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"This paper discusses the current government bureaucratic problems in Indonesia that are multi-dimensional and protracted as a vicious circle. Government bureaucracy reform efforts in Indonesia will not be successful if they are still carried out in linear mindset that does not address the root of the problem. This paper also discusses how systemic and dynamic approaches to good governance can create the leverage to get rid of vicious circle in innovative ways. The result is in order to solve this complex and dynamic problem we need more comprehensive strategies which include four major areas, that is, political leadership, public policy harmonization (including rules and regulations), the application of merit system in all government agencies, and anti corruption movement.

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Penelitian ini membahas masalah birokrasi pemerintah di Indonesia, yang multi-dimensi dan berlarut-larut sebagai lingkaran setan, dan membahas bagaimana pendekatan sistemik dan dinamis untuk tata kelola yang baik dapat menciptakan memanfaatkan untuk keluar dari lingkaran setan dan kemerosotan dengan cara-cara yang inovatif. Penelitian ini menggunakan pendekatan kuantitatif. Hasil dari penelitian ini, untuk menyelesaikan permasalahan yang dinamis dan kompleks diperlukan strategi komprehensif yang terdiri dari empat area yaitu, kepemimpinan politik, harmonisasi kebijakan publik (termasuk rules dan regulation), penggunaan merit sistem di instansi pemerintahan, dan bebas dari korupsi."

"ABSTRAKSejalan dengan berkembangnya masyarakat informasi dan masyarakat berpengetahuan, maka organisasi akan memerlukan lebih banyak pekerja yang berpengetahuan. Reformasi Birokrasi menjadi sebuah keharusan bagi seluruh Kementerian/ Lembaga serta Pemerintah Daerah tak terkecuali bagi Kementerian Ketenagakerjaan sebagai leading sector pembangunan tenaga kerja di Indonesia. Penelitian ini menggunakan paradigma kualitatif dan pengumpulan data melalui wawancara serta dokumen. Hasil penelitian menunjukkan bahwa proses knowledge creation melalui SECI belum sepenuhnya terjadi karena lebih didominasi oleh pengetahuan eksplisit dan lebih dominan pada tahap kombinasi serta terkendala pada pemahaman visi dan belum adanya database. Saran yang diberikan yaitu perlu dibentuk community of practice dan learning by doing, komunikasi visi dan misi serta database diklat.

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ABSTRACTIn line with the development of information society and knowledge society, the organization will need more knowledgeable workers. Bureaucratic Reform becomes a must for all Ministries Institutions and Local Government is no exception for the Ministry of Manpower Kemnaker as the leading sector of labor development in Indonesia. This study uses qualitative paradigm and data collection through interviews and documents. Informants in this study include druktural officials, widyaiswara and staff at Pusdiklat.The result of the research shows that the process of knowledge creation through SECI has not fully happened because more dominated by explicit knowledge and more dominant in combination stage and lack of vision and lack of databases. This research concludes the need to establish community of practice to encourage the exchange of knowledge, need learning by doing, the need for vision and mission communication and database of education and training."

"Agenda penting reformasi birokrasi dalam good governance belum terwujud secara konferehensif. Pembangunan Zona Integritas menuju WBK/WBBM merupakan salah satu cara percepatannya. TNI AD menerbitkan Juknis Kasad Nomor Kep/877/XII/2021 sebagai pedoman pembangunan ZI bagi kesatuan jajarannya. Implementasi kebijakan tersebut belum optimal termasuk didalamnya Rindam XIV/Hasanuddin sebagai Satker bidang pendidikan. Oleh karena itu, penelitian ini bertujuan untuk menganalisis faktor-faktor yang mempengaruhi implementasi kebijakan Kasad tentang pembangunan Zona Integritas di lingkungan TNI AD. Kegiatan penelitian ini menggunakan pendekatan post-positivism sehingga untuk pengambilan data menggunakan metode wawancara, studi pustaka dan studi dokumen. Faktor yang mempengaruhi implementasi pembangunan ZI di Rindam XIV/Hasanuddin menggambarkan komunikasi efektif belum berjalan; sumber daya belum optimal; disposisi implementator memenuhi kriteria; dan struktur birokrasi yang ideal.Hasil penelitian didapatkan bahwa dari keempat faktor yang mempengaruhi yaitu faktor komunikasi dan sumber daya di Rindam XIV/Hasanuddin memiliki kelemahan paling dominan meskipun dua faktor lainnya tidak dapat diabaikan karena masih memiliki kelemahan secara minor. Sehingga, disarankan kepada instansi terkait agar mengoptimalkan efektifitas komunikasi dan meningkatkan alokasi sumber daya, serta pada peneliti lain agar melakukan penelitian untuk mengetahui pengaruh pengembangan ZI terhadap percepatan RB dan penelitian terkait langkah pemecahan masalah impelementasi Junis Kasad tahun 2021.

