Penerapan Peraturan Gubernur Nusa Tenggara Timur Nomor 8 Tahun 2011 tentang Organisasi dan Tata Kerja Unit Pelaksana Teknis Pendidikan dan Pelatihan Koperasi dan Usaha Mikro Kecil dan Menengah pada Dinas Koperasi dan Usaha Mikro Kecil dan Menengah Provinsi Nusa Tenggara Timur adalah dalam rangka untuk meningkatkan efektivitas kerja organisasi pada UPT Diklat Koperasi dan UMKM. Penelitian ini berusaha untuk melihat dampak kebijakan organisasi terhadap efektivitas organisasi dengan menggunakan enam elemen variabel dari kebijakan dan praktik manajemen. Keenam elemen tersebut adalah penetapan tujuan strategis, pencarian dan pemanfaatan sumber daya, lingkungan prestasi, proses komunikasi, kepemimpinan dan pengambilan keputusan, serta adaptasi dan inovasi organisasi. Penelitian kualitatif ini menggunakan pendekatan studi kasus. Teknik analisis data yang digunakan adalah analisis data model Miles dan Huberman, yang terdiri atas reduksi data, display/penyajian data, dan kesimpulan/verifikasi. Hasil penelitian menunjukkan bahwa efektivitas organisasi pada UPT Diklat koperasi dan UMKM belum berjalan secara baik, hal ini dapat dilihat dari beberapa hal antara lain, belum adanya tenaga spesialisasi pengelola diklat dan tenaga khusus (sarjana) di bidang perkoperasian dan kondisi lingkungan kerja (lingkungan prestasi) pada UPT Diklat koperasi dan UMKM yang belum efektif. Penempatan pegawai juga belum tepat, mutasi ke UPT Diklat Koperasi dan UMKM tidak memperhatikan latar belakang pendidikan dan spesialisasi/keahlian pegawai sehingga membutuhkan waktu dalam proses penyesuaian serta menurunkan jumlah pelaksanaan diklat dikarenakan keterbatasan alokasi dana.

National Health In implementing the autonomy function of decentralization, The Government of TTU District has rearranged the form and method of administering the district health or health development system which is organized in the District Regulation No. 09/2015. The objective of the study is to analyze how the development of a District Health System (DHS) model influences health services in the District of TTU, NTT. The research is Mix method approach. The results of quantitative: District Health System (DHS) directly influences Responsiveness (RPS), then Responsiveness (RPS) influences Policy Implementation and Policy Implementation (PI) influencing Health Services (HS); with Goodness of Fit: Chi-Square 125,625; probability 0.073; degree of freedom 104 Cmin / Df 1,208; GFI 0.946; CFI 0.993; RMSEA 0.032 and AGFI 0.802. At α = 0.01. Results of qualitative that Implementation of TTU district health system policy has been implemented through the provision of health services and the preparation of the TTU District Middle Plan. It was concluded that the new model: Implementation of Dominic BGK's District Health Sisitem Policy can be implemented comprehensively to improve health services and achieve the highest degree of public health. The mode is recommended to be implemented in other autonomous districts.

The aim of this research is to analysis the influence of determinant (input) and process factors toward the performance (output) quality of Land Agency in Rote Ndao Regency. Variables used in this study are six independent variables and one dependent variable. The six independent variables are human resources supply, budget supply, facilities supply, infrastructure supply, bureaucracy efficiency and work dicipline, whereas the dependent variable is performance quality. The population of this study consists of 30 employees Land Agency in Rote Ndao Regency. Sampling techniques is sampling saturated. Data analysis used in this research is Spearman’s correlation analysis. Data analysis result shows that the six independet variables have significant influnce toward the dependent variable partially and simultaneously.

Abstract, The development of human resources in the tourism service has not been adequate due to various aspects of the drivers and obstacles. This study aims to identify the aspects of the drivers and inhibitors of human resource development in the Kupang District Tourism Office. Research using qualitative descriptive methods. With interview and documentation data collection techniques. Data collected uses analytical content to classify human resource development and the driving and inhibiting aspects of human resource development. The results of this study the Tourism Office is trying to improve human resources for employees and destinations in Kupang Regency tourism.Key words: development, human resources, tourism Abstrak, Pengembangan sumber daya manusia di dinas pariwisata belum memadai karena berbagai aspek pendorong dan penghambat. Penelitian ini bertujuan untuk mengengtahui aspek-aspek pendorong dan penghambat pengembangan sumber daya manusia di Dinas Pariwisata Kabupaten Kupang. Penelitian menggunakan metode deskriptif kualitatif. Dengan teknik pengumpulan data wawancara dan dokumentasi. Data terkumpul menggunakan konten analisis untuk mengklasifikasi pengembangan sumber daya manusia dan aspek-aspek pendorong dan penghambat pengembangan sumber daya manusia. Hasil penelitian ini Dinas Pariwisata sedang berupaya untuk meningkatkan sumber daya manusia bagi para pegawai dan destinasi-destinasi yang ada di pariwisata Kabupaten Kupang.Kata kunci: pengembangan, sumber daya manusia, pariwisata

The research was conducted at PT. BPR TLM Kupang City with the object of research are employeesof PT. BPR TLM Kupang City. The problem in this research is how the transformasional leadershipstyle, motivation and employee performance of PT. BPR TLM Kupang City, whether there is aninfluence of transformational leadership style and motivation on employee performance of PT. BPRTLM Kupang City. This research is an associative research which provides an explanation of thecausal relationship between variables based on two types of data. The results showed thattransformational leadership style and motivation has a positive and significant effect on employeeperformance PT. BPR TLM Kupang City. Thus the company must continue to improve and payattention to the transformational leadership style and motivation in the company so that employeesare always competent and disciplined at work ultimately employees can provide their best abilities toachieve company goals. Keywords: Transformational Leadership Style, Motivation, Employee Performance