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The State Civil Apparatus or commonly referred to as ASN has been in the spotlight lately, where the changes in the new laws and regulations greatly affect the two (2) management of ASN, which includes Civil Servants (PNS) and Employees Government with Work Agreement (PPPK). This study aims to find, examine and discuss in more detail related to the Amendment of Law Number 20 of 2023 concerning Civil Servants, more specifically related to the Rights of Civil Servants and PPPK which have been regulated in this Law. The research method used is the cutative descriptive method. This type of research is normative legal research, the source of data obtained by researchers is sourced from legal materials, journals, and literature that supports this research. The legal materials used are primary, secondary and tertiary legal materials, while the literature includes contemporary and classical books. Data obtained by researchers through legal materials, then read, examined, analyzed, and explained quantitatively using scientific logic. The results showed that the granting of rights to Civil Servants and Government Employees with Work Agreements, was in accordance with their respective positions in the field of employment. However, the rights of the two management are dynamic and uncertain, because they are very dependent on changes in the laws and regulations ratified, so that there is a need for permanent regulations related to the rights of the two management, in order to fulfill the rights of each employee, which is in accordance with the Laws and Regulations.

The placement of Civil Servants (ASN) in the Mentawai Islands Regency, West Sumatra Province, faces significant challenges, such as difficult transportation access, limited communication networks, and budget constraints for improving ASN competency. This study aims to analyze these challenges and their impact on public services in remote areas. The research method used is a literature review, gathering data from various related sources. The findings show that ASN in the Mentawai Islands often face long and costly journeys to attend training due to limited sea transportation. Inadequate communication networks hinder the ASN's duties and efforts to improve education quality. Budget limitations for training and competency development also pose challenges, negatively affecting discipline and the quality of public services. The remoteness of the area and its vulnerability to disasters are additional concerns for ASN, and the lack of infrastructure hampers their activities. Therefore, better management strategies for ASN in remote areas are needed to enhance the effectiveness of public services and support the development of policies that are more responsive to the needs of the local community.    

Performance is the employee's ability to complete work during the activity period according to the standards determined by the organization. Employee performance will be effective and efficient if interactions with co-workers and superiors are open, that is, giving freedom to express thoughts and ideas as a form of feeling supported by superiors who are always able to encourage and pay attention to seeing work challenges into opportunities. This research aims to determine the influence of emotional intelligence, communication patterns and transformational leadership on the performance of Bima Housing and Settlement service employees. The population in this study were 63 employees at the Bima Housing and Settlement Department, especially the Bima City Housing, Settlement and Land Department, with a sampling technique using purposive sampling, namely 38 civil servant employees as respondents.Data collection techniques using questionnaires. The data analysis technique uses multiple linear regression analysis with the help of SPSS version 27. The results of this study partially show that the emotional intelligence variable has a negative and insignificant effect on employee performance, the communication pattern variable has an insignificant effect on employee performance, and the transformational leadership variable has a positive and significant effect on performance. employee. Simultaneously, the variables emotional intelligence, communication patterns and transformational leadership have a positive and significant effect on employee performance Emotional Inteligence, Communication Patterns, Transformasi Leadership, Performance

The process of directly appointing supervisors for non-state civil servant government employees (PPNPN) at the Medan Customs and Excise Laboratory (BLBC) creates obstacles, due to the absence of a comprehensive assessment such as the social and managerial competence of prospective mentors. This research aims to increase the accuracy of selecting PPNPN supervisors using the profile matching method. This method compares individual competency with position competency to find the gap value between the two. There are 10 alternative names that will be analyzed in this research. The results of this research are a ranking of the names. The alternative that gets the highest ranking is the one who has the right to become the PPNPN supervisor. From the results of the profile matching method calculations that have been carried out, it is found that the employee candidate who has the right to become the selected PPNPN supervisor is Eka Soraya Siregar with a score of 4.18.

