Akuntabilitas Rekrutmen Pegawai Honor Pada Dinas Kesehatan Pemerintah Kota Medan

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Accountability for Recruitment of Honor Employees at the Medan City Government Health Office

Introduction

The Medan City Government Health Office, like many other agencies, relies on honorary staff to support its operations. However, the recruitment process that should be transparent and accountable is often overshadowed by a number of problems, ranging from alleged nepotism to recruitment that is not as needed. This raises the question: to what extent is the accountability of honorary employee recruitment in the Medan City Government Health Office?

The Importance of Accountability in Recruitment

Accountability is a crucial aspect of the recruitment process, as it ensures that the selection of honorary staff is fair, transparent, and in accordance with the needs of the organization. A transparent and accountable recruitment process not only builds public trust but also ensures that the selected candidates have the necessary skills and competencies to perform their duties effectively.

The Recruitment Process of Honorary Staff at the Medan City Government Health Office

The recruitment process of honorary staff at the Medan City Government Health Office involves several stages, including:

  • Identification of Needs: The extent to which the needs of honorary staff are identified accurately and objectively to avoid recruitment that is not in accordance with the needs and waste of budget.
  • Determination of Work Requirements: Are the work requirements set relevant to the duties and responsibilities that will be carried out by honorary staff? Does the process of determining these requirements involve relevant stakeholders, such as representatives of honorary staff themselves?
  • Determination of Candidate Sources: How is the process of collecting candidates? Is this process open to the public and provides the same opportunity for all candidates?
  • Selection of candidates: Is the selection process carried out transparently and fairly? Is the selection method used to measure the competencies and abilities of candidates objectively?
  • Notification Results: How do Medan City Government Health Office provide information on the results of the selection to the candidates? Is this process carried out professionally and on time?
  • Appointment of candidates who passed the selection: Is the process of appointment of candidates that pass the selection is carried out with a clear and accountable mechanism?

Methodology

This study uses a descriptive method with a qualitative approach, revealing the details of the recruitment process through interviews with employees in the Secretariat, including the Head of the General Subdivision and the Head of the Finance and Equipment Subdivision.

Results

The results showed several weaknesses in the recruitment process, including:

  • Lack of standard standards: The recruitment process is carried out in private and does not have clear standard. This opens opportunities for discretion and deviations in the selection process.
  • Limitations of authority: Although there is an attempt to delegate the task of recruitment to the official concerned, it should be remembered that the limitation of authority and discretion remains important. It aims to ensure that the policies applied are in line with the rules and reduce the potential for abuse of power.
  • The lack of transparency: Lack of transparency in the recruitment process has the potential to trigger suspicion and distrust of candidates. The application of transparent and open recruitment systems can increase accountability and increase public confidence in the selection process.

Recommendations to Increase Recruitment Accountability

In order for the recruitment process of honorary staff in the Medan City Government Health Office to be more accountable and professional, some recommendations can be applied, namely:

  • Development of Standard Standards: Making a clear and measurable standard for the recruitment process, including applicant requirements, selection methods, and assessment. This standard standard must be disseminated openly and published on the official website of the Medan City Government Health Office.
  • Application of open recruitment systems: Implement an open recruitment system by involving stakeholders, such as representatives of honorary staff and the community. This can be done through recruitment announcements in the mass media and the official website of the Health Office.
  • Increasing transparency: Increasing transparency in the recruitment process, ranging from vacancies announcements, selection process, to announcements of results. Information related to the recruitment process must be published openly and easily accessible to the public.
  • Monitoring and Evaluation: Performing periodic monitoring and evaluation of the recruitment process. This aims to ensure that the recruitment process runs in accordance with standard standards and anticipate the possibility of deviations.

Conclusion

Through the application of this recommendation, it is expected that the recruitment process of honorary staff at the Medan City Government Health Office can be more transparent, accountable, and professional. The clean and transparent recruitment process will guarantee that the recruited honorary staff have competence and capabilities that are in accordance with the needs and can support the implementation of the tasks of the Medan City Government Health Office effectively and efficiently.

Future Research Directions

Future research can focus on the implementation of the recommendations proposed in this study, as well as the evaluation of the effectiveness of the recruitment process in the Medan City Government Health Office. Additionally, research can be conducted to identify the factors that contribute to the lack of accountability in the recruitment process and to develop strategies to address these issues.

Limitations of the Study

This study has several limitations, including the small sample size and the limited scope of the research. Future research can build on this study by increasing the sample size and scope of the research to provide a more comprehensive understanding of the recruitment process in the Medan City Government Health Office.

