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Contact Name
Novi Savarianti Fahrani
Contact Email
novi.savarianti@gmail.com
Phone
+6281319402942
Journal Mail Official
novi.savarianti@gmail.com
Editorial Address
Pusat Pengkajian dan Penelitian Kepegawaian Badan Kepegawaian Negara Jl. Mayjen. Sutoyo No. 12 Cililitan-Jakarta Timur
Location
Kota adm. jakarta timur,
Dki jakarta
INDONESIA
Civil Service : Jurnal Kebijakan dan Manajemen PNS
ISSN : 19787103     EISSN : 25411276     DOI : -
Jurnal kebijakan dan manajemen pegawai negeri adalah jurnal peer-review yang diterbitkan dua kali setahun (Juni dan November). Isi jurnal berisi analisis penelitian yang dilakukan oleh semua lapisan aparatur PNS dengan substansi diskusi terkait isu-isu terkait pengelolaan PNS. Setiap diskusi memberikan perspektif kritis dan analisis yang meyakinkan sehingga dapat menjadi jalan keluar dari berbagai masalah yang telah dan sedang melalui kerja teoretis sebuah penelitian. Jurnal ini didedikasikan dan diterbitkan dalam upaya untuk meningkatkan kualitas pengorganisasian, perencanaan dan pelaksanaan birokrasi, serta kinerja tata kelola Aparatur Sipil Negara.
Articles 7 Documents
Search results for , issue "Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS" : 7 Documents clear
MEMBANGUN MODEL PENGEMBANGAN SDM APARATUR PEGAWAI NEGERI SIPIL Rakhmawanto, Ajib
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

The bureaucracy which is considered qualified will indicate its human resource?s capacity and professionalism, particularyfor many civil servants who hold the current positions. For this matter civil servant development has to program accurately,selectively, objectively, and with precise method. Method which is used in quality development and career development,i.e.; (a) quality development by founding ethics and morality, performance apprasial, technicial training, and empoweringsystem; (b) career development by career coaching, career path, job training, and competency system.Key wood: civil servant, development, professional and quality
STRATEGI PENGADAAN CALON PEGAWAI NEGERI SIPIL YANG BERKUALITAS1 Simanungkalit, Janry Haposan U.P
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

One of civil service reform urgent agenda in Indonesia for shortly been done is reform of civil servant candidates (CPNS) procurement, remembering that it is the most deep critical thing in the entirely of civil service management process. This study result shows that generically, civil servant candidates procurement that held by Government Institution on exhaustive locus study went on good and smooth, even it still has not yet fully free of deviation practices (KKN). Base on strategy analysis result by using SWOT Analysis, this study recommend strategy formulation for qualified civil servant candidates procurement in the future, namely: (1) speeding up reform actualise and enhancing transparency and accountability of the civil servant candidates procurement on all steps; (2) establishing civil service job competency standard nationally; (3) improving civil service planning system comprehensivelly; (4) upholding law and sanction implementing for each KKN?s actions in the civil servant candidates procurement processes; (5) realizing competitive and equity (internal and external) civil service remuneration system; and (6) advance merit?s principles in the civil I
REFLEKSI DINAMIKA REFORMASI ORGANISASI BIROKRASI INDONESIA DI MASA DEPAN Lolowang, Tommy F.
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

This writing take theme/topic with complexity about problem which classic, fundamental, but regular actual. Be said to be classic because bureaucracy organization problem was worked through since Antic Greek era Plato and Aristoteles. Hereinafter referred to as fundamental because bureaucracy problem constitute basic problem and its formative aim touches various dimension and individual life joint and society. Called by actual because in the context current condition bureaucracy problem always emerges, not only circumscribed as discourse but also as debate target, well political and also non political. For over clarifies and secure dynamics and organisational development aim Indonesian bureaucracy at future the better, worth considering steps covers: Changing Bureaucracy Culture, Pancasila Revitality as Core Philosophy Bureaucracy, Implementation Bureaucracy Ethics consistently, and Secures Bureaucracy Neutrality. Keywords: Dynamics and Organisational Development, Bureaucracy, Pancasila, Culture, Ethics, Neutrality
MENINGKATKAN KOMPETENSI APARATUR PEMERINTAH DAERAH DALAM MEWUJUDKAN GOOD GOVERNANCE Enceng, Enceng
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

As one of indicator for measuring the success of district autonomy is the better the government in serving citizen and lead them to a better life. In fact, district government?s work has not met the expectation that they still can not serve people optimally. Expanding competencies of apparatus to increase their work quality is the critical factor for the success of the district government?s activity. The work of district government?s apparatus toward high quality performance leads to the educational, competencies, and abilities development due to the growth face in times. The expected competencies that the district government?s apparatus being capable of are the ability to analyze problems occur within the citizen and be able to solve them in term of district governmental practical system. Keywords: Competency, Regional Governance, Good Governance.
MANAJEMEN DIKLAT DALAM UPAYA OPTIMALISASI KINERJA PEGAWAI PUBLIK Rosidah, Rosidah
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

Training is a form of employee development toward achieving the vision and mission of an organization. The process toward achieving vision and mission is inseparable from various challenges such as: technological development, politic, social, and the demand for good quality service. In order to get the right balance as a result of those challenges, the existence of qualified human resoure that meet the required qualification needs to be taken into account in order to obtain effective work as demanded by either internal and external stakeholder. One of the efforts that can done is by improving the training management. Trainig will be more effective when it is capable of transforming one?s attitudes to meet the organizational goals. In accordance to that, there are some stages needed to be done : 1) planning stage which involves needs analysis, setting objectives for the training management development, the material/curriculum, time/duration of training, trainer and method of training, 2) the training which involves setting the committee either in organizing committee, those belong to the training organization and sterring committee, those immediately in charge of the training, 3) evaluation stage can be conducted through the following alternatives: post test, pretest/post test, or multiple pretest/multiplepost test, or post training action plan. Key word: training, human resource
MENAKAR PERILAKU PROFESIONAL DALAM RANGKA MENINGKATKAN KINERJA APARATUR BIROKRASI Widhyharto, Derajad S.
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

Having word about civil servants professional behavior, we are leaded to imagine good dedication, commitment to serve, fulfilling need of safety, and also protecting civil society. Actually, it is quite difficult to have civil servants professional behavior in daily life. We can also find a big hole between wishes and hope toward civil servants professional behavior. Perceiving civil servants professional behavior as a profession commitment is one effort to make the hole closer. It means that choosing civil servants as a profession need no reward punishment system. Civil servants will do their profession rationally with good dedication, and also manage their work according to the rule. These we identified as commitment. When we use that definition, we have to prepare many things as the consequences. Appropriate payment and social welfare will be among of those. Keywords: civil servants, Foucault, Authority, Professional Behavior
MENGGAGAS KINERJA BIROKRASI PUBLIK Yuwono, Teguh
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

Change in the public sector is the rule rather than the expectation. The quest for the perfect way of structuring and managing government has gone on as long as there has been a government, always to end in disappointment. The problem has been in part that no single definition of what constitutes perfect administration exists. Further, each solution tends to create its own new set of problems, which in turn will create a new set of reforms. Although this cycle of reform is beneficial for those of us interested in the process of change, it is less so far for those involved in the process. Frequent changes tend to create cynicism about reform efforts both inside and outside the public sector. However, such efforts can be a politician?s best friend, given that they are at times the only possible reaction to intractable policy problems

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