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This article examines the limitation of transparency within the Indonesian House of Representatives (DPR) during the formulation of the Job Creation Act (Law No. 11 of 2020) and its implications for legislative performance and public participation. Transparency represents a fundamental requirement in a democratic legal system as it ensures accountability, public oversight, and the legitimacy of legal products. However, the legislative process of the Job Creation Act demonstrated significant procedural issues, including inconsistent draft versions, restricted access to essential documents, accelerated deliberation, and the marginalization of meaningful public participation. This study highlights how these limitations hinder the public’s constitutional rights, weaken legislative oversight, and create asymmetrical power relations that enable elite dominance in policymaking. The lack of transparency also led to procedural defects acknowledged by the Constitutional Court, reflecting a systemic decline in democratic legislative practices. Using a normative juridical method supported by legislative analysis and doctrinal studies, this paper argues that the absence of transparency not only reduces the quality of participation but also erodes the legitimacy and accountability of the DPR. The findings emphasize the urgent need for open access to legislative documents, inclusive public consultation, and strengthened accountability mechanisms to ensure democratic and lawful policy making.  

Human resource development is the process of preparing individuals to take on higher or different responsibilities within an organization, including enhancing intellectual abilities to support efficient task performance. This study aims to determine the extent to which human resource development contributes to improved employee performance at the East Lombok Regency Health Office. The qualitative, descriptive approach involved eight informants, consisting of officials familiar with the implementation of human resource development and staff who had participated in the program. The results indicate that education and training conducted by the East Lombok Regency Health Office have supported improved employee performance, as evidenced by more structured task implementation, public health monitoring surveys, and a decrease in maternal and infant mortality rates. However, in terms of human resource management, there are still shortcomings, with an average of 28 health workers per health facility, both civil servants and non-civil servants, reflecting an imbalance in workforce needs. Furthermore, the implementation of human resource development is supported by leadership commitment, inter-agency collaboration, and budget support from the provincial and central governments. However, it is hampered by limited qualified personnel, frequent policy changes, and the impact of natural disasters.

This study aims to answer two questions. First, why were there only single candidates in 37 regions in the 2024 simultaneous regional elections? Second, what are the risks of single candidates to democracy and the performance of political parties? The methods used are normative juridical methods with a legislative and conceptual approach. The research focuses on the phenomenon of single candidates in regional elections and its impact on democracy and the performance of political parties in Indonesia. The results of this study show that the phenomenon of single candidates in regional elections indicates weak local democracy and poor performance of political parties in carrying out their functions of regeneration and leadership recruitment. Elite domination, high political costs, and the strong influence of oligarchs make the nomination process non-competitive and reduce the space for alternative candidates. As a result, regional elections are only procedural without substance, widening the democratic deficit and opening space for local bossism and unhealthy power consolidation. If this condition continues, local democracy will move further away from the principles of openness, accountability, and fair competition.

This study analyzes performance measurement frameworks and accountability mechanisms in public service delivery through a comprehensive literature review of studies published between 2015 and 2025. Although models such as the 3E (economy, efficiency, effectiveness) and IOO (input–output–outcome) frameworks are widely used in public administration, evidence indicates that their implementation often falls short due to data limitations, bureaucratic resistance, and limited utilization of performance results in decision-making. The literature also highlights a persistent gap between theoretical performance frameworks and actual public service practices, particularly in capturing service quality and meaningful outcomes for citizens. Recent studies emphasize that citizen satisfaction and public perception are essential indicators that must be integrated into contemporary performance measurement systems. This study concludes that performance measurement and accountability are interdependent mechanisms that require strengthened organizational capacity, relevant indicators, and a culture of evidence-based improvement to enhance public service quality.

