scholarly journals ANALYSIS OF MERIT SYSTEM IN THE OPEN PROMOTION OF HIGH LEADERSHIP POSITIONS FOR WOMEN IN THE MINISTRY OF HOME AFFAIRS

2021 ◽  
Vol 8 (3) ◽  
pp. PROGRESS
Author(s):  
Tian Nirwana
Keyword(s):  
Career Development ◽  
Service Sector ◽  
Selection Process ◽  
Primary Data ◽  
Research Approach ◽  
Leadership Positions ◽  
Representation Of Women ◽  
Track Record ◽  
Merit System ◽  
Bureaucratic Reform

Law Number 5 of 2014 concerning State Civil Apparatus (ASN) is a manifestation of bureaucratic reform in the civil service sector through the implementation of ASN management based on a merit system, one of which is open selection for High Leadership Position (JPT). However, open selection based on a merit system has not been implemented optimally. The representation of women in the JPT is still less than that of men. Female Civil Servants (PNS) tend to decline when entering JPT Echelon I and II. Moreover, the number of female registrants in the JPT open selection was far less than male registrants. The lack of representation of women in the JPT also shows a glass ceiling in women's career development. This research aims to analyze the application of the merit system in the open promotion of JPT for women and find out the factors that affect the vertical mobility of women in the bureaucracy. This research was conducted at the Ministry of Home Affairs with a postpositivist research approach and qualitative data collection techniques. Primary data was obtained through interviews with informants related to the implementation of open selection and female High-ranking Officials (PPT) at Ministry of Home Affairs, and secondary data was obtained through documents. The results showed that based on the theory of The Best Person for Any Given Job, the filling of JPT at Ministry of Home Affairs had not been fully implemented based on merit criteria because it has not implemented a succession plan. There is also an assumption of political domination because there is a Pelaksana Tugas (Plt) JPT with a term exceeding the applicable provisions. Meanwhile, based on the theory of The Selection Process, differences in administrative requirements were found in the announcement of vacancies at Ministry of Home Affairs with the Regulation of the Minister for Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019 concerning Filling High Leadership Positions in an Open and Competitive in Government Agencies. The track record tracking process is only done through curriculum vitae without tracking the track record to the applicant's place of origin. Monitoring and evaluating PPT performance appraisals are not carried out regularly and continuously but only based on the Employee Performance Target (SKP) document every year. In addition, there are no barriers either from the organization, themselves, or the obstacles of prejudice toward female leaders, which hinder women's career development. However, women's interest in registering for selection tends to less, and there are incomplete supporting facilities for women's productivity.

scholarly journals IMPLEMENTASI SELEKSI TERBUKA JABATAN PIMPINAN TINGGI (JPT) PRATAMA BAGI PNS DALAM RANGKA REFORMASI BIROKRASI DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN SUMEDANG PROVINSI JAWA BARAT

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
Ismail Ismail
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Implementation Process ◽  
Civil Servants ◽  
Leadership Position ◽  
Leadership Positions ◽  
West Java ◽  
Edward Iii ◽  
Bureaucratic Structure ◽  
Bureaucratic Reform

Abstract Prior to the enactment of Law Number 5 of 2014 that concerning regulate State Civil Apparatus, filling in positions was not conducted openly, but rather featured superior privileges. After the birth of Law Number 5 Year 2014, open promotion has become one of the levers of the success of bureaucratic reform, this system is expected to prevent the politicization of bureaucracy, practicing of collusion, corruption and nepotism. Through open promotion, it will create a good system in the career of civil servants. Even though until now, it is imperative to carry out new open promotions at high leadership positions. The purpose of this study is to examine and analyze how the implementation process of open selection Pratama High Leadership Position for civil servants in the framework of bureaucratic reform in the Human Resources and Human Resources Development Agency of Sumedang Regency, West Java Province. The analytical tool in this study uses the implementation concept of George Edward III in Supriatna (2010: 175-176), there are 4 (four) variables in implementing a public policy, namely: “Communication, resources, disposition, and bureaucratic structure”. These four factors influence the success/failure of policy implementation. The research method is used qualitative research with descriptive methods and collecting data through observation and interview. The results of the research show that the implementation process has run quite well from the aspects of communication, aspects of resources, disposition aspects, and aspects of the bureaucratic structure but need to be maintained and improved again for the open selection process of the Pratama High Leadership Position in the framework of bureaucratic reform in Human Resources And Human Resources Agency Sumedang Regency, West Java Province. Keywords: implementation, open selection, pratama high leadership position, bureaucratic reform.

scholarly journals MERIT SYSTEM DALAM MEWUJUDKAN TRANSPARANSI PEMBINAAN KARIER APARATUR SIPIL NEGARA

2019 ◽  
Vol 11 (1) ◽  
pp. 33
Author(s):  
Nurwita Ismail
Keyword(s):  
Career Development ◽  
Qualitative Analysis ◽  
The State ◽  
Career Coaching ◽  
Knowing How ◽  
Track Record ◽  
Analysis Methods ◽  
The Government ◽  
Merit System ◽  
Performance Competencies

AbstractThe Merit System is a reflection of professional staffing management where the placement of employees and officials uses performance competencies and track records as a means of measuring appointments. But so far the system merit has not been fully implemented even though if this system is implemented, it can produce qualified official figures and have good performance other than that it will not interfere with internal conditions because it has continuity with the old officials. Practices that occur are politicization of the State Civil Apparatus. Merit violations are usually like people being demoted without clear reasons and mutations. New regional heads usually dismantle their employees with people he knows. Everything is still related to retribution and revenge, so that this article is carried out with the aim of knowing how the implementation of the Merit System in ASN career development and the factors that influence the implementation of Merit System can realize the transparency of ASN career coaching using Qualitative analysis methods. So that it is expected to contribute ideas to the government in the study and implementation of a better Merit System. Keywords: Merid System and State Civil Apparatus AbstrakMerit sistem merupakan cerminan manajemen kepegawaian yang profesional dimana penempatan pegawai dan pejabat menggunakan kompetensi kinerja dan track record sebagai alat ukur pengangkatan. Namun sejauh ini merit sistem belum sepenuhnya dilakukan padahal Jika sistem ini diterapkan, dapat menghasilkan figur pejabat yang mumpuni dan memiliki kinerja bagus selain itu tidak akan mengganggu kondisi internal karena memiliki kesinambungan dengan pejabat lama. Praktek-praktek yang terjadi adanya politisasi terhadap Aparatur Sipil Negara. Pelanggaran Merit itu biasanya seperti orang diturunkan jabatannya tanpa alasan yang jelas dan mutasi. Kepala daerah baru biasanya membongkar pegawainya dengan orang-orang yang dia kenal. Semuanya masih berkaitan dengan balas budi dan balas dendam, sehingganya tulisan ini dilakukan dengan tujuan mengetahui Bagaimana implementasi Merit System dalam  pembinaan karier ASN serta Faktor yang mempengaruhi penerapan Merit System dapat mewujudkan transparansi pembinaan karier ASN dengan menggunakan Metode analisis Kualitatif. Sehingga diharapkan dapat memberikan sumbangan pemikiran terhadap pemerintah dalam pengkajian dan pelaksanaan Merid Sytem kearaha yang lebih baik. Kata Kunci: Merid System, Aparatur Sipil Negara

scholarly journals MODEL PENGANGKATAN JABATAN PIMPINAN TINGGI APARATUR SIPIL NEGARA DALAM PERSPEKTIF UU NOMOR 5 TAHUN 2014 (A Model ofPosition High Leadership Appointment Of State Civil Apparatus In Perspective Of The Law Number 5 Year 2014)

2017 ◽  
Vol 16 (4) ◽  
pp. 411
Author(s):  
Ajib Rakhmawanto
Keyword(s):  
Civil Servants ◽  
Service Agency ◽  
Track Record ◽  
State Apparatus ◽  
Government Bureaucracy ◽  
Qualitative Descriptive ◽  
The Law ◽  
The Republic ◽  
Merit System ◽  
Bureaucratic Reform