Implications of the Study

The findings of this study have several implications for the Medan City Government Health Office, including the need to develop standard standards for the recruitment process, to apply open recruitment systems, and to increase transparency in the recruitment process. Additionally, the study highlights the importance of monitoring and evaluating the recruitment process to ensure that it is carried out in accordance with standard standards and to anticipate the possibility of deviations.
Q&A: Accountability for Recruitment of Honor Employees at the Medan City Government Health Office

Q: What is the importance of accountability in the recruitment process?

A: Accountability is a crucial aspect of the recruitment process, as it ensures that the selection of honorary staff is fair, transparent, and in accordance with the needs of the organization. A transparent and accountable recruitment process not only builds public trust but also ensures that the selected candidates have the necessary skills and competencies to perform their duties effectively.

Q: What are the stages of the recruitment process of honorary staff at the Medan City Government Health Office?

A: The recruitment process of honorary staff at the Medan City Government Health Office involves several stages, including:

  • Identification of Needs: The extent to which the needs of honorary staff are identified accurately and objectively to avoid recruitment that is not in accordance with the needs and waste of budget.
  • Determination of Work Requirements: Are the work requirements set relevant to the duties and responsibilities that will be carried out by honorary staff? Does the process of determining these requirements involve relevant stakeholders, such as representatives of honorary staff themselves?
  • Determination of Candidate Sources: How is the process of collecting candidates? Is this process open to the public and provides the same opportunity for all candidates?
  • Selection of candidates: Is the selection process carried out transparently and fairly? Is the selection method used to measure the competencies and abilities of candidates objectively?
  • Notification Results: How do Medan City Government Health Office provide information on the results of the selection to the candidates? Is this process carried out professionally and on time?
  • Appointment of candidates who passed the selection: Is the process of appointment of candidates that pass the selection is carried out with a clear and accountable mechanism?

Q: What are the weaknesses in the recruitment process of honorary staff at the Medan City Government Health Office?

A: The results showed several weaknesses in the recruitment process, including:

  • Lack of standard standards: The recruitment process is carried out in private and does not have clear standard. This opens opportunities for discretion and deviations in the selection process.
  • Limitations of authority: Although there is an attempt to delegate the task of recruitment to the official concerned, it should be remembered that the limitation of authority and discretion remains important. It aims to ensure that the policies applied are in line with the rules and reduce the potential for abuse of power.
  • The lack of transparency: Lack of transparency in the recruitment process has the potential to trigger suspicion and distrust of candidates. The application of transparent and open recruitment systems can increase accountability and increase public confidence in the selection process.

Q: What are the recommendations to increase recruitment accountability?

A: In order for the recruitment process of honorary staff in the Medan City Government Health Office to be more accountable and professional, some recommendations can be applied, namely:

  • Development of Standard Standards: Making a clear and measurable standard for the recruitment process, including applicant requirements, selection methods, and assessment. This standard standard must be disseminated openly and published on the official website of the Medan City Government Health Office.
  • Application of open recruitment systems: Implement an open recruitment system by involving stakeholders, such as representatives of honorary staff and the community. This can be done through recruitment announcements in the mass media and the official website of the Health Office.
  • Increasing transparency: Increasing transparency in the recruitment process, ranging from vacancies announcements, selection process, to announcements of results. Information related to the recruitment process must be published openly and easily accessible to the public.
  • Monitoring and Evaluation: Performing periodic monitoring and evaluation of the recruitment process. This aims to ensure that the recruitment process runs in accordance with standard standards and anticipate the possibility of deviations.

Q: What are the implications of the study?

A: The findings of this study have several implications for the Medan City Government Health Office, including the need to develop standard standards for the recruitment process, to apply open recruitment systems, and to increase transparency in the recruitment process. Additionally, the study highlights the importance of monitoring and evaluating the recruitment process to ensure that it is carried out in accordance with standard standards and to anticipate the possibility of deviations.

Q: What are the future research directions?

A: Future research can focus on the implementation of the recommendations proposed in this study, as well as the evaluation of the effectiveness of the recruitment process in the Medan City Government Health Office. Additionally, research can be conducted to identify the factors that contribute to the lack of accountability in the recruitment process and to develop strategies to address these issues.

Q: What are the limitations of the study?

A: This study has several limitations, including the small sample size and the limited scope of the research. Future research can build on this study by increasing the sample size and scope of the research to provide a more comprehensive understanding of the recruitment process in the Medan City Government Health Office.