Perspektif Whole Of Government Pada Manajemen Talenta Aparatur Sipil Negara (ASN) Berbasis Meritokrasi Di Kabupaten Sidoarjo

Putri, Rahma Farahdini (2026) Perspektif Whole Of Government Pada Manajemen Talenta Aparatur Sipil Negara (ASN) Berbasis Meritokrasi Di Kabupaten Sidoarjo. Undergraduate thesis, UPN Veteran Jawa Timur.

	Text (Cover) 22041010134-cover.pdf Download (4MB)
	Text (BAB I) 22041010135-bab1.pdf Download (393kB)
	Text (BAB II) 22041010135-bab2.pdf Restricted to Repository staff only until 20 July 2029. Download (370kB)
	Text (BAB III) 22041010135-bab3.pdf Restricted to Repository staff only until 20 July 2029. Download (340kB)
	Text (BAB IV) 22041010135-bab4.pdf Restricted to Repository staff only until 20 July 2029. Download (1MB)
	Text (BAB V) 22041010135-bab5.pdf Download (198kB)
	Text (DAFTAR PUSTAKA) 22041010135-daftarpustaka.pdf Download (219kB)
	Text (LAMPIRAN) 22041010135-lampiran.pdf Restricted to Repository staff only until 2029. Download (1MB)

Abstract

This study aims to analyze the mechanism of merit-based Civil Service (ASN) talent management in Sidoarjo Regency from the perspective of Peter Shergold’s (2004) Whole-of-Government (WoG) approach. The study is motivated by the continuing challenges in implementing civil service talent management, particularly those related to bureaucratic fragmentation, inter-agency coordination, and the need to establish a professional and adaptive public human resource management system that responds effectively to regional priorities. This research employs a qualitative descriptive method, with data collected through in-depth interviews, observations, and documentation. Peter Shergold’s (2004) Whole-of-Government perspective serves as the analytical framework, encompassing five key characteristics: collaboration, regional need, flexibility, accountability, and joint leadership. The findings indicate that the mechanism of merit-based Civil Service talent management in Sidoarjo Regency has successfully addressed regional strategic needs by adapting national policies to local conditions. This process is supported by the implementation of the SIMATA digital system, which enhances transparency, accountability, and the effectiveness of talent mapping. In addition, the regular updating of talent data improves the local government's flexibility in responding to staffing needs and accelerating position placement. Nevertheless, cross-agency collaboration continues to face challenges due to disparities in employees' digital literacy and the uneven dissemination of policy information. Furthermore, the joint leadership dimension remains largely centralized within the Regional Civil Service Agency (BKD), resulting in cross-organizational leadership that has not yet been implemented optimally.

Item Type:

Thesis (Undergraduate)

Contributors: