Empirical Study on Development of State Civil Apparatus

Competence using Education and Training in Medan City

Government

M. Amin

, T. I. Saladin

, and I. Siregar

Faculty of Social and Political Sciences,Universitas Sumatera Utara, Medan 20155, Indonesia

Department of Industrial Engineering, Universitas Sumatera Utara, Almamater Rd.,Universitas Sumatera Utara, Medan

20155, Indonesia

Keywords: State Civil Apparatus Competence, Medan City Government.

Abstract : State Civil Apparatus is the spearhead in providing services to the public. This is means that State Civil

Apparatus has a hard responsibility because it must capable to handle public service duties, government duties,

and certain development duties. As capable to carry out these duties, State Civil Apparatus management in

recruitment, appointment, placement and promotion of the positions carried out must be open and competitive,

according to good governance. Medan City is the third largest city in Indonesia which is enormous potential

to become a region development. But unfortunately these conditions are not supported by good governance,

even Medan City receives a bad title as released by the Monitoring Committee of Regional Autonomy

Organizers. Even though a variety of technical education and training for State Civil Apparatus has been

carried out by the central government to the regions to produce excellent aspects of the State Civil Apparatus

competence. Based on this study, it can be seen that the emergence of this phenomenon is suspected as a

factor of declining quality of public services caused by State Civil Apparatus placement in strategic positions

not based on the requirements and competency requirements. The education and training program existed so

far is still a formality and is not used as a condition determination for an State Civil Apparatus career path.

For this reason it is necessary to revitalize the function of education and training for State Civil Apparatusand

optimal public services achieved and bureaucratic reformation is successful according to the target. This study

was carried out using a qualitative approach and the phenomenon of the problems raised can be expressed

depth. The location of this study was carried out in the Medan City government environment by making the

mayor, education and training center as a key research informant

1 INTRODUCTION

Law Number 5 of 2014 concerning State Civil

Apparatus aims to increase independence, neutrality,

competence, work performance / productivity,

integrity, welfare, quality of public services,

supervision and accountability. This rule was made

inseparable from the achievement of the community

level satisfaction towards the bureaucracy which was

greatly influenced by the role and performance of the

State Civil Apparatus of the country.

Competencybased performance is an objective

assessment of the qualifications of State Civil

Apparatus to occupy certain positions in the

bureaucracy in accordance with the requirements set.

Support in advancing bureaucratic development in

Indonesia is largely determined by the success of the

State Civil Apparatus in carrying out its duties,

especially in terms of employment. Therefore, State

Civil Apparatushas a very important role and position

as a leading function in all activities of the civil

administration. The ability and weight of State Civil

Apparatus is a reflection of the implementation and

organization of government concerning readiness,

quantity, education and professionalism. Good

government organization is needed to support good

apparatus readiness.

One of the character building of public servant /

community bureaucrats based on education and

training system or model. Because education and

training is a place to manages the potential possessed

by public servant as a basic value of an ability to carry

out duties and jobs are responsibility as a public

Amin, M., Saladin, T. and Siregar, I.

Empirical Study on Development of State Civil Apparatus Competence using Education and Training in Medan City Government.

DOI: 10.5220/0010101217951801

In Proceedings of the International Conference of Science, Technology, Engineering, Environmental and Ramiﬁcation Researches (ICOSTEERR 2018) - Research in Industry 4.0, pages

1795-1801

ISBN: 978-989-758-449-7

1795

servant. Using self-potential, there will be more work

done by the civil apparatus, adding work experience

and expanding the network, and improve

performance. However, if the implementation of

education and training carried out shows results that

are doesn’t looks like with what is expected then there

needs to be an evaluation of potential factors.

Using the Smart Vision of State Civil Apparatus

in 2019 and welcoming State Civil Apparatus Human

Capital 2020, it seems that it is still not optimal and

needs to improve the ability of State Civil Apparatus

personality in the Medan City Government. The

reason is very strong because the low quality of

human resources of Civil Servant (PNS) occurs

because of the workload does not put competence as

a slogan must be followed by every civilian

apparatus. Some problems encountered in

government agencies such as the deployment of

employees are not in accordance with the needs and

expertise and a low work ethic add to the complexity

of the professionalities of the Medan City

Government as a whole.

