What is it about?

This publication discusses the challenges of implementing a merit system in the recruitment and selection of high-ranking government officials in Indonesia. The study explains how open and competitive selection processes are designed to ensure that government positions are filled based on competence, qualifications, performance, and integrity rather than political influence or personal connections. It also explores the role of the State Civil Service Commission (KASN) in supervising the process and identifies major obstacles such as political intervention, limited institutional readiness, weak performance management systems, and shortages of qualified assessors.

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Why is it important?

This research is important because a strong merit system can improve the quality, professionalism, and accountability of public services. By promoting fair and transparent recruitment, governments can reduce corruption, favoritism, and the buying and selling of positions. The study highlights how better human resource management in the public sector contributes to more effective governance, improved public trust, and stronger institutional performance in Indonesia.

Perspectives

I believe this publication is important because public trust in government institutions depends heavily on the quality and integrity of public officials. Through this research, I wanted to highlight that implementing a merit-based recruitment system is not only an administrative reform, but also a long-term investment in better governance and public service delivery. Although many challenges remain, I hope this work encourages policymakers and public institutions to strengthen transparency, professionalism, and fairness in the management of civil servants in Indonesia.

Associate Professor Septiana Dwiputrianti
STIA LAN Bandung

Read the Original

This page is a summary of: Challenges With Implementation Of The Merit System In The Open Recruitment Of Government High Positions: The Case In Indonesia, January 2018, Atlantis Press,
DOI: 10.2991/aapa-18.2018.8.
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