REKRUTMEN CALON PEGAWAI NEGERI SIPIL DENGAN SELEKSI KOMPETENSI DI PEMERINTAH KABUPATEN SRAGEN
| Main Authors: | , Sigit Pramudyanto, , Prof. Dr. Yeremias T. Keban, SU, MURP |
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| Format: | Thesis NonPeerReviewed |
| Terbitan: |
[Yogyakarta] : Universitas Gadjah Mada
, 2012
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| Subjects: | |
| Online Access: |
https://repository.ugm.ac.id/100813/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=57335 |
Daftar Isi:
- Since 2003, the Sragen Government seeks to update competence of employees. The process of updating the competence of the employees done in two ways: first, to give the opportunity of study and training for employees of the old sprain. The second way, a reconstruction of the selection mechanism CPNS recruitment competencies. The second way of updating the competence of employees is consistent with merit system principles. However, the program can not continue in the next year, 2004. Though the implementation of recruitment and selection system is merit-based CPNS is a fundamental step to improve the quality of staff. After nearly four years of abandonment, the mechanism is again used in 2007 is even more enhanced with the concept of e-recruitment. This thesis analyzes the CPNS recruitment and selection of competencies in Sragen Government. The big question that you want answered in this study is: how enforcement merit system principles on the implementation of the Sragen Government CPNS recruitment? The main theme in this study is an update of competence of employees in public organizations. Thus the concept of the theory used for this study was to map workforce plan, recruitment, and competency. The research was conducted using a qualitative descriptive approach in order to obtain meaning, it was found that influential factors, concepts and thoughts intreprestation actors involved in the preparation of the concept, capacity /capability of understanding the action and the parties involved about the competence and quality of staff, as well as public expectations in the program selection policy competence. This study concludes that firstly, the implementation of the recruitment process CPNS not fully consistent with merit system principles of enforcement. This is because of factors: an inconsistent policy program of the above policy, planning staff have not been integrated with the needs updating competencies, there are no standards of competence, and capacity / skills competency testing has not been certified as an assessor. On the other hand the involvement of an independent party with no authority entirely. At the time of the announcement of the results of written test to be a critical point for the determination of participants who pass the written test by an independent party, but the announcement of the results submitted to the Government. At that point prone to fraud (mal-administration). Secondly, the Sragen Government has reconstructed CPNS recruitment mechanism to improve the competence and assessment criteria to the e-recuitment to the utilization of technology so that more efficient, effective and can reach more prospective potential applicants.