Sistem Akuntabilitas Kinerja Instansi Pemerintah (SAKIP) merupakan integrasi dari sistem perencanaan, sistem penganggaran dan sistem pelaporan kinerja yang selaras dengan pelaksanaan sistem akuntabilitas keuangan tiap lembaga pemerintah. Ditjen Paudasmen berupaya untuk meningkatkan nilai SAKIP dari tahun ke tahun. Pelaksanaan peran organisasi dan lingkungan akan menimbulkan interaksi sehingga memunculkan adanya norma, etika dan aturan-aturan dalam masyrakat. Teori institusi berpandangan bahwa organisasi akan hidup dan beradpatasi terhadap perubahan lingkungan yang ada, baik secara ekonomis maupun sosial. Bahkan antara lingkungan organisasi dan lingkungan organisasi lainnya akan melakukan pertukaran nilai, norma, aturan dan keyakinan melalui proses akulturasi dan asimilasi. Faktor-faktor yang dapat mempengaruhi keberhasilan ataupun kegagalan implementasi sistem pengukuran kinerja terbagi menjadi dua kategori, yaitu faktor teknis, meliputi: kesulitan menentukan ukuran kinerja dan keterbatasan system informasi; dan faktor organisasional, meliputi: komitmen manajemen, otoritas pembuatan keputusan, dan pelatihan. Dalam penelitian ini akan melihat komitmen manajemen sebagai salah satu faktor peningkatan nilai SAKIP. Berdasarakan hasil yang ada ternyata komitmen manajemen dari Ditjen Paudasmen menjadi faktor penting dalam pencapaian SAKIP Ditjen Paudasmen. Komitmen manajemen akan mengawal mulai dari perencanaan sampai dengan evaluasi pelaksanaan SAKIP Ditjen Paudasmen.
The current global trend demands better public services in the digital era and it is a challenge for the bureaucracy to adapt to a very fast-changing external environment by maintaining public trust, toward digital services, increasing the use of technology, and building new competencies for bureaucracies and organizations that are more agile. One of the licensing services with digital services is the Building Management Information System (SIMBG). The new SIMBG service brings problems because the implementing regulations and the capacity of the SIMBG Implementing Office are not yet ready. This study aims to solve the problem of implementing licensing through SIMBG in the regions at the beginning of the implementation of new building regulations. The method used in this research is descriptive qualitative. Primary data collection through interviews with the staff of the Implementing Agency and secondary data. Data analysis entails performing data reduction steps, data presentation, and drawing conclusions or verification. The results showed that the implementation of SIMBG was appropriate and needed to increase the capacity of the SIMBG Implementing Office and the Settlement of Retribution Regional Regulations and Implementing Regulations and to increase the issuance of PBG and SLF.
Keywords: bureaucracy, licensing, capacity
Universitas Terbuka (UT) is a university with social media platforms such as Facebook, Twitter, Instagram, Google Plus, and LinkedIn to introduce and disseminate information about UT. This platform is also used as an education for students and the public. Posts on social media are fascinating to observe. The post contains various comments. The data are grouped to obtain specific patterns. It analyzes posts on social media, especially YouTube, related to student satisfaction with academic and nonacademic services at Universitas Terbuka. The analysis was carried out using Text mining with the Cross Industry Standard Process for Data Mining (CRISP-DM) method. The results of the study show that of the 7,705 posts on YouTube, the most common problems raised are related to tutorials (13.49%), exams (3.38%), teachers (5.25%), modules (3.71%), applications (3.41%); non-academic (2.87%); and scholarships (0.88%). Meanwhile, in each category, student posts were found to be related to (a) satisfaction and dissatisfaction with academic and non-academic services provided by UT, (b) explaining the procedure for studying at UT, (c) announcements about the UT program, and (d) greetings to other students.
Talent Management (TM) muncul sebagai cara untuk membangun kapasitas manusia. Untuk organisasi publik dan private. Membangun kapasitas manusia menjadi hal yang utama untuk mencapai tujuan organisasi dan peningkatan kinerja. Talent management adalah bagaimana pengembangan Sumber Daya Manusia (SDM). Talent Management sebagai alat menyaring dan memetakan karyawan yang memiliki best talent. SDM dikelola dengan terarah dan berkesinambungan. Tujuan kegiatan ini adalah Bagaimana meningkatkan talenta manajemen perangkat desa khususnya dalam menyusun laporan pertanggungjawaban keuangan berbasis digital di pemerintahan Desa Mulyasari Kec Pataruman Kab/Kota Banjar. Metode kegiatan ini dengan menggunakan (1) Model Participatory Rural Appraisal (PRA); (2) Model Participatory Tecnology Development; (3) Model Community Development; (4) Persuasif; dan (5) Edukatif. Rancangan penelitian ini adalah studi kasus kualitatif. Teknis pelaksanan kegiatan perisiapan, Pelaksanaan kegiatan dan Evaluasi
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