The State Civil Apparatus or commonly referred to as ASN has been in the spotlight lately, where the changes in the new laws and regulations greatly affect the two (2) management of ASN, which includes Civil Servants (PNS) and Employees Government with Work Agreement (PPPK). This study aims to find, examine and discuss in more detail related to the Amendment of Law Number 20 of 2023 concerning Civil Servants, more specifically related to the Rights of Civil Servants and PPPK which have been regulated in this Law. The research method used is the cutative descriptive method. This type of research is normative legal research, the source of data obtained by researchers is sourced from legal materials, journals, and literature that supports this research. The legal materials used are primary, secondary and tertiary legal materials, while the literature includes contemporary and classical books. Data obtained by researchers through legal materials, then read, examined, analyzed, and explained quantitatively using scientific logic.         The results showed that the granting of rights to Civil Servants and Government Employees with Work Agreements, was in accordance with their respective positions in the field of employment. However, the rights of the two management are dynamic and uncertain, because they are very dependent on changes in the laws and regulations ratified, so that there is a need for permanent regulations related to the rights of the two management, in order to fulfill the rights of each employee, which is in accordance with the Laws and Regulations.      

This research explores changes in personnel regulations that reflect the government's efforts to consistently boost the human resource capacity of state apparatus. Law No. 8/1974 emphasizes ideological loyalty and administrative requirements without a competency-based system. Law No. 43 of 1999 introduced the principle of merit and competency-based selection, although it is still constrained by supervision and technology. Significant reforms occurred in the State Civil Service Law with the implementation of comprehensive meritocratic principles using technology such as Computers Assisted Test (CAT), and supervision by independent institutions such as KASN and BKN. The results of the study indicate an increase in effectiveness in transparency, accountability, and professionalism of civil servants along with the development of regulations, although implementation challenges in the regions remain obstacles. This study recommends strengthening technological infrastructure, supervision, and ASN training to support sustainable bureaucratic reform.

This study aims to determine the effect of adding a civil servant promotion period on the quality of civil servant promotion services within the Sekadau Regency Government. The method used in this study is a qualitative approach method. The sample collection technique uses purposive sampling where respondents are determined with the criteria of being ASN who work at the Sekadau Regency Human Resources Development and Personnel Agency. Based on the results of the study, it was found that periodization has an effect on the quality of service. Overall, the change in the promotion period from twice a year to six times a year has a positive impact in terms of efficiency and career opportunities for civil servants.  

This research aims to determine the influence of Leadership and Work Environment on the Performance of Civil Servants at the Regional Development Planning Agency (Bappeda) of Bungo Regency. The type of research conducted is quantitative research using the purposive sampling technique. The sample used in this study consisted of 30 respondents. The data from this research were processed and analyzed using Instrument Test, Classical Assumption Test, Multiple Linear Regression Analysis, and Hypothesis Test with the help of SPSS version 26 software.The research results state that Leadership affects the Performance of Civil Servants where t-count (2.385) > t-table (2.051) and is significant because (0.024 < 0.05). Work Environment affects the Performance of Civil Servants where t-count (3.211) > t-table (2.051) and is significant because (0.003 < 0.05). Meanwhile, simultaneously, the independent variables affect the dependent variable where F-count 9.952 > F-table of 3.34 with a probability level (0.000 < 0.05). The Coefficient of Determination (R2) value is 42.4%, with the remaining influenced by other dimensions. Through this research, it is useful to enhance knowledge and insights related to Leadership and Work Environment on the Performance of Civil Servants.

