PELAKSANAAN SISTEM MERIT PEGAWAI NEGERI SIPIL DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA BANJAR PROVINSI JAWA BARAT

Endah Sari, Mellyanti Putri (2023) PELAKSANAAN SISTEM MERIT PEGAWAI NEGERI SIPIL DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA BANJAR PROVINSI JAWA BARAT. Other thesis, IPDN.

Text JURNAL_MELLYANTI PUTRI ENDAH SARI_30.0555_PELAKSANAAN SISTEM MERIT PEGAWAI NEGERI SIPIL DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM KOTA BANJAR PROVINSI JABAR.pdf Download (466kB)

Abstract

ABSTRACT Problem Statement/ Background (GAP) : Banjar City's Human Resources are still far away in several regions, including the arrangement of educational background that is not in accordance with the work duties they do, the procurement of employees is still lacking as evidenced by the low number of Civil servants at BKPSDM Banjar City, and implement education with a merit-based system . Employee Performance Management is substandard , both in terms of its implementation and how well it performs in practice. The purpose of this research is to know and analyze the implementation of the merit system of Civil Servants in the Civil Service and Human Resources Development Agency of Banjar City, West Java Province. The research method used is a descriptive qualitative research method This method is used by the author in order to obtain a true picture in the field. This method is supported by obtaining information through interviews, observation and documentation. After that the information is processed through the stages of reduction, display and drawing conclusions in the form of findings. The Result The government's efforts to develop public sector human resources through merit-based ASN management encountered several obstacles. The constraints in question are caused by problems encountered in the field. In general, the politicization of the bureaucracy in the appointment of career positions, promotion and demotion of civil servant positions is an obstacle in the implementation of the merit system. This is reinforced by the results of KASN's assessment of the implementation of the merit system which is in the "poor" category in Banjar City government agencies. This of course generates a question related to the implementation of the merit system in Banjar City Government agencies. The Conclusion the implementation of the merit system in the city of Banjar had not gone completely well. More precisely, it can still be said that it is not perfect. Because there are several aspects of the merit system that have not yet been implemented. So the author provides suggestions in following up the draft Merit System Road Map in the Personnel and Human Resources Development Agency (BKPSDM) in Banjar City so that its implementation is maximized so that the management of civil servants who were originally categorized as "LESS GOOD" can run smoothly and are categorized as "GOOD". Keywords: Implementation, ASN Management, and Sistem merit ABSTRAK Pernyataan Masalah / Latar Belakang (GAP) : Sumber Daya Manusia Kota Banjar masih jauh di beberapa daerah, termasuk penataan latar belakang pendidikan yang tidak sesuai dengan tugas pekerjaan yang mereka lakukan, pengadaan karyawan masih kurang dibuktikan dengan rendahnya jumlah PNS di BKPSDM Kota Banjar, dan melaksanakan pendidikan dengan sistem berbasis prestasi. Manajemen Kinerja Karyawan di bawah standar , baik dalam hal implementasinya dan seberapa baik kinerjanya dalam praktik. Tujuan penelitian ini adalah untuk mengetahui dan menganalisis penerapan sistem merit Pegawai Negeri Sipil di lingkungan Badan Pengembangan Kepegawaian dan Sumber Daya Manusia Kota Banjar Provinsi Jawa Barat. Metode penelitian yang digunakan adalah metode penelitian kualitatif deskriptif Metode ini digunakan oleh penulis untuk memperoleh gambaran yang benar di lapangan. Metode ini didukung dengan memperoleh informasi melalui wawancara, observasi dan dokumentasi. Setelah itu informasi diolah melalui tahapan reduksi, menampilkan dan menarik kesimpulan dalam bentuk temuan. Hasil Upaya pemerintah untuk mengembangkan SDM sektor publik melalui pengelolaan ASN berbasis merit menemui beberapa kendala. Kendala yang dimaksud disebabkan oleh permasalahan yang dihadapi di lapangan. Secara umum, politisasi birokrasi dalam pengangkatan jabatan karier, promosi dan penurunan pangkat pegawai negeri sipil menjadi kendala dalam penerapan sistem merit. Hal ini diperkuat dengan hasil penilaian KASN terhadap penerapan sistem merit yang masuk kategori "miskin" di instansi pemerintah Kota Banjar hal ini tentu saja menimbulkan pertanyaan terkait penerapan sistem merit di Instansi Pemerintah Kota Banjar Kesimpulan bahwa penerapan sistem merit di Kota Banjar belum berjalan dengan baik. Lebih tepatnya, masih bisa dikatakan tidak sempurna. Karena ada beberapa aspek sistem merit yang belum diterapkan. Sehingga penulis memberikan saran dalam menindaklanjuti rancangan Road Map Sistem Merit di Badan Pengembangan Kepegawaian dan Sumber Daya Manusia (BKPSDM) di Kota Banjar agar pelaksanaannya lebih maksimal sehingga pengelolaan PNS yang semula dikategorikan "KURANG BAIK" dapat berjalan lancar dan dikategorikan "BAIK". Kata kunci: Implementasi, Manajemen ASN , dan Sistem Merit

Item Type:	Thesis (Other)
Subjects:	H Social Sciences > H Social Sciences (General)
Divisions:	Campus > IPDN Kampus Jatinangor
Depositing User:	Manajemen Sumber Daya Manusia Sektor Publik FMP
Date Deposited:	27 Jun 2023 06:21
Last Modified:	27 Jun 2023 06:21
URI:	http://eprints.ipdn.ac.id/id/eprint/14887

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