Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian ini bertujuan untuk mendeskripsikan collaborative governance di Kabupaten Kulon Progo melalui program One Village One Sister Company dalam penanggulangan kemiskinan dan upaya Pemerintah Kabupaten Kulon Progo untuk mengajak sektor swasta bergabung dalam program One Village One Sister Company. Teori yang digunakan adalah collaborative governance Pendekatan penelitian ini adalah post positivist dengan teknik pengumpulan data wawancara mendalam dan studi literatur.Hasil penelitian menunjukkan bahwa terdapat sepuluh dimensi dalam collaborative governance di Kabupaten Kulon Progo melalui program One Village One Sister Company dalam penanggulangan kemiskinan yaitu partisipan formalitas durasi fokus stabilitas tahap diskresi alasan. Pemerintah melibatkan sektor swasta upaya Pemerintah mengatasi keterbatasan informasi dan resiko. Pemerintah Selain itu ada tiga upaya Pemerintah Kabupaten Kulon Progo untuk mengajak sektor swasta bergabung dalam program One Village One Sister Company yaitu mempromosikan program One Village One Sister Company melalui media massa melakukan komunikasi secara langsung dengan pihak swasta dan mendayagunakan jejaring yang dimiliki pegawai Pemerintah Kabupaten Kulon Progo.

---

This research aims to describe collaborative governance in Kulon Progo Regency through One Village One Sister Company Program in poverty alleviation. It also describes Kulon Progo Regency Government effort to invite the private sector to join One Village One Sister Company Program. This research uses collaborative governance theory. Research appoach is post positivist that utilizes in depth interview and literature study.The result shows that collaborative governance in Kulon Progo Regency through One Village One Sister Company Program in poverty alleviation has ten dimensions those are participants formality duration focus stability cycle discretions Government rationales to involve private sector Government efforts to deal with information shortfall and Government risks Besides Kulon Progo Regency Government has three methods to invite the private sector to join One Village One Sister Company program those are promote One Village One Sister Company program through mass media communicate directly with the private company and utilize network owned by the employees of Kulon Progo Regency Government."

"Untuk mewujudkan seluruh program prioritas yang menjadi tanggung jawabnya, Puskesmas melakukan kolaborasi dengan jejaring Fasilitas Kesehatan Tingkat Pertama lain di wilayah kerjanya melalui integrasi pelayanan kesehatan. Kementerian Kesehatan telah menerbitkan Pedoman Penyelenggaraan Integrasi Pelayanan Kesehatan di Puskesmas dengan FKTP lain dalam pelaksanaan Program Prioritas. Penelitian ini bertujuan untuk menganalisis implementasi kebijakan Integrasi Pelayanan Kesehatan di Puskesmas dengan FKTP Lain di Kabupaten Kendal Jawa Tengah. Penelitian merupakan analisis kebijakan, menggunakan pendekatan kualitatif dengan disain penelitian menggunakan model implementasi kebijakan Edward III yang dikombinasikan dengan kerangka kerja dari WHO dan segitiga analisis kebijakan dari Walt & Gilson untuk memetakan variabel-variabelnya. Pengambilan data dilakukan melalui wawancara mendalam dan telaah dokumen yang dilaksanakan pada bulan April-Mei 2024. Hasil penelitian menunjukkan bahwa kebijakan sudah mulai berjalan akan tetapi belum semua kebijakan terlaksana. Sikap pelaksana sudah baik tetapi belum didukung pemahaman kebijakan yang utuh. Dukungan sumber daya belum optimal dalam hal anggaran dan  pemanfaatan teknologi digital untuk pelaporan. Komunikasi belum efektif dalam kejelasan kebijakan. Struktur birokrasi di tingkat FKTP masih kurang, pemahaman pedoman kurang sehingga peran dan pembagian wewenang di FKTP belum berjalan dengan baik. Monitoring dan evaluasi belum berjalan optimal, serta keterlibatan swasta perlu didorong dalam integrasi pelayanan kesehatan. Oleh karena itu, upaya-upaya peningkatan efektivitas implementasi memerlukan penguatan kebijakan, peningkatan komunikasi, penatalaksanaan sumber daya, serta  monitoring dan evaluasi.

---

To implement all priority programs for which they are responsible, Puskesmas collaborates with other First Level Health Facility networks in their working areas through health service integration. The Ministry of Health has issued Guidelines for the Implementation of Health Service Integration at Puskesmas with other primary health care facilities in the implementation of Priority Programs. This study aims to analyze the implementation of the Health Service Integration policy at Puskesmas with other FKTPs in Kendal District, Central Java. The research is a policy analysis using a qualitative approach with a research design using the Edward III policy implementation model combined with the WHO framework and the policy analysis triangle from Walt & Gilson to map the variables. Data collection was carried out through in-depth interviews and document reviews conducted in April-May 2024. The results showed that the policy has started to run but not all policies have been implemented. The attitude of the implementers is good but has not been supported by a complete understanding of the policy. Resource support has not been optimal in terms of budget and utilization of digital technology in reporting. Communication has not been effective in policy clarity. Bureaucratic structure at the FKTP level is still lacking, and understanding of the guidelines is lacking so the role and division of authority at FKTP has not gone well. Monitoring and evaluation have not run optimally, and the involvement of the private sector needs to be encouraged in the integration of health services. Therefore, efforts to improve implementation effectiveness require strengthening policies, improving communication, managing resources, as well as monitoring and evaluation."

