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Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Published by Institut Pemerintahan Dalam Negeri
ISSN : 23550899     EISSN : 2714772X     DOI : https://doi.org/10.33701/jmsda.v7i1.1137
Core Subject : Humanities, Science, Social,
Humanities Decision Sciences, Operations Research & Management Social Sciences
urnal MSDA (Manajemen Sumber Daya Aparatur) [e-ISSN 2714-772X; ISSN 2355-0899] is a peer-review journal that publishes scientific research and review articles. The journal publishes original full-length research papers in all areas related to the theory and practice of Human Resources Development and Management, as well as the critical examination of existing concepts, models, and frameworks. The Journal published by Department of Apparatus Resource Management, Faculty of Government Management, IPDN Jatinangor publishes biannually in June and December. Concerned with the expanding role of strategic human resource management in a fast-changing global environment, the journal focuses on providing a critical link between high-quality academic research and the practical implications for business practice.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 125 Documents
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Global Trends in Public Sector Human Resource Management: A Bibliometric Analysis Muslim Afandi; Syed Agung Afandi; Rizki Erdayani
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol. 14 No. 1 (2026): Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v14i1.6197

Abstract

This study establishes a comprehensive science mapping blueprint of global public sector human resource management (HRM) scholarship from 2000 to 2024, shifting administrative reform discourse toward a multi-layered structural diagnostic. Employing a tri-dimensional bibliometric network analysis within the VOSviewer environment, this research systematically evaluates the intellectual landscape through three distinct analytical lenses: structural network density, temporal emergence trends, and thematic evolutionary mapping. The empirical findings expose a deeply consolidated institutional core focused on traditional public administration rules, bureaucratic enforcement, and classic employee behavioral outcomes. Concurrently, evolutionary mapping tracks a severe conceptual polarization, revealing that the emerging technological cluster comprising HR analytics, digital transformation, and data-driven systems remains structurally isolated on the periphery, far removed from foundational merit systems and public accountability frameworks. To bridge these systemic frictions, this study provides a crucial policy recommendation: central personnel agencies must move past fragmented technological acquisitions and actively mandate integrated administrative regulations that legally harmonize data-driven algorithmic automation with public sector ethics, representative bureaucracy, and civil service statutory protections. This structural realignment is essential for ensuring that digital public management innovations do not compromise institutional state capacity or democratic accountability.
Integrating Hasta Brata Values into Civil Service Leadership Veronika Agustini Srimulyani; Yustinus Budi Hermanto
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol. 14 No. 1 (2026): Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v14i1.6207

Abstract

This study aims to reactualize the values of Hasta Brata leadership within the context of Indonesia’s civil service resource management transformation. The research is motivated by the dominance of Western leadership theories in the bureaucracy, which often lack roots in Nusantara's cultural values, necessitating an indigenous leadership approach to strengthen the integrity and performance of the State Civil Apparatus (ASN). The method employed is qualitative, using a structured library research approach that systematically synthesizes recent academic literature, public-sector regulations, and the philosophy of the eight natural characters. The findings conceptually indicate that the eight natural characters of Hasta Brata—Earth (Kisma), Sun (Surya), Water/Ocean (Tirta/Banyu), Fire (Agni), Wind (Maruta), Moon (Candra), Stars (Kartika), and Sky (Akasa)—offer a novel framework with strong relevance to the ASN BerAKHLAK core values. This philosophy provides a holistic ethical foundation for building inclusive, accountable, and adaptive public services. As a conceptual study, the findings suggest that integrating Hasta Brata into the ASN leadership competency development curriculum could serve as an effective cultural transformation strategy, though future empirical validation is required. As a policy recommendation, this study proposes that the Hasta Brata indicator be integrated into the Assessment Center instrument for promotions to Senior Leadership Positions (JPT). The study's contribution is to provide a theoretical foundation that combines local philosophy with a modern meritocratic system.
Digital Learning and Its Implications for the Career Development of Civil Servants Leni Rohida; Masrully
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol. 14 No. 1 (2026): Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v14i1.6222