Dalam penyelenggaraan pemerintahan diperlukan dukungan pegawai ASN yang profesional. ProfesionalismeASN tentunya dapat memberikan kontribusi secara positif bagi birokrasi pemerintahan. Untuk menciptakansumber daya aparatur yang profesional perlu dilakukan reformasi birokrasi dibindang manajemen ASN. UUNomor 5 Tahun 2014 Tentang ASN mengamanatkan adanya pengangkatan Jabatan Pimpinan Tinggi ASNberbasis merit yang diawasi lembaga independen (Komisi Aparatur Sipil Negara) KASN. Permasalahanpenelitian, bagaimanakah model pengangkatan Jabatan Pimpinan Tinggi Aparatur Sipil Negara? Tujuannyapenelitian ini adalah menganalisis model pengangkatan Jabatan Pimpinan Tinggi Aparatur Sipil Negara.Penelitian ini menggunakan pendekatan deskriptif kualitatif. Data penelitian digali dengan teknik studipustaka (literature). Lokasi penelitian di DPR RI (Komisi II), Kementerian RAN RB, dan BKN. Analisisdata melalui tahapan reduksi data, penyajiandata, dan penarikan kesimpulan. Hasil penelitian menunjukansistem pengangkatan JPT ASN dilakukan dengan sistem merit melalui seleksi terbuka mulai dari seleksiadministrasi, seleksi kompetensi, tes wawancara, penelusuran rekam jejak, serta tes kesehatan dan psikologiyang menghasilkan 3 (tiga) kualifikasi untuk ditetapkan 1 (satu) JPT oleh Pejabat Pembina Kepegawaian.AbstractGovernment administration is required a professional Apparatus Civil Servants (ASN) support. Theirprofessionalism certainly give contribution to government bureaucracy, positively. To create a professionalapparatus human resources demand bureaucratic reform of ASN management. The Law of The Republic ofIndonesia Number 5 Year 2014 Concerning Apparatus Civil Servants(ASN) mandates a position high leadershipappointment of ASN based on merit that supervised by the Commission of Apparatus Civil Servants (independentinstitution). The purpose of this research is to analysis a model ofposition high leadership appointment of StateCivil Apparatus. It is a qualitative descriptive approach. Collecting data by literature research. The researchsite is at House of Representative of R.I. (Commission II), the Ministry of State Apparatus Empowerment andBureaucratic Reform, the National Civil Service Agency. Data analysis comes to data reduction, data display,and conclusion. The result of this research shows that the system of position high leadership appointment ofState Civil Apparatus carried out by merit system through open bidding starting from administration selection,competency selection, interview, track record research, and health and psychology test that producing three (3)qualifications confirmed one (1) position high leadership by Trustees Personnel Officer.

scholarly journals ANALISIS PELAKSANAAN REKRUTMEN DAN SELEKSI CALON KARYAWAN BARU DI RSIA KENDANGSARI MERR SURABAYA

2019 ◽  
Vol 3 (2) ◽  
pp. 107-119
Author(s):  
Anis Fitri Aulia
Keyword(s):  
Career Development ◽  
Qualitative Data ◽  
Selection Process ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Recruitment Method ◽  
Recruitment Methods ◽  
Recruitment And Selection ◽  
Selection Of

Recruitment and selection are the most important part in the formation of quality human resources. The effectiveness of recruitment and selection will determine the success of employee performance in the future. The aim of this study was to learn the implementation of recruitment and selection of prospective employees at RSIA Kendangsari Merr Surabaya. The method of this study is observational by using qualitative data in the form of primary data and secondary data. The results of this study found that the recruitment method in RSIA Kendangsari Merr consists of promotion, rotation, job posting, advertising, websites, employee recommendations, labor department, labor placement agencies, and job training programs. While the selection process in RSIA Kendangsari Merr consists of administrative selection, written tests, interview tests, psychological tests, credentials, health checks, and work agreements for a 3-month trial period. The conclusion of this study that all recruitment methods in RSIA Kendangsari Merr Surabaya are in accordance with the internal and external methods of recruitment methods, and the selection process is in accordance with the rules of the selection stages. Recommendation for RSIA Kendangsari Merr is to provide additional recruitment method, it is job bidding. Job bidding can be applied at RSIA Kendangsari Merr Surabaya by offering job positions to employees who are competent with career development to meet certain specifications required. Besides being beneficial for motivation and career development of HR, it also minimizes the costs of recruitment and selection sourced from external organizations.

