Management Of Civil Servants Research Articles

Training and Retraining Policies for Civil Servants in Vietnam

In practice of civil servant management in countries, training and retraining policies are developed and implemented as a main measure to improve the quality of civil servants, then build up a team of qualified and capable civil servants for serving the people. This study develops a theoretical framework on training and retraining policies and considers the impact of these policies on the quality of Vietnamese civil servants. The research model is developed with independent scales/variables "Training policies", "Retraining policies" and dependent scale/variable "The quality of civil servants". A direct survey was conducted with 350 commune-level civil servants from 5 provinces representing 3 regions of Vietnam, including: Thai Nguyen province, Lang Son province (Northern region), Quang Binh province (Central region), Binh Duong province, Bac Lieu province (Southern). The results show that the implementation of training policies to update and supplement working knowledge and skills for civil servants has not been effective and received little recognition from civil servants in localities; The implementation of training policies to update and supplement working knowledge and skills for civil servants has not been effective. The findings suggest solutions to make the more effective implementation of training and retraining policies for civil servants in Vietnam.

Analysis of Measuring Information Security Awareness for Employees at Institution XYZ

As a government institution in the field of civil servant management, XYZ Institution has data on 4.4 million Employees spread throughout Indonesia which needs to be maintained. Based on the BSSN report, there has been a significant increase in potential threats in recent years and is expected to continue in 2024, one of which is the threat of Phishing. This research was conducted to measure the level of information security awareness (ISA) for employees at xyz institution. Phishing simulations and questionnaires are used to measure the level of ISA and how to provide ISA education so that it can increase the level of ISA employees. Simulation results will be compared before and after the provision of ISA education. The results of providing education have a positive impact for employees. Simulation before providing education there were 65% of employees clicking on phishing urls and after education there was a decrease to 17%. While employees who were exposed to phishing before education were 33% and after education there was a decrease to 16%. In addition, the questionnaire filled out by 150 employees showed results with a value of 86.54% for the level of ISA employee, which is in the good category

Analysis of Corporate University Programs and Their Relevance to E-Government Implementation in Indonesia

Today's digitalization era demands system transformation in all sectors of life, including the government and bureaucratic sectors. State officials’ competence needs to be improved in order to adjust to the digital government environment (e-government). Education and training are essential for coping with the dynamic environment and enhancing the competency management of Civil Servants (ASN), as mandated by Law Number 5 of 2014 concerning ASN. This necessity has led to the emergence of the Corporate University concept in education and training units. This research aims to assess the relevance of the Corporate University program in developing ASN competencies to meet the challenges of e-government in Indonesia. The research employs descriptive methods and qualitative approaches, with data sourced from literature reviews. Data collection is conducted through documentation methods, and problem analysis utilizes Miles & Huberman's data analysis techniques, which include data reduction, data presentation, and conclusion drawing. The findings indicate that the Corporate University program is pertinent to the implementation of e-government, particularly in capacity building for civil servants through integrative learning and e-learning-based training in government agencies. Corporate University can be an effective solution to the need for digitally literate civil servants capable of operating an integrated digital service system, especially within local government, which is the closest government unit to the community.

Provide Legal Assistance to Civil Servants in Positions as Actors of Goods / Services Procurement in Local Government Agencies with Justice and Legal Certainty

One of the guarantees of legal protection that must be provided is legal aid. As stated in paragraph (2) and paragraph (9) of Article 21 of Law 20 Year 2023 On State Civil Apparatus, hereinafter referred to as Law No. 20 Year 2023 jo. Article 308 (3) of Government Regulation No. 11/2017 on the Management of Civil Servants, hereinafter referred to as Government Regulation No. 11/2017, states that the government is responsible for providing legal assistance to civil servants (PNS) in cases related to the performance of their duties. At present, civil servants who face legal problems are most often legal problems related to criminal offenses, especially corruption. By looking at the above, of course, there are several problems that are built, namely, ontologically, questioning the reason for the law that requires the government to provide legal assistance to civil servants. Epistimologically, the ways and methods of providing legal assistance to civil servants, especially in their position as actors in the procurement of goods and services in the government region, Furthermore, axiologically, the principle of legality in the implementation of government (Wetmatigheid van Bestuur: matters of authority, procedure, and substance) provides a guarantee of protection in the form of legal assistance. In the context of legal problems, this legal problem is related to the "incompleteness of norms" between the Law on the State Civil Apparatus, which, in the course Law of the Republic of Indonesia Number 20 of 2023 on the State Civil Apparatus. Actually, it has been implicitly regulated in Article 308 paragraph (1) letter d of PP RI No. 11/2017, but incompletely, which emphasizes that the government is obliged to provide protection in the form of legal assistance. This legal assistance consists of providing information or opinions on rights and responsibilities in specific situations, disputes, lawsuits, or legal proceedings, which may be judicial, semi-judicial, or other.