This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

This internship program aimed to provide practical experience for students from Universitas Islam Negeri Sumatera Utara in understanding public service management across religious communities and personnel governance within government institutions. The internship took place at the Office of the Ministry of Religious Affairs of Medan City, an institution playing a strategic role in delivering religious services and managing civil servants. The main focus of this study was on cross-religious public services and the implementation of personnel management systems. The findings indicate that the Ministry of Religious Affairs of Medan City applies principles of fairness, tolerance, and professionalism in delivering cross-religious public services, supported by an organized and structured personnel governance system. This internship offers significant benefits to students by enhancing their practical knowledge, administrative skills, and professional attitudes, especially in handling diversity within the public sector. By experiencing the management of public services and personnel governance, students gained valuable insights into the operational challenges and strategies employed in the public administration of religious affairs.

Human resource development both those working in the public sector (Civil Servants, SOE Employees, BUMD Employees) and sectors.  Talking about organizational problems is inseparable from the element of human resources. The definition of human resources is people in an organization who participate and contribute according to their respective fields of duty. Human resource development will indeed not see results quickly, but in the long term, this investment will yield results that meet the expectations of the organization.In this sense, the term development will include the meaning of training and education, namely as a means of improving skills and general knowledge for human resources, in this case Civil Servants who work at the Fakfak Development Planning Agency. In the work unit at the Fakfak Development Planning Agency, it can be achieved well if there is a Civil Servant development program.This study aims to find out the influence of human resource training and development factors on the productivity of civil servants on the Fakfak Regency BAPPEDA and to find out the most dominant variables of human resource training and development factors affecting the productivity of civil servants in the Fakfak Regency BAPPEDA.The research methods used are quantitative and qualitative research methods. Based on the results of important findings of the Civil Servant Development Method research, there are 2 (two) methods of employee development, namely the on the job training method and the off the job training method.

Dian Ekawati. Analysis of Accountability for Promotion of Civil Servant Ranks (Case Study of Application of SAPK BKN in BKD, South Sumatra Province). Accountability of Service Promotion for Civil Servants (Case Study of Application of SAPK BKN in BKD of South Sumatra Province) has basically been going well, but because there were some disturbances related to network problems and application system problems, so there were some things that were delayed in the management process. . It has not been added to the terms and files that are not appropriate so that many promotion files have not been approved and must be repaired. The supporting factor is the existence of technological advances that become service innovations, in the form of online applications, namely online SAPK in the management of promotions, it will provide convenience in the management of promotions. The inhibiting factor is that the existence of signal interference in several districts is a weak side of the online system that must be improved, as well as the requirements for completeness of files that have not been met by employees hampering the approval process for promotions.

Abstract. Bureaucratic reform in Indonesia is an important agenda in improving government performance, especially in public services. Kerinci Regency, Jambi Province, faces various challenges in carrying out bureaucratic reforms, such as low capacity of civil servants, limited infrastructure, and resistance to change. Weber's bureaucratic theory, New Public Management (NPM), and the concepts of efficiency, effectiveness, and transparency are the theoretical framework for understanding the importance of bureaucratic reform. This study uses a qualitative descriptive approach with in-depth interview methods and direct observation. The results of the study show that Kerinci Regency has implemented bureaucratic reform policies, such as simplifying service procedures and using information technology. However, various obstacles such as the lack of ASN capacity and limited infrastructure hinder the implementation of reforms as a whole. The positive impacts identified are increased community satisfaction, transparency, and accountability of local governments. This research recommends increasing the capacity of civil servants, expanding the implementation of e-government, and strengthening service infrastructure to support more effective and sustainable bureaucratic reform. Thus, bureaucratic reform in Kerinci Regency can encourage public services that are more efficient, transparent, and responsive to the needs of the community.

