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"ABSTRACTIndonesia sebagai sebuah organisasi mengalami masalah dalam hal Sumber Daya Manusia-nya (SDM). Pegawai Negeri Sipil secara esensial adalah SDM dalam tubuh organisasi Pemerintah Indonesia. Fakta bahwa dari 4.450.000 PNS di Indonesia, sebanyak 42% di antaranya masih berkualifikasi pendidikan setingkat Sekolah Menengah Atas, membuat pergerakan Pemerintah Indonesia mencapai tujuan organisasi menjadi kurang efektif. Fakta selanjutnya adalah sebanyak 32,6% PNS merupakan SDM berusia tua yang sudah mendekati umur pensiun. Kondisi tersebut membuat Pemerintah Indonesia mengambil langkah untuk melakukan rekrutmen Calon Pegawai Negeri Sipil. Hal yang kemudian menjadi masalah dan diangkat dalam artikel ini adalah bagaimana penyusunan perangkat seleksi yang digunakan untuk menyaring para pelamar yang terkumpul dari proses rekrutmen dilakukan. Perangkat seleksi yang dimaksud adalah Tes Kompetensi Dasar dan Tes Kompetensi Bidang. Studi kasus dilakukan di Lembaga Ilmu Pengetahuan Indonesia (LIPI). Hasil penelitian menunjukkan bahwa penyusunan perangkat seleksi dalam bentuk Tes Kompetensi Bidang oleh LIPI dilakukan dengan membentuk suatu tim khusus yang disebut dengan Tim Penyusun. Dari lima dimensi perangkat seleksi yaitu keterandalan, kesahihan, kemampuan untuk diterapkan secara umum, kemanfaatan, dan legalitas, penyusunan TKB oleh LIPI sudah hampir memenuhi kategori perangkat seleksi yang efektif. Satu hal yang masih kurang adalah belum dilakukannya uji coba perangkat seleksi. Penyusunan perangkat seleksi dalam bentuk Tes Kompetensi Dasar dikoordinasikan oleh Kementerian Pendidikan dan Kebudayaan Republik Indonesia. Penyusunan Tes Kompetensi Dasar sudah hampir memenuhi lima dimensi perangkat seleksi yang efektif. Satu hal yang kurang adalah belum adanya uji coba perangkat seleksi.

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ABSTRACTIndonesia as an organization has problems in terms of its Human Resources (HR). Civil servants are essentially human resources within the body of the Indonesian Government organization. The fact that of the 4,450,000 civil servants in Indonesia, as many as 42% of them are still qualified for high school level education, making the Indonesian Governments movement to achieve organizational goals less effective. The next fact is that as many as 32.6% of civil servants are elderly human resources who are approaching retirement age. This condition made the Indonesian Government take steps to recruit prospective Civil Servants. What later became a problem and was raised in this article was how the preparation of selection tools was used to screen applicants collected from the recruitment process. The selection tool in question is the Basic Competency Test and Field Competency Test. Case studies are conducted at the Indonesian Institute of Sciences (LIPI). The results showed that the preparation of selection tools in the form of Field Competency Tests by LIPI was conducted by forming a special team called the Compilation Team. From the five dimensions of selection tools, namely reliability, validity, ability to be applied in general, usefulness, and legality, the preparation of Field Competence Test by LIPI has almost fulfilled the category of effective selection tools. One thing that is still lacking is the lack of a try-out of the selection device. The preparation of selection devices in the form of Basic Competency Tests is coordinated by the Ministry of Education and Culture of the Republic of Indonesia. The preparation of the Basic Competency Test has almost fulfilled the five dimensions of an effective selection tool. One thing that is lacking is the lack of try-out of selection devices."

