RECRUITMENT AND SELECTION OF HEAD OF DEPARTMENT IN THE LOCAL GOVERNMENT OF WEST JAVA PROVINCE

Welasari¹ and Utang Suwaryo²

¹Ms, Padjadjaran University, Islam Riau University, Indonesia, welasari@soc.uir.ac.id
²Prof. Dr., Padjadjaran University, Indonesia, utang_59@yahoo.com
*Corresponding Author

Abstract

This article to review research on recruitment and selection in the government area of the  West Java Provincial. Research Recruitment and selection has been present in various journal and then into the issues and topics that are very important over the years in response to changes in the law and society, the problem is has attracted the attention of scientists and practitioners for research. Since 2013 the Government of the Province West Java, who meet the requirements of the post of the Government of the Province West Java, Government perform the process of mutation/sale through the charging position echelon II are vacant through the process of selection is open (open bidding). Whereas for employees who have occupied positions to development by allowing following a variety of training based on competency better education and training of technical, functional and structural which is held in the inside as well as outside the country. system of recruitment is intended to position echelon II, which was announced to the public to minimize the occurrence of nepotism, collusion, and can produce people right in the position of a structural (people who are in a right place). System open recruitment provides many opportunities for the organization to get the source power human beings who are competent and professional in their field, and the system is open up opportunities for all employees of the country which has meet the qualifications to occupy the post of either of the internal and external organization of government. government uses source power human external which according to Randall S. Schuler and Susan E. Jackson (1997) source externally is a source to get employees of outside agencies that have weight or qualifications specified. The method used in this research is descriptive qualitative and takes the theory of a merit system and takes an open recruitment theory in which these terms are open recruitment terminology, which provides opportunities for candidates from external organizations, the organization's goal to get competent employees can be implemented. The results show that the recruitment achievement system has been carried out well and made several changes in a positive direction including elected officials, minimizing direct involvement conducted by regional heads, and this recruitment and selection research can be continued in the future and have contributed to recruitment and selection on staffing practices.

Keywords: Local Government,Open recruitment, selection.