The government of Indonesia has stated fully commitment for SDGs by integration into development planning. In the centenary of independence, 2045, the government targets 5 th world's largest economy, by increasing role of outside Java to 48.2%, and eastern Indonesia to 25.1% of national economy. The priority of inclusive development is directed for accelerating the frontier, outermost and least developed regions (daerah terdepan, terluar, dan tertinggal/ 3T). Mainstreaming SDGs in 3T regions cannot be separated from role of multi-stakeholder, especially civil servant (aparatur sipil negara/ ASN) as key enabler. This paper aims to develop the concept of transformation in ASN's management at 3T areas in order to realize excellent competence and prime performance toward SDGs. This study uses qualitative methods through library research and interview. This research resulted in the holistic concept of ASN's management transformation in 3T regions through needs assessment, competency development, career pattern, talent management, performance management, and welfare.
Keterlambatan pembayaran insentif tenaga kesehatan (nakes) penanganan Covid-19 di Indonesia menjadi masalah yang krusial, bila nakes sebagai garda terdepan kesejahteraannya terabaikan maka berimplikasi pada buruknya penanganan Covid-19 di Indonesia yang berdampak semakin lamanya pemulihan ekonomi nasional akibat Covid19 ini. Untuk itu, perlu dicarikan solusi mengatasi keterlambatan pembayaran insentif nakes Covid-19. Analisis Kebijakan yang dilakukan menggunakan metode grid analysis. Alternatif kebijakan yang dihasilkan antara lain: a) Memperjelas aturan batas waktu pencairan insentif melalui edaran bersama Menteri Kesehatan, Menteri Dalam Negeri & Menteri Keuangan, b) Memberikan pendampingan rutin dari Badan Pengembangan dan Pemberdayaan Sumber Daya Manusia (BPPSDM) Kementerian Kesehatan terhadap Rumah Sakit/Fasilitas Pelayanan Kesehatan dalam penginputan data ke aplikasi insentif Covid-19, c) Menambah jumlah petugas penginputan data ke aplikasi dan memberikan reward yang sesuai.
Bureaucratic reform is important for achieving the vision of a sovereign, advanced, equitable and prosperous Indonesia in preparation for the centennial celebration of Indonesia’s independence in 2045. Improvement of public services within the framework of bureaucratic reform can be initiated with a good procurement or recruitment system for the state civil apparatus (ASN). Computer assisted tests were implementated in 2013, and the recruitment of prospective civil servants is increasingly fair, transparent and effective in attracting good quality candidates in line with the needs of the organization. However, ASN recruitment still encounters a number of problems ranging from formation, infrastructure and types of tests to the lack of interest from the diaspora community, persons with disabilities and other talented professionals to join and serve their country as civil servants. These weaknesses and constraints need to be solved immediately to capture the nation’s best talents for the achievement of the Indonesia Vision 2045 agenda. This study aimed to carry out a comprehensive evaluation of ASN recruitment policies and develop policy recommendations for the recruitment of civil servants. A qualitative approach was used, and data were collected through a literature search and in-depth interviews. The findings can be used as a reference to support world-class bureaucracy in Indonesia. Keywords: recruitment system, civil servants, bureaucratic reform
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