<![CDATA[Bureaucratic reform in Indonesia positions civil servant human resource management (HRM) as a strategic instrument for realizing professional, adaptive, and service-oriented governance. The enactment of Law Number 20 of 2023 on the State Civil Apparatus (ASN) represents a paradigmatic shift in civil service management from an administrative approach toward strategic human resource management grounded in merit systems, competency development, performance orientation, and digitalization. This article aims to analyze the policy design and implementation challenges of ASN Law No. 20/2023 in the context of digital bureaucratic reform, using a contextual study of the implementation of Bedas Digital Services (BDS) in Cicalengka District, Bandung Regency. This study employs a qualitative descriptive-analytical approach, combining public policy analysis with the Edwards III implementation model. The findings reveal a significant gap between national policy design and implementation practices at the frontline service level, particularly with respect to civil servant digital competency readiness, bureaucratic work culture, and service inclusivity for vulnerable groups such as the elderly. This article proposes a competency-based and inclusive civil servant HRM policy model as a conceptual and practical contribution to strengthening the implementation of digital bureaucratic reform at the local government level.]]>
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