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"Tesis ini membahas tentang analisis motivasi, kemampuan kerja dan kinerja pegawai pusat pengelolaan komplek gelora bung karno, dalam rangka mendukung pelaksanaan sistem pelayanan prima sebagai salah satu agenda reformasi pelayanan publik pada Komplek Gelora Bung Karno setelah menjadi Badan Layanan Umum (BLU). Penelitian ini menggunakan jenis penelitian deskriptif analitis dengan pendekatan kuantitatif, metode penelitiannya adalah metode regresi dan untuk mencari hubungan antara variabelvariabel yang diteliti menggunakan metode korelasi. Hasil analisis menunjukkan bahwa motivasi, kemampuan kerja dan kinerja pegawai PPKGBK berdasarkan penilaian atasan berada pada kategori rendah hingga tinggi, sedangkan yang berdasarkan penilaian sendiri berada pada kategori tinggi hingga sangat tinggi namun cenderung bias. Hubungan variabel motivasi dan kemampuan kerja terhadap kinerja berdasarkan penilaian sendiri adalah positif dan signifikan, sedangkan hubungan variabel motivasi dan kemampuan kerja terhadap kinerja berdasarkan penilaian atasan tidak terbukti signifikan dan positif. Perlu adanya kebijakan baru dalam proses perekrutan/penerimaan pegawai, sistem penggajian yang berbasis kinerja dan perlu dilakukan evaluasi kinerja pegawai dengan metode penelitian yang lebih representatif sebagai kontrol keberhasilan pelaksanaan reformasi birokrasi.

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This thesis discusses the motivation, ability and employee performance analysis of Pusat Pengelolaan Komplek Gelora Bung Karno, inwhich supporting good services system as one of the public services reform agenda in the areas of Gelora Bung Karno after being settlement as a Badan Layanan Umum (BLU). This research verification of the hypothesis is using descriptive analysis research with quantitative approach. The data is analize by using regresion, and to find the corelation beetween the variable is used product moment correlation. The result shows that motivation, ability and performance of Gelora Bung Karno employee based on supervisory appraisal is between low until high level, meanwhile the analysis result based on self appraisal is between high until very high level but it look bias. The correlation between motivation and ability toward employee performance based on self appraisal is positif and significant, meanwhile, the correlation between motivation and ability toward employee performance based on supervisory appraisal shown unproved significant and positive. PPKGBK management need a new policy for employee recruitment, change old salary system into new salary system based on performance and evaluate employee performance as a control of successfulness birocration reform with a representative method."

"Penelitian ini bertujuan untuk menganalisis pengelolaan piutang BLU PPKGBK dengan menggunakan pendekatan sistem (input-proses-output) serta untuk mengetahui faktor-faktor yang menyebabkan risiko piutang yang tidak dapat ditagih dan solusi penyelesaiannya. Penelitian ini menggunakan metode kualitatif deskriptif dengan metode studi kasus dengan BLU PPKGBK sebagai unit analisis. Data diperoleh melalui teknik wawancara, observasi, dan studi dokumentasi. Hasil penelitian menunjukkan bahwa pengelolaan piutang kegiatan operasional PPKGBK belum berjalan efektif. Saldo piutang kegiatan operasional PPKGBK yang tidak dapat ditagih melebihi setengah dari jumlah piutang dan sebagian besar dikualifikasikan sebagai piutang tidak lancar/macet. Faktor-faktor yang mempengaruhi kurang efektifnya pengelolaan piutang kegiatan operasional PPKGBK dari sisi internal antara lain (1) tidak adanya penilaian kredit terhadap beberapa calon pengguna layanan, (2) tidak adanya SOP pengelolaan piutang, (3) tidak adanya sistem informasi pengelolaan piutang yang dapat menghasilkan data secara akurat dan real time, (4) kurangnya komitmen pimpinan untuk menyelesaikan permasalahan piutang tak tertagih, (5) lemahnya kompetensi SDM, serta (6) kurangnya koordinasi dan pengawasan. Sedangkan dari sisi eksternal berasal dari mitra pengguna layanan yang dengan sengaja menunda ataupun melarikan diri untuk tidak melakukan pembayaran. Upaya-upaya telah dilakukan PPKGBK untuk meminimalisir piutang yang tidak dapat ditagih diantaranya yaitu dengan menerapkan sistem reservasi online e-booking-GBK.