Bureaucratic reform is an essential step in realizing a clean, accountable, professional, and transparent government. The 2020–2024 Bureaucratic Reform Road Map has emphasized the Ministry of Administrative and Bureaucratic Reform’s (Kementerian PANRB) efforts to establish a healthy bureaucracy through the strengthening of the merit system, performance management, and service digitalization. As providers of public services, Civil Servants (ASN) play a crucial role in ensuring professional public service delivery; therefore, an organized performance management system is required to achieve optimal bureaucratic reform. However, in practice, the performance management implemented by the Ministry still faces challenges, particularly concerning non-ASN personnel. This study aims to analyze the implementation of performance management in the process of structuring non-ASN personnel by the Ministry of PANRB as part of the national bureaucratic reform agenda. The research employs a qualitative approach with descriptive analysis based on literature review, legislation, and secondary data from official sources. The findings indicate that the policy of structuring non-ASN personnel, grounded in the principles of the merit system and performance management, has brought significant changes to human resource governance within government institutions. Nevertheless, its implementation still encounters challenges such as limited budget allocation, lack of integrated performance data, and uncertainty regarding the employment status and welfare of non-ASN employees. The digitalization efforts through the e-Kinerja system and national personnel data collection serve as strategic steps to enhance transparency and accountability in performance assessment. Thus, comprehensive performance management is expected to promote professionalism among public servants, improve organizational effectiveness, and realize an adaptive and integrity-based bureaucracy.

This study aims to determine and analyze employee performance in improving services at the Population and Civil Registration Office of Gorontalo City. Viewed from the following aspects: (1) Performance Quality, (2) Punctuality, (3) Initiative, (4) Ability, and (5) Communication. This research method uses a Qualitative Approach with a Descriptive type. Data collection techniques used in this study are observation, interviews, and documentation. The results of the study indicate that employee performance is generally good, as seen from the existence of friendly, clear service, and the use of technology to support the administrative process. However, there are still several obstacles, especially related to limited service infrastructure and network disruptions that hinder the speed of service. From the aspect of performance quality, employees have attempted to provide services according to standards, although document errors are still found due to the lack of accuracy from the public in completing files. The timeliness of service is relatively optimal, supported by the implementation of a maximum service standard of 24 hours. From the initiative side, employees have been quite responsive to public complaints. Employees' ability to operate service applications is good. Meanwhile, the communication aspect has been running effectively through the delivery of information that is easy to understand, a persuasive attitude, and the use of supporting media such as pamphlets and banners.

Micro, Small, and Medium Enterprises (MSMEs) play a vital role in the economy but still face challenges in utilizing digital technology for marketing. Shofi Cookies, as the partner of this program, has been using TikTok and a website, yet their utilization remains suboptimal. This community service activity aimed to enhance the partner’s digital capacity through social media analysis, website audits, and digital branding training. The methods included evaluating the TikTok account, auditing the website’s Search Engine Optimization (SEO), and providing training on the use of WordPress Content Management System (CMS) along with branding strategies. The results showed that the TikTok account was still personal, limiting analytic data, while the website audit produced a C- SEO score with issues in mobile access speed. The training, attended by the owner and operator, received positive responses with high satisfaction, although participants’ understanding still needs improvement. The implication of this activity highlights the importance of follow-up actions such as switching to a TikTok business account, increasing content upload consistency, and optimizing website SEO. With these efforts, Shofi Cookies is expected to strengthen competitiveness, expand market reach, and increase sales in the digital era.

Effective, efficient, and accountable public services are one of the fundamental pillars of good governance. At the village level, the success of these services is highly dependent on the performance of government officials, particularly in administrative services that directly address the community’s basic needs. This study aims to analyze employee performance in administrative services at the Maliran Village Head Office, Ponggok Subdistrict, Blitar Regency, and to identify obstacles faced during the service process. A descriptive qualitative research method was employed, with data collected through observation, interviews, and documentation. The findings indicate that employee performance can be categorized as fairly good based on ten performance indicators: work quality, work quantity, timeliness, effectiveness, independence, reliability, responsiveness, assurance, empathy, and tangible evidence. These aspects reflect that village officials are generally able to carry out their duties in meeting the administrative needs of the community. However, several obstacles remain, including reliance on digital technology that is not supported by adequate infrastructure, particularly the frequent occurrence of power outages which disrupts the continuity of services. The study highlights the importance of strengthening digital infrastructure, enhancing technical training for village officials, and ensuring the availability of backup systems to anticipate service interruptions. These efforts are essential to improve service delivery, strengthen public trust, and support the realization of good governance at the village level.