"Skripsi ini membahas mengenai hasil analisis efektivitas penerapan metode Computer Assisted Test (CAT) dalam seleksi Calon Pegawai Negeri Sipil berbasis kompetensi di Badan Kepegawaian Negara. Penelitian ini merupakan penelitian dengan menggunakan pendekatan positivis dengan desain analisis data deskriptif kualitatif yang mana peneliti berusaha untuk memaparkan penerapan metode Computer Assisted Test (CAT) dalam seleksi Calon Pegawai Negeri Sipil berbasis kompetensi di Badan Kepegawaian Negara. Hasil penelitian menyebutkan penerapan metode Computer Assisted Test (CAT) dalam seleksi Calon Pegawai Negeri Sipil berbasis kompetensi di Badan Kepegawaian Negara efektif namun masih terdapat beberapa kendala dalam terciptanya standarisasi hasil ujian secara nasional, terciptanya penetapan standar nilai, dan terselenggaranya nilai prakiraan yang dilakukan oleh organisasi melalui evaluasi kinerja secara tertulis. Dengan melihat hasil yang didapat, maka saran bagi Badan Kepegawaian Negara adalah agar segera membuat kebijakan yang mengatur tentang standarisasi hasil ujian secara nasional.

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The focus of this study is about the analysis of the effectiveness Implementation Computer Assisted Test (CAT) system in the competency-based selection of candidates for Civil Servant at National Civil Servant. This research is a positivist research with qualitative descriptive design, in which researcher try to describe the implementation of Computer Assisted Test (CAT) system in the competency-based selection for candidate civil servant at National Civil Servant.

The result stated that the implementation of this system (CAT) is effective, although there are still some obstacles in the creation of a standardization national test results, the creation of standard scored, and the organization made predictive value by annual performance evaluation report.

By looking at the results obtained, then the suggestion National Civil Servant is to immediately create a policy of the standardization national examination results."

"Penelitian ini membahas mengenai kinerja pegawai di Badan Kepegawaian Negara. Tujuan dari penelitian ini adalah untuk mengetahui perbandingan kinerja pegawai yang menggunakan metode Computer Assisted Test (CAT) dan yang tidak menggunakan metode Computer Assisted Test (CAT) dalam Seleksi Calon Pegawai Negeri Sipil di Badan Kepegawaian Negara. Penelitian ini menggunakan pendekatan penelitian kuantitatif dengan jenis penelitian deskriptif. Teknik pengumpulan data yang digunakan adalah survei dan wawancara. Objek penelitian ini ialah pegawai Badan Kepegawaian Negara. Dalam proses pengolahan data, peneliti menggunakan SPSS versi 17 dengan uji Independent-Sample T-Test. Hasil penelitian menunjukkan bahwa tidak terdapat perbedaan kinerja pegawai antara pegawai yang menggunakan metode Computer Assisted Test (CAT) dan yang tidak menggunakan metode Computer Assisted Test (CAT) dalam Seleksi Calon Pegawai Negeri Sipil di Badan Kepegawaian Negara.

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This research focused on the performance of employees in the National Civil Service Agency. The purpose of this research is to find out the comparison of the performance of employees using the Computer Assisted Test (CAT) method and not using the Computer Assisted Test (CAT) method in the Selection of Candidates for Civil Servant at National Civil Service Agency. This study used the approach of quantitative research with the type research is a descriptive research. Data collection techniques used was surveys and interviews. The object of this research is employees of National Civil Service Agency. In processing the data, researchers used a SPSS version 17 with Independent-Sample T-Test. The results of this research showed that there is no difference between the performance of employees using the Computer Assisted Test (CAT) method and not using the Computer Assisted Test (CAT) method in the Selection of Candidates for Civil Servant at National Civil Service Agency. "