The emergence of this phenomenon needs to be

analyzed as an indicator of the decline in the quality

of public services. Various technical education and

training for State Civil Apparatus has been carried out

by the central government to the regions, it does not

rule out the possibility that competitive education and

training carried out still does not produce excellent

aspects of civilian competency. Based on the

description above, the ability of the State Apparatus

is closely related to the model or design of education

and training contained in the bureaucratic culture

because the development of competencies is also a

right for every State Civil Apparatus. The system has

an effect on increasing the professionalism of State

Civil Apparatus as a public servant so that the aim of

Law No. 5 of 2014 can be achieved and implemented

well. Therefore, this study is very important and

interesting to do with the development of State Civil

Apparatus competencies using education and training

in personnel management in the Medan City

Government.

2 METHOD

This study uses a qualitative approach with case

studies as a research strategy. This approach is

directed at the background and individual holistically

or intact. The choice of a qualitative approach is done

with the aim of describing and analyzing the social

phenomena are happening (Yin, 2009). This study

uses two data collection techniques namely in-depth

interviews (indepth interview) and observation. For

analysis of data obtained both in the form of written

documents and the results of interviews and

observations will be analyzed using qualitative

analysis of typology techniques. The data is collected

and selected, then simplified by taking the essence to

find the main theme, the focus of the problem and its

patterns (Lofland and Lofland, 1995). Qualitative

analysis techniques with this typology are carried out

based on the author's interpretation of data both

written material, interviews and observations.

3 RESULT AND DISCUSSION

3.1 Training as State Civil Apparatus

Competency Development

State Civil Apparatus competency development is a

very important element in government organizations,

because employees are very important assets in

achieving organizational goals were set. The

development of State Civil Apparatus competencies

is the process of education planning, training and

management of personnel or employees to achieve

optimal results. Competency development is a future-

oriented inventory in employees and emphasizes on

improving the ability to carry out new duties in the

future (Siagian, 2007). One form of employee

competency development program is carried out

using education and training programs.

3.1.1 Objective, Significance and Object of

Training

In accordance with national demands and global

challenges to realize good governance, human

resources are needed for personnel who have job

competencies in state administration and

development. This is an integral part of State Civil

Apparatus overall development efforts. Based on

Government Regulation (PP) No. 101 of 2000

concerning Education and Training of Civil Servants

in Article 2, it explains that the purposes of the

Education and Training are:\

1 Increasing knowledge, expertise, skills and

attitudes capable to carry out professional

duties based on Civil Servants personality

and ethics in accordance with agency needs

2 Creating employees who are capable to play

a role as reformers and glue the unity and

integrity of the nation;

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3 Establishing the attitude and spirit of

dedication oriented towards service,

protection and community empowerment;

4 Creating a similarity of vision and mindset

dynamics in carrying out government and

development duties for the realization of

good governance

According to Abdurrahman Fatoni (2006) the

purpose of training in general is in the context of

fostering employees capable to; Increasing

personality and spirit of service to the organization

and society; Improve the quality and ability, as good

as skills both in carrying out their duties and

leadership; Train and improve work mechanisms and

sensitivity in carrying out duties; Train and improve

work in planning; Improve knowledge and work

skills. The education and training target is the

realization of apparatuses who have competencies t

are in accordance with the requirements of each

agency's position.

Education and training also has some very

important significance, according to Wursanto

(2009), there are various significances of employee

education and training, such as:

1 Education and training improve employee

stability, means the replacement relationship

with other employees who are not present.

2 Education and training improve the way

employees work, means that employees are

more creative in carrying out their work.

3 Education and training provide excellent

significances for employees, because with

education and training employees develop

quickly, efficiently and carry out duties well.

4 Education and training provide

opportunities for employees to develop

themselves.