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This study aimed to analyze the accounts receivables management of BLU PPKGBK using a system approach (input-process-output) and to find out the factors that lead to risks of uncollectible accounts receivables and its solutions. This study used a descriptive qualitative approach with a case study method with BLU PPKGBK as the unit of analysis. The data were obtained through interview, observation, and documentation techniques. The results of the research showed that the management of PPKGBK operational activities has not been effective. The balance of PPKGBK's operational accounts receivables that cannot be collected was more than half of the total accounts receivables and most of them were qualified as non-current accounts. Factors that influenced the ineffectiveness of the management of PPKGBK operational activities from an internal side included (1) the absence of credit assessments of several prospective service users, (2) the absence of a credit management SOP, (3) the absence of an information system of accounts receivables management which can produce data accurately and real time, (4) lack of leadership commitment to solve problems of uncollectible accounts, (5) weak competency of human resources, and (6) lack of coordination and supervision. Whereas from the external side came from service user partners who deliberately delay or run away not to make payments. The efforts have been made by PPKGBK to minimize the receivables that cannot be collected, among others, by implementing e-booking-GBK online reservation system."

"Penelitian ini bertujuan untuk meneliti dan menganalisis bagaimana perhitungan biaya satuan yang digunakan untuk menentukan tarif layanan Pusat Pengelolaan Komplek Gelora Bung Karno (GBK) terhadap strategi peningkatan pendapatan di GBK pasca renovasi untuk menyambut Asian Games Tahun 2018. Ruang lingkup penelitian ini terbatas pada GBK sebagai BLU yang menerapkan prinsip pengelolaan mandiri dengan memberikan layanan umum berupa penyediaan layanan sarana dan prasarana penunjang kegiatan olahraga dan non-olahraga berstandar Internasional namun tidak mengutamakan profit (non-profit oriented). Penelitian ini berfokus pada perhitungan biaya satuan 3 unit dengan biaya pemeliharaan dan pendapatan tertinggi yaitu stadion utama, basket, dan istora. Penelitian ini menggunakan metode kualitatif dengan pendekatan studi kasus yang menggunakan data primer yang diperoleh dari wawancara serta data sekunder yang berasal dari peraturan tarif, perhitungan biaya satuan venue, laporan realisasi pendapatan dan laporan realisasi belanja GBK. Dari hasil penelitian, didapat biaya satuan per hari dengan menggunakan klasifikasi biaya langsung dan tidak langsung untuk unit stadion utama sebesar Rp24.686.743, unit basket sebesar Rp14.904.722, dan unit istora sebesar Rp11.953.861. Hasil analisis biaya manfaat menunjukkan ketiga unit masing-masing mempunyai Net Present Value (NPV) dan Return on Investmen (ROI) dengan nilai nilai positif, sedangkan perhitungan Cost Recovery Rate (CRR) total ketiga venue > 100% yang berarti ketiga venue tersebut mengalami surplus. Dari hasil analisis data maka direkomendasikan bagi manajemen GBK untuk melakukan analisis perhitungan unit cost dengan menggunakan pendekatan klasifikasi biaya langsung dan tidak langsung (Real Cost). GBK juga sebaiknya melakukan pencatatan biaya yang lebih komperhensif dengan cara mengklasifikasikan biaya yang timbul menurut unit dan venue nya masing-masing. Selain melakukan analisis perhitungan biaya satuan untuk mencapai efisiensi biaya untuk meningkatkan pendapatan, GBK juga dapat melakukan beberapa strategi peningkatan pendapatan yang lain yaitu dengan pemasaran via media sosial dan kerjasama dengan komunitas-komunitas, peningkatan fasilitas sarana dan prasarana penunjang lainnya seperti pembaharuan sistem E-Booking GBK, merenegosiasi perjanjian dengan BOT/KSO, serta mencari creative funding melalui co-branding dan naming right.