"Skripsi ini membahas implementasi merit system pada proses rekrutmen dan seleksi CPNS tahun 2013 di Kementerian Keuangan dan Kabupaten Kepulauan Meranti serta faktor-faktor yang mempengaruhinya. Dalam pelaksanaannya di lapangan proses rekrutmen dan seleksi CPNS tahun 2013 masih diwarnai dengan kepentingan politik, dugaan KKN dan tidak sesuai dengan prinsip knowledge of results dan equal oportunity pada merit system. Penelitian ini dilakukan secara Post Positivis dengan desain deskriptif melalui pengumpulan data primer dan sekunder. Hasil penelitian menunjukkan bahwa implementasi merit system pada proses rekrutmen dan seleksi CPNS tahun 2013 di Kementerian Keuangan telah berjalan dengan baik sesuai dengan prinsip equal opportunity, open competition and fairness, serta pengambilan keputusan yang diterima berdasarkan passing grade. Di sisi lain, implementasi merit system pada proses rekrutmen dan seleksi CPNS tahun 2013 di Kabupaten Kepulauan Meranti belum berjalan dengan baik karena kurang memenuhi dengan prinsip equal opportunity, open competition and fairness, serta pengambilan keputusan yang diterima berdasarkan passing grade. Proses rekrutmen dan seleksi CPNS tahun 2013 masih dipengaruhi oleh faktor administratif, politik dan budaya, serta teknis.

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This thesis discussed about the implementation of the merit system in recruitment and selection process of civil servants candidates in 2013 in the Ministry of Finance and the Meranti Islands Regency, and the factors that influence it. The implementation of process of recruitment and selection CPNS 2013 still affected by political interests, allegations of corruption and not in accordance with the principle of knowledge of results and equal oportunity of the merit system. Research is done in Post Positivist with a descriptive design through primary and secondary data collection.

The results showed that the implementation of the merit system in recruitment and selection process of civil servants candidates in 2013 in the Ministry of Finance has gone well in accordance with the principle of equal opportunity, open competition and fairness, and the decision is received by passing grade. On the other hand, implementation of the merit system in recruitment and selection process of civil servants candidates in 2013 in Meranti Islands District has not gone well because of lack of accordance with the principle of equal opportunity, open competition and fairness, as well as the decision is received by passing grade. The recruitment and selection process of candidates for civil servants in 2013 still influenced by the following factors, they are administrative, political and cultural, and technical."

"Sumber Daya manusia adalah aspek yang sangat penting dalam sebuah organisasi, khususnya organisasi pemerintah. Dalam hal ini kompetensi menjadi hal yang sangat penting bagi aparatur negara atau Pegawai Negeri Sipil. Kompetensi yang mencakup pengetahuan, kemampuan dan perilaku bagi Pegawai Negeri Sipil harus tinggi agar dapat menghasilkan sebuah kinerja yang baik, namun yang terjadi saat ini adalah rendahnya kompetemsi dan kinerja Pegawai Negeri Sipil. Skripsi ini mencari tahu bagaimana hubungan antara kompetensi yang dilihat dari karakteristik kompetensi dan kinerja Pegawai Negeri Sipil. Penelitian yang dilakukan adalah penelitian kuantitatif dengan menggunakan teknik survei dengan menyebarkan kuesioner kepada pegawai Pada Kantor Regional V BN Jakarta. Hasil yang di dapat menunjukkan adanya hubungan yang sangat kuat antara kompetensi dan kinerja Pegawai Negeri Sipil di mana nilai koefisien korelasinya sangat kuat.

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Human resource are the important aspecs in organization, especially government organization. In this parts, competences are the most valuable things for civil servant. The parts of competences include knowledges, skills and attitude. The civil servant must have the high competence to build good performance. But, the problems now are the performance and competence of civil servant in the low level.

This undergraduate thesis is written to search the relations about competence which seem on. Competence characteristic and performance of civil servant. The research of this problems are include quantitatif research which used the survei technics. This technics are use the questioner from which offered to all employees In National Civil Service Agency Regional Office V Jakarta. The produce of this survei technics shows. The big relations about competence and performance of civil servant which the value of the coeficien corelations is in the high level."