This study aims to examine and analyze the performance of employees at the Village Office of Bottopenno, Majauleng District, Wajo Regency. The research employed a descriptive analysis method with a total population and sample of 27 employees, all of whom were designated as respondents. Data collection techniques included observation, documentation, and questionnaires distributed to the employees. The collected data were then analyzed using quantitative descriptive analysis to provide a clear picture of employee performance conditions. The findings indicate that employees at the Bottopenno Village Office are able to position and apply their abilities effectively in carrying out the tasks assigned by their superiors. Employees not only complete tasks according to instructions but also demonstrate a high sense of responsibility in handling every duty. This is reflected in the alignment between the work targets set and the outcomes achieved. The performance of employees also meets expectations in terms of discipline, timeliness, and the quality of public services provided. Overall, the performance of the Bottopenno Village Office employees can be categorized as very good. Their work results are in line with the expectations of their superiors and with established regulations, thereby fostering a conducive work environment and ensuring optimal public services. Consequently, the performance of village officials has been running effectively and is expected to continue improving to support the achievement of sustainable village governance goals.

In an organization, human resources are the main asset that plays an important role in achieving organizational goals. One of the factors that affect the effectiveness of employees' work is organizational culture. Organizational culture reflects the values, norms, and habits that are embraced by the same and serves as a code of behavior for all members of the organization. A strong and positive culture can create a conducive work environment, improve work morale, as well as encouraging employee loyalty and productivity. Conversely, a culture that is not aligned with organizational goals can lower motivation and negatively impact performance. Therefore, it is important to understand the extent to which organizational culture affects employee performance. In general, this study aims to analyze the extent to which organizational work culture affects employee performance in the Wiringpalennae Village Office, Tempe District, Wajo Regency The purpose of this study is to assess how good the Organizational Culture is to Employee Performance in the Wiringpalennae Village Office, Tempe District, Wajo Regency, as well as to measure the influence of Organizational Culture on Employee Performance in the Wiringpalennae Village Office, Tempe District, Wajo Regency. The research method applied is quantitative associative. The research sample involved 19 respondents. Data was collected through questionnaires or questionnaires and data analysis was carried out using quantitative descriptive analysis techniques, associative analysis, and simple linear regression analysis. The findings in the study stated that Organizational Culture has a positive and significant influence on Employee Performance at the Wiringpalennae Village Office, Tempe District, Wajo Regency. The analysis also shows that the Organizational Culture at the Wiringpalennae Village Office, Tempe District, Wajo Regency is in the good category, and the Performance of Employees at the Wiringpalennae Village Office, Tempe District, Wajo Regency is in the very good category.

This study aims to analyze the performance of village government officials in providing services to the community in Watutoa Village, Marioriwawo District, Soppeng Regency. Village officials play a crucial role in delivering optimal services to the public. To achieve this, several supporting and hindering factors are needed, including external factors such as limited resources, government policies, and social environment, as well as internal factors like the skills and knowledge of officials, motivation and commitment, and the systems and procedures used. The purpose of this study is to analyze the factors that hinder the performance of village officials in providing services to the community in Watutoa Village, as well as to identify the supporting factors that facilitate the implementation of services. This research employs a descriptive qualitative method with a community study design. Data were collected through interviews, observations, and documentation. The research participants included the officials of Watutoa Village (the head of the village and the head of sections) and the community members who had received services from the village officials. The results of the study indicate that, overall, the performance of village officials is quite good. However, there are several areas that need attention, such as limited resources, where digital services have not yet been optimized. Although government policies regarding attendance, working hours, sanctions, and training have been effective, there are still areas that need improvement. Infrastructure is sufficiently adequate to support the smooth delivery of services, but the technical skills and utilization of technology by village officials need to be enhanced. Furthermore, the motivation and commitment of the officials in delivering services should be strengthened. The existing service systems and procedures are not fully efficient, so continuous evaluation and improvement are necessary to enhance the quality of services in the future.

