CD Tesis

Penerapan Merit Sistem Pada Seleksi Terbuka Sekretaris Daerah Kota Dumai

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This research is motivated by how the application of the merit system in the local government's efforts to recruit and select Human Resources (HR) for the highest career level in the local government, namely the Regional Secretary. With the enactment of Law Number 5 of 2014 and Government Regulation Number 11 of 2017 and Regulation of the Minister of State Apparatus Empowerment Number 13 of 2014, the Government has prepared regulations that regulate how to fill primary high leadership positions, namely filling based on competence, performance performance without distinguishing race, ethnicity, religion, age, gender, and politics. Or known as the merit system. In 2019, the Dumai City Government has carried out an Open Selection to fill the position of Regional Secretary.
The Open Selection of the Dumai City Regional Secretary which was carried out in 2019 has indeed been carried out according to the laws and regulations, but has not fully implemented the principles of the merit system. This study aims to find out how the application of the merit system in the Dumai City Secretary Open Selection in 2019 and what factors affect the application of the merit system in the Dumai City Regional Secretary Open Selection in 2019. This study uses a qualitative method with a descriptive case study approach. The selection of informants in this study used a purposive sampling technique. Collecting primary data from interviews, and secondary data from documentation and literature review. From the results of the research conducted, it can be concluded that the application of the merit system in the 2019 Dumai City Secretary open selection has not been optimal.
The results of the research measured according to Horta's theory (2014) that the merit system is measured by 5 criteria, namely the existence of policies, specificity/qualifications, the appointment of candidates based on competence, transparent procedures and the existence of a selection committee. From the policy aspect, the Regional Secretary's Open Selection has been fulfilled, because the policies that are used as the basis for implementing the selection are clear. From the aspect of qualifications, it has been optimally fulfilled, because the Regional Secretary's Open Selection has implemented the basic qualifications that must be met by participants. From the aspect of appointing candidates based on competence and performance, it has been fulfilled. From the aspect of a transparent procedure, it has not been optimally fulfilled. Because in the announcement of the results of each stage, the local government has not included the value in the announcement, and the announcement of vacancies has not been opened for civil servants throughout Indonesia. As for the aspect of the selection committee, it has been optimally fulfilled. Keywords: Human Resource Management System Merit, Open Selection

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Ketersediaan

Informasi Detail

Judul Seri

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No. Panggil

10 02. 221 (0033)

Penerbit

Pekanbaru : Universitas Riau – Pascasarjana – Tesis Ilmu Administrasi., 2021

Deskripsi Fisik

xiv, 158 hlm.: ill.: 29 cm

Bahasa

Indonesia

ISBN/ISSN

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Klasifikasi

10 02. 221 (0033)

Tipe Isi

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Tipe Media

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Tipe Pembawa

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Edisi

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Subjek

ILMU ADMINISTRASI

Info Detail Spesifik

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Pernyataan Tanggungjawab

FATAH

Versi lain/terkait

Lampiran Berkas

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