Development Approach of State Civil Apparatus Resources

Abstract

The purpose of this paper is to explain the State Civil Apparatus (ASN) employee resource management and approaches ASN employee resource development. As part of human resource management, human resource development is an attempt to meet the qualifications required of employees of the organization. ASN Employees consists of civil servants (PNS) and government employees with employment agreement (PPPK). ASN employee management is organized by the merit system, which is based on qualification, competence, and performance in a fair and reasonable. There are three competencies in the development of civil servants, namely: technical, managerial and socio-cultural. Approach of civil servants resources development, namely, education and training, seminars, courses, upgrading, opportunities for practice in the work of other agencies in the central and regional and exchanges between civil servants with private employees within a period of one year and implementation is coordinated by the National Institute of Public Administration (LAN) and the State Personnel Board (BKN). In addition to development approach outside of work off-the-job development), it is very important also made approaches to the development of the work (on the job development). One effective approach to acceleration of employee competence is a method of coaching or guidance from direct supervisor. To streamline this coaching approach, each supervisor or designated officer must possess the competence to work assignments under its authority.