{"id":5674,"date":"2017-03-20T01:28:29","date_gmt":"2017-03-19T17:28:29","guid":{"rendered":"http:\/\/www.portal.fisip-unmul.ac.id\/site\/?p=5674"},"modified":"2017-03-20T01:28:29","modified_gmt":"2017-03-19T17:28:29","slug":"assessment-center-sebagai-strategi-reformasi-penempatan-pegawai-di-kalimantan-timur-fajar-apriani-2","status":"publish","type":"post","link":"https:\/\/portal.fisip-unmul.ac.id\/site\/?p=5674","title":{"rendered":"Assessment Center sebagai Strategi Reformasi Penempatan Pegawai di Kalimantan Timur. (Fajar Apriani)"},"content":{"rendered":"
3. Subject [Subjek dan kata kunci]: Assessment centers, employee repositioning, buereaucracy, management reform<\/strong><\/li>\n
4. Description [Abstrak]: Some human resources problems emerged in the government bureaucracy that civil servant management generally does not run as expected, among them was a great spirit of a large number of instances, a magnitude number of civil servant with high growth rates from year to year, a lower quality and discrepencies of competence that owned, placement error and lack of a career path, to the lack of dependable competitiveness to facing globalization. Thus employment conditions indeed inseparable from the recruitment policy in the past, where the human resources management colored by politics. The government at that time, requires employees because driven by the desire to multiplys the number of employees to built and unhold the power of the political authorities. The current government bureaucracy should make changes in human resources management or repositioning, to fit the demands of reform that wanted an egalitarian, democratic, slender, competences oriented and pay attention to market bureaucratic institution arrangement, through assessment centers application in employees placement.<\/strong><\/li>\n
5. Publisher [Nama Lembaga Kontributor]: –<\/strong><\/li>\n