which is the focus of improving employee performance. The purpose of this research is to find out the role of Human Capital Division in improving the employee performance Corporate Social Responsibility (CSR) of Head Office PT ANTAM Tbk South Jakarta. In this research, the author used a qualitative descriptive research method to develop a theory that was built when obtaining data in the field using data collection techniques in the form of observation, interviews and documentation. The research results show that increasing employee performance is a significant result of the role of the human capital division based on aspects of work quality, work quantity, task implementation and responsibility which are the focus of improving employee performance. The author's findings show that the emphasis on skills achieved through the recruitment process is the main thing. The human capital division ensures that the employees recruited have the skills necessary to make maximum contributions to the programs implemented by CSR. Increasing employee performance is achieved through various factors related to the role of the human capital division of PT ANTAM Tbk South Jakarta Head Office, such as providing training that is relevant to employee duties and responsibilities, not only increasing an employee's competency but also forming a strong foundation for increasing productivity. Regular evaluation also has a positive impact on improving employee performance, where there will be input and encouragement for each employee. This also makes employees open to each other so that communication is established well and loyalty is created between employees. Overall, this thesis confirms that the human capital division has an important role in improving employee performance. This is also formed from employees who are competent and willing to continue to improve their abilities and skills.      

The quality of service at UPT Puskesmas Sibolangit is still not good. The quality of service at UPT Puskesmas Sibolangit is still not good which is related to the management of the health center which has not been able to carry out its functions properly including: planning, implementation and performance assessment. This study aims to determine the effect of planning, implementation and assessment of health center management work on service quality at UPT Puskesmas Sibolangit. This type of research is an analytical survey study with a cross-sectional design. The population of the study was all employees at the Sibolangit Health Center UPT as many as 52 people and using total sampling. The data collected were primary data and secondary data, primary data were obtained using a questionnaire. The data were analyzed using Multiple Logistic Regression statistical tests with a confidence level of 95%. The results showed that the majority of planning was less than good as many as 28 people (53.8%), the majority of implementation was less than good as many as 28 people (53.8%), the majority of assessment was less than good as many as 29 people (55.8%) and the majority of service quality was less than good as many as 29 people (55.8%). The conclusion of this study is that planning obtained p-value = 0.037 <α=0.05, implementation obtained p-value = 0.037 <α=0.05 and assessment obtained p-value = 0.022 <α=0.05 means that there is an influence of planning, implementation and assessment on the quality of service at the Sibolangit Health Center UPT and the most dominant health center management influencing the quality of service at the Sibolangit Health Center is the assessment variable that has an influence with a strength of influence of 29,153 times. It is recommended to the Head of the Health Center to increase the joint commitment of the leadership and employees and the Head of the Health Center to improve coordination, communication and cooperation by involving all program managers in the management process and for the Health Office to further improve technical guidance to the Health Center on health center management.

The adoption of Robotic Process Automation (RPA) has emerged as a crucial strategy for medium-sized enterprises (SMEs) to streamline back-office operations, enhance productivity, and reduce operational costs. RPA involves the use of software robots to automate repetitive, rule-based administrative tasks, allowing employees to focus on more complex, value-added activities. This study explores the implementation of RPA in medium enterprises, focusing on its impact on cost efficiency, administrative workload reduction, and operational performance. The research uses a case study approach, analyzing medium enterprises that have adopted RPA to assess the effectiveness of automation in improving business processes. Data collection methods include interviews, surveys, and company reports to evaluate how RPA affects workload, accuracy, and cost savings. The findings indicate that RPA significantly reduces manual administrative tasks, leading to faster processing times, lower error rates, and substantial cost savings. Employees in enterprises that adopted RPA reported increased job satisfaction due to the reduction of monotonous tasks and the opportunity to engage in more strategic work. However, challenges such as employee resistance, data security concerns, and system integration complexities were also identified. The study compares RPA’s impact with traditional manual processes, highlighting improvements in speed, accuracy, and overall cost efficiency. Additionally, the study compares RPA adoption across industries such as manufacturing, retail, and service, revealing sector-specific challenges and successes. The paper concludes by emphasizing the practical implications for SMEs, suggesting that RPA can optimize business operations and urging further research on its long-term effects on employee roles and organizational culture.