"[ABSTRACTSkripsi ini membahas mengenai pelaksanaan dan evaluasi rekrutmen dan seleksi penerimaan CPNS Jalur Khusus di Kementerian Luar Negeri tahun 2014 Rekrutmen dan seleksi ini ditujukan untuk memperoleh para Diplomat yang berasal dari Universitas Negeri di luar Pulau Jawa sebagai salah satu upaya untuk mewujudkan kebhinekaan dalam diplomasi Indonesia Penelitian ini dilakukan secara Post Positivis dengan desain deskriptif Evaluasi dilakukan menggunakan model evaluasi CIPP context input process dan output Hasil penelitian ini menunjukkan bahwa program ini sudah sesuai dengan konteks Kemudian dari aspek input sudah sesuai dengan aturan dan kompetensi hanya saja pada prosesnya terdapat beberapa kendala seperti pemunduran jadwal pelaksanaan sehingga berakibat pada jumlah CPNS yang diterima tidak sesuai dengan target Program ini sudah mengarah pada pencapaian tujuan jangka panjang Kementerian Luar Negeri Sehingga perlu untuk dilanjutkan dengan berbagai perbaikan dan modifikasi dari berbagai aspek yang dibutuhkan

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ABSTRACTThis thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ;This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed , This thesis explains the process and evaluation of Civil Servants CPNS rsquo Recruitment and Selection through Special Recruitment in Ministry of Foreign Affairs Year 2004 The recruitment and selection focuses on diplomats who graduated from universities outside Java Island as one of the efforts to enforce the unity above diversity in Indonesia diplomacy This research uses Post Positivist with descriptive design The evaluation is done using CIPP Evaluation The result of this research shows that recruitment and selection program is suitable to the context Then input aspect is suitable to the rules and competence but there are some problems such as the delay of the selection schedule and it makes the quota for civil servants accepted cannot fulfil the target number This program aims for achieving the long term purposes of Ministry of Foreign Affairs Thus this program need to be continued with improvements and modifications in all aspects needed ]"

"Skripsi Skripsi ini membahas tentang Pelaksanaan Seleksi CPNS tahun 2013 di Kementerian Hukum dan Hak Asasi Manusia RI pada kantor wilayah DKI JAKARTA. Tujuannya adalah menganalisis bagaimana Pelaksanaan Seleksi CPNS tersebut apakah masih ada tindakan yang mengarah ke Korupsi,Kolusi, dan Nepotisme (KKN) yang marak terjadi pada pelaksanaan rekrutmen CPNS. Metode penelitian ini dengan kualitatif-deskriptif. Dengan teknik pengumpulan data yang digunakan adalah wawancara mendalam dan studi pustaka. Hasil dari penelitian ini adalah pada penerimaan CPNS Kemenkumham tahun 2013 lebih transparan, akuntabel dan bebas KKN, karena pengawasan yang dilakukan bukan hanya melibatkan pengawas internal, akan tetapi juga melibatkan dari pihak eksternal sehingga dapat meminimalisir segala bentuk kecurangan yang ada. Rekomendasi yang diberikan adalah agar Kementerian Hukum dan HAM RI agar lebih dilakukan peningkatan koordinasi lagi antara panitia pusat dan daerah, serta peningkatan pengawasan baik di pusat maupun derah sehingga masyarakat akan semakin percaya dan yakin bahwa Kementerian Hukum dan HAM RI sudah transparan dalam merekrut CPNS yang bersih dan bebas dari tindakan KKN.

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This Thesis discusses the implementation of civil servant selection in the Indonesian Ministry of Law and Human Right on Jakarta office area in 2013. The purpose of this thesis is to analyze how the selection still leads to Corruption, Collusion, and Nepotism that often occurs in the selection or not. This research use qualitative - descriptive method. Data collection used was in-depth interviews and literature review. The results of this research are civil servant selection in the Ministry of law and Human Right on Jakarta office area in 2013 more Transparent, Accountable and free from Corruption, Collusion, and Nepotism. It could be happened because supervision of that selection is not only done by the internal supervisors, but also involve external supervisors that can minimize all kinds of fraud. Recommendation that the give is that the Indonesian ministry of law and human right can improve coordination between the central and regional committees and improve control at both central and regional levels, so that people can be more confident and assured that The Indonesian Ministry of Law and Human right has been transparent in conducting were clean and free from Corruption, Collusion and Nepotism."

