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Contact Name
Novi Savarianti Fahrani
Contact Email
novi.savarianti@gmail.com
Phone
+6281319402942
Journal Mail Official
novi.savarianti@gmail.com
Editorial Address
Pusat Pengkajian dan Penelitian Kepegawaian Badan Kepegawaian Negara Jl. Mayjen. Sutoyo No. 12 Cililitan-Jakarta Timur
Location
Kota adm. jakarta timur,
Dki jakarta
INDONESIA
Civil Service : Jurnal Kebijakan dan Manajemen PNS
ISSN : 19787103     EISSN : 25411276     DOI : -
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.
Articles 7 Documents
Search results for , issue "Vol 3 No 2 November (2009): Jurnal Kebijakan dan Manajemen PNS" : 7 Documents clear
PENGEMBANGAN PEGAWAI NEGERI SIPIL Rakhmawanto, Ajib
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 Simanungkalit, Janry Haposan U.P
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
REFORMASI SISTEM REKRUTMEN PEJABAT DALAM BIROKRASI PEMERINTAH Nasir, Muhammad
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 Setyowati, Endah
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 Purwono, Achmad
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 Dewi, Avela
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.
REFORMASI SISTEM REKRUTMEN PEGAWAI NEGERI DI KOREA SELATAN Subagyo, Agus
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 need to descript the system of civil service recruitment that implemented by South Korea for latest 10 years so success to made high quality and performance beureucracy on the frame to endorse economic growth and national development. The system of civil service recruitment that transparent, accountable, and professional success to made a high work culture, power of competitor, and performance so positioning this ginseng?s state as world economic power. The Pillar of government beureucracy that clean, without corruption, colution, and nepotism, endorsed a high discipline and loyality based the meritocracy system is key success South Korea?s economic development. Indonesia must to take learning from the success of South Korea in to managed and pursuit of beureucracy reformacy, especially reformacy of civil service system that based on meritocracy system.Key words: reformacy, recruitment, meritocracy, and performance.

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