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Pusat Pengkajian Manajemen ASN Badan Kepegawaian Negara Jl. Mayjen Sutoyo No.12 Cililitan, Jakarta Timur 13640 Gedung 3 Lantai 6
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Civil Service : Jurnal Kebijakan dan Manajemen PNS
Published by Pusat Pengkajian Manajemen ASN
ISSN : 19787103     EISSN : 25411276     DOI : -
Core Subject : Economy, Humanities, Education, Social,
Humanities Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences
Jurnal kebijakan dan manajemen pegawai negeri adalah jurnal peer-review yang diterbitkan dua kali setahun (Juni dan November). Isi jurnal berisi analisis penelitian yang dilakukan oleh semua lapisan aparatur PNS dengan substansi diskusi terkait isu-isu terkait pengelolaan PNS. Setiap diskusi memberikan perspektif kritis dan analisis yang meyakinkan sehingga dapat menjadi jalan keluar dari berbagai masalah yang telah dan sedang melalui kerja teoretis sebuah penelitian. Jurnal ini didedikasikan dan diterbitkan dalam upaya untuk meningkatkan kualitas pengorganisasian, perencanaan dan pelaksanaan birokrasi, serta kinerja tata kelola Aparatur Sipil Negara.
Arjuna Subject : Ilmu Sosial - Administrasi Publik
Articles 255 Documents
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MEMBANGUN MODEL PENGEMBANGAN SDM APARATUR PEGAWAI NEGERI SIPIL Ajib Rakhmawanto
Jurnal Manajemen Kepegawaian Vol 2 No 1 Juni (2008): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

The bureaucracy which is considered qualified will indicate its human resource’s capacity and professionalism, particularyfor many civil servants who hold the current positions. For this matter civil servant development has to program accurately,selectively, objectively, and with precise method. Method which is used in quality development and career development,i.e.; (a) quality development by founding ethics and morality, performance apprasial, technicial training, and empoweringsystem; (b) career development by career coaching, career path, job training, and competency system.Key wood: civil servant, development, professional and quality
REFORMASI SISTEM REKRUTMEN PEJABAT DALAM BIROKRASI PEMERINTAH Muhammad Nasir
Jurnal Manajemen Kepegawaian Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

This paper investigates the reformation in recruitment system for Echelon II positions in Aceh government.The reformation process occupied the use of fit and proper test as a transparence and accountably processin selecting public servants. The selection process was also open for the public where every civil servantwith certain condition and grade can participate. This way of selection process accommodates well the bestcandidates in filling appropriate positions in Provincial Dinas. So far, the follow up of the selection processwas the performance evaluation which contains certain indicators.Key words: reformation, fit and proper test, civil servants, echelon II
PARTISIPASI PUBLIK DAN TRANSPARANSI DALAM REKRUTMEN PEGAWAI NEGERI SIPIL Endah Setyowati
Jurnal Manajemen Kepegawaian Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

Civil servant is an organizational resource that is very important in public organizations. Recruitment iseffective, efficien and fair will produce a professional civil sevant in the implementation of public participationis required in every implementation recruitment process. Aspects of transparency are not equality importantin the recruitment process, therefore the information in the recruitment process should be carried out in detailnot only the registration information, test requirements, but also the result of selection, including the valueof civil servant who pass the selection, so that the information in the web of each agency is information thewhole not cut to piecesKey words: participation, transparancy, recruitment
STRATEGI REKRUTMEN PEGAWAI UNTUK MEMBANGUN ORGANISASI YANG EFEKTIF Achmad Purwono
Jurnal Manajemen Kepegawaian Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

In this uncertainty situation, the activity of organization became more unstable. Recruitment strategy has astrategic role to prepare future and visionary organization to be an effective work place. To prepare the effectiveorganization a strategic recruitment created a strategic role as a beginning of future effective organizationthat can survive to deal with the dynamic of environment. According to create resilience of the organizationstrategic recruitment should be maintained with extra attention and using some alternative or option to makethis as a basic activity to achieve future organization.Key words: recruitment, strategy, effective organization.
PEGAWAI NEGERI DAN REVITALISASI NILAI-NILAI ETIKA DALAM PELAYANAN PUBLIK Avela Dewi
Jurnal Manajemen Kepegawaian Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

That the fundamental reason why public services must be given is there a public interest that must beaccomplished by the government because the government has its “responsibility”. In giving this service, thegovernment is supposed to be professional in doing this and be able to take a decision precisely. However, inreality, the government doesn’t have guidance or moral and ethical code of conduct. Related to this condition,it is necessary to make revitalizations for the ethical value of public services by all those civil servants in doingall such tasks as the public services.Key words: public services, ethical public services, ethical code of services.
PENGEMBANGAN PEGAWAI NEGERI SIPIL Ajib Rakhmawanto
Jurnal Manajemen Kepegawaian Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

Development of civil servants is basically an effort to improve its quality and carrer. It is aimed to get its missionand goal to be real. For any civil servant, the development is perceived as a process to get and improve theirquality’carrer as well as their competence. It is necessary to formulate a development pattern on qualifiedcivil servant in order to achieve a synergy between civil servant and government mission. An implementationof civil servant development pattern might create professionals.Key words : civil servant, development, quality, and professional
OUTSOURCING PEGAWAI DI LINGKUNGAN INSTANSI PEMERINTAH Janry Haposan U.P Simanungkalit
Jurnal Manajemen Kepegawaian Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

