PENERAPAN PRINSIP-PRINSIP GOOD GOVERNANCE DALAM REKRUTMEN CPNS KEMENTERIAN PERINDUSTRIAN

RISANG PUJIYANTO, Dr. Ely Susanto, MBA.

2015 | Tesis | S2 Administrasi Publik

Profesionalisme menjadi tujuan reformasi birokrasi sebagaimana termuat dalam UU Nomor 17 Tahun 2007 tentang RPJPN 2005-2025. Namun fakta menunjukkan bahwa PNS masih jauh dari profesional, dan salah satu faktor yang menyebabkan rendahnya profesionalitas PNS di Indonesia adalah sistem rekrutmen PNS yang sarat dengan kecurangan. Sebagai filter pertama maka Kementerian Perindustrian dalam melaksanakan rekrutmen telah menerbitkan Peraturan Menteri Perindustrian Nomor 48/M-IND/PER/5/2009 dimana ditetapkan bahwa salah satu tahapan dalam rekrutmen Kementerian Perindustrian adalah ujian online. Penggunaan media internet dalam rekrutmen, memberikan kesempatan yang lebih besar kepada Kementerian Perindustrian untuk memilih calon pelamar yang memenuhi kualifikasi dan juga menjadi salah satu cara untuk mewujudkan good governance. Untuk mengetahui fenomena penerapan prinsip-prinsip good governance dalam rekrutmen CPNS Kementerian Perindustrian Tahun 2013 serta mengidentifikasi faktor-faktor yang mempengaruhinya, maka metode yang digunakan dalam penelitian adalah metode campuran sekuensial/bertahap. Penelitian ini menemukan bahwa penerapan prinsip transparansi cukup baik yang ditandai dengan adanya keterbukaan proses rekrutmen, kemudahan informasi tentang rekrutmen kepada masyarakat, dan adanya keterbukaan terhadap pengawasan. Meskipun demikian transparansi rekrutmen belum diikuti dengan keterbukaan kriteria kelulusan dan nilai dari masing masing pelamar. Belum adanya keterbukaan kriteria kelulusan dapat menimbulkan persepsi negatif dari masyarakat seperti tidak transparan, ada kecurangan, KKN dan sebagainya. Penerapan prinsip efektivitas cukup baik dengan melihat bahwa rekrutmen dapat memperoleh orang yang paling tepat untuk suatu pekerjaan, dan dapat mencapai tujuan yang telah ditetapkan sebelumnya meskipun untuk anggaran yang digunakan dalam rekrutmen dapat dikatakan belum efektif. Efektivitas biaya dari perspektif pemberi layanan dikatakan belum efektif karena anggaran belum dapat diserap dengan baik. Penerapan prinsip kepastian hukum (rule of law) dapat dikatakan cukup baik. Hal ini ditunjukkan dengan tidak adanya diskriminasi dalam rekrutmen CPNS Kementerian Perindustrian dan konsistensi penempatan pelamar sesuai dengan formasi jabatan. Peran pimpinan dan SDM mempunyai indikasi berpengaruh terhadap penerapan prinsip-prinsip good governance dalam rekrutmen CPNS Kementerian Perindustrian Tahun 2013. Kebijakan pengecualian akreditasi bagi perguruan tinggi di lingkungan Kementerian Perindustrian seakan-akan berkebalikan dengan keinginan untuk memacu akreditasi. Selain itu kepemimpinan partisipatif yang diwujudkan melalui pendelegasian kewenangan memberikan hasil yang baik untuk penerapan prinsip-prinsip good governance. Sedangkan SDM yang mempunyai kompetensi akan dengan mudah memahami apa yang harus dilaksanakan untuk menjamin bahwa rekrutmen dapat terlaksana dengan baik dan dengan tetap menerapkan prinsip-prinsip good governance. Untuk mencapai hasil yang lebih baik maka perlu dilakukan pembenahan diberbagai faktor yang mempengaruhi (SDM). Pada akhirnya political will pemimpin organisasi menentukan terwujudnya penerapan prinsipprinsip good governance yang lebih baik. Kata Kunci: SDM, CPNS, Rekrutmen, Good Governance

The overarching objective of bureaucracy reforms is to enhance professionalism, as stipulated in Act No.17 / 2007 on 2005-2025 long term development plan. Nonetheless, facts on the ground shows that professionalism in the civil service is far from expectations largely due to weakness that plague the recruitment process. To redress that drawback, the ministry of industry has implemented online examination system as stipulated in the Minister of Industry regulation No.48/M-IND/PER/5/2009 that set it as the first filter in the recruitment process. The use of internet media in recruitment gives the Ministry of Industry the opportunity to select quality candidates from a large pool of aspiring employees, as well as fulfill good governance requirements. To that end, the objective of this research is to determine the extent to which the recruitment process of aspiring civil servants during 2013 circle in the Ministry of Industry complied with the principles of good governance and identify factors that influenced the process. To achieve the objectives, the research used sequential mixed research methods. Research results showed that the recruitment process (2013) in the Ministry of Industry was sufficiently transparent as reflected in the existence of an open recruitment process, ease public access to information, and a system that is liable to supervision. However, transparency in the recruitment process was in no way evident in the selection criteria and announcement of candidates who passed and those who failed the examinations. Thus, absence of a transparent criteria used in determining those who succeed and fail the examinations has generated public allegations of a recruitment and selection system that is fraught with opaque mechanisms, manipulation, as well as corruption, collusion and nepotism. However, with regards to the implementation of effectiveness, research results showed that the recruitment and selection process was sufficiently effective in recruiting the right person for the right job, and indicated the capacity to achieve recruitment objectives set beforehand. That said, the effectiveness of the budget that underpinned the process left much to be desired, as actual budget used was far below the amount allocated. As regards the implementation of rule of law certainty, research results showed good performance on this as well. This was reflected in the absence of discrimination in the recruitment process of civil service candidates in the Ministry of Industry that showed consistence in placing candidates in positions that was in accordance with job formation. Leadership and human resources played an important role in the implementation of good governance principles in recruitment of civil servants in the Ministry of Industry in 2013. However, the practice of exempting institutions in the Ministry of Industry to have accreditation as a prerequisite for graduates to apply for jobs in the Ministry is evidently contradictory to efforts to promote accreditation of all institutions of learning. In addition, participatory leadership which was manifested in the delegation of authority in contributed to good performance on the adoption of good governance principles. Meanwhile, competence human resources showed much ease in understanding what they were supposed to do with respect to complying with good governance in the recruitment process. Nonetheless, there is still much room for improvement in the implementation of good governance in the recruitment process, especially with respect to factors that bear on the performance of human resources. That said, important though other factors are, political will showed by the leadership in the Ministry of Industry, played the most crucial role in determining the degree to which the recruitment process complied with good governance principles. Key words: Human resources, civil servants candidates, recruitment, Good Governance

Kata Kunci : SDM, CPNS, Rekrutmen, Good Governance