Land Problems and Legal Impact for Agrarian and Spatial Planning Officers

The Ministry of Agrarian Affairs and Spatial Planning/National Land Agency (ATR/BPN) is a government institution with the authority to carry out duties and functions of public services in agrarian, spatial planning and land. The development of land law issues in society has involved many officials from the Ministry of ATR/BPN as implementers of agrarian and land sector functions. The impact is the emergence of a sense of anxiety and worry felt by the Ministry of ATR/BPN officials when carrying out their duties. It is because if the land administration services provided by the Ministry of ATR/BPN are not thorough and careful, there are many gaps in legal violations, not only administrative and civil but also criminal. If the implementer of agrarian and land functions is a Civil Servant (PNS) and becomes a suspect in a legal case, he will be temporarily dismissed. He will not receive income from the Government Regulation on Civil Servant Management. Therefore, the problem that will be studied in this paper is the legal impact of land problems on the implementers of agrarian functions. This study explores the potential legal risks that implementers of agrarian functions can experience amidst the development of problematic land issues. The method used in this study is qualitative with a normative juridical approach. A normative juridical approach examines the legal rules and regulations that apply to answer legal problems. The results are that the administrative services carried out by the Ministry of ATR/BPN cannot be seen solely as part of administrative law. This is because the administrative services carried out can impact a person's legal ownership/civil status. Existing law enforcement instruments differentiate the judicial process for administrative, civil, and criminal violations.

Analysis of the classification of signs of the right to work by civil servants in the conditions of the European integration of Ukraine

This article is devoted to analyzing the classification of signs of the right to work of civil servants. In modern society, the right to work for public servants is a key element in ensuring effective public service. The classification of the signs of this right is important for determining the duties and responsibilities of civil servants. In particular, this may include aspects such as professional qualifications, level of education, work experience, knowledge of legislation, and ethical standards. The specificity of the right to work for a civil servant is the existence of a valid contract that defines the terms of employment and the obligations of the parties. An important aspect is the ability to interact and cooperate with colleagues and senior managers, which contributes to building an effective work team.
 It is expedient to summarize that the classification of signs of the right to work of civil servants is a relevant topic of research, which allows a better understanding of the main aspects and requirements for the activity of this category of employees. The study of this issue can be useful for improving the system of management of civil servants and increasing the efficiency of public administration as a whole.
 The author analyzed the approaches of other scientists regarding the analysis of this or that aspect of the right to work of civil servants in the conditions of the European integration of Ukraine, as well as certain features or features of this legal phenomenon. Criticism of certain positions of scientists is provided, and the author’s own position is substantiated. The norms of current legislation (both constitutional and special) relating to the issue of the right to work of civil servants are given. The need to update and improve the current legislation in the specified area was emphasized.
 The author of the article concludes that his proposed system of classification of the signs of the right to work of civil servants allows for a more thorough investigation of this problem. The scientist has examined in detail the essence and meaning of each of the mentioned general and special features of the right to work of civil servants.

