[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-230880-113":3,"detail-sidebar-cat-0-id-113":80,"doc-detail-230880-id":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":73,"head_meta":75,"extra_data":77,"updated_unix":79},113,"id","human-resources-in-the-public-sector-in-indonesia-effectiveness-of-the-pppk-recruitment-scheme","SDM Sektor Publik Di Indonesia - Efektifitas Skema Perekrutan PPPK","","Upaya peningkatan pelayanan publik menempatkan ASN sebagai penggerak utama organisasi melalui pembaruan sistem kepegawaian. Perubahan besar pasca UU Nomor 5 Tahun 2014 memisahkan ASN menjadi PNS dan PPPK, namun penerapan PPPK memunculkan beragam perdebatan dan kerancuan. Penelitian ini menggunakan literature review untuk menilai sejauh mana efektivitas skema perekrutan PPPK menjadi solusi pemenuhan kebutuhan SDM profesional birokrasi serta membahas keterkecukupan PPPK dalam menghindari masalah perekrutan CPNS.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/id/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/id/document/penelitian-laporan/","Penelitian & Laporan",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/id/document/human-resources-in-the-public-sector-in-indonesia-effectiveness-of-the-pppk-recruitment-scheme/230880/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/human-resources-in-the-public-sector-in-indonesia-effectiveness-of-the-pppk-recruitment-scheme/230880.png","ImageObject",300,407,{"name":42,"@type":43},"Rowan","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-09-18","2026-09-10",true,{"@type":52,"interactionType":53,"userInteractionCount":33},"InteractionCounter",{"@type":54},"ViewAction",{"@type":56,"mainEntity":57},"FAQPage",[58,64,68],{"name":59,"@type":60,"acceptedAnswer":61},"UU Nomor 5 Tahun 2014 membagi ASN menjadi jenis kepegawaian apa saja?","Question",{"text":62,"@type":63},"ASN terbagi menjadi dua jenis, yaitu PNS dan PPPK. PNS diangkat sebagai pegawai tetap, sedangkan PPPK diangkat melalui perjanjian kerja sesuai kebutuhan instansi dan ketentuan UU.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"Mengapa PPPK menimbulkan banyak perdebatan dan diskusi kritis?",{"text":67,"@type":63},"Kemunculan istilah PPPK sebagai inovasi kebijakan memunculkan kerancuan sehingga memicu perdebatan di kalangan pemangku kebijakan, pengelola kepegawaian, akademisi, dan masyarakat.",{"name":69,"@type":60,"acceptedAnswer":70},"Bagaimana metodologi penelitian menilai efektivitas skema perekrutan PPPK?",{"text":71,"@type":63},"Metodologi menggunakan literature review dengan mendeskripsikan data dan temuan di lapangan apa adanya serta melakukan pendekatan sistematis untuk mengumpulkan, mengevaluasi, dan mensintesis penelitian yang relevan terkait SDM.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},230880,1789056255,{"code":4,"msg":81,"data":82},"success",[83,88,92,96,100,104,107,111,115,119,123],{"id":84,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},55,"Agama & Spiritualitas",60,"religion-spirituality",{"id":89,"doc_module":4,"doc_module_name":25,"category_name":90,"show_sort_weight":86,"slug":91},48,"Cerita & Novel","story-novel",{"id":93,"doc_module":4,"doc_module_name":25,"category_name":94,"show_sort_weight":86,"slug":95},56,"Gaya Hidup","lifestyle",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":86,"slug":99},51,"Komik","comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":86,"slug":103},53,"Layanan Kesehatan","healthcare",{"id":105,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":86,"slug":106},54,"research-report",{"id":108,"doc_module":4,"doc_module_name":25,"category_name":109,"show_sort_weight":86,"slug":110},49,"Sastra","literature",{"id":112,"doc_module":4,"doc_module_name":25,"category_name":113,"show_sort_weight":86,"slug":114},52,"Teknologi","technology",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":86,"slug":118},50,"Ujian","exam",{"id":120,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":86,"slug":122},57,"Umum","general",{"id":124,"doc_module":4,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},181,"Formulir","formulir",{"code":4,"msg":81,"data":128},{"doc_id":78,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":4,"category_id":105,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":33,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":79,"read_time":141},1099514067415,"https://ap-avatar.wpscdn.com/avatar/100002539d78ffe74a7?