"Tesis ini bertujuan untuk menganalisis pelaksanaan rekrutmen dan seleksi calon pegawai negeri sipil di Kementerian Sekretariat Negara selama masa moratorium Tahun 2012 dan menganalisis kendala-kendala yang dihadapi sehingga Kementerian Sekretariat Negara belum sepenuhnya melakukan 4 (empat) hal yang diwajibkan selama masa moratorium. Penelitian ini merupakan penelitian deskriptif dengan pendekatan pospositivis. Analisis evaluasi pelaksanaan rekrutmen dan seleksi calon pegawai negeri sipil dilakukan menggunakan model Context Evaluation, Input Evaluation, Process Evaluation, dan Product Evaluation. Hasil evaluasi menunjukkan bahwa evaluasi terhadap konteks dan proses menunjukkan hasil baik dan memadai. Namun, evaluasi terhadap input dan produk menunjukkan hasil kurang baik.

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This thesis is aimed to analyze the recruitment and the selection of new civil servants by the Ministry of State Secretariat in the period of the 2012 moratorium and to analyze the obstacles which hinder the Ministry of State Secretariat from performing the four actions completely as required in the moratorium period. This research is a descriptive one using post-positivism approach. The analysis of the evaluation of the recruitment and the selection of new civil servants is conducted using models named Context Evaluation, Input Evaluation, Process Evaluation, and Product Evaluation. The results of those evaluations show that context and process evaluations yield good and sufficient results, while input and product evaluations yield unsatisfactory results."

"Penelitian ini bertujuan untuk menguraikan proses seorang anggota Polri untuk menjadi petugas Bhabinkamtibmas serta menganalisis upaya memaksimalkan peran Bhabinkamtibmas dalam pencegahan terorisme di Polresta Banyuwangi. Penelitian ini memberikan kebaruan konsep dan pemahaman terkait Bhabinkamtibmas yaitu upaya memaksimalkan perekrutan anggota Bhabinkamtibmas dan membangun program pelatihan yang memadai terkait dengan upaya pencegahan terorisme sebagai gangguan keamanan dan ketertiban masyarakat. Kajian ini diharapkan dapat memberikan gambaran terkait proses rekrutmen sesuai konsep manajemen sumber daya manusia sehingga ke depan Bhabinkamtibmas dapat menjadi sumber daya manusia Polri yang unggul yang dapat melaksanakan tugas, fungsi, dan kewenangannya terutama dalam hal deteksi dini. Untuk mengungkap tujuan penelitian ini secara utuh dan obyektif, maka penelitian menggunakan pendekatan kualitatif dengan teknik pengumpulan data menggunakan wawancara mendalam, serta pengumpulan dokumen yang berkait dengan permasalahan penelitian. Adapun penelitian ini dilakukan di wilayah Banyuwangi di mana telah ditemukan fenomena perekrutan “pengantin” atau pelaku bom bunuh diri oleh kelompok transnasional. Hasil penelitian yang dilakukan menunjukkan bahwa: (1) proses rekrutmen Bhabinkamtibmas di Banyuwangi dilaksanakan melalui penunjukan langsung oleh atasan langsung atas kebutuhan organisasi dalam rangka pemenuhan program 1 Polisi 1 Desa; dan (2) Perlunya program pelatihan dan peningkatan kompetensi personal, kompetensi dasar, dan kompetensi manajemen bagi Bhabinkamtibmas. Program pelatihan ini dapat diperluas untuk mencakup fungsi-fungsi intelijen sehingga tugas deteksi dini Bhabinkamtibmas menjadi lebih maksimal sehingga tercipta rasa aman ditengah masyarakat.

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The study aims at detailing the process for a member of Indonesian National Police to be recruited as a Bhabinkamtibmas officer in Banyuwangi and analyzing the efforts of maximizing the role of Bhabinkamtibmas officer in preventing the terrorism within the jurisdiction of Banyuwangi City Resort Police. The current study offers a new concept and understanding pertaining to Bhabinkamtibmas officer namely the efforts of maxizming the recruitment of Bhabinkamtibmas officer and of providing sufficient training programs that are related to the efforts of preventing terrorism as a disturbance to the public order and security. The review within the study is expected to describe the process of recruitment in accordance with the concept of human resources management so that in the future the Bhabinkamtibmas officer can be the excellent human resources who can execute their duty, function and authority mainly in terms of early detection. In order to achieve the objectives of the study through the complete and objective manner, the researcher has adopted the qualitative method with in-depth interview and document study with relevance to the topic of the study. Then, the study is conducted in Banyuwangi where a phenomenon known as “bride” or suicide-bombing candidate recruitment has been found. The results of the study show that: (1) the recruitment of Bhabinkamtibmas officer has been conducted by means of direct appointment by the immediate supervisor based on the organizational needs in meeting the target of the program 1 Police Officer 1 Village; and (2) the competencies that should be improved in the Bhabinkamtibmas officer in conducting their duty, function and authority consist of personal competence, basic competence and managerial competence. The training programs that have been provided can be expanded in order to include the functions of intelligence recalling that intelligence has been very helpful in the conduct of early detection toward the disturbance of the public order and security."

"Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara menyatakan bahwa dalam rangka mencapai tujuan nasional, diperlukan Aparatur Sipil Negara yang memiliki integritas, profesional, netral, bebas dari intervensi politik, bersih dari praktik korupsi, kolusi, dan nepotisme, serta mampu menyelenggarakan pelayanan publik bagi masyarakat dan mampu menjalankan peran sebagai unsur perekat persatuan dan kesatuan bangsa berdasarkan Pancasila dan Undang- Undang Dasar Negara Republik Indonesia Tahun 1945. Untuk itu, diperlukan aktivitas manajemen kepegawaian yang baik. Salah satu aktivitas manajemen kepegawaian yang berkontribusi besar adalah aktivitas rekrutmen dan seleksi.Penelitian ini bertujuan mendeskripsikan pola rekrutmen dan seleksi menurut peraturan perundang-undangan yang selama ini berlaku serta menganalisa proses rekrutmen dan seleksi pegawai Aparatur Sipil Negara baik jenis kepegawaian Pegawai Negeri Sipil maupun jenis kepegawaian Aparatur Sipil Negara Pegawai Pemerintah dengan Perjanjian Kerja. Penelitian ini merupakan penelitian yuridis normatif dengan pendekatan perundang-undangan (statute approach) dan perbandingan (comparative approach). Berdasarkan hasil penelitian, dapat disimpulkan, rekrutmen dan seleksi Aparatur Sipil Negara terus mengalami perubahan baik pola maupun sistem yang digunakan dalam proses rekrutmen dan seleksi dan dengan diundangkannya Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara maka pola dan sistem rekrutmen akan bertambah untuk jenis Pegawai Pemerintah dengan Perjanjian Kerja.

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Act No. 5 of 2014 concerning State Civil Apparatus stated that in order to achieve national objectives, as stated in paragraph 4 of the Preamble of the Constitution of the Republic of Indonesia Year 1945, required Apparatus State Civil which have integrity, professional, neutral, and free from political interference, free from corruption, collusion, and nepotism, as well as capable of organizing public services for the society and able to perform a role as an adhesive element of national unity based on Pancasila and the Constitution of the Republic of Indonesia Year 1945. Therefore, it is required good personnel management activities. One of the personnel management activity that contributes more is the activity of recruitment and selection process.This study aimed to describe the pattern of recruitment and selection according to the legislation in effect until now and analyze the process of recruitment and selection of employees of the State Civil Apparatus both types of employment of Civil Servants and type of personnel Civil Apparatus of the new Government Employees with Work Agreements. This research form is normative juridical (statute approach) with comparison (comparative approach). Based on the results, it can be concluded, recruitment and selection process of the State Civil Apparatus continues to change both on patterns and systems used in the recruitment and on selection process and with the enactment of Act No. 5 of 2014 concerning the State Civil Apparatus then recruitment system will accrue to the type of Government Employees with Work Agreements."