MANAJEMEN PEGAWAI PEMERINTAH DENGAN PERJANJIAN KERJA (PPPK): SEBUAH ALTERNATIF KEPEGAWAIAN BARU SELAIN PNS

Pegawai Pemerintah dengan Perjanjian Kerja (PPPK) are one type of staffing in government agencies. PPPK is based on specific competencies and skills, so a PPPK is an employee ready to work immediately. PPPK is managed by Government Regulation No. 49 of 2018 concerning PPPK Management. Since its issuance in 2018, Government Regulation No. 49 of 2018 concerning PPPK Management has yet to be fully implemented. This is because several derivative regulations from Government Regulation No. 49 of 2018 concerning PPPK Management still need to be made available. In addition, the PPPK recruitment process is still based on transferring contract workers to become PPPK. This study aims to describe PPPK management based on the perspective of the laws governing it and its implementation and the differences and similarities with the management of Civil Servants. The methodology used is descriptive qualitative with literature studies on laws and regulations, publication of journals or books with the theme of Human Resource Management (MSDM) and Government Employees with Employment Agreements (PPPK). Based on an analysis of several documents, the derivative policy of Government Regulation No. 49 of 2018 concerning PPPK Management has yet to be fully available. One of them is related to the termination of the employment agreement. In addition, the implementation of PPPK recruitment is still very much focused on transferring contract workers to PPPK. Thus, not all of the technical regulations related to PPPK can be implemented ideally. One of them is related to the need for competency development

Measurement of Employee Information Security Awareness: A Case Study of National Civil Service Agency

National Civil Service Agency is a State institution tasked with the role and function of overseeing and implementing national civil servant management using information technology. There are 4.2 million civil servant data distributed throughout Indonesia that must be safeguarded by BKN. As the utilization of information systems grows, it also leads to an increase in information security risks. Based on the reports from Id-SIRTII/CC and BKN's internal report, there has been an increase in cyber attacks targeting BKN. In addition, there are other types of attacks that occur, such as online defacement, phishing, DDOS, and employee data theft, as well as the presence of employees who are still indifferent to information security. Based on this, the objective of this research is to measure the level of information security awareness among BKN employees and identify the factors that influence it. The Human Aspects of Information Security Questionnaire (HAIS-Q) using the Knowledge, Attitude, and Behavior (KAB) model was selected for measurement, with an additional focus on the Management of Information Systems/Technology Assets, consisting of a total of 75 statements. The quantitative measurements conducted yielded a result of 88.80% for the level of information security awareness among BKN employees, categorized as good. Furthermore, there is a significant influence on information security awareness from the dimensions of knowledge towards attitude, attitude towards behavior, and knowledge towards behavior.

Transformation of civil servant management towards sustainable rice value chain and resilience of rural development in Indonesia

Transformation of civil servant management towards sustainable rice value chain and resilience of rural development in Indonesia

Main factors and causes that are influencing the digital competences of human resources

The integration of digital technologies in public administration is influenced by the digital competences of human resources. The objectives of this research are to identify the main factors and causes that influence human resources’ level of digital competences and to find out the correlations between factors, causes, and digital competences. The survey was conducted within the National Agency of Civil Servants (NACS) responsible for the management of civil servants from the Romanian public administration. 25 variables were selected and grouped in three categories. The main research instruments used were: SPSS and Principal Component Analysis. According to the research results, the main factors influencing digital competences are social factors, extrinsic motivation factors, and administrative and managerial factors. The main causes with a relevant impact on digital competence development are data security and privacy risks, the dynamic of technologies, lack of continuity in ICT integration in organization activities, and excessive bureaucracy. All variables in the model have positive correlations. The results of the research are useful and interesting both for scholars and governmental institutions. The causes, factors, and correlations between them are discussed for the first time in the specialized literature and are raising up the key elements of digital competences that should be taken into account for an efficient digital transformation of public administration.

Human Resources Management Strategy in the Military Justice Environment: Study of State Civil Apparatus Management at the High Court of the Supreme Court of the Republic of Indonesia

The Supreme Court is a judicial institution vested with authority to exercise judicial power in four separate branches of the judiciary, namely the General Courts, Religious Courts, Administrative Courts, and Military Courts. The Military Court, in particular, serves as the judicial body responsible for upholding the law and justice for members of the Indonesian National Armed Forces (TNI). Unlike the other three branches of the judiciary, the Military Court system consists of three appellate courts and one main court. The existence of these four courts is governed by Law Number 31 of 1997 on Military Judiciary and the Chief Justice of the Supreme Court Regulation Number 125 of 2009 on the Delegation of Authority to High-Ranking Officials and Chief Justices of Appellate Courts within the Supreme Court for Signing in the Field of Personnel. However, the implementation of these regulations has still resulted in varying interpretations and paradigm differences, especially in understanding the phrase "appellate court," which has been perceived as somewhat biased and not fully implemented. This is particularly evident in the coordination and management of Civil Servants (ASN), as the Supreme Court places the Main Military Court on par with the appellate courts, although in practice, the Main Military Court resembles a "court above the appellate courts." This research employs a qualitative approach with a specific Case Study research method, focusing on the differential treatment of ASN members who represent a minority within the Military Judiciary. Ultimately, the study recognizes the need to bring together perspectives and unify understandings regarding the implementation of the Chief Justice of the Supreme Court Regulation Number 125 of 2009, analyzed through the Equal Employment Opportunity (EEO) theory, in order to harmonize the management and governance of appellate courts. This would help eliminate disparities between the High Military Court and the Main Military Court, serving as a bridge of understanding within the Military Judiciary in Indonesia.

