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07 Dec 2020

National Library Committed to Realise Merit System based-ASN Management

Medan Merdeka Selatan, Jakarta - Law Number 5 of 2014 on State Civil Apparatus mandates the application of merit system in State Civil Apparatus (ASN) policy and management. In the lawt, merit system is defined as a policy of ASN management based on qualifications, competence, and performance, which is enforced fairly and appropriate without discrimination. Merit system application in ASN management at National Library of Indonesia has become an "urgent" thing to do in order to produce professional ASN. In the future, this is expected to support the achievement of bureaucratic reform goals, namely an effective and efficient bureaucracy serving the ultimate goal of creating a world-class bureaucracy.

"Rapid changes globally must be anticipated by National Library by building human capital so as to be able to compete at global level and contribute to the country by entering the Upper-Middle Income Countries (UMIC)," said Director of National Library of Indonesia, Muhammad Syarif Bando, as keynote speaker at the activity with the theme "Socialisation of Merit System Implementation in ASN Management" carried out online through Zoom Meeting, Monday (7/12/20).

The purpose of implementing merit system is basically to ensure that positions in the government bureaucracy are occupied by professional people, among others competent and able to carry out tasks based on basic values, code of ethics, and code of conduct of ASN. In order to encourage the realisation of this goal, KASN as the institution authorised to oversee merit system implementation, conducts mapping to determine the extent to which merit system has been implemented in each government institution.

KASN Commissioner for Supervision of Merit System Implementation Region II, Mustari Irawan, as the first speaker said that one of President Joko Widodo's National Work Priorities for 2020-2024 is development of Human Resources (HR), in which its success is supported by superior, quality, and competitive human resources. Government's efforts to improve human resources are strengthening the implementation of merit-based ASN management.

"The target of merit system in National Medium Term Development Plan (RPJMN) 2020-2024 is to create good, clean, and authoritative governance based on law as well as professional and neutral bureaucracy," said Mustari. "The strategies that must be implemented so that the merit system can run well are (1) implementing national talent management, (2) monitoring and evaluating merit system implementation in the form of strengthening the capacity of monitoring and evaluating merit system implementation, and (3) strengthening ASN welfare policies in the form of incentive policy for ASN in 3T areas, high-level risk jobs and high performance, as well as a golden shakehand policy for structuring civil servants," he continued.

The next speaker, Assistant Commissioner for KASN of Merit System Supervision Region II Working Group, Agus Sudiyanto, said that ASN talent management is an ASN career management system which includes the stages of acquisition, development, retention, and placement of talents that are prioritised to occupy target positions based on level of potential and highest performance through certain mechanisms implemented in an effective and sustainable manner to meet the needs of both government institutions at national level in the context of accelerating national development, as well as central and regional institutions.

Furthermore, Agus also emphasised that talent management and HR management have differences in the aspects of employee coverage, treatment of employees, focus of activities, and relationship between organisations and employees.

"In the aspect of employee coverage, talent management only focuses on potential employees, while HR management includes all employees. Talent management provides different treatment to employees according to their potential, while HR management tends to provide the same treatment. For the focus of activities, talent management focuses on activities to produce the talents needed by the organisation, while HR management is more administrative. For relationship between organisation and employees, talent management in the organisation recruits and keeps employees in order to stay in the organisation, while in HR management there is a transactional system, in other words employees must make a clear contribution to the organisation," said Agus.

The goals of talent management in PermenpanRB Number 3 of 2020, conveyed by Agus, include improving strategic achievements in development and public service, finding and developing talents to become future leaders in the core business of development, increasing professionalism and career certainty, realising succession plans and improving merit system,and ensuring the supply of talent at the right position and time.

National Library of Indonesia is committed to realising ASN management based on merit system.

For this reason, KASN Merit System Implementation Assessment Team has conducted verification on November 20, 2020. It is expected that the results obtained will be included into category III or considered Good.

 

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