Jurnal MSDA (Manajemen Sumber Daya Aparatur)

IMPLEMENTING MERIT-BASED POSITION PROMOTIONS IN MALANG DISTRICT, EAST JAVA PROVINCE

2024-06-30T21:10:54+07:00

The merit system stands as a cornerstone in human resource management, emphasizing qualifications, competencies, and performance across various facets such as planning, recruitment, payroll, development, promotion, retention, discipline, and retirement of employees. However, the implementation of this system within the Malang Regency Government reveals gaps, particularly in the fulfillment of positions, notably within sub-districts and kelurahans. This research delves into the challenges surrounding the promotion of civil servants in echelon III and IV positions based on the merit system. The aim is to scrutinize the promotion process and Strategies adopted by the Malang Regency government, East Java Province. Employing a qualitative approach with a case research method, primary data is gathered from interviews with informants, complemented by secondary data derived from documentation. Through techniques such as interviews, documentation, and observation, qualitative data analysis is conducted. The promotion strategy is further evaluated using a SWOT analysis, pinpointing strengths, weaknesses, opportunities, and threats. Findings reveal that vacancies in sub-districts stem from employees' educational levels, often limited to high school qualifications, leading to the appointment of personnel through PLT. The Department of Human Resources (BKPSDM) endeavors to incentivize employees to pursue higher education. Notably, nine key indicators—honesty, discipline, work performance, cooperation, proficiency, loyalty, leadership, communication, and education—emerge as crucial in promotion evaluations, though challenges persist, particularly in meeting education and discipline requirements. The SWOT analysis aids in identifying priority programs and activities essential for advancing promotion based on the merit system in Malang Regency, East Java Province.

The Influence of Human Resource on Employee Performance and Organizational Commitment in the Road Transport Sector: A Study of Riau Province Transportation Service

2024-06-30T21:10:54+07:00

This research aims to assess the performance of Civil Servants within the Road Transport Sector of the Riau Province Transportation Service in fulfilling their duties and supporting Organizational Commitment. Employing a qualitative approach, the study involves direct observation and in-depth analysis of existing phenomena using a descriptive method. Key findings include: 1) Civil Servants' performance is generally rated as satisfactory, but falls short in optimizing adherence to Riau Governor Regulation Number 61 of 2021 due to issues such as low work discipline, inadequate competence in task completion, and ineffective inter-employee communication; 2) Competency among Civil Servants is hindered by low engagement in technical training initiatives; 3) Organizational Commitment is notably low, reflecting insufficient awareness of the significance of their roles. Additionally, suboptimal work motivation and inadequate working conditions are evident. Furthermore, the relationship between leadership and staff is characterized by inadequate guidance and motivation, posing challenges to achieving the objectives of the Road Transport Sector of the Riau Province Transportation Service.

Enhancing Civil Servant Competency through Structural Position Equalization at the National Unity and Politics Department of Pasangkayu Regency, West Sulawesi Province

2024-06-30T21:10:55+07:00

The current bureaucratic restructuring policy eliminates the Echelon III, IV, and V positions. The Ministry of State Officials Empowerment and Bureaucratic Reform (Kemenpan&RB) issued Circular Letter (SE) of the Minister of PAN and RB Number 393 of 2019, outlining Strategic and Concrete Steps to Simplify the Bureaucracy. Consequently, civil servants underwent competency adjustments following the transition from structural to functional positions at the National Unity and Politics Service in Pasangkayu Regency, West Sulawesi Province. These reforms, initiated in response to Indonesia's recent crises, have significantly bolstered the foundational aspects of democratic life in the country. To evaluate the competencies of civil servants post-transition, the author employed Gordon's (1988) competency theory, which encompasses dimensions such as knowledge, understanding, values, abilities, attitudes, and interests. The research employed a descriptive qualitative method to conduct evaluations, facilitating an in-depth analysis of the competencies of employees affected by the structural-to-functional position equalization at the National Unity and Politics Service in Pasangkayu Regency, West Sulawesi Province. Overall, the competencies of civil servants in the National Unity and Politics Department of Pasangkayu Regency have not yet reached optimal levels. Challenges such as inadequate budgetary support for competency development and insufficient readiness among civil servants following the equalization of positions continue to hinder efforts to enhance employee competency at the National Unity and Politics Service.

