JOSS: Journal of Social Science NON-MERITROCRATIC FACTORS AFFECTING FILLING OF POSITIONS IN STRUCTURAL INSTITUTIONS (original) (raw)
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Non-Meritrocratic Factors Affecting Filling Of Positions In Structural Institutions
Journal of Social Science (JoSS)
The government often use draft meritocracy To promote and hire official based on trend For doing work, record traces, and achievements other. Several big agencies No obey protocol. Paper This researches non-meritocratic aspects of institution structure in a manner thorough. Researchers also wonder about how much a good selection process meritocracy function For tasks structural public. Focus study This is knowledge administration about governance issues post-filling. Method Qualitative used in a study this. Three of the most influential non-meritocratic criteria For getting a position in Indonesia are interest in politics, interest in family, and love or No like. factors This appears Because condition established norms bureaucracy For taking a position.
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This paper explains how Merit System is implemented in Indonesian bureaucracy. Bureaucracy condition which is very complex and has many bureaucratic pathologies often leads to less optimal bureaucracy itself. Based on these problems and also the development and demands of society for the role of bureaucratic functions, Merit System is considered as a solute step to optimize the bureaucracy in achieving the goals of the state. In this paper, the authors used qualitative descriptive method, which data obtained from literature and observation studies. The result of this paper is that Indonesian bureaucracy has begun to implement the Merit System. This is known from the existence of various instruments such as legislation, authorized institutions, and the system of recruitment or auction of positions based on Merit System.
Meritocracy in Non-Structural Recruitment in Indonesia's Regional Election Commissions
Sciendo eBooks, 2022
Public Position Recruitments in Indonesia are often considered as solely politicization and patronage as well as spoils system considered as a usual matter, despite the Indonesian government's meritocracy implementation the reform era. General Election Commission (KPU) as the Nonstructural Institution is also faced with partiality in its selection process. Objectives: This article serves to analyze how Meritocracy principles are implemented in the Nonstructural Position recruitment process at the Surakarta City KPU Member Selection. Methods: This research was conducted at Surakakrta by utilizing document data and in-depth interviews with chosen key informants purposively. Data validation was done through source triangulation namely comparing interview results with the content of the 2018-2023 Central Java 3 City/Regency KPU Candidate Selection report document. Result: The Meritocracy in Nonstructural Recruitment for the Surakarta City KPU Member Selection Process was reflected through several values: (1) Open to all, open system collection with clear requirements and publicly announced through mass media (2) Jobs at every level, with implementation of meritocratic values from pre-selection until selection phase. (3) Systematic, transparant and challengeable, the systematic selection process refers to the regulation KPU Regulation Number 7 of 2018, transparency involves public participation in providing responds and feedback in the selection process and could accounted for by announcing every selection phase. (4) The best candidate, as reflected from selected Surakarta City KPU Members that completed the fit and proper test.
Proceedings of the 2018 Annual Conference of Asian Association for Public Administration: "Reinventing Public Administration in a Globalized World: A Non-Western Perspective" (AAPA 2018), 2018
Indonesia is a large country with the fourth highest population globally. Moreover Indonesia is estimated to become a high income country and be reckoned economically competitive with other countries by 2025. However, bureaucratic governance and performance have not been able to put Indonesia in a strategic position to compete. This is due in part to the fact that the merit system has not yet been fully implemented. As an effort to reform and improve the performance of the public sector in Indonesia, the Indonesian Civil Service Commission (KASN) was established and given the authority to supervise and monitor implementation of the merit system. The KASN has, under this mandate, developed indicators to improve the bureaucratic system from a spoil system towards a merit system. This paper explores challenges with implementation of the merit system in the process of open recruitment, especially for government high positions in Indonesia. Moreover, this paper explains the factors that influence effectiveness with implementation of the merit system in open recruitment. Data was obtained from a number of ministries and local government agencies, using: government documents, official websites, media and other resources. There are three main results of the study, namely (1) indicators to assess implementation of the merit system in open recruitment, epecially for high positions in central and local governments; (2) challenges with implementing the merit system in open selection processes; (3) factors influencing implementation of the merit system in open recruitment.
2020
The purpose of this study was to investigate meritocracy in the selection of top positions in the federal government offices from the context of politics, bureaucracy, and selection policies. This research uses the five-point Likert scale, ranging from strongly agree to disagree. The data was collected from the officers working regularly in the different ministries of the federal government through a personally administered survey questionnaire with a 78% response rate. An assortment of key findings was noted among which the most prominent one is the issue of meritocracy which affects the right selection of public servants in the government institutions. Secondly, it was also noted that the recruitment and selection policies are also affecting the effectiveness of right selection. Thirdly, one of the important findings of this study was the political impact on equality of gender-based selection. It has been concluded in this study as highlighted in earlier studies that relevant auth...
