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The existence of mono-loyalty in the simultaneous system of centralization and decentralization in Indonesia is used by the authorities to control the bureaucratic structure. Several problems occur in personnel management, however. The existence of mono-loyalty also has implications for regional employment patterns. The changes in staffing patterns are highlighted in the Regional Government of the East Java Province through the Staff Agency Bureau (BKD) of the East Java Province. The study's aim is to describe the staffing pattern of the Regional Government of the East Java Province and evaluate its effectiveness. This study follows a descriptive design with a qualitative approach, and observations, interviews, and documentation were conducted to feed into the data-analysis process. The results revealed a paradigm shift in organizing and conducting government bureaucracy, followed by changes in staffing patterns in local government. The regional government of East Java Province has adopted an integrated pattern, one that combines elements of centralization and decentralization. The use of this pattern follows the theory of effectiveness, but in its implementation, there is no risk management that guides the continuity of the pattern in achieving the stated organizational goals.

Meritocracy is a contingent concept that depends on what people consider to be good in society. This research conducted shows that the principles of high-ranking officials of civil servants, especially in the local / city government. Therefore, need a new regulations for perspective placement, in order to minimize political and subjective interests in the field. Method of the research used a qualitative approach, qualitative inquiry. This method was chosen because researchers want to obtain a complete and holistic the phenomenon that occurs in this research. Researchers used a spiral data analysis model more suitable to do than a linear analysis model. Result of this study showed the community or public in general does not care too much about who becomes an official within the local government. The community or public in general are more focused on the figure of the Regional Head who is the leader in the local government and responsible for the public services. The Regional Head will change periodically, which results from a complicated political negotiation process. Therefore, these high officials, regardless of who the Regional Head is, must be the best officials resulting from a good selection process. The application of the merit system in the regulation of the placement of high-ranking officials of civil servants is a necessity and a joint task of all parties, including the community itself.

This research aims to assess the local government’s capacity to develop anti-corruption policies for social assistance programs (Bansos) and post-Covid-19 economic recovery. The study examines deeply the effectiveness of the policy framework in combatting corruption at the local level. The research findings are intended to form the keystone for crafting regional anti-corruption policy strategies, particularly focusing on preventing corruption in social assistance funds during the Covid-19 pandemic. The research location chosen is the Government of Malang City, given the occurrence of widespread corruption within the local government in 2018 (https://antikorupsi.org/id/article/korupsimassal-wakil-rakyat-daerah). Have there been systematic efforts to enhance corruption prevention? This research was conducted between 2021 and 2022 during the economic recovery period following the Covid-19 pandemic, utilizing document analysis, mass media reports, and Focus Group Discussions (FGD). Employing content analysis and qualitative methods, this study highlights the necessity for innovative approaches to strengthen corruption prevention and eradication policy capabilities. While there is a commitment from local governments, concrete programs and action plans are still needed. Moreover, stricter mechanisms and enhanced oversights are essential to bolster corruption prevention. [ABSTRACT FROM AUTHOR]

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The entire organization, during this pandemic, is required to be able to maintain its sustainability. In this case, the performance of human resources is very important to encourage organizational performance in achieving its goals. The level of performance of human resources is influenced by the knowledge and skills of individuals. This study aims to describe and analyze the level of organizational communication, knowledge sharing, and human resource performance and examine the effect of organizational communication on human resource performance directly or indirectly through knowledge sharing in The Indonesian Islamic student community organizations such as the Higher Education Commissariat (PKPT) of the Nahdlatul Ulama Student Association (IPNU) - Nahdlatul Ulama Female Student Association (IPPNU) at Brawijaya University (UB) and The Islamic University of Malang (UNISMA). This study uses a quantitative approach with the type of explanatory research, which is used to examine the effect between variables. The results showed that the level of organizational communication, knowledge sharing, and human resource performance in both PKPT IPNU was high. While the results of the hypothesis test show that organizational communication has a significant positive effect on human resource performance (0.011 < 0.05), organizational communication has a significant positive effect on knowledge sharing (0.000 < 0.05), and knowledge sharing has a significant positive effect on human resource performance. (0.002 < 0.05), and organizational communication has a significant positive effect on human resource performance through knowledge sharing (0.000 < 0.05). This study concludes that the implementation of organizational communication in both organizations is good, so the intensity of knowledge sharing is frequent. This ultimately has an impact on the good performance of human resources as well. [ABSTRACT FROM AUTHOR]

Community involvement in determining the direction of autonomous region development is still rare. Regional autonomy, conceptualized as the local government's freedom to take care of domestic affairs, is the best way to implement a decentralized governmental approach. This research aims to determine the effectiveness of implementing regional autonomy in the development of Batu City tourism using a qualitative approach with a descriptive type of research. The research locations are Batu City and Batu City's local government office. Batu City was chosen because it has a history of tourism development in a relatively short period of time. The study found that the state still manages Batu City's tourism development policy and development, so the tourism has not referred to the local tourism development master plan. The study aims to know the effectiveness of participatory policy approaches in developing Batu City tourism as an autonomous region. [ABSTRACT FROM AUTHOR]

As an agency that charge in managing personnel in the Regional Government, the Regional Personnel Agency of East Java Province has made various efforts to improve the personnel management system in which the problems previously occurred. The system has been conducted through the digitalization of personnel data management services in so called an application of Electronic Integrated Civil Servant Management or EMaster. The basic theory in measurement theory Accenture's includes Digital Strategy, Digital Service, and Digital Enterprise from Franch (2017). The purpose of this study is to identify and describe the E-Master innovation in the Regional Civil Service Agency of East Java Province. The research design is descriptive with a qualitative approach. The data analysis techniques are observation, interview, and documentation. The results showed that the digitization carried out by the East Java Provincial Agency was generally in accordance with the measurement index Accenture which included Digital Strategy, Digital Services, and Digital Enterprise. However, there are still some problems that the dam is not yet perfect and the process still requires further development. [ABSTRACT FROM AUTHOR]

Service planning is needed as a guideline to achieve service goals. The contribution of bureaucrats in agencies and communities as service owners is needed in planning public services to find out public needs. The involvement of bureaucrats and citizens for the public interest is the principle of the New Public Service. However, this plan has been dominated by top down approach and inefficient implementation of public services. This research aims to analyze in the New Public Service perspective. This research method is descriptive qualitative research by describing service conditions, planning processes and analyzing the planning in the New Public Service perspective. The results of this study are that in the planning process, other bureaucrats in the agency were not involved, coordination and communication between employees was weak. Then the activities carried out in the implementation of the plan are socialization and shuttle service as an effort to provide equal service. However, infrastructure and human resources are inadequate so that services are inefficient and targets are not achieved. The recommendation of this study is that public service planning requires the application of the principles of the New Public Service so that the government knows what the public needs are. thus the public services provided can satisfy citizens in accordance with the values in the New Public Service. [ABSTRACT FROM AUTHOR]