The purposes and significances of education and

training have been presented, it is concluded that the

purpose of education and training is to improve the

knowledge, abilities, attitudes and skills of employees

to be more professional in carrying out their work and

thepurpose of the organization achieved and have

relevance to employee performance. While the

significance of education and training are to improve

the stability of employees and provide opportunities

for employees to develop themselves in carrying out

their duties run effectively andefficiently

(Nurmayantihttp://bp2sdm.menlhk.go.id/emagazine/

attachments/article/64/7.%20Peran%20Diklat%20_8

.pdf)

3.1.2 Curriculum and Training Method

Training curriculum refers to job competency

standards. The preparation and development of the

education and training curriculum is carried out by

involving graduate users, education and training

providers, training participants and alumni, as good

as other expert elements. For the curriculum the

training program for pre-service and education and

training is determined by the development agency.

The functional education and training curriculum is

determined by the functional position building

agency while the technical training curriculum is

determined by the relevant technical agency. The

training method is arranged in accordance with the

purposes and training program for adults. Training

methods must be in accordance with the practical

needs and self-development of participants. It is

interactive between participants and managers and

between participants. When the education and

training activities take place in a free, dynamic and

flexible learning environment.

Education and training for employees must be

provided periodically and each employee is

maintained his competence to improve organizational

performance. Therefore this training program must

get attention using training needs planning for each

employee. Rivai (2009: 213) states that training is

usually focused on efforts to improve employee

performance by providing learning special skills or

helping them correct weaknesses in their

performance.

Law Number 5 Year 2014 concerning State Civil

Apparatus regulates the development of employee

competencies using education and training. Article 70

states that every employee of the State Civil Service

has the right and opportunity to develop competence.

The competency development includes using

education and training. To develop State Civil

Apparatus competencies, every government agency is

obliged to develop competency development plans in

the annual budget work plan in the context of career

development, especially for Civil Servants. Civil

servant career development then consider several

competencies. Based on State Civil Apparatus

competency according to Law No. 5/2014 concerning

State Civil Apparatus article 69 the competencies

they possess are;

1 Technical Competency. Measured from the

level and specialization of education,

functional technical training and technical

work experience. Policy analysis;

development of innovation, effective

communication, collaboration and

Empirical Study on Development of State Civil Apparatus Competence using Education and Training in Medan City Government

1797

development of cooperation; quality

assurance; managing conflict; mastery and

utilization of information technology.

2 Managerial Competency. Measured from

the level of education, structural or

management training, and leadership

experience. Leadership, strategic and

visionary thinking, excellent service,

decision making, turning and managing

change, performance management,

empowerment of staff/community,

organizational development.

3 Socio-cultural Competency. Measured from

work experience related to pluralistic

communities in terms of religion, ethnicity,

and culture and national insight.

3.2 The Findings: Implementation of

Competency Development using

Training in Medan City

Government

3.2.1 Training and Education is Not Become

a Priority

The results of the study found and prove that

education and training have a significant influence on

improving the quality of apparatus resources, means

that if the Medan City Government often organizes

education or training, it is expected that the quality of

the personnel resources will improve better.

Education and training should have a strategic role to

improve the quality of apparatus resources, namely

apparatus resources that professionals have good

competence, attitude and expected behavior in

accordance with the duties and roles in certain

positions.

Education and training programs are needed at

every level of Medan City government agencies. It is

expected that the training capable to provide

knowledge and skills to improve performance;

preparing the apparatus to face the quantity and

quality of duties continue to increase along with the

increasing needs of the community continues to grow

better in the future.

For the Medan City Government in order to

improve the quality of apparatus resources (in this

case the apparatus), it is necessary to increase the

frequency of education and training activities. During

this time, the problem of career patterns and

promotions doesnot refer to the qualifications and

potential they have. Not using the existing training

pattern. There is no integrated career pattern. State

Civil Apparatus promotion is not carried out based on

an objective comparison between competencies,

qualifications, and requirements required by the

position but only closeness and lobbying to the

leadership. Eventhough every civil servant who meets

the requirements has the same rights to be promoted

to a higher level of position.

The findings also found that competency

development for State Civil Apparatus in Medan City

Government is faced with several problems, among

others, the State Civil Apparatus competency gap is

too far, education and training is not become a

priority in potential development, low awareness of

the personnel agency, and decentralization of Sate

Civil Apparatus competency development. The Head

of Personnel Division (of Medan Saleh Government,

said the State Civil Apparatus competency gap related

to the level of education and the ability of employees

to carry out their daily duties very far. An addition,

the pattern of delegates participating in the training

not good systematized. This problem makes State

Civil Apparatus being minimal in getting education

and training appropriates to their areas.