Diabetes Mellitus is a serious disease that lasts a long time and causes disturbances in the body's metabolism, characterized by high blood sugar levels that exceed normal limits. The general aim of this research is to determine the characteristics of diabetes mellitus patients. This type of research uses total sampling, with a total of 121 respondents. The results of the research show that the characteristics of the Diabetes Mellitus patient age group are 19-39 young adults 4 respondents (3.3%), 40-59 adults 48 (39.7%), <60 elderly 69 respondents (57%). Characteristics based on gender are 75 respondents (62.0%) female, 46 respondents (38%) male. Categories based on occupation were housewives with 43 respondents (35.5%), entrepreneurs 30 respondents (24.8%), retired 20 respondents (16.5%), private sector 14 people (11.6%), farmers 8 people (6.6%), civil servants 5 people (4.1%), k. pln 1 person (8%). Characteristics based on high school education 72 respondents (59.9%), S1 37 respondents (30.6%), SMP 8 respondents (6.6%), DIII 4 people (3.3%). Based on education, namely Protestant 77 respondents (63.6%), Catholic 28 respondents (23.1%), Muslim 13 respondents (10.7%), Buddhist 3 respondents (2.5%). Based on education, Batak Toba 60 respondents (49.6%), B. Karo 36 respondents, B. Mandailing 5 respondents (5.4%), B. Simalungun 4 respondents (3.3%) Chinese 5 respondents (4.1%) , India 1 respondent (1%), Java 6 respondents (5.0%) Nias, 4 respondents (3.3%). It is hoped that it can increase knowledge and motivation about the importance of the role of nurses in managing diabetes mellitus both from the aspect of understanding the concept of self-care behavior and quality of life in diabetes mellitus sufferers.

This study aims to determine the direct and indirect effect of leadership, motivation, training on performance through employee satisfaction of the regional secretariat of bintan regency. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Leadership has a positive and significant effect on Employee Performance. This proves that Leadership can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Performance. This proves that Motivation can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Training has a positive and significant effect on Employee Performance. This proves that Training can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction has a positive and significant effect on Employee Performance. This proves that Job Satisfaction can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Leadership has a positive and significant effect on Employee Job Satisfaction. This proves that Leadership can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Job Satisfaction. This proves that Motivation can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Training has a positive and insignificant effect on Employee Job Satisfaction. Job Satisfaction mediates positively and significantly between Leadership and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and significantly between Motivation and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and insignificantly between Training and the Performance of Employees of the Bintan Regency Regional Secretariat.  

Discipline of the State Civil Apparatus has been regulated in Law of the Republic of Indonesia Number 20 of 2023 concerning the State Civil Apparatus. In this regulation, the State Civil Apparatus consists of Civil Servants and Government Employees with Employment Agreements who are appointed by civil service development officials and entrusted with duties in a government position or entrusted with other state duties and are given income based on statutory regulations. The purpose of this regulation is intended to serve as a guideline in enforcing State Civil Service Discipline. However, the reality in the field is that violations of State Civil Apparatus Discipline, especially at SMAN 15 Batam, still occur frequently and repeatedly. This research aims to find out how the law regulates the enforcement of discipline towards State Civil Apparatus in the SMAN 15 Batam environment, how the implementation of law enforcement regarding the application of discipline towards the State Civil Apparatus in the SMAN 15 Batam environment and the obstacles faced by SMAN 15 Batam in enforcing discipline against State Civil Apparatus and alternative problem solving in the form of rewards and punishments. The research method used is a qualitative method with a normative and empirical juridical approach that analyzes statutory regulations relevant to the discipline of the State Civil Service. The data sources for this research were obtained from secondary data and primary data. Primary data was collected through interviews and observations, while secondary data was obtained from previous literature, books, journals and case studies. The results of the research show that so far the process of imposing punishment has only taken the form of a verbal warning delivered directly by the school principal. Verbal warnings are a form of light disciplinary punishment. Verbal warnings are given by considering the background of the Civil Servant disciplinary violation and the impact of the violation. Based on these results, the suggestion put forward is that it is hoped that all State Civil Servants will increase awareness of ASN discipline as well as understand and carry out obligations and avoid prohibitions in accordance with applicable laws and regulations. State civil servants must be more responsible for themselves and in carrying out ASN duties so that the objectives of ASN discipline can be realized well. For example, arriving at school early to avoid unexpected obstacles. In the future, enforcement of discipline in the State Civil Service must really be carried out properly and the process of imposing punishments must be stricter against perpetrators of violations of discipline by the State Civil Service so that it can provide a deterrent effect for undisciplined ASN.    

