105 CPNS yang Lolos Seleksi Mengundurkan Diri, Karena Masalah Gaji?

Summary

The discussion explores the phenomenon of candidates who pass Indonesia's Civil Servant (PNS) selection process but choose to resign afterward. Experts emphasize that while the number is still small, it signals potential issues with the recruitment system. Reasons for resignation include dissatisfaction with salaries, job placement, or personal preferences. Proposed solutions include promoting alternative career paths like entrepreneurship, enhancing recruitment processes, and implementing penalties for those who resign. The debate highlights the evolving perception of PNS jobs and the need for reforms to ensure that the civil service attracts dedicated, qualified individuals.

Takeaways

• 😀 The resignation of new civil servants (CPNS) after passing their exams is a growing concern, with approximately 100 out of 1,200 recruits quitting their positions.
• 😀 Despite being aware of the salary beforehand, recruits are resigning for reasons beyond just financial dissatisfaction, suggesting deeper issues with the job's appeal and conditions.
• 😀 One possible reason for the resignations is the perception that civil service jobs are less attractive to younger generations, who may prefer more dynamic or entrepreneurial careers.
• 😀 The government should emphasize alternatives to becoming a PNS, encouraging individuals to explore opportunities in entrepreneurship, digital careers, or other non-government jobs.
• 😀 The relatively small number of resignations (100 out of 1,200) is seen as a warning sign for the government, signaling the need for potential reforms in the recruitment and placement process.
• 😀 Both speakers agree that those applying for civil servant positions should be fully aware of the nature of the job, including its salary and placement conditions, before making their decision.
• 😀 The government must hold those who resign accountable for their decision, possibly through penalties or restrictions on reapplying for PNS positions in the future.
• 😀 There is a growing generational divide in attitudes toward civil service, with younger generations less inclined to view PNS as a desirable or stable career path compared to previous generations.
• 😀 Although increasing the salary of PNS might help, the overall attractiveness of the civil service job also depends on factors such as career development opportunities, work-life balance, and job satisfaction.
• 😀 There is a need for better education and awareness campaigns that set realistic expectations about what it means to be a civil servant, emphasizing responsibility and commitment to public service.

Q & A

What is the main issue discussed in the transcript?

The main issue discussed is the resignation of civil servant candidates (CPNS) after passing the selection process, with a focus on potential causes and solutions.

Why are some CPNS candidates resigning after passing the selection process?

The reasons for resignation are unclear but may involve dissatisfaction with the salary, job placement in distant locations, and changing career expectations among younger generations.

How many CPNS candidates have resigned after passing the selection process?

Around 100 out of 1,200 CPNS candidates have resigned after being selected.

What does Trubus Rahadiansyah suggest regarding the CPNS recruitment process?

Trubus Rahadiansyah suggests that the government should improve the recruitment process and encourage people to explore alternative career options such as entrepreneurship, rather than viewing becoming a civil servant as the only stable career path.

How does Ahmad Doli Kurnia Tanjung view the resignations of CPNS candidates?

Ahmad Doli Kurnia Tanjung believes that those who apply and pass the CPNS selection should be held accountable for their decision. He stresses that candidates are fully aware of the salary and placement details before applying, so resigning after selection is not justified.

What potential solutions are offered to address the resignation issue?

Solutions include improving the recruitment system, encouraging the public to consider non-government careers like entrepreneurship, and possibly enforcing penalties, such as fines, for those who withdraw without valid reasons.

What is the significance of the low resignation rate in the context of the discussion?

While the resignation rate is currently low, it is seen as a warning signal. If the trend continues or increases, it could have a negative impact on the civil service, potentially affecting the recruitment of qualified candidates.

What is the view on the salary of civil servants in the discussion?

The salary issue is mentioned but is not seen as the primary reason for resignation. It is pointed out that candidates are aware of the salary details before applying, and low starting salaries are typical for most entry-level positions, not just in the public sector.

What role does generational difference play in this issue?

Generational differences are a factor, with younger generations possibly having different career expectations and not seeing civil service as the most attractive or fulfilling career path. The discussion highlights how career choices and values have evolved over time.

Is there a suggestion to increase civil servant salaries to prevent resignations?

While salary increases are mentioned, the focus is more on improving the recruitment process and offering alternative career paths. The discussion implies that increasing salaries alone may not fully address the underlying reasons for resignations.