THE INFLUENCE OF THE USE OF INFORMATION TECHNOLOGY, WORK SKILLS, ON THE PERFORMANCE OF STATE CIVIL APPARATUS IN FINANCIAL ADMINISTRATION MANAGEMENT IN THE ALAK DISTRICT OFFICE, KUPANG CITY WITH WORK MOTIVATION AS A MODERATION VARIABLE

Every State Civil Apparatus must be ready to serve the country and provide the best service to the community. Moreover, in this millennial era, ASN must be able to adapt to rapidly changing times. Current changes have an impact on work, workers and the workplace. Head of BKN Aria Wibisana, in a Discussion and Socialization event on Civil Servant Management Strengthening the Foundations of HR Management Towards a Merit System on April 9 2018, emphasized that every ASN needs to have work skills such as: the ability to solve complex problems, critical thinking, creativity, people management, the ability to coordinate , emotional intelligence, judgment and decision making, service orientation, negotiation, and cognitive flexibility. Key Indicator Achievements are a measure of the success of an organization's strategic goals and objectives. Every government institution or agency is required to formulate Key Performance Indicators as a priority program and activity that refers to the strategic targets in the RPJMD and RENSTRA of Regional Work Units. Achievements of the main indicators are calculated based on the number of achievements divided by the target and multiplied by 100%, as is the case at the Alak sub-district office, Kupang City. Information technology is used at the Alak Subdistrict Office, the electronic application must be used properly and correctly. HR's success in using information technology will be an indicator of the success of an organization's strategic goals and objectives. This research aims to obtain empirical evidence of the influence of the use of information technology and work skills on the performance of civil servants in managing financial administration with work motivation as a moderating variable. The research uses a quantitative approach. The research population of employees at the Alak Subdistrict Office was 35 people. The sampling technique is the census sample method. Questionnaires were used as a data collection technique. The hypothesis was tested using statistical testing tools, namely the variance-based structural equation test or better known as Partial Least Square (PLS) using Smart PLS 3.2.8 software

Assessing the quality of commune-level civil servants in Vietnam

In state agencies, civil servants enforce laws and policies according to their areas of expertise to manage social development. The issue of the quality of civil servants is often clearly defined by the laws of the countries, reflected in both their qualifications and their capacity. Many studies also mentioned and analyzed the quality (core competencies) and practical working capacity when assessing the quality of civil servants. In this study, on the basis of inheriting many previous studies and applying the issued legal regulations of Vietnam, the author surveys and evaluates the quality of local civil servants in Vietnam in two areas: Core competencies and practical working capacity of civil servants. The author builds a theoretical framework and directly surveys 270 leaders of communal government agencies in 3 localities representing 3 regions of Vietnam, including: Thai Nguyen province (Northern region), Quang Ngai province (Central region), Tay Ninh province (Southern region). Research results show that local leaders underestimate the practical capacity of civil servants. From the conclusion of this study, the author suggests some contents that need to be researched and adjusted in Vietnam's local government policy on civil servant management.