The objectives of this study are to map job or work area that applies outsourcing, particularly human resources(HR), describe form and reason implement HR outsourcing, analyze the role and risk of HR outsourcing,and formulating policy alternative as an effort to anticipate in implementing HR outsourcing at governmentinstitution. This study result shows that the HR outsourcing job or work area are Administration, Health,Technical, Education, Security, Cleanliness, Orderliness and other special work areas (Non-Core Competenceof government institution). The HR outsourcing form that is applied by government institution is with providerand non-provider. The main role of HR outsourcing is as an effort to handle HR needs on job or work area asnon-core competence of government institution. Policy implementation step in connection with implementingHR outsourcing at governmental institution in the future are to identify HR outsourcing needs, establish the lawand strategy in performing HR outsourcing, special management of HR outsourcing, maintaining commitmentand collaboration all stakeholder, monitoring and performing evaluation HR outsourcing periodically to be
KEBIJAKAN MORATORIUM DAN PENATAAN PEGAWAI NEGERI SIPIL BAGIAN DARI REFORMASI BIROKRASI Ajib Rakhmawanto
Jurnal Manajemen Kepegawaian Vol 5 No 2 November (2011): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

One of the goalsof bureaucratic reformis to achieve good governance. As advanced, needs to be done a variety ofchanges to administrative systems, such aspolitical system, the clarity of the functions of government agencies aswell ashuman resource management of civil servants. Moratorium policy is issued because of uneven distribution ofcivil servants, both in terms ofquantity and quality, in addition to saving state finances. Cumulation of employees insome government institutions and the unequal distribution of employees are the reasons that has caused bureaucracyperformance become sluggish and ineffective, so that the structuring/rightsizing of civil servants is required. It is expectedthat by rationally structuring employee, there will be harmony between the organization and composition of civil servantsin all government institutions.Key woods: moratorium, structuring employee, bureaucratic reform
KOMISI APARATUR SIPIL NEGARA TINJAUAN PROSPEKTIF DALAM BIDANG KEPEGAWAIAN Novi Savarianti Fahrani
Jurnal Manajemen Kepegawaian Vol 6 No 1 Juni (2012): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

Salah satu bentuk dari reformasi yang terjadi pada tahun 1998 adalah reformasi dibidang kepegawaian. Hal ini terlihatdari dirubahnya Undang-undang Nomor 8 Tahun 1974 menjadi Undang-undang Nomor 43 Tahun 1999 tentang PokokpokokKepegawaian. Salah satu klausal baru yang ada dalam UU tersebut adalah adanya amanat untuk membuatkomisi kepegawaian Negara (KKN). Namun hingga saat ini, 12 tahun setelah UU tersebut dibuat KKN tersebut belumjuga terbentuk. Bahkan kini adanya wacana tentang Rancangan Undang-undang Aparatur Sipil Negara (RUU ASN) yangdidalamnya juga memuat klausal Komisi Aparatur Sipil Negara (KASN). Besarnya kekuasaan KASN yang didalamnyajuga menetapkan peraturan dibidang kepegawaian dapat menyebabkan kesewenang-wenangan. Oleh karena ituperlu dibatasi kewenangannya seperti yang ada pada komisi kejaksaan dan juga komisi kepolisian nasional. Sehinggakewenangan dari KASN adalah memeriksa/pengawas terhadap berjalannya kebijakan/peraturan perundang-undangandibidang kepegawaian bukan sebagai lembaga yang menetapkan kebijkan kemudian mengawasi kebijakan/peraturannya.Kata Kunci: reformasi, komisi aparatur sipil negara, kewenangan
ALTERNATIF SISTEM PEMBAYARAN PENSIUN PEGAWAI NEGARI SIPIL Haniah Haniah
Jurnal Manajemen Kepegawaian Vol 8 No 2 November (2014): Jurnal Kebijakan dan Manajemen PNS
Publisher : Badan Kepegawaian Negara | The National Civil Service Agency

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Abstract

ketenangan tersebut adalah adanya penghasilan yang diperoleh untuk memenuhi kebutuhan sehari-hari. Bagi PegawaiNegeri Sipil (PNS), uang pensiun yang diterimanya setiap bulan itulah yang menjadi harapannya. Kini pemerintah selakupenangungjawab pembayaran uang pensiun pegawai, mencoba melakukan evaluasi dengan sistem pembayaran tersebut,hal ini mengingat semakin hari sumber daya (resouces) pemerintah sebagai sumber bagi pendapatan negara semakin harimengalami penurunan, terutama sumber yang berasal dari minyak. Oleh karena itu, diharapkan sistem pembayaran uangpensiun pegawai tidak membebani anggaran pengeluaran pemerintah. Terdapat dua alternatif dalam sistem pembayaran,yaitu sistem pembayaran perbulan atau sekaligus. Kedua alternatif ini memiliki kelemahan dan kelebihannya. Dalam tulisanini, diusulkan satu alternatif lain yaitu Sistem Pembayaran Paruhan.Kata Kunci: uang pensiun, sistem pembayaran perbulan, sistem pembayaran sekaligus, sistem pembayaran paruhan

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