Strengthening HR capacity and competence

Oct 13, 2025 by talynt.org 28 views

Bureaucratic Recruitment Patterns in Medan City Government in 2015-2020: A Critical Analysis

Introduction

The Medan City Government, under the leadership of Tengku Dzulmi Eldin from 2015 to 2020, implemented a merit system in filling positions within the State Civil Apparatus (ASN). This system is based on the 1945 Constitution of the Republic of Indonesia and refers to Law No. 43 of 1999 concerning the Principles of Personnel, which was later replaced by Law No. 5 of 2014 concerning ASN. The implementation of this system is also guided by Government Regulation No. 11 of 2017 concerning Management of Civil Servants (PNS). However, despite the efforts to implement a merit system, there were significant challenges at the evaluation phase. This article aims to provide a comprehensive analysis of the bureaucratic recruitment pattern in Medan City Government during this period.

Research Methods

This study uses descriptive qualitative methods to analyze the bureaucratic phenomena that occur in the Medan City Government. Researchers explored various relevant information and data to get a clearer picture of the recruitment pattern applied during the period. The study aims to describe and analyze the challenges faced by the Medan City Government in implementing a merit system in filling positions within the ASN.

Research Results

The results of the study showed that although the Medan City Government had implemented a merit system in the open recruitment process, there were a number of significant challenges at the evaluation phase. These challenges include the transparency of the selection process, the influence of nepotism, and lack of clarity in the evaluation criteria used. The study found that despite the efforts to implement a merit system, the reality in the field shows that factors such as political pressure, non-supporting organizational culture, as well as lack of regulation enforcement contribute to failure in the implementation of this system.

Additional Analysis and Explanation

A good bureaucracy is very dependent on the quality of human resources involved in it. In the context of bureaucratic recruitment, the merit system should be a guarantee to get competent and professional employees. However, reality in the field shows that factors such as political pressure, non-supporting organizational culture, as well as lack of regulation enforcement contribute to failure in the implementation of this system. The success of the implementation of the merit system not only depends on the existence of good rules, but also to the commitment of all parties involved, especially policy makers. Support from the central and regional governments in terms of socialization, training, and supervision of the implementation of recruitment is also very necessary to ensure that the objectives of the merit system can be achieved.

The Importance of Evaluating and Adjusting the Recruitment System

It is essential to continue to evaluate and adjust the existing recruitment system to produce an effective, efficient, and oriented bureaucracy. Strengthening HR capacity and competence is the key to creating responsive bureaucracy and able to face challenges in the current era of globalization. The study provides a comprehensive picture of the bureaucratic recruitment pattern in Medan City and is a consideration for policy making in the future to improve the quality and integrity of bureaucracy in Indonesia.

Conclusion

The study highlights the challenges faced by the Medan City Government in implementing a merit system in filling positions within the ASN. The study suggests that the success of the implementation of the merit system depends on the commitment of all parties involved, especially policy makers. The study also emphasizes the importance of evaluating and adjusting the existing recruitment system to produce an effective, efficient, and oriented bureaucracy. The study provides a comprehensive picture of the bureaucratic recruitment pattern in Medan City and is a consideration for policy making in the future to improve the quality and integrity of bureaucracy in Indonesia.

Recommendations

Based on the findings of the study, the following recommendations are made:

Strengthening HR capacity and competence: The study suggests that strengthening HR capacity and competence is the key to creating responsive bureaucracy and able to face challenges in the current era of globalization.
Improving the transparency of the selection process: The study found that the transparency of the selection process is a significant challenge in implementing a merit system. Therefore, it is essential to improve the transparency of the selection process to ensure that the objectives of the merit system can be achieved.
Reducing the influence of nepotism: The study found that the influence of nepotism is a significant challenge in implementing a merit system. Therefore, it is essential to reduce the influence of nepotism to ensure that the objectives of the merit system can be achieved.
Improving the clarity of the evaluation criteria used: The study found that the lack of clarity in the evaluation criteria used is a significant challenge in implementing a merit system. Therefore, it is essential to improve the clarity of the evaluation criteria used to ensure that the objectives of the merit system can be achieved.
Providing support from the central and regional governments: The study suggests that support from the central and regional governments in terms of socialization, training, and supervision of the implementation of recruitment is very necessary to ensure that the objectives of the merit system can be achieved.

