Abstract:

Good ASN management will certainly have an influence on the success of national and regional development achieved and cannot be separated from the role of ASN which is the driving force for every development agenda in general and in particular human resource development, to improve the quality of human resources both nationally and in the regions, it is necessary to improve the quality of the human resources of the state civil apparatus. The existence of Law Number 5 of 2014 concerning State Civil Apparatus underlies the process of modernizing the bureaucratic machine which is expected to become a national need according to the times and current world developments. This regulation also contains issues regarding increasing independence and neutrality, competence, performance, productivity, integrity, welfare, quality of public services and accountability of ASN. In addition, the regulations above also contain the ASN management system as a whole. Starting from planning systems, recruitment, career development and promotions, payroll, as well as systems and retirement age limits. Then, the ASN personnel management system is based on a merit system that puts forward the principles of professionalism, qualifications, performance, transparency, objectivity, independence from political intervention, and free from collusion, corruption and nepotism. So that public services can be of higher quality