FORMULATING MODEL OF BUREAUCRACY REFORM ON HUMAN RESOURCE IN DEPOK MUNICIPALITY

  • Maria Ekowati Institut Pemerintahan Dalam Negeri
  • Murtir Jeddawi Institut Pemerintahan Dalam Negeri
  • Aries Djaenuri Institut Pemerintahan Dalam Negeri
  • Dedeh Maryani Institut Pemerintahan Dalam Negeri

Abstract

Depok Municipality is undergoing bureaucratic reform, especially towards the achievement of competent and professional civil servants. These competencies and professionals are related to the ability of the apparatus in the form of knowledge, skills, skills, attitudes and behaviors needed in carrying out the main tasks, functions, authority and responsibilities. Despite this, Depok Municipal Government has a massive shortage of civil servants. In addition, not all civil servants have rights and opportunities to participate in competency development, either in the form of training or non-training activities such as guidance or internships. These phenomena raise several questions which need to be addressed, such as how is the implementation of the human resource bureaucratic reform policy in realizing the professional apparatus in the local government of the city of Depok? What are the factors inhibiting policy implementation? How should the human resource bureaucratic reform policy model in Depok city be formulated? A qualitative research approach with a descriptive analysis method is utilized to obtain actual research results and can therefore be used as an empirical basis for developing a new concept. This research utilized both interview and document study to gather evidence and data to formulate an analysis. It was conducted in Depok Municipality in 2019. This research found that the unsuccessful implementation of the human resource bureaucratic reform policy was influenced by: 1) many actors are involved and have an interest in influencing reform policies, starting from the central to the regional level; 2) unequal opportunity to attend education and training, both structural and technical training; 3) the large number of human resource management programs that have been delayed / not yet implemented; 4) lack of apparatus human resources; and 5) low mindset and understanding of employees towards bureaucratic reform.

Published
2020-05-28