| dc.contributor.author | DEWI, UTAMI | |
| dc.contributor.author | WINARSIH, ATIK SEPTI | |
| dc.date.accessioned | 2017-07-20T02:14:50Z | |
| dc.date.available | 2017-07-20T02:14:50Z | |
| dc.date.issued | 2011-01-21 | |
| dc.identifier.isbn | 979-1707-99-5 | |
| dc.identifier.uri | http://repository.umy.ac.id/handle/123456789/11592 | |
| dc.description | Decentralization demands more competent and professional public servants, so that they can perform jobs well particularly in delivering services to society and in maximazing local resources. However, several problems surrounding civil service management in Indonesia have hampered this decentralization goal. These obstades come from government regulations, institutional relationship and human resources. There are some regulations on civil service affairs but many of them are incompatible. Ironically, moreover, the important regulation on public servant management- career path- has not been formulated yet. This career path is crucial since it guides the staff to plan their job position in the future. Furthermore, it is beneficial for manager in the public sector to conduct staff positioning and promotion. Therefore, the formulation and implementation of career path is a must to find the best staff in the right job. In doing so, performance measurement that consists of performance appraisal, competency test and fit and proper test may be chosen as an alternative model. This paper will reveal this career path planning by firstly evaluating the practice of recruitment; promotion and mutation; salary; and performance appraisal system in recent Indonesian studies. | en_US |
| dc.description.abstract | Decentralization demands more competent and professional public servants, so that they can perform jobs well particularly in delivering services to society and in maximazing local resources. However, several problems surrounding civil service management in Indonesia have hampered this decentralization goal. These obstades come from government regulations, institutional relationship and human resources. There are some regulations on civil service affairs but many of them are incompatible. Ironically, moreover, the important regulation on public servant management- career path- has not been formulated yet. This career path is crucial since it guides the staff to plan their job position in the future. Furthermore, it is beneficial for manager in the public sector to conduct staff positioning and promotion. Therefore, the formulation and implementation of career path is a must to find the best staff in the right job. In doing so, performance measurement that consists of performance appraisal, competency test and fit and proper test may be chosen as an alternative model. This paper will reveal this career path planning by firstly evaluating the practice of recruitment; promotion and mutation; salary; and performance appraisal system in recent Indonesian studies. | en_US |
| dc.language.iso | en | en_US |
| dc.publisher | DEPARTMENT OF GOVERNMENT AFFAIRS AND ADMINISTRATION FACULTY OF SOCIAL AND POLITICAL SCIENCE UMY | en_US |
| dc.subject | Public Servant, Career Path, Recruitment, Promotion, Performance Measurement | en_US |
| dc.title | CAREER PATH PLANNING FOR INDONESIAN PUBLIC SERVANT | en_US |
| dc.type | Book | en_US |