Does E-recruitment Matter for Service Sector? An Empirical Study of Hyderabad, Pakistan

2019 ◽  
Vol 1 (3) ◽  
pp. 22-32
Author(s):  
Ikramuddin Junejo ◽  
Arslan Khawaja ◽  
Kanwal Gul
Keyword(s):  
Quantitative Research ◽  
Inverse Relationship ◽  
Service Sector ◽  
Word Of Mouth ◽  
Primary Data ◽  
Research Approach ◽  
Job Fit ◽  
Policy Makers ◽  
Online Platforms ◽  
The Right

Recruitment is an essential tool to hire candidates. Over the years, the mediums for recruitment have been drastically changed. It principally started with the word of mouth and now is just a click away due to internet and technological advancements. With an increase in use of online platforms, electronic recruitment helps to attract and hire the best candidates to obtain people-based competitive advantage. This study has adopted a quantitative research approach to identify influence of attractiveness, job fit, time, and cost in E-recruitment. Primary data has been collected through questionnaire from a sample of 200 employees of a service sector businesses of Hyderabad Sindh, Pakistan. The findings reveal that large and desirable pool of candidates as well as placing the right candidates to right job has a direct relationship with electronic recruitment. The time and cost of recruitment has inverse relationship with the e-recruitment performed as perceived by employees in the selected service sector organizations of Hyderabad. Based on the findings, the study implies policy makers to apply newly developed concept of e-recruitment for future hiring.

Analysis Of Open Selection Mechanism In The Government Of Bantul District 2016

ARISTO ◽  
2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Vindhi Putri Pratiwi ◽  
Muhammad Eko Atmojo ◽  
Dyah Mutiarin ◽  
Awang Darumurti ◽  
Helen Dian Fridayani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
The State ◽  
Selection Mechanism ◽  
Government Bureaucracy ◽  
The Government ◽  
Bureaucratic Reform ◽  
Depth Interviews

The purpose of this research is to see the open selection mechanism in the government of Bantul district. Because the success of bureaucratic reform is a part of human resources within the government bureaucracy. Therefore it is necessary to have human resource management to realize a state of civil apparatus with integrity, professionalism and competence. In this study, researchers used qualitative approach methods. Where in the technique is done in-depth interviews to get information and gather other supporting documents on this research. Human resource management could be done by structuring employees through an open selection mechanism. The Government of Bantul District has conducted an open selection in structuring employees who are in their government. Because the open selection is considered a solution in the screening of the state civil apparatus. Moreover, the Bantul Government in the open selection process uses several stages including administration selection, competency tests, interviews, and paper presentations. With the existence of several stages carried out in the open selection process by the Bantul Government, it is expected to capture and create a state civil apparatus who are professional and competent in running of bureaucracy in the government. So the existence of the state civil apparatus competent then will be influenced in its performance.

Tacit Knowledge Management at the Kenya Institute for Public Policy Research and Analysis

Mousaion ◽  
2019 ◽  
Vol 36 (1) ◽  
Author(s):  
Omwoyo Bosire Onyancha ◽  
Gladys Njeri Mungai ◽  
Henry Nyabuto Kemoni
Keyword(s):  
Public Policy ◽  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Policy Research ◽  
Primary Data ◽  
Intangible Asset ◽  
Research Approach ◽  
Public Policy Research ◽  
Observation Methods ◽  
Tacit Knowledge Sharing

Tacit knowledge is seen as difficult to be shared in an organisation owing to its intuitive, versatile and practice-based nature. Consequently, tacit knowledge is not well-understood or valued in most organisations and more so in public institutions. The purpose of the study was to investigate how the Kenya Institute for Public Policy Research and Analysis (KIPPRA) manages tacit knowledge as an intangible asset and also to recommend a framework or model for the management of tacit knowledge for a competitive advantage and development at the KIPPRA. The study adopted a qualitative research approach, with interviews and observation methods constituting the primary data collection methods. The study targeted 60 employees of KIPPRA consisting of researchers, young professionals, heads of divisions, a knowledge manager and administrative staff. The qualitative data collected were organised, categorised and reported verbatim. Among the key findings were that KIPPRA has the capacity for tacit knowledge sharing, capture, transfer and storage that have not been capitalised on. Further, employees experience challenges such as the identification and understanding of tacit knowledge, access to tacit knowledge sharing platforms, access to expertise with specific tacit knowledge, tacit knowledge hoarding, individualism, and ICT-related challenges in accessing tacit knowledge. Finally, the study recommends the adoption of a proposed framework for managing tacit knowledge at the KIPPRA.

