Prasetyo, Bayu Imam and Baidhowah, Adfin Rochmad (2025) EVALUASI KEBIJAKAN MANAJEMEN TALENTA APARATUR SIPIL NEGARA BERBASIS SISTEM MERITOKRASI DI PROVINSI DKI JAKARTA. Diploma thesis, Institut Pemerintahan Dalam Negeri.
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Abstract
Problem Statement/Background (GAP): Talent management is a Civil Servant management system that includes the acquisition, development, retention, and placement of Talent that is prioritized to meet the Target Position based on the level of competence, and high performance through certain mechanisms that are implemented effectively and sustainably to meet the needs of the agency. Meanwhile, there are still many practices of political intervention in the career development of civil servants in local governments, expecially in DKI Jakarta province, there is no legal umbrella for Competency Standards for Supervisory Positions and inconsistencies in personnel data in the talent management information system. Purpose: The purpose of this study is to find out the description of career development in the talent management policy of the State Civil Apparatus based on the meritocracy system in DKI Jakarta Province. Method: The theory used by the author is the 2021 policy evaluation theory of the Organisation for Economic Cooperation and Development with research dimensions: relevance, coherence, effectiveness, efficiency, impact, and sustainability. The method used is descriptive qualitative with an inductive approach and data collection techniques through observation, interviews, and documentation. Result: This research shows that talent management policies are undergoing an adjustment stage because of the passage of Law Number 20 of 2023 concerning the State Civil Apparatus in its implementation considering the improvement of supporting digital infrastructure, the still inhibition of the ratification of competency standards for foreign positions at the Bureau of Organization and Bureaucratic Reform, the need for employees' self awareness of their personnel data are factors that affect the implementation of the policy. Conclusion: The implementation of ASN career development in DKI Jakarta province in talent management policies is undergoing development in line with the urgency of bureaucratic reform and the formulation of law number 20 of 2023 concerning the state civil apparatus. Accelerating the formulation of the legal umbrella, the development of digital infrastructure, and the commitment of all parties in supporting the implementation of this policy. Keywords: Career development; Talent Management; Merit Permasalahan/Latar Belakang (GAP): Manajemen talenta merupakan sistem manajemen Pegawai Negeri Sipil yang meliputi akuisisi, pengembangan retensi, dan penempatan Talenta yang diprioritaskan untuk memenuhi Jabatan Target berdasarkan tingkat kompetensi, dan kinerja tinggi melalui mekanisme tertentu yang dilaksanakan secara efektif dan berkelanjutan untuk memenuhi kebutuhan instansi. Sementara itu, masih banyak praktik intervensi politik dalam pengembangan karier ASN di pemerintah daerah. Khusus di Provinsi DKI Jakarta, belum adanya payung hukum Standar Kompetensi Jabatan Pengawas dan ketidaksesuaian data kepegawaian dalam sistem informasi manajemen talenta. Tujuan: tujuan penelitian ini untuk mengetahui gambaran pengembangan karier pada kebijakan manajemen talenta Aparatur Sipil Negara berbasis sistem meritokrasi di Provinsi DKI Jakarta. Metode: Teori yang penulis gunakan adalah teori evaluasi kebijakan Organisation for Economic Cooperation and Development tahun 2021 dengan dimensi penelitian : relevansi, koherensi, efektivitas, efisiensi, dampak, dan berkelanjutan. Metode yang digunakan ialah kualitatif deskriptif dengan pendekatan induktif dan teknik pengumpulan data melalui observasi, wawancara, dan dokumentasi. Hasil/Temuan: Penelitian ini menunjukkan bahwa kebijakan manajemen talenta tengah mengalami tahap penyesuaian karena telah disahkannya Undang-Undang Nomor 20 tahun 2023 Tentang Aparatur Sipil Negara dalam penerapannya mengingat penyempurnaan infrastruktur digital pendukung, masih terhambatnya pengesahan standar kompetensi jabatan pegawas pada Biro Organisasi dan Reformasi Birokrasi, perlunya kesadaran diri pegawai akan data kepegawaiannya menjadi faktor-faktor yang mempengaruhi penerapan kebijakan tersebut. Kesimpulan: Penerapan pengembangan karier ASN di provinsi DKI Jakarta pada kebijakan manajemen talenta tengah mengalami pengembangan seiring dengan urgensi reformasi birokrasi dan dirumuskannya undang undang nomor 20 tahun 2023 tentang aparatur sipil negara. Percepatan perumusan payung hukum, pembangunan infrastruktur digital, serta komitmen dari seluruh pihak dalam mendukung penerapan kebijakan ini Kata kunci: Pengembangan karier; Manajemen talenta; Merit
| Item Type: | Thesis (Diploma) |
|---|---|
| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Faculty of Politics and Government > Public Policy Studies |
| Depositing User: | Kebijakan Pemerintahan FPP |
| Date Deposited: | 22 May 2025 01:46 |
| Last Modified: | 22 May 2025 01:46 |
| URI: | http://eprints.ipdn.ac.id/id/eprint/21690 |
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