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779092875211072502","Artikel  \nSDM Sektor Publik Di Indonesia: Efektifitas Skema Perekrutan PPPK Dalam Memenuhi Kebutuhan SDM Profesional Dalam Birokrasi  \nMusa1, Muhani2  \n1 Institute Pemerintahan Dalam Negeri, [Indonesia: musa.jkcc@gmail.com](Indonesia: musa.jkcc@gmail.com)  \n2 Institute Pemerintahan Dalam Negeri, Indonesia: hani [sis09@yahoo.co.id](sis09@yahoo.co.id)  \n_  \nAbstrak  \nSalah satu upayapeningkatan pelayanan publik adalah meningkatkan sumberdaya manusia yaituASNsebagai sumber daya manusia yang berperan penting sebagai penggerak roda organisasi. Salah satu perubahan besar ialah mengenai pembagian jenis kepegawaian yang menjadi salah satu terobosanyang dilakukan oleh pemerintah melalui Undang-Undang Nomor 5 Tahun 2014 tentang Aparatur Sipil Negara. Berdasarkan pasal 6 dan 7 UU No. 5 Tahun 2014, ASN terbagi menjadi dua jenis Kepegawaian yakni PNS dan PPPK. Sayangnya PPPK yang dianggap sebuah inovasi kebijakan inimenimbulkan banyak kerancuan. Munculnya istilah PPPK sendiri telah banyak menimbulkan perdebatan dan diskusi kritis di kalangan pemangku kebijakan, pengelola kepegawaian, akademisi, dan masyarakat. Tulisan ini akan melihat sejauhmana efektivitas skema perekrutan PPPK dapat menjadi solusi pemenuhan kebutuhan SDM professional dalam pemerintahan. Apakah sudah cukuphanya dengan menambahkan skema perekrutan PPPK sehingga dapat terhindar dari permasalahanpermasalahan yang muncul saat perekrutan menggunakan skema CPNS. Metodologi penulisan ini menggunakan Literature Review, dengan mendeskripsikan data dan temuan dilapangan dengan apa adanya serta merupakan pendekatan sistematis untuk mengumpulkan, mengevaluasi, dan mensintesis penelitian yang relevan terkait sumber daya manusia. PPPK hanya merupakan salah satu tahap dalam sistem merit sebagai upaya mendapatkan SDM yang professional. PPPK sebagai skema perekrutan untuk mendapatkan calon pegawai dengan kompetensi terbaik dan meminimalisir beberapapermasalahan yang timbul pada perekrutan CPNS. Data yang disajikan menunjukkan belum sepenuhnya wilayah Indonesia yang dapat menerapkan sistem merit dengan optimal. Maka penambahan skema perekrutan PPPK belum cukup signifikan untuk mendorong efektifitas skema PPPK dalam memenuhi kebutuhan SDM profesional birokrasi  \nKata Kunci: Konsep dan Terapan SDM ,Perekrutan PPPK, SDM Profesional  \nAbstract  \nOne of the efforts to improve public services is to increase human resources, namely ASN as human resources who play an important role as the driving force of the organization. One of the major changes is regarding the division of personnel types which is one of the breakthroughs made by the government through Law Number 5 of 2014 concerning the State Civil Apparatus. Based on articles 6 and 7 of Law no. 5 of 2014, ASN is divided into two types of staff, namely PNS and PPPK. Unfortunately PPPK, which is considered a policy innovation, has created a lot of confusion. The emergence of the term PPPK itself has generated a lot of debate and critical discussion among policymakers, personnel managers, academics and the public. This paper will look at how effective the PPPK recruitment scheme can be as a solution to meeting the needs of professional human resources in government. Is it enough just to add a PPPK recruitment scheme so that you can avoid the problems that arise when recruiting using the CPNS scheme. This writing methodology uses Literature Review, by describing data and findings in the field as they are and is a systematic approach to collecting, evaluating, and synthesizing relevant research related to human resources. PPPK is only one stage in  \nthe merit system as an effort to get professional human resources. PPPK as a recruitment scheme to  get prospective employees with the best competence and minimize some of the problems that arise in  CPNS recruitment. The data presented shows that not all regions in Indonesia can implement the merit  system optimally. So the addition of the PPPK recruitment scheme is not significant enough to  encourag","cbCaiqTj1qnrZQT1","https://ap.wps.com/l/cbCaiqTj1qnrZQT1","pdf",215520,10,"Indonesian","# Pendahuluan\n## Latar belakang reformasi birokrasi dan kebutuhan layanan publik\n## Transformasi pengelolaan ASN melalui UU Nomor 5 Tahun 2014\n## Pembagian jenis kepegawaian: PNS dan PPPK\n# Kerangka konsep dan metodologi\n## Konsep SDM berbasis kompetensi\n## Metodologi literature review\n# Evaluasi efektivitas skema perekrutan PPPK\n## PPPK sebagai bagian dari sistem merit\n## Perbandingan dampak PPPK dan CPNS\n## Keterbatasan penerapan sistem merit di berbagai wilayah","[{\"question\":\"UU Nomor 5 Tahun 2014 membagi ASN menjadi jenis kepegawaian apa saja?\",\"answer\":\"ASN terbagi menjadi dua jenis, yaitu PNS dan PPPK. PNS diangkat sebagai pegawai tetap, sedangkan PPPK diangkat melalui perjanjian kerja sesuai kebutuhan instansi dan ketentuan UU.\"},{\"question\":\"Mengapa PPPK menimbulkan banyak perdebatan dan diskusi kritis?\",\"answer\":\"Kemunculan istilah PPPK sebagai inovasi kebijakan memunculkan kerancuan sehingga memicu perdebatan di kalangan pemangku kebijakan, pengelola kepegawaian, akademisi, dan masyarakat.\"},{\"question\":\"Bagaimana metodologi penelitian menilai efektivitas skema perekrutan PPPK?\",\"answer\":\"Metodologi menggunakan literature review dengan mendeskripsikan data dan temuan di lapangan apa adanya serta melakukan pendekatan sistematis untuk mengumpulkan, mengevaluasi, dan mensintesis penelitian yang relevan terkait SDM.\"}]","SDM Sektor Publik Di Indonesia - Efektifitas Skema Perekrutan PPPK | PDF",15]