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The important agenda for bureaucratic reform in good governance has not yet been realized in a comprehensive manner. The construction of an Integrity Zone towards WBK/WBBM is one way to accelerate it. The TNI AD issued Kasad Technical Guidelines Number Kep/877/XII/2021 as a guideline for developing ZI for its ranks. The implementation of this policy has not been optimal, including Rindam XIV/Hasanuddin as the Working Unit for education. Therefore, this research aims to analyze the factors that influence the implementation of Kasad's policy regarding the development of Integrity Zones within the Indonesian Army. This research activity uses a post-positivism approach so that data collection uses interview methods, literature study and document study. Factors influencing the implementation of ZI development in Rindam XIV/Hasanuddin illustrate that effective communication has not yet been implemented; resources are not optimal; the implementer's disposition meets the criteria; and an ideal bureaucratic structure.

The research results showed that of the four influencing factors, namely communication and resource factors, Rindam XIV/Hasanuddin had the most dominant weaknesses, although the other two factors could not be ignored because they still had minor weaknesses. So, it is recommended to relevant agencies to optimize communication effectiveness and increase resource allocation, as well as to other researchers to conduct research to determine the effect of ZI development on accelerating RB and research related to problem solving steps for the implementation of Junis Kasad in 2021."

"Abstrakhis study aims to evaluate bureaucratic reform strategies in organizational units within the Coor- dinating Ministry of Politics, Law and Secutiry (Kemenko Polhukam). Bureaucratic Reformation has the main objective of realizing world-class governance characterized by the implementation of effective, efficient, accountable, transparent governance, clean from collusion, corruption and nepo- tism practices or clean government, so that can ultimately improve employees performances related to the tasks and functions of the Kemenko Polhukam which are synchronization and coordination of planning, drafting and implementing policies in the fields of politics, law and security. One area of reform that is quite important to improve is public services, especially in the current era of regional autonomy which provides opportunities for regions to innovate, creative, and create the best models for achieving quality improvement for the community. The research methodology used in this study was qualitative research that resulted descriptive data by using the CIPP (Contexts, Input, Process and Product) evaluation model. The results showed that bureaucratic reform in the Coordinating Ministry for Politics and Security was quite good, which increased from the previous year as much as 6.1%. Several bureaucratic strategies were implemented between changing the management, ar- ranging the laws, arranging organization and governance, structuring the HR management system, strengthening supervision, strengthening public accountability teams, improving the quality of public services, monitoring and evaluating the related units."

"Tesis ini membahas pelaksanaan Penyetaraan Jabatan Administrasi ke dalam Jabatan Fungsional di Indonesia. Melalui penyetaraan jabatan, salah satu area perubahan yang hendak diperbaiki dalam Reformasi Birokrasi adalah Bidang Kelembagaan dan Sumber Daya Manusia Aparatur. Penelitian ini bertujuan untuk menganalisis penyetaraan jabatan administrasi ke dalam jabatan fungsional ditinjau dari segi pengaturan dalam peraturan perundang-undangan dan teori birokrasi serta perkembangan pelaksanaan penyetaraan jabatan di Indonesia beserta kendala yang dihadapi, dan hasil yang diharapkan dari penyetaraan jabatan. Bentuk penelitian yang digunakan adalah yuridis normatif. Penelitian yang dilakukan menggunakan data sekunder. Pengumpulan data sekunder dilakukan dengan menggunakan studi dokumen/studi pustaka dari bahan-bahan pustaka. Alat pengumpulan data melalui studi dokumen. Pendekatan yang digunakan adalah pendekatan kualitatif melalui metode analisis preskriptif analitis. Hasil penelitian adalah sebagai bagian dari upaya reformasi birokrasi, penyetaraan jabatan diatur dalam Peraturan Menteri Pendayagunaan Aparatur Negara Nomor 28 Tahun 2019 tentang Penyetaraan Jabatan Administrasi ke Dalam Jabatan Fungsional dan Surat Edaran Menteri PAN RB Nomor 382 s.d. 393 Tahun 2019 tentang Langkah Strategis dan Konkret Penyederhanaan Birokrasi. Penyetaraan jabatan administrasi ke dalam jabatan fungsional pada Instansi Pusat, dilaksanakan di 34 Kementerian, 27 Lembaga Pemerintah Non Kementerian, Sekretariat Lembaga Non Kementerian, Sekretariat Lembaga Negara, dan Lembaga Penyiaran Publik. Sejumlah 23.622 Jabatan Administrasi direkomendasikan untuk penyetaraan ke jabatan fungsional, 21.954 jabatan pengawas yang dialihkan ke jabatan fungsional, namun dalam pelaksanaannya penyetaraab jabatan terkendala dari segi regulasi dan budaya birokrasi

