MANAJEMEN PBRUBAHAN PADA DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN)
Changes often occur in organizations which have an advantage / profit oriented . But change can also occur in non - profit-oriented companies as happened in the Directorate General of Treasury ( DJPBN ) . One of the Echelon I in the Ministry of Finance is implementing reforms since 2004 in response...
| Main Authors: | , |
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| Format: | Thesis |
| Published: |
[Yogyakarta] : Universitas Gadjah Mada
2014
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| Subjects: |
| _version_ | 1797036022533455872 |
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| author | , Maya Pahlevi Mahardika , Dr. John Suprihanto, M.I.M. |
| author_facet | , Maya Pahlevi Mahardika , Dr. John Suprihanto, M.I.M. |
| author_sort | , Maya Pahlevi Mahardika |
| collection | UGM |
| description | Changes often occur in organizations which have an advantage / profit
oriented . But change can also occur in non - profit-oriented companies as
happened in the Directorate General of Treasury ( DJPBN ) . One of the Echelon I
in the Ministry of Finance is implementing reforms since 2004 in response to
public demand the management of the state budget that is transparent, accountable
, integrated and performance-based . State Treasury and Budget System ( SPAN )
as an information technology -based systems intended to support the achievement
of the principles of managing the budget .
Attempts are often made changes in many organizations and many have
failed . Change Readiness Survey in order to implement SPAN conducted in
November 2010 to January 2011 shows that the perception of employees on
average are in 3.58 of a scale of 5 ( 1 = positive , 5 = negative ) . This suggests
that the level of perception and readiness of employees to implement SPAN still
requires significant improvement . To that end , the purpose of this study is : 1 ) to
identify and evaluate management changes made by DJPBN and 2 ) to identify
problems that occur in the management of changes made DJPBN .
To achieve the research objectives , the instruments used in this study guide
includes in-depth interviews ( in-depth interview ) to gather information from key
informant who is an official in the Directorate of Treasury and Ambassador SPAN
Transformation Coordinator .
Research results show that the analysis is based on DICE Framework ,
Project SPAN has a fairly high likelihood of success because it is in the Win Zone
. But the effort factor requires the most attention because of the effort required of
employees is large enough that 20 % to 40 % . Based on the analysis of Ulrich
Initiative and Process Change Model , the key success factors that have less value
is the vision shaping / forming vision and creating need / creates needs . While
based Ulrich Culture Change Models , gaps appear in the Workflow ,
Communications or Information Flow , Flow Decision or Authority , Human
Resources and Flow |
| first_indexed | 2024-03-13T23:39:35Z |
| format | Thesis |
| id | oai:generic.eprints.org:133534 |
| institution | Universiti Gadjah Mada |
| last_indexed | 2024-03-13T23:39:35Z |
| publishDate | 2014 |
| publisher | [Yogyakarta] : Universitas Gadjah Mada |
| record_format | dspace |
| spelling | oai:generic.eprints.org:1335342016-03-04T08:02:04Z https://repository.ugm.ac.id/133534/ MANAJEMEN PBRUBAHAN PADA DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) , Maya Pahlevi Mahardika , Dr. John Suprihanto, M.I.M. ETD Changes often occur in organizations which have an advantage / profit oriented . But change can also occur in non - profit-oriented companies as happened in the Directorate General of Treasury ( DJPBN ) . One of the Echelon I in the Ministry of Finance is implementing reforms since 2004 in response to public demand the management of the state budget that is transparent, accountable , integrated and performance-based . State Treasury and Budget System ( SPAN ) as an information technology -based systems intended to support the achievement of the principles of managing the budget . Attempts are often made changes in many organizations and many have failed . Change Readiness Survey in order to implement SPAN conducted in November 2010 to January 2011 shows that the perception of employees on average are in 3.58 of a scale of 5 ( 1 = positive , 5 = negative ) . This suggests that the level of perception and readiness of employees to implement SPAN still requires significant improvement . To that end , the purpose of this study is : 1 ) to identify and evaluate management changes made by DJPBN and 2 ) to identify problems that occur in the management of changes made DJPBN . To achieve the research objectives , the instruments used in this study guide includes in-depth interviews ( in-depth interview ) to gather information from key informant who is an official in the Directorate of Treasury and Ambassador SPAN Transformation Coordinator . Research results show that the analysis is based on DICE Framework , Project SPAN has a fairly high likelihood of success because it is in the Win Zone . But the effort factor requires the most attention because of the effort required of employees is large enough that 20 % to 40 % . Based on the analysis of Ulrich Initiative and Process Change Model , the key success factors that have less value is the vision shaping / forming vision and creating need / creates needs . While based Ulrich Culture Change Models , gaps appear in the Workflow , Communications or Information Flow , Flow Decision or Authority , Human Resources and Flow [Yogyakarta] : Universitas Gadjah Mada 2014 Thesis NonPeerReviewed , Maya Pahlevi Mahardika and , Dr. John Suprihanto, M.I.M. (2014) MANAJEMEN PBRUBAHAN PADA DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN). UNSPECIFIED thesis, UNSPECIFIED. http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=74234 |
| spellingShingle | ETD , Maya Pahlevi Mahardika , Dr. John Suprihanto, M.I.M. MANAJEMEN PBRUBAHAN PADA DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) |
| title | MANAJEMEN PBRUBAHAN PADA
DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) |
| title_full | MANAJEMEN PBRUBAHAN PADA
DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) |
| title_fullStr | MANAJEMEN PBRUBAHAN PADA
DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) |
| title_full_unstemmed | MANAJEMEN PBRUBAHAN PADA
DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) |
| title_short | MANAJEMEN PBRUBAHAN PADA
DIRBKTORAT JENDRAL PERBENDAHARAAN (DJPBN) |
| title_sort | manajemen pbrubahan pada dirbktorat jendral perbendaharaan djpbn |
| topic | ETD |
| work_keys_str_mv | AT mayapahlevimahardika manajemenpbrubahanpadadirbktoratjendralperbendaharaandjpbn AT drjohnsuprihantomim manajemenpbrubahanpadadirbktoratjendralperbendaharaandjpbn |