Suchergebnisse

This study aims to determine how the Quality of KTP-el Service Making in the Population and Civil Registration Office of Bogor City. The increasing need in various lines of life and the need for documents of every citizen is a must. The service provided by the government to the public is to serve the State Administration, namely taking care of the official identity that must be owned by every citizen who is domiciled in Indonesia. The method used in this research is a descriptive method that is a description in the form of a description to explain the answers given by respondents in the questionnaire, the data obtained through interviews, literature studies and observations. The results of this study indicate that the quality of KTP-el services at the Department of Population and Civil Registration of Bogor City according to respondents is included in the criteria quite well. This is explained that the completion of KTP-el services is not optimal in terms of speed in printing which must wait for blanks from the center to inadequate facilities, the unavailability of benches to accommodate the public and the attitude of officers towards people who are not friendly to the community.

The implementation of Regional Government is directed at accelerating the realization of community welfare through improving services, empowerment, and community participation. In an effort to achieve the above goals, apparatus with the right, professional and competent numbers are needed. In line with the principles of professionalism and objectivity that are required in the law on staffing matters, the Bureaucratic Reformation in the Regional Government needs to conduct competency-based Apparatus Resource Arrangements. Presidential Regulation Number 81 of 2010 concerning Grand Design of Bureaucratic Reform explains that the main problem of state apparatus HR is the allocation in terms of quantity, quality, and distribution of civil servants according to unequal territorial (regional), and low levels of civil servant productivity. Structuring the human resources of the apparatus has not been optimally implemented to improve professionalism, employee performance, and organization. The research method used is descriptive qualitative through (1) desk study (study of literature and documents) and (2) field study (field study) that uses observation and interview techniques. Competency-based Apparatus Resource Management implies the need for the availability of information relating to competence. In this case the two main pillars are the competencies required by the office, commonly referred to as Position Competency Standards and the competencies possessed by employees.Keywords: Apparatus HR Management, Employee Competence, Regional Apparatus HR.

The purpose of this study are: 1) to describe how customer satisfaction of clinic lab of Technical Implementing Units Labkesda of Bogor City, 2) to know what obstacles that influence satisfaction factors of UPTD clinic lab. 3) to know any effort to give satisfaction of lab clinic customers in UPTD Labkesda of Bogor City.The method used in this research is descriptive qualitative that is to get the description of services in UPTD Labkesda by direct interview with respondents: Head of UPTD of labkesda, Sub division of Administration. Meanwhile for customer is given questionnaire about general data, experience and expectation after they become patients of UPTD Labkesda. In this study is the patient population as many as 238 people who visit each month. The samples taken based on Taro Yamane formula are 70 respondents as samples.The results of the analysis can be seen from the interviews from the head of UPTD Labkesda, administrative head office, employees and respondents obtained the majority of customer satisfaction UPTD Labkesda are good although there are many gaps between the expectation and reality in terms of customer satisfaction so that UPTD Labkesda tobe better and satisfy the consumers. Based on interviews and questionnaires were constrained things that become obstacles in satisfying the patient, among others, in terms of registration is still doing manually, reporting results or certificates of the test is still manual so that there are many mistakes, the collection of blood specimens that narrow, security and comfort of the space that is perceived as inadequate seen from the condition of many buildings collapsed, the examination parameters are less in number so as to reduce patient satisfaction, equipment conditions are relatively old when the completion of work that does not match, toilets that are less clean, the presence of an officer who sometimes is not in place, the parking lot that does not available, and the price issue to be paid because can not use the BPJS card.In order to increase patient satisfaction are suggested to UPTD Labkesda of Bogor City to use laboratory information system so that from registration to out of test result can minimize error using adequate software, existence of action to undisciplined employees, adaptation to city government of bogor to spend fund for maintenance and repair facilities and infrastructure that exist so as to increase customer satisfaction.Keywords: Customer, Customer Satisfaction, Satisfaction

In an effort to provide quality services to the community, the local government mostly needs the apparatus resources that have good competency and performance as well as professionals in the field of government administration. As a matter of fact, the civil servants in their structural positions have not met the stipulated position, so there are still positions, as well as placements that are not in accordance with their competencies. This then has implications for the performance and achievement of organizational goals that are less than optimal. For this reason, the aim of this research is to describe the implementation of structural/managerial competency standard in public sector, particularly in local government. This research applies the descriptive qualitative method. The results indicate that the incompatibility of civil servant competencies with the position carried out because the occupational competency standard has not been made as minimum managerial competency requirements that must be owned by a civil servant in carrying out the job duties. Managerial competency is soft competency which includes aspects of knowledge, skills and attitudes according to the duties and/or functions of the position. The procedures for preparing managerial competency standards include the stages, namely data collection, identification of managerial competencies, compilation of temporary lists and validation of managerial competencies.

Training is an effort to improve knowledges, skills and attitudes in improving performance, quality, and productivity. In this case, the government determined a mentoring program, namely Center for Integrated Services Small and Medium Micro Enterprises and Cooperatives in Cianjur Regency, in order to develop the small and medium micro enterprises and cooperatives. One of the Center for Integrated Services in guiding the development of the small and medium micro enterprises and cooperatives is training for the small and medium micro enterprises and cooperatives to improve the human resources. The purpose of this research is to describe the function of training in Center for Integrated Services Small and Medium Micro Enterprises and Cooperatives in Cianjur Regency. The theory of this research stems from Robinson's theory, including at least four dimensions, namely training, skill, attitude, and benefit. This research uses descriptive method. Respondents of this research consist of 20 participants of training. The data is collected by using observation, interview, and questionnaire. The data collected by questionnaire is analyzed by using the Weight Mean Score formula to count the mean score. The result of this research indicate the mean score 4.08, included in the good criteria. Therefore, the implementation of training function in Center for Integrated Services Small and Medium Micro Enterprises and Cooperatives in Cianjur Regency influences the improvement of the training participant competence. Although there is the influence of the training on the attitude and quality necessarily improved in order to develop the small and medium micro enterprises and cooperatives in Cianjur Regency.Keywords: Training Function, Integrated Services, Small and Medium Micro Entreprises.

The research is encouraged by the fact that there is a gap between the existing civil servants and the demand of their job competency. The fact indicates that the wrong placement of civil servants in job impacts on the performance dan the less optimal achievement of organizational goal. The research aims to qualitatively describe the arrangement of human resource in public sector, particularly the local government. The research concludes that the mismatch between competency of civil servant and job in local government happens because the principles of human resource arrangement are not fully conducted yet, and standards of job competence are not used yet as the requirements of minimum managerial competency for civil servant in conducting tasks of job. Law No. 5/2014 regarding State Civil Apparatus regulates that the carier development of civil servant is based on qualification, competency, performance appraisal, and need of the local government. The competency moreover comprises the technical, managerial, and social-cultural competencies, integrity and morality. The local government therefore improves the performance and profesionalism of human resource (civil servant) by guaranteeing the objectivity and quality of civil servant appointment in job, and facilitating the decision makers in rightly placing and evaluating civil servant on the certain job in the organization of the local government by human resource arrangement.