Organizational success will be achieved if a positive work culture motivates individuals to work with high intensity. The purpose of this study is to measure how much influence organizational culture has on the performance of employees of the South Sulawesi Provincial Health Office. The research method used is a case study where variables are measured on a Likert scale of 1-5. The population taken was 263 employees then selected based on a 10% significant level sampling to 73 people. Data collection used survey, observation and documentation methods, while data analysis used a multiple regression model through SPSS version 29. The results of the study obtained 1) The simultaneous influence of organizational culture on performance has an impact of 47.78% (moderate). 2) The partial influence of the dimensions of Involvement, Consistency and Adaptability does not show a significant influence on Performance. However, the Mission dimension is proven to have a significant impact so that employees tend to focus more on working effectively and efficiently. 3) Descriptive analysis of Denison's organizational culture model at the South Sulawesi Provincial Health Office emphasizes Involvement which tends towards team orientation on cooperation, collaboration and involvement of team members so as to create employee satisfaction to prevent conflict in the organization. A good organizational culture will create a balanced atmosphere, which is reflected in work productivity, motivation, and employee commitment.

This research was conducted with the aim of evaluating the extent of the professionalism of the apparatus within the Central Bangka Regency Government by examining how performance affects it, as well as evaluating the extent to which competence, motivation, and organizational culture contribute to the achievement of the performance of Government Employees with Employment Agreements (PPPK). By applying a quantitative approach and explanatory research design, data was obtained through a survey of 191 respondents, then analyzed using multiple linear regression methods and simple linear regression. The results of the analysis show that the three independent variables simultaneously or separately have a significant influence on employee performance, where organizational culture emerges as the most dominant factor. In addition, performance has been proven to make a positive and significant contribution to the formation of apparatus professionalism. These findings confirm that the level of professionalism cannot be separated from the work performance displayed, which is substantially determined by individual abilities, motivational drive, as well as the collective values that live in the organization's culture. Based on these results, the policy recommendations that can be drawn highlight the urgency to strengthen the organizational culture based on the core values of the State Civil Apparatus, encourage the development of competencies in accordance with the needs of the position, and reorganize the incentive system and performance evaluation to build a more professional and responsible bureaucracy.

Drug abuse is a social problem that has a wide impact on the psychosocial conditions of individuals and society. One of the efforts to overcome it is through rehabilitation, where social workers have an important role in assisting the recovery process of drug users. This study aims to describe the role of social workers in assisting clients in rehabilitation centers. The study used a qualitative approach with data collection techniques in the form of in-depth interviews and direct observation of assistance activities at the Medan Plus Drug Rehabilitation Foundation. The results of the study showed that social workers play a role in conducting assessments, designing intervention plans, providing individual and group counseling, and assisting the client's social reintegration process. The presence of social workers has been proven to be able to support client recovery in a sustainable manner, both in terms of emotional, social, and preparation for returning to society. This finding emphasizes the importance of optimizing the role of social workers in organizing rehabilitation services so that the client's recovery process becomes more effective and sustainable.

This research was used to analyze the performance of public services, especially on the Plavon platform that’s provided by employees at the Sidoarjo Regency of Population and Civil Registration Service. The theory that researchers use takes from Robbins in (Aziz, 2022) which contains five indicators of Work Quality, Quantity, Timeliness, Effectiveness, and Independence. The type of researchers used for this research is descriptive qualitative methods with sources and types pf research data divided into primary data and secondary data through the process of taking activity documentation, employee interview, and observing activities which can then be used to draw conclusions. The findings in this research are in the for of information related to incoming complaints which convey that there are still errors in input made by employees on the Plavon Disdukcapil Sidoarjo platform which that will then be evaluated and given direction, Communication and coordinate are running well, the human resources are inversely proportional to demographic condition in Sidoarjo which results in the fulfillment of services using an overtime system, and then to the implementation of employee discipline supported by performance motivation in the reward & punishment categorization.  