Nowadays, business development is increasingly complex and competitive, therefore companies must improve their performance. In an effort to improve company performance, the accounting information system (AIS) and internal control system (SPI) are very influential, because good implementation of SIA will make the tasks carried out by all employees easier. Therefore, this research aims to determine the effect of implementing AIS and SPI on the performance of the XYZ Savings and Loans Cooperative (KSP) case study company. The data used is primary data, this data was obtained through distributing questionnaires. The population and sample in this study were all KSP XYZ employees, namely 33 people spread across four branch offices. The method used is multiple linear regression analysis using the SPSS Version 29 test tool. Based on the research that has been carried out, the results show that partially SIA and SPI have no effect on company performance and, simultaneously, SIA and SPI have an effect on company performance.

The implementation of bureaucratic reform at the Secretariat General of the Ministry of Cooperatives and SMEs of the Republic of Indonesia is still seen as an additional task and has not become an integrated part of the strategy to increase efficiency and effectiveness in realizing agency performance, then the organizational and governance restructuring carried out still requires adjustments to tasks and functions in achieving output as expected, then another problem is the still limited professionalism of the apparatus, especially in terms of competence and commitment in implementing bureaucratic reforms. This study aims to identify and analyze the strategy for implementing bureaucratic reform in government institutions, the Office of the Ministry of Cooperatives and SMEs of the Republic of Indonesia, especially the Secretariat General based on Geoff Mulgan's theory, of purpose, environment, direction, action, learning. The method used is descriptive with a qualitative approach. Data collection techniques through interviews, observation, and documentation. The results of the study show that the objective indicators are optimal, namely the leaders of the bureaucratic reform team and employees are trying to increase the value of bureaucratic reform indicators with various activity programs. Environmental indicators are not optimal, due to the lack of human resources in abilities, knowledge, attitudes. The direction indicator is optimal, because employees get guidance and direction from the leader in terms of coordination, communication and motivation. The action indicators have not been optimal, because they are still faced by unresolved obstacles such as the transfer of positions between units and policy changes. In learning indicators that are not optimal, in the performance targets of each individual and organizational performance, the results are still lacking and there are still supervisors who do not reflect the feasibility and appropriateness so that they must be retested in order to realize good practice.

this study is entitled "implementation of organizational changes in the performance of employees in the government sector of Simo village, soko district, tuban Regency". The purpose of this study is to explain and analyze the organizational strengthening carried out by the Tuban District Office as one of the agencies in Tuban Regency, as well as the excellent service provided by the office. This method uses a descriptive qualitative research approach in which researchers interviewed 2 sides, namely from the side of village officials and the community. Apart from the results of interviews, researchers also use literature research methods, namely research sourced from primary and secondary empirical data from journals, articles, or other literature. Based on the results of the study showed Simo village government has conducted planning and strategy development, adjustment between strategy and actual organizational conditions, implementation of strategy, maintenance and maintenance of organizational change, and reorientation and change of strategy and improve employee performance and improve service quality

This research discusses office management in creating effective employee performance according to William H. Leffingwell. Office management is a series of activities to plan, manage, organize, direct, supervise the implementation of office work effectively and efficiently so as to achieve the expected goals. Office life will be well managed and run smoothly with all existing activities and programs, if the office applies management sciences to it. Management is needed, so that offices can be managed well, by making optimal use of existing infrastructure, organizing employees appropriately, arranging employee duties and responsibilities well, and evaluating the results of employee performance and the office's achievements. This research uses library research by collecting all data and information related to creating effective employee performance in office management through books and scientific articles that are relevant to the topic discussed.

The implementation of Minister of State Apparatus Empowerment and Bureaucratic Reform Regulation Number 1 of 2020 regarding Guidelines for Job Analysis and Workload Analysis has been carried out. In Indonesia, workload analysis is important for determining the number of employees needed by the Surabaya Education Office so that the organizational structure can be efficient in carrying out its tasks. This study aims to evaluate the implementation of the Workload Analysis Application (ABK) on employee performance at the Surabaya Education Office. The research method used is descriptive qualitative using documentation, observation, and interviews. The ABK application is used to determine the needs of employees at the Surabaya Education Office. Data were collected through documentation, observation, and interviews. The results show that the procedure for using the Workload Analysis Application is in accordance with the guidelines set forth in the Ministerial Regulation. Human resources and infrastructure are quite good because socialization has been conducted to employees. Although the implementation is going well, there are still obstacles related to understanding the ABK filling format by some human resources and the need for additional computer facilities and improvements to an unstable network.