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This thesis discusses the Transition process of Administrative Positions to Functional Positions in Indonesia. One of the areas to be improved in Bureaucratic Reforms through this process is the Institutional and Apparatus Human Resources. This research aims to analyze the transition from administrative to functional positions based on the regulating aspect in the legislation and bureaucracy theory along with the development of the transition process in Indonesia and its obstacles, and also the expected results of the process. The method used in this research is juridical normative. This research uses secondary data that are collected by documents/literature review of the materials. Documents review is chosen to be the data collection tool for this research while the approach used is qualitative approach through prescriptive analytics method. The results of this research are a part of bureaucratic reform. The positions transition is regulated under Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reforms Number 28 of 2019 on Transition from Administrative Positions to Functional Positions and Circular of the Minister of State Apparatus Empowerment and Bureaucratic Reforms Number 382 to 393 of 2019 on Strategic and Concrete Steps for Bureaucracy Simplification. The transition from administrative positions to functional functions in Central Institutions is held in thirty-four Ministries, twenty-seven Non-Ministerial State Institutions, Secretariat of Non-Ministerial Institutions, Secretariat of State Institutions, and Public Broadcasting Institutions. There are 23.622 Administrative Positions recommended to be transitioned to functional positions. However, in the practices, the transition process is hampered by the regulatory and bureaucracy culture aspects"

"Skripsi ini membahas mengenai eksistensi dynamic capabilities di Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi (PAN-RB) pada tahun 2015-2020. Peneliti menggunakan konsep dynamic capabilities (thinking ahead, thinking again, dan thinking across) dan juga enabling macro policy environemt (leadership dan policy networks) di Kementerian PAN-RB ini sendiri dalam merespons perubahan terkhusus pencapaian reformasi birokrasi internal organisasi untuk terus dapat menghasilkan berbagai kebijakan yang adaptif dan menjadi contoh bagi kementerian/lembaga dan pemerintah daerah di Indonesia. Peneliti menggunakan pendekatan post-positivist dan menggunakan teknik pengumpulan data kualitatif melalui wawancara mendalam dan studi kepustakaan. Kemudian, analisis dari hasil penelitian ini disajikan secara deskriptif yang menghasilkan temuan bahwa eksistensi dynamic capabilities pada kebijakan manajemen talenta masih samar terlihat dan masih belum mencapai kondisi ideal dynamic capabilities yang diharapkan. Oleh karena itu, salah satu saran yang diberikan adalah peningkatan Kementerian PAN-RB dalam menghadirkan kapabilitas dinamis yang didukung oleh commitment to action tidak hanya dari seorang pemimpin dan menguatkan berbagai indikator policy networks untuk mendorong terciptanya dynamic capabilities.

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This thesis discusses the existence of dynamic capabilities in the Ministry of State Administrative and Bureaucratic Reform Reform (PAN-RB) in 2015-2020. Researchers use the concept of dynamic capabilities (thinking ahead, thinking again, and thinking across) and also enabling macro policy environment (leadership and policy networks) in the Ministry of PAN-RB itself in responding to changes, especially the achievement of organizational internal bureaucratic reform to continue to be able to produce various policies. which is adaptive and becomes an example for ministries / agencies and local governments in Indonesia. Researchers used a post-positivist approach and used qualitative data collection techniques through in-depth interviews and literature study. Then, the analysis of the results presented in a descriptively which results in the finding that the existence of dynamic capabilities in talent management policies is still vague and has not yet reached the expected ideal dynamic capabilities. Therefore, one of the suggestions given is to increase the PAN-RB Ministry in presenting dynamic capabilities that are supported by commitment to action not only from a leader and strengthening various indicators of policy networks to encourage the creation of dynamic capabilities."

"Tuntutan perkembangan global, perubahan kondisi makro Indonesia, dan dinamika internal menyebabkan Departemen Keuangan melaksanakan reformasi birokrasi untuk memperbaiki kinerjanya. Pada proses reformasi birokrasi dilakukan penerjemahan visi ke dalam peta strategi lalu disusun ke dalam Key Performance Indicators (KPI), dan digunakan Balanced Scorecard (BSC) sebagai sistem pengukuran kinerja yang baru. Tesis ini membahas tentang evaluasi tahap penyusunan BSC dan peta strategi tema Pasar Modal dan Lembaga Keuangan, serta meneliti tingkat pemahaman dan kesiapan pegawai dalam penerapan BSC. Hasil penelitian memperlihatkan hasil evaluasi terhadap peta strategi dan hasil identifikasi tentang faktor-faktor yang dapat digunakan untuk menunjang proses selanjutnya.