Employee performance in government agencies often gets a red report card from the public. These problems usually arise as a result of employee performance that is considered unsatisfactory to service users such as not being able to explain service procedures, unprofessional time management and lack of providing solutions to problems encountered. The assessment of employee performance as described by Andrew states; Quantity, Quality, Job knowledge and employee skills in carrying out work are one of the assessments of good performance on employees. The level of public satisfaction is influenced by the performance of employees and in this era of bureaucratic reform is very well considered by the government. The government through the Minister of Administrative Reform and Bureaucratic Reform issued Permenpan No.14 of 2017 which explains the guidelines for community satisfaction surveys in public service delivery units. The purpose of this study was to analyze the effect of village employee performance on community satisfaction in Nginden Jangkungan Village, Surabaya. The method used in this research uses quantitative methods. The population used is the people of Nginden Jangkungan Village using a sample based on the slovin formula which obtained the results of 105 respondents. The technique used in analyzing this research is simple linear regression. In processing the respondent's data, the author uses the SPSS version 26 system and produces an answer which states that the performance variable partially and significantly affects community satisfaction in Nginden Jangkungan Village, Surabaya. Then based on the simultaneous test, the performance variable of Nginden Jangkungan Village employees also has a positive and significant effect on community satisfaction. The conclusion of this study is that there is a significant and positive effect of urban village employee performance on community satisfaction. However, it is necessary to pay attention to the officer's ability to manage time management and responsibility because it is slightly lagging behind other statement items.

This research is a qualitative descriptive study aimed at understanding and analyzing the performance of the Secretariat employees at the Ambon City General Election Commission (KPU) in 2024. The study was conducted at the Ambon City KPU. The data collection techniques used were observation, interviews, and documentation with a total of 10 informants who were considered directly involved in the role of the Secretariat employees’ performance in organizing the local election. The results of this study indicate that the performance of administrative services is not yet optimal or has not been implemented properly. This can be seen from the research findings regarding service standards, which include several indicators: service procedures, completion time, facilities and infrastructure, and the competence of service officers. The study concludes that improvements are needed in discipline, knowledge, skills, and expertise of the officers so that the service process can be carried out effectively.

Public service is an activity or a series of efforts to fulfill the service needs of the community. The public services received by the community come from the government's performance in providing services, which must be excellent and consistent. One of the public services in society is provided by Kader Surabaya Hebat, an organization that serves the community at the smallest level of government. Various issues arise, including workload, lack of training, and inadequate appreciation compared to the workload given. These factors contribute to problems such as work stress or burnout. The tendency for burnout or work stress can be experienced by public service workers due to high work pressure and job demands. Additionally, the work environment also significantly affects the emergence of burnout. Thus, the research problem raised in this study is how burnout affects the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. The purpose of this research is to describe and analyze the effect of burnout on the public service performance of Kader Surabaya Hebat in Tembok Dukuh Village, Surabaya City. This study employs a descriptive research type with a quantitative approach and data analysis techniques using the Simple Linear Regression method. The results of this study indicate that burnout or work stress has a significant influence, with a strength of 83.4%, classified as very strong, and has a negative impact on the public service performance of Kader Surabaya Hebat in Tembok Dukuh.

This study aims to evaluate the effectiveness of the local government administrative system in improving the management performance of the Regional Revenue and Expenditure Budget (APBD). The method used is a literature review by analyzing various previous studies, official reports, and policy documents related to APBD management at the regional level. The results show that a well-structured administrative system can accelerate the planning, implementation, and reporting processes of the APBD, although challenges remain in inter-unit coordination and the utilization of information technology. To enhance effectiveness, it is recommended to strengthen human resource capacity, update financial information systems, and reinforce internal oversight. These findings contribute to efforts to achieve more accountable, efficient, and transparent regional financial governance.

This study discusses the impact of public distrust on government performance, especially related to the transparency of regional tax allocation in Bandar Lampung. The purpose of the study was to analyze how public perception of government transparency affects the level of tax compliance and the effectiveness of regional tax management. The methods used are literature studies and normative juridical analysis of laws and regulations as well as secondary data related to tax revenues in Bandar Lampung. The results of the study show that the lack of transparency in the management and reporting of regional taxes lowers public trust, which has an impact on low participation and compliance of taxpayers. The implications of these findings underscore the importance of increasing transparency and accountability of local governments to rebuild public trust and achieve tax revenue targets optimally.