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This study aims to examine and analyze how the unit cost calculation is used to determine the service rates of the Bung Karno Complex Management Center (GBK) on the strategy to increase revenue in GBK after the renovation to welcome the 2018 Asian Games. The scope of this research is limited to GBK as a BLU. which applies the principle of self-management by providing public services in the form of providing facilities and infrastructure services to support sports and non-sports activities with international standards but not prioritizing profit (non-profit oriented). This study focuses on calculating the unit cost of 3 units with the highest maintenance costs and income, namely the main stadium, basketball, and istora. This study uses a qualitative method with a case study approach that uses primary data obtained from interviews and secondary data derived from tariff regulations, venue unit cost calculations, revenue realization reports and GBK expenditure realization reports. From the results of the study, the unit cost per day using direct and indirect cost classifications for the main stadium unit was Rp. 24,686,743, for basketball units was Rp. 14,904,722, and the istora unit was Rp. 11,953,861. The results of the cost benefit analysis show that the three units each have a Net Present Value (NPV) and Return on Investment (ROI) with positive values, while the total Cost Recovery Rate (CRR) calculation for the three venues is > 100%, which means the three venues have a surplus. . From the results of data analysis, it is recommended for GBK management to analyze unit cost calculations using the direct and indirect cost classification approach (Real Cost). GBK should also record more comprehensive costs by classifying the costs incurred according to their respective units and venues. In addition to analyzing unit cost calculations to achieve cost efficiency to increase revenue, GBK can also carry out several other income-generating strategies, namely by marketing via social media and collaboration with communities, improving other supporting facilities and infrastructure such as updating the E-Booking system. GBK, renegotiating agreements with BOT/KSO, and seeking creative funding through co-branding and naming rights."

"The criminal act of drugs abuse, which has been increasing in number nowadays, has threaten the life of all nations in the world including Indonesia due to the transnational distribution of illegal drugs.

The establishment of the Class II A Narcotics Penitentiary is a response of the Government, through the Directorate General of Penitentiary, to the Combating Drugs Abuse and Illicit Trade of Narcotics (P4GN) program. This policy is adapted from the people's demand to make changes to the existing system.

The rehabilitation of the criminals of narcotics case as a complex problem since they play part not only as drugs dealers, but also drugs addicts. This particular condition makes the rehabilitation of the narcotics prisoners is more complicated than other prisoners.

One of the aims of the establishment of the narcotics penitentiary is to cut off the link of illicit drugs trade in Indonesia. Thus, the people who administer the penitentiary are expected to be able to play their part and to run the penitentiary function properly. Every personnel of the penitentiary shall be provided with administrative and technical capability through education and training in order to carry out their main duty and function. They also need motivation to support their creativity and to enhance their performance.

The theory applied to study employee performance analysis in its relation to the prisoners' behavior is the employee performance theory by Keith Davis with the formula as follow: Human Performance = Ability + Motivation. One's performance is influenced by ability and motivation. While ability is obtained from education, training and experience, motivation rises from the impulse of humans desire to meet their basic necessities, which is expressed in their behavior.

In this research descriptive analytic method is employed. Distributing questionnaires as a means of data collection and doing interviews as the basis of rationality and objectivity of this research conduct a field approach of survey method.

A positive correlation coefficient value between ability variable and employee performance is resulted in this research. The ability variable correlation value over employee performance is r = 0.551. This indicates that the relation between working motivation and employee performance is positive. Based on the simple regression analysis, there is a positive and significant influence of ability variable over employee performance variable with a determinant correlation R2 of 0.424 or 0.424 x 100% = 42.4 %. The rest 57.6% is influenced by other variables beyond this research on a significance level of 0.000. It also found that there is a positive and significant influence of motivation variable on employee performance in the Class II A Narcotics Penitentiary with a determinant correlation R2 of 0.303 x 100% = 30.3%. The rest 69.7% is influenced by other variables beyond this research with significance level 0.000.

