Pengelolaan sumber daya pegawai negeri sipil dalam pelaksanaan otonomi daerah di Kabupaten Kapuas Hulu Propinsi Kalimantan Barat

HENDRI, Drs. Haryanto, MA

2003 | Tesis | S2 Ilmu Politik, (Politik Lokal dan Otonomi Daerah

Pemberlakuan UU No. 22 Tahun 1999 tentang Pemerintahan Daerah membawa konsekuensi kepada pemerintah daerah untuk lebih mengoptimalkan dan menndayagunakan sumber daya PNS daerah. Ha1 ini dilakukan dalam upaya menjawab berbagai tantangan dan kompleksitas dalam pelaksanaan pemerintahan, pembangunan, dan pelayanan kepada masyarakat. Untuk mewujudkan hal tersebut diperlukan pengelolaan sumber daya PNS secara lebih optimal dan profesional oleh Pemda melalui penerapan kaidah-kaidah manajemen sumber daya manusia. Penelitian ini bertujuan mengetahui bagaimana pelaksanaan pengelolaan sumber daya PNS di lingkungan Pemerintah Daerah Kabupaten Kapuas Hulu, terutama pelaksanaan pengadaan, penempatan, pengembangan (pendidikan dan pelatihan), dan kompensasi, serta kendala-kendala apa yang dihadapi dilihat dari aspek kemampuan keuangan, kewenangan, dan praktek patronase. Metode penelitian yang digunakan adalah diskriptif dengan teknik analisa data analisis deskriptif kualitatif, yang dimulai dengan pengumpulan data, reduksi data, sajian data, dan penarikan kesimpulan. Teknik pengumpulan data dilakukan melalui wawancara, dokumentasi, dan observasi. Sebagai sumber data primer adalah sumber informan terpilih yang relevan dengan masalah penelitian, dan data skunder dilakukan melalui penalaahan dokumen-dokumen, laporan-laporan, surat-surat keputusan, dan buku-buku yang relevan dengan topik penelitian. Dari hasil dan analisa data terlihat bahwa pelaksanaan pengelolaan sumber daya PNS pada Pemerintah Daerah Kapuas Hulu belum dilakukan secara maksimal. Pengadaan pegawa; belum mencerminkan kebutuhan, pelaksanaan penerimaan pegawai belum dilakukan secara terbuka dan transparan. Diklat pegawai lebih difokuskan pada diklat struktural, sementara pendidikan untuk meningkatkan kemampuan dibidang ilmu pengetahuan di perguruan tinggi dan &Mat teknis kurang mendapat perhatian. Penempatan pegawai tidak berdasarkan kebutuhan unit organisasi, sehingga ada unit organisasi yang kelebihan pegawai dan kekurangan pegawai. Demikian pula dengan pemberian kompensasi belum didasarkan pada penilaian yang objektif. Belum maksimalnya pelaksanaan manajemen sumber daya PNS disebabkan oleh beberapa kendala, yaitu kemampuan keuangan daerah, kewenangan, dan adanya praktek patronase. Untuk menciptakan pengelolaan sumber daya PNS secara optimal pada Pemda Kapuas Hulu, maka tesis ini menawarkan beberapa solusi: 1) memberikan kewenangan dan struktur organisasi yang lebih leluasa kepada Kantor Kepegawaian Daerah untuk menjalankan manajemen kepegawaian, terutama dalam pembuatan perumusan kebijakan disertai peningkatan kualitas aparat pelaksananya, 2) pengadaan pegawai perlu dilakukan secara terbuka dan transparan, sebagai upaya untuk memperoleh pegawai yang berkualitas, dan membuat standar kompetensi dengan mengutamakan praktek merit system dan menghilangkan praktek patronase dalam penempatan, diklat, dan kompensasi pegawai, 3) mempertimbangkan faktor agama, suku, dan asal daerah dalam setiap kegatan pengelolaan sumber daya PNS, 4) memberikan prioritas pada pendidikan ke perguruan tinggi dan diklat teknis bagi pegawai, serta 5) mengupayakan peningkatan kesejahteraan pegawai dengan memberikan tunjangan atau insentif daerah.

The establishment of the Laws Number 22 in the Year of 1999 regarding the Local Governance brings a consequence for the local government to more maximize the efficiency of the local civil officer resources. It is done as an effort to answer various challenges and complexities in order to conduct the governance, the development, and the service for the public. To realize it, the Local Government has to maximize the management of the civil office resources professionally by a2plying the rules of the human resources management. This research was aimed at knowing the performance of the civil officer resources management at the Local Government office of the Kapuas Hulu Regency, mainly the performance of the recruitment, placement, development (education and training), and compensation as well as the obstacles in the aspects of financial capability, authority, and patronage practice. The research method used was the descriptive method and the data analyzed by using the qualitative descriptive method, started by collecting the data, reducing the data, performing the data, and taking some conclusions. The data collection was done through interview, documentation, and observation. The researcher had a selected informant relevant to the research problems as the data main source, meanwhile the secondary data obtained through studying the documents, reports, decision letters, and books relevant to the research topic. From the results of the data analysis it could be seen that the performance of the civil officer resources management at the Local Government office of the Kapuas Hulu Regency had not been done efficiently. The officer recruitment had not reflected the needs and the execution of the officer recruitment had not been done openly and transparently. The education and training for the officers was more focused on the structural education and training, meanwhle the education to increase the knowledge and science by studying at the university and the technique education and training got less attention. The placement of the officers was not done appropriately according to the needs of the organizational units, therefore one unit had too many officers and another unit had too few officers. The compensation distribution had not been based on the objective judgment. The inefficient civil officer management caused by several obstacles: local financial capability, authority, and patronage practice. To establish the optimum civil officer management at the Local Government office of the Kapuas Hulu Regency, several solutions offered are: 1) the Local Government has to give more freely authority and organizational structure to the Local Staff Office to conduct the staff management, especially in making the policy formulation and increasing the quality of the performer staff, 2) the officer recruitment has to be conducted openly and transparently as an effort to get the qualified officers and the staff management unit has to make a competence standard that is focused on the merit system and omits the patronage practice in the placement, education and training, and officer compensation, 3) the staff management unit has to consider the officer's religion and tribe as well as the region where he or she comes from in every activity of the civil officer management, 4) the staff management unit has to increase the officer welfare by giving the subsidy and regional incentive.

Kata Kunci : Otonomi Daerah,Pengelolaan PNS