Manajemen Sumberdaya Manusia Panitia Pengawas Pemilu Kabupaten/Kota se-DIY Pada Pemilihan Umum Legislatif Tahun 2014

Bagus Sarwono, Nunuk Dwi Retnandari

2015 | Tesis | S2 Magister Administrasi Publik

ABSTRACT The general election, including the 2014 legislative general election, is a constitutional competition of power that is always vulnerable to be rule-breaking or fraudulence. Therefore the election needs to be supervised. The electoral oversight and supervisory institutions are to escort the election and make sure that the process and result are in accordance with the direct, general, free, private, and fair principles. The electoral oversight and supervisory institutions in the Yogyakarta Special Province are the Provincial Electoral Oversight and Supervisory Body (Bawaslu) that is permanent and the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) that is temporary. As other institutions, the electoral oversight and supervisory institutions have visions, missions, organizational structure and human resources. The institutional visions and missions will be achieved if the human resources are well managed. It is assumsed that the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) that is temporary need to manage the human resources in a specific way that is different from ways to manage human resources of other institutions. It is the reason why the researcher carries out research into a human resource management of the members of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) of Yogyakarta province. The research employs a qualitative descriptive method. The data is collected with observation, in-depth interview and document analysis. The results of the research are as follows. Firstly, the Provincial Electoral Oversight and Supervisory Body (Bawaslu) does not have a comprehensive grand design yet that covers all functions of human resource management. Secondly, to decide the number of members of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) is not based on the workload analysis. Thirdly, the recruitment of candidates of members of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) was late to do. Fourthly, the competences of the recruited human resources of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) are not as expected. Fifthly, the performance standard of solidity, integrity, mentality and professionalism that was developed by the Provincial Electoral Oversight and Supervisory Body (Bawaslu) is not operational to evaluate the performance. Sixthly, the Provincial Electoral Oversight and Supervisory Body (Bawaslu) initiated to solve the lack of capacity building by having self-regulating “Social Gathering Forum (Forum Arisan)”, “Cooperative Learning Forum”, and WhatsApp Group of Special Supervisor” that involve the provincial Bawaslu and the district and municipal Panwaslu in the Yogyakarta Special Province. Obstacles in managing human resources of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) come from internal and external factors. Internal obstacles are that (1) most of members of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) work to get only money and (2) that the members of the district and municipal Electoral Oversight and Supervisory Committees (Panwaslu) tend to have temporary shortterm thinking rather than long-term one. External obstacles are that (1) there is no

Kata Kunci : Pemilu; Manajemen Sumberdaya Manusia