Policy Formulation for The Establishment of Professional Certification Agency to Produce Competitive Graduates At Institute of Public Administration

2024-06-30T21:10:55+07:00

The Institute of Public Administration (IPDN) is an Official Education Institution organizing the Vocational Education Program with the function of producing superior, professional, competitive, and integrity domestic government cadres. This institution faces a problem related to the policy formulation for the establishment of a Professional Certification Agency (LSP) to produce competitive graduates. This study aims to provide policy recommendations for the establishment of LSP to produce competitive graduates. This descriptive study used a qualitative approach. The data source was 30 respondents. Data collection techniques covered interviews, documentation studies, and literature studies. Data were analyzed in stages, namely data reduction, data presentation, and conclusions. The results of the analysis showed that the introduction and formulation of problems related to the lack of specific competencies possessed by IPDN Praja were carried out well; IPDN prioritized handling the problem related to the unavailability of LSP outside IPDN whose competency field specifications are in accordance with the study programs in IPDN and then set a strategy for the formation of the IPDN LSP; the establishment of an IPDN LSP did not face any serious obstacle; and the Rector of IPDN together with all Work Units within IPDN carried out the formulation and produced policies, namely the Rector's Decree Number: 500.10.2.2-225 of 2023 concerning the Establishment of the Professional Certification Agencies of the Institute of Public Administration. In this case, IPDN needs to prepare LSP establishment documents in accordance with BNSP Regulation Number 2/BNSP/III/2014 concerning the Establishment of LSP and LSP-P1 IPDN educational institutions. Besides conducting competency tests, it can also provide information about education and training as a prerequisite for participating in certification.

Analyzing the Challenges and Barriers to Develop State Civil Apparatus Competency Through Talent Management Development After the Release of the National Succession Planning System

2024-06-30T21:10:55+07:00

Indonesia has transitioned from a public service management model to one to improve service delivery and competitiveness. However, this change faces challenges of efficiency in processes, human resource structures, and bureaucracy. Public distrust and State Civil Apparatus (ASN) non-compliance with the flow of reform pose challenges to increasing ASN competency and leadership reform. The implementation of breakthroughs in the development of public services still cannot prevent corruption both in regional and central government. Corruption does not only occur in the fiscal sector but also the ‘buying and selling’ positions due to the ASN’s low integrity. Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia Number 38 of 2017 concerning Competency Standards for State Civil Apparatus Positions requires that a State Civil Apparatus must have technical, managerial, and socio-cultural competence, which is constrained by the application of rules related to functional positions and career development, the institutionalization of the ASN’ workplace, and development of ASN training institutions. These constraints influence the ASN’s desire to develop. Thus, an integrated succession planning system for competency development which involves public participation is needed to prevent corruption, collusion, and nepotism in its implementation.

Analysis of Corporate University Programs and Their Relevance to E-Government Implementation in Indonesia

2024-06-30T21:10:55+07:00

Today's digitalization era demands system transformation in all sectors of life, including the government and bureaucratic sectors. State officials’ competence needs to be improved in order to adjust to the digital government environment (e-government). Education and training are essential for coping with the dynamic environment and enhancing the competency management of Civil Servants (ASN), as mandated by Law Number 5 of 2014 concerning ASN. This necessity has led to the emergence of the Corporate University concept in education and training units. This research aims to assess the relevance of the Corporate University program in developing ASN competencies to meet the challenges of e-government in Indonesia. The research employs descriptive methods and qualitative approaches, with data sourced from literature reviews. Data collection is conducted through documentation methods, and problem analysis utilizes Miles & Huberman's data analysis techniques, which include data reduction, data presentation, and conclusion drawing. The findings indicate that the Corporate University program is pertinent to the implementation of e-government, particularly in capacity building for civil servants through integrative learning and e-learning-based training in government agencies. Corporate University can be an effective solution to the need for digitally literate civil servants capable of operating an integrated digital service system, especially within local government, which is the closest government unit to the community.

THE INFLUENCES OF ELECTRONIC-BASED GOVERNMENT SYSTEM (SPBE) IMPLEMENTATION ON PERFORMANCE ACCOUNTABILITY IN THE REGIONAL SECRETARIAT OF SOUTH SULAWESI PROVINCE

2024-06-30T21:10:56+07:00

This research investigates the impact of implementing the Electronic-Based Government System (SPBE) on performance accountability within the Regional Secretariat of South Sulawesi Province. The research addresses a discrepancy where performance assessments based on accountability reports from the Regional Secretariat do not align significantly with the SPBE assessment index. Adopting a quantitative, descriptive methodology, the research surveyed civil servants working across various units of the Regional Secretariat in South Sulawesi Province. Data was collected using a questionnaire validated for reliability through Statistical Package for the Social Sciences (SPSS). The findings indicate a significant positive influence of SPBE implementation on performance accountability within the Regional Secretariat of South Sulawesi Province.