The existence of the Manpower and Transmigration Office in Central Java Province as an implementing element of government duties in the employment and transmigration sector certainly does not always run smoothly. One of the main issues that may be faced by the Manpower and Transmigration Office is the existence of a high administrative burden. The research method used is an empirical juridical approach using a combination of primary data and secondary data. Primary data is obtained through interviews and face-to-face meetings with resource persons relevant to the research context, while secondary data is obtained through document analysis of literature, policies, and related documents. The analytical approach used in this research is qualitative analysis, which allows for understanding and detailing qualitative aspects based on the issues studied. This study found that the administrative burden in the Central Java Provincial Manpower and Transmigration Office can include various things, such as the preparation of technical policies in the field of employment, community empowerment and transmigration, the implementation of government affairs and public services in the field of employment, guidance and implementation of tasks in the field of employment, and reporting the results of the implementation of main tasks and functions. And to deal with this burden most government programs, especially those managed by the Central Java Provincial Manpower and Transmigration Office, use online platforms and electronic media to process various aspects of employment. This effort helps in processing community reports more easily, quickly, and efficiently, so as to increase the effectiveness of the performance of Central Java Provincial Disnakertrans employees.   Keywords : Administrative burden, Manpower and Transmigration Office, Central Java Provincial

This mini-research aims to analyze the principles of implementing GCG which include transparency, accountability, responsibility, independence and justice, which are fundamental in managing business, especially in state-owned companies as regulated in the Regulation of the Minister of State for State-Owned Enterprises Number: PER – 01/MBU/2011 regarding the Implementation of Good Corporate Governance. The implementation of good corporate governance in the company has not been optimal due to a lack of socialization to communicate, educate and convey information about GCG to employees based on position holders. This research uses qualitative research methods with informants from related positions, company employees and service users. The results of the research show a lack of socialization from office holders so that new employees do not understand GCG, the principles of accountability, starting from the delivery of information and financial reports, have not been implemented quickly, and the principles of responsibility in service sessions have not been maximized, as shown by, among other things, limited internet access and provide comfort and satisfaction to customers.

This research uses a qualitative descriptive approach, namely by describing and analyzing the problems found. Qualitative research is based on primary data and secondary data. Primary data in this research was obtained by conducting observations, interviews, and documentation, while secondary data was obtained through books, previous research, and articles related to the research. The purpose of this research is to determine the analysis of the implementation of employee performance in the office at PT XYZ which includes maintenance scheduling as well as obstacles and solutions in analyzing the implementation of employee performance in the office. From the results of this research, it can be seen that the implementation of employee performance at the PT XYZ office has performed well.

Esources such as capital and office infrastructure. Human resources are the most important thing for an institution, because humans have the ability to set goals, collaborate, and work so that planned goals are achieved. Likewise, it is no less important than the office infrastructure in an institution that has a big influence in efforts to increase work efficiency and effectiveness. Therefore, an institution really needs office infrastructure that can be used by employees in carrying out their duties and responsibilities so that administrative activities and other operational activities can run well and smoothly. Office infrastructure is one of the factors that supports the success of an institution in achieving the organization's goals. Office facilities and infrastructure are an important part that need to be prepared ideally and continuously so that they can ensure the smooth running of employee work activities. Considering that office facilities and infrastructure are very important in efforts to facilitate employee work activities, therefore it is necessary to manage adequate facilities and infrastructure. Means are anything that is used as a tool to achieve aims and objectives, means are more indicated for moving objects such as computers and machines. Infrastructure is something that is the main support for the implementation of the process (Business, Development, Project), infrastructure is more indicated for immovable objects such as buildings, space, land. Work effectiveness is a condition that shows the level of success of management activities in achieving goals including quantity work, quality of work, and timeliness in completing work. Effectiveness is often associated with an efficient system, so that the service process takes place effectively, optimally and on time, thereby eliminating the need for overtime work with its implications. The efficiency of work processes, the level of effectiveness of office technology users, and the comfort of the work environment will directly and indirectly influence employee performance in completing assigned tasks. Apart from that, there are also various factors that influence work effectiveness, including: time, tasks, productivity, motivation, work evaluation, supervision, work environment, equipment and facilities. It is logical and appropriate if increasing effectiveness is made one of the government's long-term targets in implementing its strategy. Based on the phenomena presented above, it is clear that the Office of Industry, Trade, Energy and Mineral Resources of North Sumatra Province has not been well managed regarding infrastructure and has not complied with the appropriate regulatory principles. Problems like this should be addressed immediately and maximized so that in the future it can be as good as it should be. If this is resolved, it will certainly create a comfortable and conducive atmosphere so that employees can carry out their work responsibilities well and optimally. Therefore, the researcher was interested and conducted research as a result of an internship, with the title "The influence of the lack of office infrastructure on the effectiveness of employee performance