Tantangan yang dihadapi Pemerintah Provinsi Nangroe Aceh Darussalam dalam manajemen sumber daya manusia aparatur pemerintah daerah
SYUKRI. R, Drs. Bambang Purwoko, MA
2008 | Tesis | S2 Ilmu PolitikPemberlakuan Undang-Undang Nomor 11 Tahun 2006 Tentang Pemerintahan Aceh telah membawa konsekuensi kepada Pemerintah Provinsi Nanggroe Aceh Darussalam untuk lebih mengoptimalkan dan mendayagunakan sumber daya Pegawai Negeri Sipil. Hal ini dilakukan dalam upaya menjawab berbagai tantangan dan kompleksitas dalam pelaksanaan pelayanan administrasi kepegawaian. Penelitian ini bertujuan mengetahui bagaimana pelaksanaan manajemen sumber daya manusia aparatur pegawai negeri sipil di lingkungan Pemerintah Provinsi Nanggroe Aceh Darussalam, terutama mengenai pelaksanaan pengadaan, penempatan, pengembangan (pendidikan dan pelatihan), dan kompensasi, serta tantangan yang dihadapi dipandang dari aspek kemampuan keuangan, kewenangan, dan praktek patronase dalam pelaksanaan kegiatan tersebut. Metode penelitian yang digunakan adalah deskriptif 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 sekunder dilakukan melalui penelaahan dokumen-dokumen, perda/qanun, surat-surat keputusan, dan bukubuku yang relevan dengan topik penelitian. Dari hasil dan analisa data terlihat bahwa pelaksanaan manajemen sumber daya manusia aparatur Pegawai Negeri Sipil pada Pemerintah Provinsi Nanggroe Aceh Darussalam belum berjalan secara maksimal. Pengadaan pegawai belum mencerminkan kebutuhan, pelaksanaan penerimaan pegawai belum dilakukan secara terbuka dan transparan. Pendidikan dan pelatihan pegawai lebih difokuskan pada diklat struktural, sementara pendidikan untuk meningkatkan kemampuan dibidang ilmu pengetahuan di perguruan tinggi atau diklat teknis kurang mendapat perhatian. Penempatan pegawai belum sesuai kebutuhan unit organisasi. Demikian pula dengan pemberian kompensasi belum didasarkan pada penilaian yang objektif. Belum maksimalnya pelaksanaan manajemen sumber daya manusia aparatur pegawai negeri sipil disebabkan oleh beberapa tantangan yang dihadapi yaitu alokasi keuangan daerah, kewenangan, dan adanya praktek patronase. Tesis ini menawarkan beberapa solusi: Pertama, memberikan kewenangan dan struktur organisasi yang lebih leluasa kepada Badan Kepegawaian, Pendidikan dan Pelatihan Provinsi Nanggroe Aceh Darussalam untuk menjalankan manajemen kepegawaian, terutama dalam pembuatan perumusan kebijakan disertai peningkatan kualitas aparat pelaksananya, Kedua, 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, Ketiga, tidak mempertimbangkan faktor agama, dan asal daerah dalam setiap kegiatan manajemen sumber daya manusia aparatur pegawai negeri sipil, Keempat, memberikan prioritas pada pendidikan ke perguruan tinggi dan diklat teknis bagi pegawai, serta Kelima, mengupayakan peningkatan kesejahteraan pegawai dengan memberikan Tunjangan Prestasi Kerja (TPK).
The implementation of Laws Number 11 in the year of 2006 regarding the Aceh Gevernance brings a consequence for the Goverment of Province of Nanggroe Aceh Darussalam to more maximize the efficiency of the civil officer resources. It is done as an effort the development and service for the civil service administration. This research has was aimed at knowing the performance of the civil officer apparatur human resources management at the Goverment of Province of Nanggroe Aceh Darussalam especially regarding of the performance recruitment, placement, development (education and training), and compensation as well as the obtacles in the aspects of local finacial allocation, local authority extending, 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 collections technique was done through interview, documentation, and observation. The researcher has a selected informant relevant to the research problems as the data main source, meanwhile the secondary data obtained through studying the document, local rule/qanun, decision letters, and books relevant to the research topic. From the results of data analysis it could be seen that the performance of the civil officer apparatus human resources management at the Goverment of Province of Nanggroe Aceh Darussalam had not been done efficiently. The officer recruitment has not reflected the needs and the execution of the officer recruitment had not been done openly and transparently. The education and training for the officer was more focused on the structural education and training, meanwhile the education to increase knowledge and science by studying at the university and the technique education and training got less attention the placement of the officer was not done appropriately according to the needs of the organization units. The compensation distribution has not based on the objective judgement. The inefficient civil officer apparatur human resources management caused by several obstacles namely, local financial allocation, local authority extending, and patronage practice. This thesis offered several solutions are : Firstly, to give more freely authority and organizational structure to the Board of Civil Service, Education and Training of the Province of Nanggroe Aceh Darussalam to conduct the civil service management, especially in the making policy formulation and increasing the quality of the performer. Secondly, the officer recruitment has to be conducted openly and transparently as an effort to get qualified officer and the civil service management unit has to make a competence standard tahi is focused on the merit system and omits the patronage practice in the placement, education and training, and compensation. Thirdly, the civil service management unit has not 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 oficer apparatus human resources management. Forth, the civil service management unit has to give priority to study at the university and education and training technique to the officer. Fifth, the civil service management unit has to increase officer welfare by giving the work achievement allowances.
Kata Kunci : Aparatur,Manajemen sumber daya manusia,Pegawai negeri sipil,Apparatus, Human resources management, Civil officer