Limitations of the Study

The study has several limitations. Firstly, the study only focuses on the Medan City Government and does not generalize the findings to other local governments in Indonesia. Secondly, the study only analyzes the bureaucratic recruitment pattern in Medan City Government during the period of 2015-2020 and does not provide a comprehensive picture of the bureaucratic recruitment pattern in Medan City Government over time. Finally, the study only provides a descriptive analysis of the bureaucratic recruitment pattern in Medan City Government and does not provide a causal analysis of the factors that contribute to the challenges faced by the Medan City Government in implementing a merit system.

Future Research Directions

The study provides several future research directions. Firstly, the study suggests that future research should focus on generalizing the findings of the study to other local governments in Indonesia. Secondly, the study suggests that future research should provide a comprehensive picture of the bureaucratic recruitment pattern in Medan City Government over time. Finally, the study suggests that future research should provide a causal analysis of the factors that contribute to the challenges faced by the Medan City Government in implementing a merit system.
Frequently Asked Questions (FAQs) about Bureaucratic Recruitment Patterns in Medan City Government in 2015-2020

Q: What is the purpose of the study on bureaucratic recruitment patterns in Medan City Government in 2015-2020?

A: The purpose of the study is to analyze the bureaucratic recruitment pattern in Medan City Government during the period of 2015-2020 and to identify the challenges faced by the Medan City Government in implementing a merit system.

Q: What is the merit system in the context of bureaucratic recruitment?

A: The merit system is a recruitment system that is based on the principle of selecting the most qualified and competent candidates for a position. In the context of bureaucratic recruitment, the merit system is designed to ensure that the most qualified and competent candidates are selected for positions within the State Civil Apparatus (ASN).

Q: What are the challenges faced by the Medan City Government in implementing a merit system?

A: The study found that the Medan City Government faced several challenges in implementing a merit system, including the transparency of the selection process, the influence of nepotism, and lack of clarity in the evaluation criteria used.

Q: What is the importance of evaluating and adjusting the recruitment system?

A: Evaluating and adjusting the recruitment system is essential to produce an effective, efficient, and oriented bureaucracy. Strengthening HR capacity and competence is the key to creating responsive bureaucracy and able to face challenges in the current era of globalization.

Q: What are the recommendations made by the study?

A: The study recommends that the Medan City Government should strengthen HR capacity and competence, improve the transparency of the selection process, reduce the influence of nepotism, improve the clarity of the evaluation criteria used, and provide support from the central and regional governments.

Q: What are the limitations of the study?

A: The study has several limitations, including only focusing on the Medan City Government, not generalizing the findings to other local governments in Indonesia, and only analyzing the bureaucratic recruitment pattern in Medan City Government during the period of 2015-2020.

Q: What are the future research directions suggested by the study?

A: The study suggests that future research should focus on generalizing the findings of the study to other local governments in Indonesia, providing a comprehensive picture of the bureaucratic recruitment pattern in Medan City Government over time, and providing a causal analysis of the factors that contribute to the challenges faced by the Medan City Government in implementing a merit system.

Q: What are the implications of the study for policy making?

Q: What are the implications of the study for HR management?

A: The study highlights the importance of strengthening HR capacity and competence, improving the transparency of the selection process, reducing the influence of nepotism, and improving the clarity of the evaluation criteria used. These are essential for creating responsive bureaucracy and able to face challenges in the current era of globalization.

Q: What are the implications of the study for organizational development?

A: The study suggests that organizational development is essential for creating responsive bureaucracy and able to face challenges in the current era of globalization. This includes strengthening HR capacity and competence, improving the transparency of the selection process, reducing the influence of nepotism, and improving the clarity of the evaluation criteria used.

Q: What are the implications of the study for public administration?

A: The study provides a comprehensive picture of the bureaucratic recruitment pattern in Medan City Government and is a consideration for policy making in the future to improve the quality and integrity of bureaucracy in Indonesia. This includes strengthening HR capacity and competence, improving the transparency of the selection process, reducing the influence of nepotism, and improving the clarity of the evaluation criteria used.