"Skripsi ini membahas kejahatan penyuapan yang dilakukan di sektor swasta di Indonesia. Masalah yang timbul dari aparat penegak hukum mengklaim bahwa penyuapan di sektor swasta tidak dapat ditindaklanjuti karena tidak adanya aturan yang mengaturnya. Padahal, belum ada UU. 11 tahun 1980 yang mengatur Kejahatan Penyuapan. Undang-undang tidak memaksakan pembatasan suap hanya kepada pegawai negeri atau pejabat negara seperti yang umumnya dikenal dalam UU Korupsi, tetapi juga mencakup sektor swasta. Namun sayangnya, penerapan peraturan ini belum maksimal bahkan cenderung tidak diterapkan sama sekali. Sementara United Nations Convention Against Corruption (UNCAC) terus mendorong regulasi suap di sektor swasta dalam perundang-undangan nasional, ini dibuktikan dengan dimulainya pengaturan dan penegakan suap di sektor swasta di beberapa negara UNCAC. Makalah ini akan membahas perkembangan dan masalah suap sektor swasta dalam perundang-undangan Indonesia dan dalam praktiknya.

---

This thesis discusses bribery crimes committed in the private sector in Indonesia. Problems arising from law enforcement officials claim that bribery in the private sector can not be acted upon because of the absence of the rules governing it. In fact, there is no law. 11 of 1980 governing the Bribery Crime. The law does not impose bribery restrictions only on public servants or state officials as is commonly known in the Corruption Act, but also includes the private sector. But unfortunately, the implementation of this regulation has not been maximal even tend not to apply at all. While the United Nations Convention Against Corruption (UNCAC) continues to encourage the regulation of bribes in the private sector in national legislation, this is evidenced by the commencement of bribery and enforcement arrangements in the private sector in several UNCAC countries. This paper will address the development and problems of private sector bribes in Indonesian legislation and in practice."

"HR Outsourcing (Alih Daya SDM) diidentifikasikan sebagai pendelegasian tugas non- inti (non-core tasks) maupun tugas inti (core-tasks) SDM melalui perjanjian di mana suatu perusahaan mempekerjakan perusahaan lain (outsourcing) untuk bertanggung jawab atas aktivitas pelayanan yang direncanakan dan terkadang melibatkan transfer karyawan dan asset, dari satu perusahaan ke perusahaan lain. Penelitian ini bertujuan untuk menggali isu dan tantangan manajemen SDM, faktor yang mempengaruhi keputusan perusahaan menggunakan produk HR outsourcing, aktivitas (fungsi) HR outsourcing apa saja yang dapat dialihdayakan, efektivitas HR outsourcing dari perspektif kualitas layanan dan loyalitas atau hubungan kontrak HR outsourcing dengan perusahaan klien, serta manfaat dan risiko penggunaan HR outsourcing dalam industri di Indonesia, dan lain- lain. Metodologi penelitian ini adalah studi kuantitatif berlandaskan konseptualisasi teoritis, literatur dan informasi yang dikumpulkan melalui kuesioner survey serta kumpulan data kualitas kinerja dan kepuasan layanan HR Outsourcing. Semua variabel diukur dengan skala Likert menggunakan kuesioner yang disirkulasikan kepada 101 responden perusahaan sektor swasta di Indonesia yang telah mengalihdayakan fungsi SDM mereka. Program Smart PLS- SEM digunakan untuk konfirmasi dan validasi skala. Temuan menunjukkan bahwa manfaat fungsi HR outsourcing, kepercayaan berorientasi sosial HR outsourcing, kekhususan kontrak HR outsourcing, dan perilaku komunikasi HR outsourcing berpengaruh secara positif terhadap kepuasan kerja HR outsourcing dan loyalitas klien dari sudut pandang para praktisi HR level manajerial pengguna HR outsourcing pada organisasi sektor swasta di Indonesia, di mana pengaruh dukungan kualitas layanan fungsi HR outsourcing dan kepuasan kerja HR outsourcing menunjukkan peningkatan siginifikan terhadap loyalitas klien (kualitas-kepuasan-loyalitas) walaupun masih memerlukan beberapa perbaikan kualitas operasional dan penyelarasan sumber daya.

---

HR outsourcing is identified as the delegation of non-core tasks as well as core-tasks of HR through an agreement whereby one company hires another company (outsourcing) to take responsibility for planned service activities and sometimes involves transfers of employees and assets, from one company to another companies. This study aims to explore the issues and challenges of HR management, the factors that influence the company's decision to use HR outsourcing products, what HR outsourcing activities (functions) can be outsourced, the effectiveness of HR outsourcing from the perspective of service quality and loyalty or HR outsourcing contractual relationships with client companies, as well as the benefits and the risks of the using HR outsourcing in Indonesia industries, and others. The methodology of this research is a quantitative study based on theoretical conceptualization, literature and the information collected through survey questionnaires and data collection of the quality of performance and satisfaction of HR outsourcing services. All variables were measured using a Likert scale and using questionnaires that were circulated to 101 respondents from private sector companies in Indonesia that had outsourced their HR functions. The Smart PLS-SEM program system was used for the scale confirmation and validation. The findings have shown that the benefits of HR outsourcing functions, socially-oriented trust, contractual specificity, and communication behavior have a positive effect on HR outsourcing job satisfaction and client loyalty from the point of view of HR practitioners of managerial level are using HR outsourcing in private sector organizations in Indonesia, where the support influence of service quality for HR outsourcing functions and HR outsourcing job satisfaction have shown a significant increase in client loyalty (quality-satisfaction-loyalty) although it still requires some improvements in operational quality and alignment of resources."