The multiple regression analysis performed shows that ability (X1) and motivation (X2) have consistently a positive and significant relation on employee performance (Y) with a correlation coefficient r2 of 0.673. This analysis also points out an influence of ability (X1) and motivation (X2) on employee performance (Y) with determinant coefficient R2 of 0.453 or 0.453 x 100% = 45.3% while the rest 54.3% is influenced by other variables beyond this research on a significance level of 0.000.

It can be concluded that there is a positive and significant relation between ability and motivation and employee performance. The influence perception of ability and motivation on employee performance also appears in the Class II A Narcotics Penitentiary although there is still a 54.7 % of it which is influenced by other variables."

"Penulisan makalah ini bertujuan untuk mengetahui pengaruh organisasi dan motivasi terhadap kinerja karyawan. Penulisan makalah ini menggunakan metode tinjauan literatur (library research). Dari pembahasan dapat disimpulkan bahwa budaya merupakan implementasi dari sikap atau perpaduan antara nilai-nilai yang ditanamkan perusahaan dalam rangka mencapai tujuan perusahaan. Budaya organisasi dan karyawan menjadi kriteria penting dalam menentukan pertumbuhan dan kesuksesan suatu perusahaan. Adanya budaya organisasi yang baik dapat meningkatkan kinerja karyawan. Disamping budaya organisasi, kinerja juga dipengaruhi oleh motivasi karyawan. Karyawan yang memiliki motivasi tinggi dalam bekerja akan memberikan prestasi kerja yang baik, sedangkan bagi karyawan yang memiliki moptivasi yang rendah tidak akan memberikan prestasi sebaik karyawan yang memiliki motivasi yang tinggi. Semua itu tercermin melalui sikap karyawan dalam menghadapi pekerjaannya, antara lain ditandai dengan turunnya semangat kerja, cepat merasa bosan, sering absen, terlambat datang dan sebagainya yang pada akhirnya semua berdampak pada penurunan kinerja karyawan."

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Penelitian ini tentang pengaruh motivasi dan budaya organisasi terhadap kinerja pegawai Badan Informasi Geospasial. Tujuan penelitian ini adalah (1) untuk menganalisis pengaruh motivasi kerja terhadap kinerja pegawai; (2) untuk menganalisis pengaruh budaya organisasi terhadap kinerja pegawai, (3) untuk menganalisis motivasi kerja dan budaya organisasi secara bersama-sama terhadap kinerja pegawai. Penelitan ini menggunakan  pendekatan kuantitatif dengan metode survei dalam pengumpulan data. Teknik pengambilan sampel menggunakan proportional random sampling. Sampel yang digunakan sebanyak 85 orang pegawai. Teknik pengumpulan data menggunakan kuisioner. Metode analissi menggunakan regresi linier. Dari hasil penelitian diperoleh bahwa Budaya Organisasi secara signifikan memiliki pengaruh positif terhadap peningkatan kinerja pegawai di Badan Informasi Geospasial. Indikator  dari variabel budaya yang berpengaruh terhadap kinerja pegawai di Badan Informasi Geospasial adalah  koordinasi yang dilakukan antar unit, kebebasan mengemukakan pendapat, komunikasi dengan atasan, dukungan pimpinan dalam menyelesaian masalah dan promosi atas prestasi kerja. Sehingga, dari Indikator yanh berpengaruh tersebut, dapat dilakukan langkah-langkah strategis peningkatan kinerja pegawai yang tepat sasaran. Motivasi kerja secara signifikan memiliki pengaruh positif  faktor pengarunya lebih kecil dibandingkan faktor budaya organisasi. Setelah dikatagorikan pada interval rendah, sedang dan tinggi, Dimensi Satisfiers dengan indikator pengembangan potensi menjadi indikator yang paling berpengaruh terhadap kinerja. Sehingga, Badan Informasi Geospasial dalam meningkatkan motivasi pegawainya, perlu melakukan pengembangan potensi yang dianggap menunjang Kinerja pegawai di dalamnya. Faktor budaya organisasi dan motivasi kerja secara bersama-sama telah memberikan pengaruh positif dan signifikan terhadap kinerja pegawai Badan Informasi Geospasial.