The next problem is related to the quality of

employee competency development. So far there is

no design and model used as a reference in

conducting training. Training is only personal. Based

on the closeness of employees and their leaders. Not

all of them have the same opportunity. In fact, this is

the responsibility of the Personnel Section or HR

Department. Because they are proposes employees to

takea role in the training. The support of the

Personnel Division has an important role in

developing employee competencies.

Other issues related to decentralization of State

Civil Apparatus competency development. If the

management of education and training is not

concerned with competencies development,

employees will gradually minim of knowledge

because they do not develop in terms of science and

competence. It must be a concern for stakeholders,

namely leaders in all agencies. In addition, there is no

synergy between planning and development of

training for State Civil Apparatus in Medan

Government between the Education and Training

Agency and the Employment Agency at each levels.

Although, this synergy is needed considering that

these two units are best understand the training

needed of variants in building of State Civil

Apparatus competencies. Synergy is necessary to

determine what needs to be prepared, a curriculum or

an effective education and training planned. The

training carried out achieve its objectives.

The efforts of Medan City Government to

improve the quality, capacity and competence of the

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State Civil Apparatus professionals must be done.

One of them is by giving the right to every State Civil

Apparatus employee to develop themselves using

Education and Training . This condition also stated

in Law No. 5 of 2014 concerning the State Civil

Apparatus which is states that the State Civil

Apparatus has the right to obtain competency

development for 80 hours of study or about 10 days

for one year.

3.2.2 Implementation Analysis of Training

and Education as a Competency

Development

The need for expertise workers in the government

bureaucracy is already a demand cannot be igonored

anymore. At this time, policy makers should be more

aware that the demand to have reliable human

resources must be carried out continuously. One way

is using education and training. Education and

training planned according to needs analysis capable

to produce reliable human resources. In addition,

education and training capable to acceleratein

improving the knowledge, skills and attitudes of all

employees. Therefore the role of education and

training is important for every organization,

especially in the government bureaucracy.

The role of the importance of an education and

training program for State Civil Apparatus is not

suitablewith the implementation quality of the

existing training and the output achieved tends not to

be maximal. Some of the problems are in the

implementation of education and training are training

is still only seen as a formality because it is not based

on an analysis of training needs, sometimes

participants who take a role in the training are not

participants who need increased competency,

sometimes only seen as an improving employee

welfare because of official travel to attend the

training.

The implementation of education and training still

does not have a model and operational standard for

implementation. The implementation standards

include Competency, Teaching Staff, and facilities

and infrastructure. Standards are very important to be

carried out for uniform implementation and to

maintain the quality of education and training,

because it is not standardized and the implementation

of education and training is sometimes adjusted to the

financial condition of the agency without regard to

the objectives to be achieved in the implementation

of the training.

The budget for implementing education and

training is also very minimal and is not become a

priority. Eventhough building the apparatus

competence is the initial door to improve the

government bureaucracy. Eventhough the education

and training is carried out, there is no measurable

output or success parameters for the training, and the

level of success in the implementation of education

and training is difficult to measure, with no

parameters clearly made after the education and

training do not tend to follow up. Training activities

are considered as a ceremonial seminars which is do

not have a strategic function in competencies

development. There is no supervision and control of

the training graduates, and the development of State

Civil Apparatus follows training is difficult to

monitor, and tends to be done after the training is not

evaluated by participants.

3.2.3 Agenda Evaluation of State Civil

Apparatus Competency Development

Guided education and training needs planning

(training) in development planning both at national

and regional levels (specifically for State Civil

Apparatus in the regions) has not yet. At the

institutional stage, the development of apparatus

resources does not integrate with regional

development planning and strategic plans are

compiled. Formalities of compliance with regulations

in the development of competition are not based on

the demands of a strategic plan achievement. In

addition, partial understanding in developing

competencies is limited to education and training.

