Acting Secretary-General Heru Setiawan and Acting Head of the Human Resources Department Andi Hakim at the opening of a meeting for optimizing Talent Management system, Friday (3/10/2023) in Serpong, South Tangerang, Banten. Photo by MKRI/Agung.

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Friday, March 10, 2023 | 18:08 WIB

SOUTH TANGERANG (MKRI) — For optimizing the database of the Constitutional Court’s (MK) Talent Management system, a meeting was organized on Friday, March 10, 2023 in Serpong, South Tangerang, Banten. The meeting will take place on Friday-Sunday, March 10-12 with 56 attendees.

In his opening remarks, Acting Secretary-General Heru Setiawan said the Court had built a digital integrated service ecosystem comprising direct service, electronic service, self-service, and mobile service. SO far, the Court has been providing direct and electronic services.

“The Court’s staff members will be able to upload their certificates anytime from anywhere. This is self-service and mobile service. This must be proven before the Minister of Administrative and Bureaucratic Reform,” he said.

He also revealed the President’s directive that to support the 2045 Vision, ASNs (state civil apparatuses) must change their work system in order to adapt to post-pandemic workplace and realize world-class bureaucracy. Out of the four points of strategic workplace and quality ASNs, the Court has met two: human resource development and bureaucratic simplification, and professional, world-class bureaucracy. (This point) is oriented towards service, accountability, competency, harmony, loyalty, adaptivity, and collaboration. This is not a joke as those will be measured based on regulations,” he added.

Development of HR Database

Acting Head of the Human Resources Department Andi Hakim said in his report that the meeting served as a means for in-depth discussion on the development of the Talent Management database that the Court has. The data base will be synchronized and optimized so that challenges from 2022 can be resolved this year.

“This is not just a brainstorming forum but [a forum] to promote digitization of the database on [the staffs’ and officials’] competencies and education, which have been fed by the staff manually a while ago. [Thank God], the IT team is completing it so that the database will show the individual’s positions, education background, and other records,” he said.

Civil Service Commission (KASN) commissioner Sri Hadiati Wara Kustriani delivered a presentation on “Talent Management: Meritocracy for Professional Bureaucracy.” She said ASN management typically allows collusion between selected candidates and officials. “We haven’t been able to automatically combat corrupt tendencies, although everyone is aware of the need to do it,” she said.

She explained that talent management system and meritocracy would help personnel supervisor officers (PPK) use their prerogative alongside those systems, which is fairer and trusted by staff. “The (PPK’s) prerogative remains but it becomes more accountable. If anyone asks, there will be proof,” she said.

Next, the Administrative and Bureaucratic Reform Ministry’s junior planner and Deputy for Human Resources Gustiani Mandasari delivered a presentation on “ASN Talent Management and Career Management.” She said talent management is part of the national priority under the Presidential Regulation No. 18 of 2020 on RPJMN (National Medium-Term Development Plan) of 2020–2024, which covers the national Talent Management and national ASN talent management. “We have assessed the talent management in 78 ministries and agency in 2023. Next year, we will also assess the implementation of Talent Management,” she said.

In the Q&A session, case data and decision administrator Agusniwan Etra asked about the benchmark for assessment on the implementation Talent Management, since the Administrative and Bureaucratic Reform Ministry cannot be a reference as it has not implemented Talent Management. In response, the ministry’s HR analyst Sudibyo said the benchmark would refer to the staff’s compliance with the institution’s policies. “In addition, the assessment also focuses on measurable impact on the implementation of bureaucratic reform,” he added.

Talent Management and Merit System are regulated under the Regulation of Minister of Administrative and Bureaucratic Reform No. 3 of 2020 on ASN Talent Management. ASN Talent Management is the system for managing ASNs’ careers, comprising acquisition, development, retention, and placement of priority talents for target positions based on potential and performance through certain effective and sustainable mechanism for fulfilling the needs of central and regional institutions.

Author       : Lulu Anjarsari P.
Editor        : Lulu Anjarsari P.
Translator  : Yuniar Widiastuti (NL)

Translation uploaded on 3/13/2023 09:07 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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