This study investigates the correlation between visionary-participative leadership style, digital technology literacy, employee involvement, and civil servant performance within the digital transformation context of the Semarang City Regional Revenue Agency. Employing a quantitative methodology, a survey of 105 staff members is conducted. The investigation in this research utilized Structural Equation Modeling methodologies employing the Partial Least Squares (PLS-SEM) framework. This study underscores the significance of adopting a holistic method toward advancing human capital by combining the improvement of digital competencies with tactics to enhance employee involvement. Study findings indicate that digital technology literacy skills substantially and constructively influence employee engagement and performance. Visionary-participative leadership positively impacts employee engagement, yet its direct effect on performance is deemed insignificant. Employee involvement is demonstrated to have a significant and favorable impact on performance. Theoretical and practical implications emphasize the necessity of crafting a more tailored digital transformation framework for the public sector and the importance of revamping leadership development initiatives to address the intricacies of bureaucracy in the digital age.    

The aim of this research is to partially determine whether motivation has a significant effect on employee performance, motivation has an effect on job satisfaction, job satisfaction has an effect on performance, and whether job satisfaction mediates work motivation on employee performance. This research was conducted quantitatively using an explanatory and descriptive approach and data collection through questionnaires. A total of 40 employees of the Sukoharjo Regency Satu Pindu Investment and Integrated Services Service consist of 27 civil servants, 3 PPPK and 10 freelance daily workers (THL). Regression correlation analysis was used. The results of the analysis show that work motivation has a significant effect on performance and job satisfaction, job satisfaction has a significant effect on performance and job satisfaction has succeeded in mediating work motivation on employee performance.

The purpose of this study was to evaluate the impact of Competence and Work Motivation on Employee Performance and also the role of Work Discipline as a moderator variable. The population used in this study were all civil servants at the Senori District Office, Tuban Regency, and the sample taken using saturated or census sampling techniques, with a total of 37 respondents. Data analysis used Smart Partial Least Square (PLS) software.The results of this study indicate that good competence will improve employee performance, also with good motivation will improve employee performance. This study also found that work discipline can improve employee performance. Furthermore, it was also found that work discipline has a strong moderating role on competence towards employee performance, and has a moderating role on motivation towards employee performance at the Senori District Office, Tuban Regency.

Violations of quarantine regulations in Batam City continue to occur to this day. Despite the enactment of Law No. 21 of 2019 concerning Animal, Fish, and Plant Quarantine, which replaced Law No. 16 of 1992 on the same subject and introduced stricter criminal sanctions for violations, there has still not been a deterrent effect on those bringing prohibited items without meeting quarantine requirements. This research addresses how the authority and implementation of quarantine investigators' powers are regulated in handling cases of animal entry that have bypassed the designated import and export points in Batam City, what obstacles or challenges quarantine investigators face, and the solutions at the Animal, Fish, and Plant Quarantine Office of the Riau Archipelago at the Hang Nadim and Telaga Punggur Service Units. The research method combines normative legal research with empirical sociological approaches, utilizing both inductive and deductive methods to analyze and clarify the relationship between research variables and the research object. This approach aims to provide a comprehensive understanding that benefits readers, particularly future researchers and academics. The findings reveal ongoing uncertainty among quarantine investigators in enforcing quarantine regulations in Batam City. This issue arises from differing interpretations of Law No. 21 of 2019 among quarantine officers and the shortage of human resources, which affects investigators' focus on legal enforcement actions, including criminal sanctions. In Batam City, the resolution of quarantine regulation violations prioritizes the philosophy of "ultimum remedium" where punishment is seen as a last resort. Administrative sanctions for quarantine violations include quarantine detention, rejection, and/or destruction of the violating items.