 

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This study is about  The Inlfluence Of Motivation and Organzational Culture on Employee Performance at Geospatial Information Agency. The objectives of the study were (1) to analysis the effect of motivation in employee performance : (2) to examine the effect of organization culture on employee performance, (3) to test the effect of motivation and organization culture on employee performance. This research uses quantitative approach with survey method in collecting data. Sampling technique using proportional random sampling as many as 85 employes, Data collection techniques were conduct using quesionnaires. The method of analysis using regression analysis. The result of rhe research  it was found that Organizational Culture has a significant positive effect on improving employee performance in the Geospatial Information Agency. Indicators that influence the performance of employees at the Geospatial Information Agency are coordination between units, freedom of expression, communication with superior, support from leaders, problems and promotion of work performance. The influential Indicator, strategic steps can be taken to improve employee performance on target. Work motivation significantly has a positive effect on the influence factor is smaller than organizational culture factors. After being categorized at low, medium and high intervals, the Satisfiers Dimension with potential development indicators is the most influential indicator on performance. Geospatial Information Agency in increasing the motivation of its employees, needs to develop the potential that is considered to support the performance of its employees. Organizational culture and work motivation together have a positive and significant influence on the performance of Geospatial Information Agency employees.

 

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"Dalam penelitian ini, penilaian prestasi kerja dipilih sebagai variabel yang mempengaruhi motivasi karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh penilaian prestasi kerja terhadap motivasi karyawan di Direktorat SDM kantor pusat PT Antam. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan teknik non probabilita sampling yaitu total sampling terhadap karyawan Direktorat SDM kantor pusat PT Antam yang berjumlah 31 responden.Hasil penelitian menunjukkan bahwa penilaian prestasi kerja memiliki pengaruh yang signifikan terhadap motivasi karyawan.In this study, performance appraisal was chosen as the variables that affect employee motivation. This study aimed to examine the effect of performance appraisal toward employee motivation in Antam Corporation directorate of HR (Human Resources) in Jakarta. This study used the quantitative approach with a survey method that used total sampling from the HR directorate in Jakarta, which in total 31 respondents.

Results of this study showed that performance appraisal had a significant effect on employee motivation."

"Dalam perspektif Hukum Administrasi Negara, Negara dapat memberikan kewenangan kepada organ negara untuk mengelola aset negara melalui penyerahan wewenang. Kementerian Sekretariat Negara merupakan salah satu organ negara yang diberikan hak untuk mengelola aset negara dalam bentuk tanah melalui Hak Pengelolaan. BLU (Badan Layanan Umum) Pusat Pengelolaan Komplek Gelora Bung Karno dan BLU Pusat Pengelolaan Komplek Kemayoran adalah satuan kerja di bawah Kementerian Sekretariat Negara yang mempunyai tugas khusus yaitu mengelola tanah HPL di wilayah Senayan dan Kemayoran. Dalam prakteknya, pengelolaan aset negara tersebut menemukan kendalanya masing-masing baik yang berasal dari pihak ketiga maupun faktor eksternal seperti masyarakat. Penulisan ini memuat tentang kendala yang dialami oleh kedua BLU dan bagaimana kendala tersebut diatasi. Melalui penelitian hukum normatif ditambah dengan wawancara bersama pihak terkait, penulis menemukan beberapa fakta mengenai kasus dan cara penyelesaiannya oleh BLU terkait. Hasil Penelitian membuktikan adanya landasan hukum yang sah mengenai posisi Sekretariat Negara dalam mengelola tanah-tanah HPL. Adanya permasalahan yang timbul dalam pelaksanaan penguasaan dan penggunaan tanah-tanah HPL sebagian telah selesai dan pada kasus Yaporti hingga saat penelitian ini dilakukan masih belum terselesaikan.

