The pandemic Covid-19 that struck Indonesia has given a new order in bureaucracy and changes in work patterns. This kind of condition is faced with bureaucracy to make changes to new normal. This study uses qualitative descriptive methods, with the type of literature research. The results of this study found that there were two dimensions of bureaucracy change, which is the change dimensions of bureaucratic institutions and changes in work system dimensions. In the dimension of bureaucratic institution change occurs over normal disruption in this case Covid-19 requires organizations to make changes to new normal. Where the bureaucracy in organizing public services prioritizes health protocols.  While in the dimension of work system there are two options, namely working at home and still working in the office but still pay attention to the health protocol. The condition of Covid-19 has resulted in many innovations in public services based on electronics, so it is necessary to strengthen quality and innovative HR ASN, as well as infrastructure development support. The implications of this research that the success of bureaucracy change are heavily influenced by leadership factors. Leaders who have personality, visionaries, and the sense of power are able to deal with changes in the organization.

Provision of Village Allocation Fund is predicated on the realization of the right to hold the village of village autonomy. This is done so that the village can grow and evolve to follow the growth coming from the village itself based on diversity, participation, indigenous autonomy, democratization, and empowerment. Rural Institutions have increased due to the ability of an optimal are not adequately involved in the planning process using the Alokasi Dana Desa (ADD) village without there even through the planning process as the existing guidelines, were never involved in the implementation of ADD and also have never been involved in the evaluation of the implementation of the ADD, all plans activities and filing submitted to Badan Pemberdayaan Masyarakat Desa (BPMD). This phenomenon shows that community involvement is still an obstacle. The main barriers associated with the management of the village administration who have not gotten the right formula in community involvement, especially in aspiration. That is because of the following: 1) The low level of public education 2) Weak managerial ability of the village and other village institutions and 3) Failure mechanisms of socialization and increased capacity building by BPMD to the village.

Pariwasata merupakan salah satu sektor andalan Pemerintah dalam upaya peningkatan perekonomian. Salah satu sektor yang menarik minat pengunjung adalah Desa Wisata Kampung Pelangi. Dimana dalam pengembangannya masih terdapat beberapa hambatan seperti sumber dana yang tidak diketahui secara umum, pola pembahagian pekerjaan, pelatihan pola pengembangan kreatifitas masyarakat dan bahkan konflik social yang terjadi dalam masyarakat itu sendiri semenjak diberlakukannya menjadi desa wisata. Penelitian ini bertujuan untuk melihat peran stakeholder yang terlibat serta strategi pengembangan dari Kampung Pelangi. Hasil penelitian adalah stakeholder saling terkait perannya dalam pengembangan Kampung Pelangi serta strategi yang masih belum terlaksana sepenuhnya membuat pembangunan kampung pelangi kurang maksimal.

The National Health Insurance Program (Jaminan Kesehatan Nasional /JKN) is an effort by the Government to fulfillment of the basic needs  of public health. However, this program is also susceptible to fraud. Hospital as the Secondary Level Reference Facility that collaborates with the Social Security Agency (Badan Penyelenggara Jaminan Sosial/ BPJS) should establish a fraud prevention system in the JKN implementation. Employees’ positions are at the forefront to reveal various forms of fraudulence including those related to JKN by means of whistleblowing. The ‘Planned Behavior Theory’ analyzes the attitude, subjective norms and behavior control perception factors that affect the intention of JKN-claim related employees' to whistleblow. The purpose of this study was to determine and analyze the influence of attitudinal factors, subjective norms and perceptions of behavioral control on the intention of employee whistleblowing behavior on JKN fraud programs in Hospital X Central Java Province This study is a mixed-method study with a ‘sequential explanatory design’ approach. The study was started by using a quantitative method and then continued by means of qualitative method in order to produce a hopefully more complete study result. The results of the study prove attitudes (p-value 0.038), subjective norms (p-value 0.040) and perceptions of behavioral control (p-value 0.005) jointly influence the intention of employee whistleblowing. From the results of the OR it can be seen the order of the three independent variables that have the largest to the smallest influence on employee whistleblowing intentions, namely perceptions of behavior control, attitudes and subjective norms. This can be a reference to the management priority scale to make efforts to increase the intention of employee whistleblowing in Hospital X and is expected to be able to change the "silent culture" into and "culture of openness”. Jenis penelitian ini adalah penelitian mixed method dengan pendekatan sequential explanatory design. Diawali menggunakan metode kuantitatif dilanjutkan dengan metode kualitatif sehingga diharapkan diperoleh hasil penelitian yang lebih lengkap. Hasil penelitian membuktikan persepsi kontrol perilaku, sikap, norma subyektif secara berurut paling berpengaruh terhadap intensi whistleblowing pegawai. Namun masih perlu dilakukan upaya untuk meningkatan persepsi kontrol perilaku, sikap, norma subyektif agar intensi whistleblowing dapat menjadi perilaku whistleblowing pegawai sehingga dampak negatif adanya fraud JKN bagi organisasi dapat dicegah.

President Joko Widodo's policy in the second term of his administration was to simplify the bureaucracy into 2 levels. This problem occurs because of the rapid change in the policy analyst's functional position which is not accompanied by the current HR management system. This condition has an impact on the performance of policy analysts and organizations. This study aims to analyse the implementation of the policy of transferring administrator positions to functional positions of policy analysts in the era of bureaucratic simplification. The research method used a qualitative descriptive approach. Information is determined with certainty from data sources from relevant Government Agencies, Policy Analysts, and Management Professional Organizations. Data collection was done through literature study. Data analysis techniques with data reduction, presentation and data collection. The data validity used source/data triangulation techniques. The theory uses human resources management system theory. The results showed that the management of functional positions in government agencies was influenced by organizational, resource, development, reward management and employee relations factors. Recommendations are in the form of a functional management model of policy analysts in government agencies in the era of simplification of the bureaucracy.