scholarly journals The Impact of Big Data on Electronic Commerce in Profit Organisations in Saudi Arabia

2019 ◽  
Vol 10 (4) ◽  
pp. 106
Author(s):  
Bader A. Alyoubi
Keyword(s):  
Saudi Arabia ◽  
Big Data ◽  
Inventory Management ◽  
New Technologies ◽  
Predictive Analytics ◽  
Business Environment ◽  
Primary Data ◽  
Research Approach ◽  
Multiple Sources ◽  
The Impact

Big Data is gaining rapid popularity in e-commerce sector across the globe. There is a general consensus among experts that Saudi organisations are late in adopting new technologies. It is generally believed that the lack of research in latest technologies that are specific to Saudi Arabia that is culturally, socially, and economically different from the West, is one of the key factors for the delay in technology adoption in Saudi Arabia. Hence, to fill this gap to a certain extent and create awareness about Big Data technology, the primary goal of this research was to identify the impact of Big Data on e-commerce organisations in Saudi Arabia. Internet has changed the business environment of Saudi Arabia too. E-commerce is set for achieving new heights due to latest technological advancements. A qualitative research approach was used by conducting interviews with highly experienced professional to gather primary data. Using multiple sources of evidence, this research found out that traditional databases are not capable of handling massive data. Big Data is a promising technology that can be adopted by e-commerce companies in Saudi Arabia. Big Data’s predictive analytics will certainly help e-commerce companies to gain better insight of the consumer behaviour and thus offer customised products and services. The key finding of this research is that Big Data has a significant impact in e-commerce organisations in Saudi Arabia on various verticals like customer retention, inventory management, product customisation, and fraud detection.

Perceived value of internship experience: a try before you leap

2018 ◽  
Vol 8 (4) ◽  
pp. 376-394 ◽  
Author(s):  
Sonali Bhattacharya ◽  
Netra Neelam
Keyword(s):  
Experiential Learning ◽  
Performance Feedback ◽  
Work Experience ◽  
Selection Process ◽  
Learning Orientation ◽  
Research Approach ◽  
Content Type ◽  
Internship Experience ◽  
And Performance ◽  
Task Variety

Purpose The purpose of this paper is to examine how internship value is manifested in the context of a business school. The authors have examined the internship experience in terms of experiential learning and employability. Specifically, the authors investigate the factors that determine internship at four phases: design, conduct, evaluation and feedback. Design/methodology/approach The authors have applied a mixed method approach. In all, 110 students of a busines school were first surveyed on their expectation, motivation and level of preparation through a self-administered questionnaire before internship. Based on the survey result, eight of these students were interviewed in details about internship expectations from industry, the selection process for internship, communications or exchanges between intern and companies prior to internship and perceived industry expectation from interns. At the next phase, authors used a qualitative research approach by conducting semi-structured, in-depth interviews with 14 interns and their mentors after internship period. They were interviewed on design, conduct, evaluation and feedback process of the internship. Interviews tried capture what kind of leader-member exchange led to satisfactory internship experience and outcome from view of both inter and mentor. Findings The authors find that at various stages of internship program quality of mentor – intern exchanges (as defined by leadership exchange theory), and task characteristics as indicated by autonomy, task variety, task significance and performance feedback determine intern’s performance. An intern’s performance is antecedent to an intern’s and a mentor’s satisfaction and overall internship value. The authors also found that intrinsic capability of intern such as critical thinking ability and learning orientation result in enhanced value of internship experience. The proposed models, postulate that at designing stage, lower the level of communication from employers, higher the feeling of ambiguity and lower the perceived internship value in terms of experiential learning and perceived employability. Feeling of ambiguity is moderated by existence of prior work experience of interns. At conduction stage, mentor-intern exchange is directly related to flexibility in structure of the program and inversely related to dependency on peer learning. Mentor-intern exchange also related to mentor and intern’s learning value. However, the learning value is moderated by learning orientation of the intern. Originality/value The authors have tried the summer internship experience from the perspective of interns and mentors. This is the uniqueness of the research.

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