Arrangement of Human Resource in Public Sector

The research is encouraged by the fact that there is a gap between the existing civil servants and the demand of their job competency. The fact indicates that the wrong placement of civil servants in job impacts on the performance dan the less optimal achievement of organizational goal. The research aims to qualitatively describe the arrangement of human resource in public sector, particularly the local government. The research concludes that the mismatch between competency of civil servant and job in local government happens because the principles of human resource arrangement are not fully conducted yet, and standards of job competence are not used yet as the requirements of minimum managerial competency for civil servant in conducting tasks of job. Law No. 5/2014 regarding State Civil Apparatus regulates that the carier development of civil servant is based on qualification, competency, performance appraisal, and need of the local government. The competency moreover comprises the technical, managerial, and social-cultural competencies, integrity and morality. The local government therefore improves the performance and profesionalism of human resource (civil servant) by guaranteeing the objectivity and quality of civil servant appointment in job, and facilitating the decision makers in rightly placing and evaluating civil servant on the certain job in the organization of the local government by human resource arrangement.