The Transformation of Merit System in Indonesian Civil Servant Promotion System
2017
Bureaucratic Reform became one of Indonesia administrative reform strategy. Civil service as the importing agent of bureaucratic is need to be reformed for making good governance and good public services. When administrative reform is defined as a political process which is designed to compromised bureaucracy and other systems in community, the process itself would never be free of political interference. It’s a challenge for bureaucracy in Indonesia to run of the Act, the newest form of management system for civil servant, based on merit system. Because one of the act goals is to build civilian personnel who have integrity, professional, neutral and free from political interference, free from corruption, collusion, and nepotism and be able to organize a public service to community. This paper objective is analyzing the merit system in the three of act, specific on promotion system. Research was done with literature study, data collection using interviews with the key persons (such ...
DIA Jurnal Ilmiah Administrasi Publik
Merit System is the placement of someone with a high leadership position based on their competency. The government as the holder of power always makes new regulations or policies and also changes existing policies, to improve the quality of life of the people and the government institution itself. This article aims to analyze the merit system policy in the implementation of the government in Indonesia in implementing the principles of good governance and to see how the role of Baperjakat in making the mutation decision letter has caused problems between ASN and the Regent of Simeulue. The research method uses descriptive qualitative through literature review and research information. Sources of data obtained through journals, news, and documents. Data analysis techniques using Nvivo plus 12 analysis in the form of the crosstab. The results showed that the procedure for the policy of the position of the State Civil Apparatus (ASN) issued by the Regent of Simeulue was not based on est...
IAPA 2022 International Conference and International Indonesia Conference on Interdisiplinary Studies (IICIS), 2023
The development of human resources is one of the priority programs of the Government of Indonesia (GOI), including for Aparatur Sipil Negara (ASN) or Indonesian civil services. One way that can be done to improve the quality of ASN is by the implementation of merit-based ASN management in all Indonesian Government Agencies. There are still very few studies that discuss in depth how the policy and implementation of the ASN management merit system, especially in local governments. Moreover, this study uses a case study in DKI Jakarta Province as a local government which is also the capital of the Republic of Indonesia. This study found that the policy implementation of the merit system in the DKI Jakarta Provincial Government is still not fully implemented. Some aspects have gaps, namely career development, promotion, and rotation. Therefore, the purpose of this study is to review the policy implementation of the merit system in the DKI Jakarta Provincial Government. The research method employed in this study is the qualitative approach through interviews, Focus Group Discussions (FGD), observations, and document reviews. The results showed that there was a significant increase in the implementation of merit-based ASN management in the DKI Jakarta Provincial Government. Is can be seen from the increase in the value merit system owned by the DKI Jakarta Provincial Government. The increase is since currently, the DKI Jakarta Provincial Government has built its talent management program.
Promotion Policy of Civil Servant Based on Meritrocracy Principle In Local Government of Indonesia
2018
One of main issues in government promotion policy is by placing civil servants based on merit system which considering the promotion on how the qualification, competence, and performance are suitable with the position. Therefore, the first problem is the model of civil servant’s promotion policy implemented today and any obstacle in implementing it. Then the second is model of an ideal policy to promote civil servants that based on meritocracy principle. Because of that, this article uses normative juridical approach and analyzing by normative qualitative method.From the analysis, the promotion policy of civil servants in Indonesia is known based on Law Number 5 Year 2014 on State Civil Apparatus. Particularly, the promotion authority for civil servant’s promotion in Local government is delegated from President to the Local Head (District Head). Then it is the condition which lead the misuse of authority that affected to the elected officials based on spoil system. Because of what m...
West Science Interdisciplinary Studies
The purpose of this research is to analyze the application of merit system in the implementation of open selection for high leadership positions in the context of a local socio-cultural setting. The merit system policy in this open selection in this research refers to the Regulation of the Minister of Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019. This research was conducted in the East Manggarai Regency Government utilizing a post-positivist research approach with qualitative data collection techniques. The findings showed that the implementation of open selection for filling JPT in East Manggarai Regency was not based on succession planning, there were differences in administrative requirements with relevant regulations; the addition of several administrative files. The background checking process is only carried out based document-driven and conducted indirectly to the participants’ work environment. The process of monitoring and evaluation or re-m...