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ABSTRACT In an organization, performance assessment is very important because this assessment can be used as a measure of the success of the organization within a certain period. The assessment can be used to improve or enhance the performance of the organization concerned. Government organizations are public organizations that aim to meet the needs and interests of the public, so the performance of these public organizations can only be said to be successful if they can realize their goals and mission. The success of an organization in improving its performance cannot be separated from the role of a leader, especially a change leader. A successful leader is an l leader who can mobilize aspects of input or resources, such as employees, budgets, facilities and infrastructure; information; and organizational culture. As well as those relating to the management process, planning, organizing, implementation, budgeting, supervision, and evaluation.

ABSTRACT This research is a type of qualitative research on organizational culture (organization culture) that was developed in the Human Resources Development Agency (BPSDM) Jambi Province. Organizational culture (organization culture) is an important concept in the organization. An in-depth understanding of this concept is important given the interrelationship between the concept and the application of the two things. Incorrect understanding of the concept can make it difficult for regulators/regulators, practitioners, and management in communicating about organizational culture. Based on this study, the writer finally tries to come up with a general picture of the application of organizational culture in the Jambi Province Human Resources Development Agency. The results of the study show that organizational culture has been believed to be basic values, norms, and beliefs, and is spread among all members of the organization through social interaction both among members or members of the organization, which is reflected in the behavior of individuals and their organizations. So that in carrying out the task of promoting professionalism, responsibility, integrity, cooperation, and being disciplined in accordance with applicable rules.

ABSTRACT This paper aims to describe (1) understanding of transformational leadership, (2) conflicts that affect organizational development (3) the role of transformational leaders in resolving conflicts. The discussion of the problem in this paper is carried out using a qualitative approach with a deductive method, namely discussing the problem to be studied by writing down the discussion described in general and then drawing a specific conclusion. The results of the discussion explained that; (1) Transformational leadership is a leadership style that transforms the values ​​of members personally so that they can be used as supporters or supporters of the vision and goals to be achieved by the organization being run. Leaders with this leadership style can make their subordinates or followers see the organizational goals to be achieved clearly so that they can eliminate their personal interests under the organization's interests. (2) Conflict is a serious problem that can harm an organization. Although conflicts can be beneficial and detrimental, adverse conflicts can hinder the pace of organizational development, ultimately leading to a decline in the organization. (3) The role of a leader in resolving conflicts can be done in various ways, including if the conflict occurs because it arises from within itself,h can unsettle the people associated with it.

ABSTRACT This study aims to determine how the success rate of implementing the online pattern latsar compared to the facial pattern latsar that has been done so far. Measurement of the effectiveness/success rate of latsar is done by evaluating using the Kirkpatrick reaction level and learning level approach. This study uses a mixed mix approach of quantitative and qualitative. Data were collected by filling out questionnaires and secondary data studies. Subjects for this study were participants of CPNS Class III Batch I Tanjung Jabung Barat Regency 2020. The informants in this study were 40 (forty) participants and the organizing committee at BKPSDM, Tanjung Jabung Barat Regency. The data analysis technique was carried out by using qualitative data that was converted into quantitative data, data classification, formulating research results, and analyzing research results. The results of the research on the reaction level showed that 71.95% of Latsar participants showed a "very satisfied reaction" in the implementation of online latsar, and 22.79% of Latsar participants showed " satisfied " reactions and only 5.85% of participants showed reactions "quite satisfied". If analyzed per indicator, out of the 7 (seven) level reaction indicators that have been determined, there are 4 indicators that indicate the level of reaction of participants who are "very satisfied" which is above 60%, namely the benefits of increasing participant competence, teacher performance, discussion topics and teacher competence. One indicator that needs attention is the convenience of the training location because the level of reaction of participants who stated "very satisfied" was only 28.42% and 58.75% stated, "satisfied". At the learning level of the 4 assessment indicators used, the normative average score of face-to-face latsar participants is 80 (eighty), while the online latsar participants' average score is 84 (eighty-four), this shows that the level of effectiveness / the success of

Obama Works is an independent grassroots organization that helps Obama supporters in neighborhoods across the country to organize community service events. The group was founded in early 2008 by a group of Yale students who were inspired by Barack Obama and felt that the energy surrounding his campaign could be channeled to do more than generate votes.

ABSTRACT Human resources are crucial in achieving their goals in large and small-scale organizations. Human resources who have a high work culture and good leadership will produce quality employee performance which will ultimately optimize the purposes of an organization/company. This study aimed to determine the effect of organizational culture and leadership on employee performance in the BPSDM Provinsi Jambi Regency. The results of this study indicate that organizational culture and leadership simultaneously significantly affect employee performance, with an F count of 120.444. and a significance level of 0,000. Organizational culture has a positive and significant effect on the performance of BPSDM Provinsi Jambi Regency employees, with a t count of 12,016 and a significance level of 0,000. While leadership influences the performance of employees, the effect is small with a t count of 1.994 with a significance level of 0.05.

ABSTRACT Introduction/Main Objectives: Aims to find, study, and describe the implementation of basic training for prospective civil servants using a blended learning pattern from the aspects of communication, resources, and infrastructure. Background Problems: Find factors that become obstacles and supports in implementing basic training for prospective civil servants. (CPNS) Blended Learning pattern in Kerinci District in. Research Methods: Qualitative method, analyzing the activities of CPNS Basic Training in Kerinci Regency. Data mining is sourced from primary data and secondary data. Preliminary data in words, attitudes, or actions were obtained through interviews, and direct and indirect observations were obtained from the primary source, the organizing team, widyaiswara, and Latsar participants. Secondary data is obtained through documents, previous studies, books, meeting agendas, and those related to the problem being researched. Finding/Results: Research shows that implementing blended learning CPNS basic training in Kerinci Regency is effective. Communication and coordination of the performance of the latsar are pretty good. Human resources (organizers, teaching staff, and participants) can carry out their respective duties well. Facilities and infrastructure to support the smooth running of CPNS latsar activities, both when distance learning and classical learning, are exemplary. The output in the Latsar CPNS activity in Kerinci Regency, all participants (109 people) successfully passed. Conclusion: The internet network is not evenly distributed, so distance learning activities are less effective. Meanwhile, supporters of the smooth implementation of the Kerinci CPNS latsar include budget support, competent teaching staff (WI), and excellent cooperation.

YouTube gathers video content from the debates, the super-recent sound bites, best of the week videos, the candidates voices on particular issues--economy, healthcare, education, energy, immigration--election news from YouTube's partner sites, and videos organized by upcoming primaries. This is a wonderful resource for promoting media literacy, rhetorical analysis, as well as political awareness. It may also be a lobbying tool for expanded video access.

ABSTRACT Retire apparatus training aims to prepare several alternative activities for the apparatus that will enter retirement. This research is about the process of implementing retired entrepreneurship training. This research is a qualitative descriptive study; the informants in this study were the Head of the Jambi Province Human Resources Development Agency, the Head of the Core Technical Competency Development Division, the Head of Sub-Division, and the organizing committee. Data were obtained through interviews and activity reports, and observations. The data analysis method uses the data triangulation method by comparing and discussing the data obtained in the field. This research shows that the implementation of Pre-Retirement Entrepreneurship Training at the Jambi Province BPSDM has been going well and systematically. The implementation process is divided into two parts, namely, the planning process and the implementation process. This training planning activity is divided into two parts: program planning and implementation planning. Program planning consists of analyzing the needs of prospective Retired Entrepreneurs Training participants and preparing the Retirement Entrepreneurship Training program module. Meanwhile, planning for the implementation consists of determining partners for the performance of the training, the setting of the place, and the execution time.