Analisis merit system dalam proses rekrutmen dan seleksi CPNS di Kota Malang (pelaksanaan rekrutmen dan seleksi CPNS tahun 2010)  = Analysis of merit system in recruitmen and selection process of civil servant candidate CPNS in Malang implementation of recruitmen and selection of civil servant candidte in 2010

Endah Setyowati, author

Analisis merit system dalam proses rekrutmen dan seleksi CPNS di Kota Malang (pelaksanaan rekrutmen dan seleksi CPNS tahun 2010) = Analysis of merit system in recruitmen and selection process of civil servant candidate CPNS in Malang implementation of recruitmen and selection of civil servant candidte in 2010

Endah Setyowati; Eko Prasojo, promotor; Belum Terdaftar, promotor (Fakultas Ilmu Sosial dan Ilmu Politik Universitas Indonesia, 2014)

Abstrak

[ABSTRAK

Banyak permasalahan yang terjadi dalam proses rekrutmen dan seleksi

CPNS, baik yang menyangkut aspek transparansi, kompetisi, obyektivitas,

maupun kompetensi. Tujuan penelitian ini untuk mendiskripsikan pelaksanaan

rekrutmen dan seleksi CPNS dan menganalisis berbagai hambatan penerapan

prinsip-prinsip merit dalam proses rekrutmen dan seleksi CPNS. Penelitian ini

menggunakan paradigma post-positivisme dan metode kualitatif. Proses

pengumpulan data dilakukan dengan wawancara mendalam, FGD, dan data

dokumentasi yang selanjutnya dianalisis dengan menggunakan analisis data

interaktif.

Hasil penelitian menunjukkan bahwa proses rekrutmen dan seleksi CPNS

belum berdasarkan pada prinsip-prinsip merit, hal ini ditandai dengan: pengajuan

formasi tidak didasarkan pada kebutuhan birokrasi, ada indikasi korupsi, kolusi

dan nepotisme, pelamar yang lulus tes tidak didasarkan pada passing grade.

Berpijak pada analisis makro, kondisi tersebut disebabkan kerangka kebijakan

sebagai dasar pelaksanaan rekrutmen dan seleksi CPNS belum secara tegas dan

jelas menjelaskan tentang system merit dalam pasal-pasalnya. Berdasarkan

analisis messo disebabkan karena terjadinya overlapping kewenangan antara

Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi dengan

Badan Kepegawaian Negara selaku lembaga pengelola kepegawaian. Selanjutnya

berdasarkan analisis mikro ditemukan adanya tiga hambatan yang menyebabkan

rekrutmen dan seleksi CPNS tidak berjalan berdasarkan pada prinsip-prinsip

merit, yaitu: hambatan administratif, hambatan politik dan budaya, dan hambatan

teknis.

Berkaitan dengan temuan penelitian di atas maka perlu dilakukan beberapa

tindakan. Pertama, pembenahan kerangka kebijakan dan harmonisasi peraturan

dengan cara perbaikan isi dari kebijakan (content of policy), kejelasan

kewenangan lembaga pengelola kepegawaian (pattern of interaction), dan perlu

kerja bersama antara Kemenpan RB dan BKN dibawah koordinasi Menteri

Pendayagunaan Aparatur Negara dan RB (managing of people) dalam

mengeluarkan kebijakan. Kedua, perbaikan mekanisme pelaksanaan rekrutmen

dan seleksi CPNS dengan menggunakan CAT (Computer Assisted Test) untuk Tes

Kemampuan Dasar (TKD), dan lembaga pengelola kepegawaian harus membuat

kisi-kisi untuk Tes Kemampuan Bidang (TKB) agar ada indikator dan standar

penilaian yang obyektif.

ABSTRAK

A lot of problems that occured in the process of recruitment and selection

of civil servant candidate (CPNS) that concerned the aspects of transparency,

competition, objectivity, and competence. The purposes of this study were to

describe the implementation of the recruitment and selection of civil servant

candidate (CPNS) and analyze various obstacles applying the principles of merit

in recruitment and selection of CPNS . This study used the paradigm of post -

positivisme and qualitative method. The process of data collection was done by

interviews deeply , FGD , and the data documentation to be further analyzed using

interactive data analysis.

The result of this study showed that the recruitment and selection process

of civil servant candidate (CPNS) was not based on the principles of merit yet, it

was characterized by : formation submission which is not based on the

bureaucracy needs , there are indications of corruption , collusion and nepotism ,

and applicants who pass the test were not based on a passing grade. Based on the

macro analysis, the conditions were caused by the policy framework as the basis

for the implementation of the recruitment and selection of civil servant candidate

(CPNS) which not explained explicitly and clearly about the merit system in its

articles . Based on the messo analysis which was caused by overlapping of

authority between the Ministry of Administrative and Bureaucratic Reform by the

State Personnel Board as personnel management institutions . Furthermore, based

on micro- analysis found that there were three barriers that lead to the recruitment

and selection of CPNS which was not implemented based on the merit principles,

namely: administrative barriers , political and cultural barriers , and technical

barriers

Related to the above research findings, it is necessary to do some actions.

First , fixing policy framework and harmonizing regulatory by improving the

content of policies, clarifying the authority of personnel management institution (

patterns of interaction) , and performing cooperative program between the

Ministry of Administrative Reform and Bureaucratic Reform (Kemenpan RB) and

the National Employment Agency (BKN) under the coordination of the Minister

of Administrative Reform and Bureaucratic Reform ( managing of people ) in

issuing the policy. Second , improving the implementation mechanisms of

recruitment and selection of civil servant candidate (CPNS) by using CAT

(Computer Assisted Test) for Basic Ability Test (TKD) , and personnel

management institution must make the lattice for Ability of Field Test (TKB) in

order to get an objective assessment indicator and standard., A lot of problems that occured in the process of recruitment and selection