What is it about?
This publication examines the implementation of Indonesia’s performance management policy for civil servants during the New Normal era after the COVID-19 pandemic. The study explores how government agencies—both at the national and local levels—manage employee performance, identifies challenges they face, and proposes solutions to improve public sector performance. The research found that while many agencies have adopted performance contracts, objective performance assessments, and digital performance systems (e-performance), several challenges remain. These include limited performance dialogue, weak analysis of performance gaps, uneven human resource capacity, and differences in technological readiness across regions, especially in remote and underdeveloped areas. The study also highlights examples of successful agencies that can serve as models for others.
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Why is it important?
This study is important because effective performance management is essential for improving the quality of government services and achieving Indonesia’s bureaucratic reform goals. When civil servants' performance is measured fairly and managed effectively, government organizations can become more accountable, responsive, and results-oriented. The findings provide practical insights for policymakers and public managers on how to strengthen human resource management, utilize digital technologies, improve leadership practices, and develop more effective performance evaluation systems. The research is particularly valuable for helping government institutions adapt to changing work environments and continue delivering quality public services during and after crises such as the COVID-19 pandemic.
Perspectives
As a researcher in public administration, I am particularly interested in how performance management policies can be translated into meaningful improvements in government effectiveness. This study reinforced my view that successful policy implementation depends not only on regulations and procedures but also on organizational culture, leadership commitment, and the ability of institutions to adapt to changing circumstances. The COVID-19 pandemic accelerated the need for innovation and digital transformation in the public sector. Through this research, I observed that agencies that embraced technology and fostered a performance-oriented culture were better positioned to maintain accountability and service quality. I hope these findings encourage policymakers and practitioners to view performance management not merely as an administrative requirement, but as a strategic tool for developing public sector talent and delivering better outcomes for citizens.
Associate Professor Septiana Dwiputrianti
STIA LAN Bandung
Read the Original
This page is a summary of: Challenges and Opportunity of Performance Policy Implementation in Facing New Normal Era, January 2022, Institute for Computer Sciences, Social Informatics and Telecommunications Engineering (ICST),
DOI: 10.4108/eai.15-9-2021.2315250.
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