Law number 5 of 2014 confirms that State Civil

Apparatus employees have a hard responsibility

because they must capable to carry out public service

duties, government duties, and certain development

duties. As capable to carry out these duties, a

systematic and comprehensive State Civil Apparatus

management needs to be carried out and the

comparison between qualifications, competencies

and performance required by the position with

qualifications, competencies and performance owned

by the candidate in the recruitment, appointment,

placement and promotion of positions are openly and

competitively, in line with good governance.

The findings of this study provide answers that the

competence and performance of the Medan City

Government apparatus is still very minim, job

competency standards have not been made, there are

no models or design of education and training in

meeting employee competency needs, as good as the

minimal of budget and Medan City government

attention for education and training activities, many

employees development programs have not been

Empirical Study on Development of State Civil Apparatus Competence using Education and Training in Medan City Government

1799

made based on competency and analysis of the actual

needs of employees and organizations. There has

never been an analysis of training needs. The section

of planning the training program should be to bridge

the gap between the competencies required with the

competencies possessed by employees in carrying out

their duties. It is necessary to formulate a training

program is prepared according to the needs of the

organization and the needs of employees. Among

them using the first stage; mapping of State Civil

Apparatus human resources namely mapping HR

needs (position and number) and mapping

competency-qualification-employee performance.

Second, structuring HR State Civil Apparatus namely

the implementation of Training for participantsare

still potential to be developed, the existence of job

certification arrangements, realignment of education

and training.

The problems and weaknesses above require the

implementation of reformation, especially in the

sector of State Civil Apparatuses are more popular

and inclusive. Therefore efforts to improve the

quality of the State Civil Apparatus are the main focus

including identifying competency needs, developing

competencies by rearranging budget allocations for

competency development; compile position

standardization, employee competency development,

this is based on management that summarizes the

diversity and needs of each employee.

In addition, it is necessary to develop job

competency standards includes: name of position, job

description, position code, appropriate rank,

competence (technical, managerial, socio-cultural)

measure of job performance. Civil servants profiles

need personal data, qualifications of position records,

competencies, competency development history,

history of performance assessment, supporting

information are needed.

Education and training is one way to build or

improve employee competencies. A good training

program is in accordance with the needs of employees

and the needs of the organization / work unit.

Successful education and training is one condition to

improve employee competencies and increase their

contribution to the organization / work unit. A good

staffing manager is capable of identifying precisely

the needs of employee training in accordance with the

needs of the organization by using appropriate

instruments. Training and education should not be

interpreted as sending participants, but also

assignments as instructors. Each employee is a

resource person who has explicit knowledge. Mutual

learning in small circles in the smallest unit is one of

the competency development models for State Civil

Apparatus

4 CONCLUSION

In accordance with national demands and global

challenges to realize a good governance, human

resources are needed for personnel who have job

competencies in state of administration and

development. Therefore, it is necessary to improve

the quality of professionalism and integrity using

education and training which are an integral part of

State Civil Apparatus overall development efforts.

The institutional / public service dimension shows

that the public service innovation is not maximally

characterized by a public service systemis not

integrated into all sectors. Competency development

is still considered to be the domain of leadership

institutions, and is not become a priority for regional

contentbased regional needs. Management of

performance and competency development is still

limited by the minimal of budget and management

personnel, there is no model and design in the policy

of competency development, especially in the form of

training, education and training is only ceremonial,

education and training have not been able to make a

benchmark in developing employee competencies.

There has never been an analysis of the needs of

education and training, education and training

activities are only incidental and uneven for

employees.

Further assessment is needed on job competencies

for the development of related competencies. It is

necessary to develop standards for technical,

managerial and sociocultural competencies. State

Civil Apparatus competency development program in

HR development priorities. It is necessary to

immediately determine policies to reform technical

training related to their respective duties and

functions. The type of technical training, duration,

method, material and competency objectives of the

new technical training model are very different from

the old model. Education and training innovations

also be done at a micro level such as time and place

of training. Evaluations specifically examines the

education and training program should be carried out

routinely every year, and the curriculum can be

continuously improved and adjusted to the needs.

Compilers of the Competency training program

and the material and methods are clarified, and their

relevance is ensured by starting from the most general

objectives, to the most specific objectives and the

orientation of the training carried out properly.

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