1Joko Firmansyah, 2Nur Fadhilah, 3Abbiyu M. Ghozali, 4M. Rafi Rihansyah
1,2,3,4Universitas Paramadina, Jakarta
DOI : https://doi.org/10.47191/ijmra/v8-i01-25Google Scholar Download Pdf
ABSTRACT:
This research analyzes the implementation of strategic human resource management (HRM) in the recruitment process of Civil Servant Candidates (CPNS) at the Audit Board of the Republic of Indonesia (BPK RI). This process is designed to address the challenge of the need for highly professional and high-integrity personnel while simultaneously creating new innovations in transparency and accountability in public sector recruitment. This study uses a qualitative approach with a case study method, involving in-depth interviews with relevant officials at the BPK RI Human Resources Bureau and direct observations at the recruitment stages. The research results show that the strategic approach begins with meticulous workforce planning, involving long-term needs projections and formation analysis. Merit-based selection is implemented through the use of e-recruitment technology, including Computer-Assisted Test (CAT) to ensure an objective, transparent, and efficient selection process. Additionally, psychological and psychiatric assessments are conducted to evaluate candidates thoroughly, both in terms of technical competencies and personal attributes such as emotional stability and teamwork abilities. This strategic approach not only ensures alignment between the organization's needs and the candidates' qualifications but also supports the enhancement of HR quality through holistic evaluation. The conclusion of this research is that the implementation of innovative HR strategies can strengthen public trust in the recruitment process and support organizational efficiency. These findings make an important contribution to public sector HR management, while also serving as a reference for improving recruitment practices in other government agencies.
KEYWORDS:Strategic HR Management, Recruitment, BPK RI, Meritocracy, Transparency
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