Work Culture Transformation: BPJPH Urges Employees to Be Disciplined and Productive During WFH
The Halal Product Assurance Organising Agency (BPJPH) is promoting a transformation in bureaucratic work culture to make it more adaptive, efficient, and performance-oriented. This support is provided through Circular Letter (SE) Number 4 of 2026 on the Implementation of Official Duties for Employees within BPJPH.
Through this policy, BPJPH encourages the application of a Work From Home (WFH) work pattern that prioritises flexibility, high discipline, accountability, and performance responsiveness to remain productive.
Head of BPJPH, Ahmad Haikal Hasan, emphasised that WFH must be understood as part of a bureaucratic work culture change oriented towards results, not merely a technical adjustment.
“The implementation of WFH is part of the transformation in modern, adaptive, and results-oriented government governance. This is not a space to lower performance, but rather a momentum to strengthen the integrity, professionalism, and accountability of civil servants,” said Haikal in a written statement on Tuesday (7/4/2026).
He also stressed that mobility efficiency is one of the main essences in implementing WFH. “Mobility efficiency is the essence of WFH implementation. By not travelling using vehicles, it will directly impact efficiency, while also increasing focus, productivity, and quality of performance,” he continued.
Meanwhile, the Secretary General of BPJPH, Muhammad Aqil Irham, explained that the implementation of WFH has clear limitations and must be carried out with discipline by all employees.
“WFH is working from home with an active status and ready on standby. WFH is different from Work From Anywhere (WFA) which provides location flexibility. Every employee is still required to carry out tasks fully from home or their residence with a high level of responsiveness. All communication devices must be in active condition and reachable at all times during working hours,” he explained.
Furthermore, Aqil emphasised that inactivity in communication or delayed responses cannot be justified in the WFH scheme. Because that contradicts the essence of WFH which aims to minimise mobility.
He added that in the WFH scheme, activities are optimised online so that all time and energy can be focused on completing tasks in a disciplined and fully responsible manner.
“The halal certification services that are digitalised through Sihalal continue as usual. Meanwhile, information services continue to be carried out online or through BPJPH’s official service channels,” he said.
Through this SE, BPJPH also targets the realisation of an adaptive, responsive, and performance-based work culture. The presence of the WFH policy is expected not only to maintain the continuity of organisational performance in an adaptive manner but also to improve the quality of public services sustainably.