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Abstract From Administrative Law perspective, the State has the ability in giving authorities to its organ through decentralization. State Secretary Ministry is one of the State's organ which given the right to manage lands national asset through Management Right (Hak Pengelolaan/HPL). Gelora Bung Karno Complex Management Center and Kemayoran Complex Management Center are Public Services Agencies (Badan Layanan Umum/BLU). Both of them are working units and State Secretary Ministry's subordinates, which having same specific duty managing management right in Senayan and Kemayoran. In its implication, land national management asset found their problems itself, either they came from third party in agreement or external factor such as society. This thesis shows Public Services Agencies' problems and the way they try to solve them. The writer has found some facts and problem solving by Public Services Agencies related through normative research and having some interviews. Research results does prove that The State Secretary has legitimation under law and regulation to manage over Management Right lands. Also has been found that dispute happened through lands are settled and on Yaporti case still not overcome. "

"ABSTRAKPeran penting dalam penyelesaian kasus pertanahan di Indonesia menuntut DeputiBidang Pengkajian dan Penanganan Sengketa dan Konflik Pertanahan BPN RIuntuk bekerja secara disiplin, sehingga dapat menghasilkan kinerja yang baik.Penelitian ini menggunakan pendekatan kuantitatif dan teknik pengumpulan datasurvei dengan kuesioner. Hasil penelitian ini menunjukkan bahwa disiplin kerjamemengaruhi kinerja karyawan di Deputi Bidang Pengkajian dan PenangananSengketa dan Konflik Pertanahan BPN RI. Oleh karena itu, penyediaan alatpelaksanaan disiplin kerja; pembuatan, pelaksanaan, dan sosialisasi SPO yangjelas serta rinci; dan sistem pemberian insentif menjadi hal yang perlu dilakukan.

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ABSTRACTImportant role in the resolution of land cases at Indonesia demanded Deputy of

Assessment and Management Dispute and Land Conflict National Land Agency

to work in discipline, so as produce good performance. This research uses a

quantitative approach and techniques of data collection by questionnaire survey.

The result of this research indicate that the work discipline affect employee

performance at Deputy of Assessment and Management Dispute and Land

Conflict National Land Agency. Therefore, the provision instrument of work

discipline; creating, implementation, and socialization of clear and detailed SPO;

and the system of incentives needs to be done."

"Penelitian ini membahas tentang pengaruh motivasi terhadap kinerja aparat Satuan Pelaksana Adminsitrasi SIM (Satpas Polda Metro Jaya). Dalam upaya meningkatkan kinerja pegawai, pimpinan Satpas Polda Metro Jaya memberikan motivasi kepada pegawainya. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh motivasi terhadap kinerja pegawai. Teori yang digunakan adalah teori Kinerja menurut Paul Hersey, Kenneth H. Blanchard, dan Dewey E. Johnson, dan teori Motivasi menurut Frederick Herzberg. Penelitian ini dilakukan terhadap 54 aparat Satpas Polda Metro Jaya di Kantor Satpas Polda Metro Jaya. Metode penelitian ini menggunakan penelitian kuantitatif, teknik pengumpulan data dengan membagikan kuesioner kepada responden. Hasil analisis menunjukkan bahwa motivasi mempunyai pengaruh yang kuat dan positif terhadap kinerja.

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This research discusses about the influence of motivation on employee's job performance at Satpas Polda Metro Jaya. In order to improve employee?s job performance, the leaders of Satpas Polda Metro Jaya give motivation for their employee. The research aims to investigate the influence of motivation toward job performance. The theories are job performance theory by Paul Hersey, Kenneth H. Blanchard, dan Dewey E. Johnson, and motivation theory by Frederick Herzberg. The study was conducted at the Satpas Polda Metro Jaya Office. Researched method of this study was quantitative research, data collected through distribution of questionnaires to respondents. Analysis result show that motivation has a strong and positive influence toward job performance."