AGENDA III LATSAR

Based on the merit system, decision-making in the management of ASN HR is carried out by considering:

• Loyalty to leaders and political parties

• Length of service and seniority of employees

• Qualifications, competencies, and performance of employees

• Kinship relations and organizational experience

If in an ASN agency, promotions are made based on personal closeness, then this violates the principle of ...

• Professionalism

• Objectivity

• Decentralization

• Cross-sector coordination

The fundamental difference between PNS management and PPPK lies in the aspect ...

• The right to participate in competency development

• The mechanism of initial appointment

• Opportunities to hold Functional Positions

• Minimum length of service as a selection requirement

One example of the implementation of the merit system in the recruitment process of ASN is ...

• Direct appointment by the head of the agency

• Closed selection based on internal recommendations

• Use of the CAT system for open selection

• Selection based on the applicant's domicile

If an ASN is promoted without considering their competencies, this can lead to negative impacts such as ...

• Increased efficiency of public services

• Building public trust

• Closing opportunities for high-performing ASN

• Growing innovation spirit in bureaucracy

What is the main impact of implementing the merit system in the career development of ASN?

• ASN are selected based on emotional closeness

• ASN are promoted based on age

• ASN have clarity and certainty in their careers

• ASN do not need to undergo training

What is the main purpose of increasing public satisfaction in the context of ASN management?

• So that ASN receives high incentives

• So that ASN gets job promotion

• To increase public satisfaction

• To reduce ASN workload

When a civil servant (PNS) changes positions without considering qualifications and competencies, which principle of ASN management is violated?

• Integrity

• Closed career system

• Merit system

• Horizontal career pattern

What is the main purpose of implementing the Computer Assisted Test (CAT) in ASN selection?

• To facilitate assessment intervention

• To ensure transparency and objectivity in selection

• To adjust results to the leader's wishes

• To speed up the implementation of ASN tasks

One of the consequences if the merit system is not applied in the appointment of ASN is …

• All ASN work according to their competencies

• Organizational performance will improve

• There is a mismatch between competencies and positions

• Transparency in ASN appointments increases