The Role of e-Government to Improve the Implementation of Merit System in Indonesian Local Goverments

Digitalization has had an impact on changing various aspects of life, including the public sector. One of the adoptions of the use of information technology is carried out in the management of civil servants. This study aims to determine the role of e-government in improving the merit system in local government, with the locus of research in the Bali provincial government. This research uses a qualitative approach. The collection was conducted through interviews with the provincial governments of Bali, Indonesia, and studies of related documents. The results showed that the implementation of digital governance can improve the implementation of the merit system in local governments in Indonesia. The procurement of civil servants through an online selection mechanism has proven to cut the gap in the occurrence of nepotism in the procurement of civil servants. The quality of civil servants selected through the online selection mechanism is considered more competent. Information technology-based performance appraisals also make performance appraisals more transparent. The information technology-based competency development mechanism provides wider opportunities for employees to participate in competency development. Evaluation of competency development can be carried out directly by agencies through information technology. The personnel management information system, based on information technology, helps the implementation of the merit system. Through the integration of data and staffing processes, civil servant management based on the merit system is easier to do.
 Keywords: digitalization, digital governance, meritocrarcy, e-government

The Implementation of Competency Development of State Civil Apparatus in The Framework of Fulfilling The Rights of Civil Servants In West Sumatra Province

This study aims to know the implementation of competency development for Civil Servants (PNS) in West Sumatra. As an element of the state apparatus, civil servants have the right to participate in the development so that their competence in providing public services can possibly be carried out in a professional and qualified manner. The results of this study are expected to contribute to local government policies in managing the ASN. Based on Article 70 of Law Number 5 of 2014 concerning State Civil Apparatus (UU ASN) which states that every ASN employee has the right and opportunity to develop their competency, each Government Agency is required to prepare an annual competency development plan that is included in the annual work plan of the respective agency's budget. This can have an impact on the competence of less effective personnel, causing their responsibilities to be carried out inefficiently and negatively impacting the quality of public services. The issues in this study: 1. How is the management of civil servants in West Sumatra Province? 2. How is the competency development of civil servants in West Sumatra Province implemented? The research method used is a sociological juridical (empirical) approach. This research is descriptive and analytical. The data are collected through interviews and document studies. This research aligns with the strategic research plan set by Andalas University for 2020 – 2024, which is focused on the issue of political and social law. The results of the study show that the management of PNS in West Sumatra Province has not been based on a comparison of the competencies and qualifications required by positions with the competencies and qualifications held by the PNS, owing to the merit system’s ineffective implementation in PNS management. Implementation of PNS Competency Development in West Sumatra Province, from the data obtained, only 1,168 out of 18,614 civil servants in West Sumatra Province participated in PNS competency development, and the annual competency development plan document was not prepared, this shows that it is still not optimal and the implementation is not yet appropriate between civil servant competency development and applicable regulations.

Sistem Informasi Cuti Pegawai Berbasis Web Pada Universitas Jambi

Leave is one of the employee rights that must be given by a company. Issues regarding the licensing and leave of civil servants have been regulated in Law Number 11 of 2017 about management of civil servants. The process of applying leave at Jambi University is currently still done manually, checking the remaining leave, filing the form, approval and leave reports still rely on paper leave archives. The manual leave management process has several weaknesses. Employees cannot find out the remaining personal leave entitlements and another weakness is that the leave application process is less effective and efficient. The purpose of this research is to improve the deficiencies that exist in the current system and to simplify and speed up the employee leave management. In designing this prototype, the authors use a modeling tool in the form of Unified Modeling Language (UML) with Use Case Diagrams, Activity Diagrams and Class Diagrams.

Implementasi Manajemen PNS Berbasis Sistem Merit Dalam Penempatan Jabatan Struktural Pegawai di Pemerintah Provinsi DKI Jakarta

The principle of "The Right Man On The Right Place" is in line with the concept of a merit system that has been formulated in the State Civil Apparatus Law. Increasing the capacity and capability of bureaucratic performance is one of the important things in Bureaucratic Reform in Indonesia. Methods that can be used to improve employee performance can be done by implementing civil servant management that pays attention to one of the issues related to employee placement. Employee placement is an organizational strategic planning because it is a policy in determining the level of effectiveness of employees and organizations in achieving goals. The formulation in this research is how to implement merit-based civil servant management in the placement of structural positions for DKI Jakarta Provincial Government employees in accordance with the qualifications, competencies and performance needed by the organization. This research aims to prepare the best scheme to ensure that the placement in structural positions for employees is in accordance with the merit system theory, which includes competence, qualifications and performance based on existing phenomena. The data was analyzed using qualitative data analysis techniques, namely descriptive phenomenological analysis. In the discussion of the research focus, the implementation of civil servant management based on 3 aspects of the merit system, namely qualifications, competencies and performance, as well as a discussion of the framework for civil servant management based on the merit system in the placement of structural positions for employees are presented. The results found that the DKI Jakarta Provincial Civil Service Agency uses the results of the Assessment Center as policy material for stakeholders to be able to reduce the mismatch between employee competency profiles and the tasks needed or to be carried out. The process of civil servant management based on the merit system begins with an analysis related to the formation needs, qualifications and competencies needed for civil servants and organizations. Then the process of mapping employee competency profiles through the Assessment Center is carried out to determine employee competence as a basis for placement. In another context, the management of civil servants based on the merit system has also been prepared and developed the concept of talent management in supporting efforts to map the 9 Boxes of talent for existing civil servants to get a picture of the competencies and profiles of civil servants that can be projected according to organizational needs.