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The demand of global growth, the changing of Indonesian macroeconomic condition, and internal dynamic condition forced Ministry of Finance to implement bureaucratic reform to enhance performance. In this process, the translation of vision into strategy map is done and arranged into Key Performance Indicator (KPI) and Balanced Scorecard (BSC) is used as a new performance measurement system. This thesis analyzes the process of constructing BSC and strategy map of Capital Market and Financial Institution theme, and to identify the level of awareness and employee acceptance in implementation of BSC. The study shows the result of strategy map and identification process of factors that can be used to facilitate further process."

"ABSTRAK

Penelitian ini bertujuan untuk menguji apakah kapasitas sumber daya manusia, kepemimpinan, sistem pengendalian intern, dan remunerasi berpengaruh terhadap terwujudnya sasaran reformasi birokrasi. Penelitian ini menggunakan metode kuantitatif berupa analisis regresi. Data primer berupa persepsi responden terhadap variabel-variabel penelitian, dengan sampel pada Direktorat Jenderal Bea dan Cukai, Badan Pengawasan Keuangan dan Pembangunan, Badan Pusat Statistik, Kementerian Hukum dan HAM, dan Kementerian Perindustrian. Hasil dari penelitian menunjukkan bahwa kapasitas sumber daya manusia, kepemimpinan, sistem pengendalian intern, dan remunerasi berpengaruh signifikan terhadap terwujudnya sasaran reformasi birokrasi.

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ABSTRACT

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This study aims to determine whether the capacity of human resources, leadership, internal control systems, and remuneration affect the realization of the target of bureaucratic reform. This research uses quantitative methods such as regression analysis. The primary data of respondents' perceptions of the variables the study, with a sample of the Directorate General of Customs and Excise, Financial and Development Supervisory Agency, the Central Bureau of Statistics, the Ministry of Justice and Human Rights, and the Ministry of Industry. Results from the study showed that the capacity of human resources, leadership, internal control systems, and remuneration significant effect on the realization of the target of bureaucratic reform.

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"Abstract. Researches on bureaucratic reform based on cultural value (cultural approach) are rarely found. In fact, the combining use of structural and cultural approaches in government bureaucratic reform can be expected to encourage the achievement of bureaucratic reform objectives. This study chose the location in North Halmahera Regency, where the community still uphold the cultural values as represented in its cultural symbol of "Hibua Lamo." The research uses a qualitative method and the technique of content analysis. "Hibua Lamo" gives birth to various cultural values and social norms that are formally enacted, putting "Hibua Lamo" into a pattern of organization in society and government. The Regent of North Halmahera implemented a bureaucratic reform in his local governance based on the considerations of balance between "institutional power" according to legislation and social norms institutionalized in "Hibua Lamo". The combined consideration of balance between the legislation and the institutionalized social norms made the Regent of North Halmahera capable to implement the policies of bureaucratic reform in North Halmahera, thereby building an efficient, effective and well-performed bureaucracy as well as reducing poverty from 57.16% to 9.97%, increasing annual per capita income of about 30%, and encouraging economic growth in North Halmahera Regency approximately 6.04%.Abstrak. Penelitian tentang reformasi birokrasi berbasis pada nilai-nilai budaya (pendekatan budaya) masih jarang ditemukan. Padahal, perpaduan pendekatan struktural dan budaya dalam reformasi birokrasi pemerintahan bisa diharapkan mendorong pencapaian tujuan reformasi birokrasi. Penelitian ini memilih lokasi di Kabupaten Halmahera Utara, dimana masyarakatnya masih sangat menjunjung tinggi nilai-nilai budaya yang tersimpul dalam simbol budaya "Hibua Lamo", dengan menggunakan metode kualitatif dan teknik analisis isi. Dalam "Hibua Lamo" lahir berbagai nilai-nilai budaya dan norma-norma sosial yang secara formal diberlakukan, menempatkan "Hibua Lamo" menjadi pola pengaturan dalam kehidupan masyarakat dan pemerintahan. Bupati Kabupaten Halmahera Utara dalam penyelenggaraan reformasi birokrasi pemerintahan daerahnya berdasarkan pertimbangan keseimbangan "kekuasaan kelembagaan" menurut peraturan perundang-undangan dengan norma-norma sosial yang melembaga pada "Hibua Lamo". Perpaduan pertimbangan keseimbangan antara peraturan perundang-undangan dengan norma-norma sosial yang telah melembaga menjadikan Bupati Halmahera Utara mampu mengimplementasikan berbagai kebijakan reformasi birokrasi Kabupaten Halmahera Utara sehingga terbangun birokrasi yang efisien, efektif dan berkinerja serta mampu menurunkan penduduk miskin dari 57,16% menjadi 9,97%, meningkatkan pendapatan perkapita pertahun masyarakat sekitar 30%, serta mendorong pertumbuhan ekonomi Kabupaten Halmahera Utara sekitar 6,04%."