Corruption Eradication Commission visiting the Court for benchmarking on career management and individual development, Tuesday (2/28/2023). Photo by MKRI/Ilham W. M.

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Tuesday, February 28, 2023 | 14:52 WIB

JAKARTA (MKRI) — The Constitutional Court (MK) welcomed the Corruption Eradication Commission (KPK) on Tuesday, February 28, 2023 at the meeting room on the 11th floor of its main building for a visit to benchmark its individual career management and development. Acting Secretary-General Heru Setiawan, Head of the General Affairs Bureau Elisabeth, Head of the Human Resources Development Division Andi Hakim, and Associate Archivist Kasiman welcomed the KPK’s representatives in person.

The KPK’s representatives were Head of the Human Resources Bureau Zuraida Retno Pamungkas; Head of the HR Planning and Development Fatma Istiana Supena; HR Apparatus Analysts Krisnaningsih, Wardhana Ardy Syahputra, Yuda Alfarisi Nasution, Ayudea Hapsari, and Andre Daniel Pardede.

In his remarks, Acting Secretary-General Heru Setiawan said that thanks to first chief justice Jimly Asshiddiqie, the Court’s blueprint was established. “The Court committed to being a modern judicial institution. So, the earliest staff members until those recruited recently were challenged to become part of a modern judicial institution,” he said.

The challenge to become a modern judicial institution, he added, was great. Part of this modern quality is digital transformation.

“In 2003, we were asked to conduct digital transformation even when the equipment was not sophisticated enough. However, Prof. Jumly was incredible and now digital transformation is very easy,” Heru asserted.

He stressed that all staff members have been introduced to the Court’s modern technologies. Information and communications technology (ICT) provides ease in offering judicial and general administrative support, especially access to justice.

Talent Management

KPK’s Head of Human Resources Bureau Zuraida Retno Pamungkas said her team would like to study the Court’s Talent Management as part of the commission’s commitment to prioritize meritocracy in managing its human resources.

“We’d like to study the parts that we can adopt quickly from state and private institutions. We noted that the Court’s Talent Management was excellent. [We initially would like to study] Talent Management and individual career and competency development, but we also received a message to study how the Constitutional Court’s staff connects their responsibilities and the HR management. In addition, we received recommendation from [the Civil Service Commission/KASN] to develop talent management more although our HR management was relatively good,” she explained.

Head of the Human Resources Development Division Andi Hakim explained that the Court provides easy access on all of its staff. The HR Bureau was given full access to staff’s competencies and performance. He added that the management requires a lot of patience since all must arrive at a consensus, thus transparency is key.

The Court’s individual career planning can be seen through position clusters, which are categorized into the judicial administration system (JAS) and the general administration system (GAS). There are 17 critical positions and 26 non-critical positions in the Court.

The Court’s individual development planning can be seen through gaps in their competencies or using the top-down and bottom-up methods. Individual development is then monitored through the employee talent management information system (Simantap) application.

Talent Management is an inseparable part of the commitment of the Registrar’s Office and the Secretariat-General of the Constitutional Court to implementing meritocracy that supports transparent and accountable succession and career development. Staff members with high qualifications, competencies, and performances are necessary in realizing the Court’s vision, mission, and strategy.

Talent Management is an integrated series of placement and HR development for meritocracy that is designed to motivate productivity through talent mapping using the nine-box values. It serves to ensure that the state civil apparatuses in the Registrar’s Office and the Secretariat-General of the Constitutional Court is conducted in an integrated and planned manner by taking into account their characteristics, passions, and potential as well as the institution’s needs; that potential human resources are available; that there are transparent and accountable successions in order to realize the Court’s vision and mission.

Author         : Utami Argawati
Editor          : Nur R.
Translator     : Yuniar Widiastuti (NL)

Translation uploaded on 3/8/2023 08:17 WIB

Disclaimer: The original version of the news is in Indonesian. In case of any differences between the English and the Indonesian versions, the Indonesian version will prevail.

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