EFEKTIVITAS PENGGUNAAN SISTEM INFORMASI KEPEGAWAIAN DALAM MANAJEMEN PNS DI KANTOR WILAYAH KEMENTERIAN HUKUM DAN HAK ASASI MANUSIA LAMPUNG

The use of an information system is a must in facing complex organizational challenges. Utilization of the Personnel Management Information System aims to improve work efficiency and decision making related to civil servant management. The purpose of this study was to determine the effectiveness of the use of the Civil Service Administration Information System (SIMPEG) for Civil Servants in the Regional Office of the Ministry of Law and Human Rights in Lampung and the obstacles to its use. The method used in this study is naturalistic qualitative, researchers will collect data in a natural way through interviews with key informants, direct field observations and researching related documents. The results showed that the use of Administrative Information Systems in PNS Management at the Regional Office of the Ministry of Law and Human Rights Lampung is still quite effective because it fulfills the components of measuring the effectiveness of information systems in the form of security (confidentiality, availability, integrity) and output. The obstacles encountered when using the Civil Service Information System (SIMPEG) to meet the needs of civil servant management were that corrupt files were found due to application errors, incomplete data, leadership intervention in making decisions that ruled out the information presented by SIMPEG for consideration, and the internet network is unstable to access SIMPEG so that the staffing service process is obstructed. Keywords : Effectiveness; Civil Servant Management; SIMPEG.

Empowerment and capacity of external police oversight: The paradox of the Control Yuan in Taiwan

Abstract Prevailing scholarly literature generally suggested the significance of an externally empowered oversight agency to ensure the public accountability of the police. As an electoral democratic regime, Taiwan’s model of police oversight is characterized by the parallel existence of both internal and external investigative bodies. The Control Yuan is a constitutionally empowered ‘super ombudsman’ to monitor the integrity management of civil servants including the police. This thematic research studies the reflection of ‘insiders’—the Control Yuan members who have taken part in police misconduct hearings, on this mechanism that is uncommon in western democracies. Paradoxically, the respondents generally questioned the effectiveness of this powerful establishment with both abundant human resources and legal authorization. The technical competence among investigators and party politics in agenda setting are also perceived as structural limitations of the current mechanism.

Самоменеджмент в контексті розвитку професійної кар’єри державних службовців

In the article, the author reveals important aspects of the modern paradigm of the development of public administration, which requires new approaches to solving the problems of professionalization of the public service. The author attaches great importance to the issue of effective career development management of civil servants. After all, for modern Ukraine, which is under martial law as a result of Russia's large-scale war on the territory of Ukraine, this problem takes on special importance in the perspective of obtaining the status of a candidate country for EU membership.
 In recent years, ideas about career have changed fundamentally, in particular, it is perceived as an opportunity to realize one's own professional development, to use personal reserves (potentials) for real awareness of one's abilities. According to the author, it is in the process of professional development of civil servants that the issue of career planning skills formation is actualized, which is implemented in determining career development goals and ways to achieve them.
 The author actualizes the attention of scientists on professional career development, they refer the actions of employees to implement their plan as a planning and management of career development, which brings a number of advantages to both the official himself and the organization in which he works.
 The author emphasizes that the problem of ensuring the interaction of professional and intra-organizational careers is of particular importance in the professional activity of civil servants. This interaction requires the fulfillment of a number of tasks: achieving the interdependence of the goals of a state institution/organization and an individual civil servant; ensuring orientation of career planning to a specific civil servant in order to take into account his personal needs; ensuring the transparency of the career management process; creation of clear criteria for professional development; examination of the professional potential of civil servants, etc.