Abstract

Digital transformation has reshaped the competency development paradigm for Indonesian civil servants (ASN) by positioning digital learning as a strategic instrument of public human resource management. This study aimed to analyze the role of digital learning in civil servants competency transformation and its implications for career development within Indonesia’s digital bureaucratic reform. The study employed a descriptive qualitative approach through a systematic literature review and qualitative content analysis of scholarly publications, regulations, policy reports, and official documents related to civil servants competency development. The findings showed that digital learning expanded access to training, accelerated the renewal of technical competencies and digital literacy, and supported lifelong learning through learning management systems, webinars, online training platforms, and learning analytics. The key qualitative finding indicated that digital learning had not been optimally integrated into career development policies, particularly in linking digital training outcomes with performance appraisal system, talent management, career pathways, and merit-based promotion and rotation decisions. The dominant barriers included an organizational culture still oriented toward face-to-face formal training, intergenerational digital literacy gaps, uneven infrastructure, and resistance to change. This study concludes that digital learning needs to be systematically embedded in civil servant management through stronger regulation, infrastructure, digital literacy, and a sustainable learning culture.
Enhancing State Civil Apparatus (ASN) Competencies at KPU Secretariat through the SiMPEL Application Ricky Febriansyah; Ana Husnayanti; Dani Mahdi
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol. 14 No. 1 (2026): Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v14i1.6261

Abstract

The shift towards a merit-based system in State Civil Apparatus (ASN) management demands integrated learning governance, especially in archipelagic regions. The General Elections Commission (KPU) responded by developing the Training Management Information System (SiMPEL). This study analyzes SiMPEL's utilization for KPU Secretariat ASN in the Bangka Belitung Islands Province, focusing on Learning Hour (JP) fulfillment, cross-agency collaboration, and algorithmic leadership. Using a descriptive mixed-methods approach, data were collected through purposive sampling of 42 ASNs (questionnaires), interviews with HR officials, and document reviews, analyzed using descriptive statistics and content analysis. The results show that SiMPEL is highly effective in operationalizing the merit system, evidenced by a JP monitoring score of 3.64 and a 100% account adoption rate. The availability of 19 cross-agency e-learning clusters successfully eliminated geographical barriers. However, the implementation of algorithmic leadership is hindered by the manual certificate input process, which received a very low score (1.79), potentially causing data incompleteness (garbage in, garbage out). In conclusion, while SiMPEL has successfully digitized mandatory JP fulfillment, it has not fully transformed into a strategic decision-making tool. This study recommends automating system integration and decentralizing data access (Role-Based Access Control) to regional KPU offices.
Driving Meaningful Innovation for Human Resources in the Public Sector: A Systematic Literature Review Abdul Rahman; Fahdiansyah Putra; Shelda Adriana Taimaris Rogi
Jurnal MSDA (Manajemen Sumber Daya Aparatur) Vol. 14 No. 1 (2026): Jurnal MSDA (Manajemen Sumber Daya Aparatur)
Publisher : Institut Pemerintahan Dalam Negeri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33701/jmsda.v14i1.6277

Abstract

Human resource innovation in the public sector is crucial for organizational adaptability and resilience, yet knowledge on how to foster meaningful innovation remains limited. This study aims to answer the question: how can we drive meaningful innovation in human resources in the public sector? Using the Systematic Literature Review (SLR) method, this study extracted a total of 1,190 Scopus articles and identified 24 relevant and high-quality articles from the Scopus database (2016–2026) for further analysis. The analysis identified four main, systemically interrelated themes to foster human resource innovation in the public sector. First, leadership that builds a safe psychological climate and a culture of innovation. Second, human-centered human resource management practices, particularly recognition, inclusion, locally specific training, innovation standards in performance evaluation, and the creation of new roles. Third, employee psychological capacity and internal motivation, including proactive motivation, paradox mindset, and compassion. Fourth, equitable digital governance, where human resources information system and human resource analytics technologies are complementary and only meaningful if supported by capabilities, motivation, opportunities, and guarantees of algorithmic fairness. The conclusions of this study confirm that meaningful public human resource innovation is not generated by a single factor, but rather by the systemic interaction between these four pillars. Consequently, public leaders need to shift their focus from rigid procedures to human empowerment, and ensure that every innovation intervention is holistic and contextual. 

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