IMPLEMENTASI SISTEM MERIT DALAM MANAJEMEN SUMBER DAYA MANUSIA DI KABUPATEN TELUK WONDAMA

The study was conducted to determine how the implementation of the merit system in human resources management in the Wondama Bay District with the drivers and inhibitors of communication, resources, disposition, organizational structure and cultural advance team. Personnel management practices that have been executed in the Wondama Bay District with subject matter that is Mutation, Rotation and Promotion (MRP) to bloom into a discourse and debate on the effectiveness of this affects performance in Wondama Bay District. In line with the above problems, this study was to determine whether Mutations, Rotation and Promotion (MRP) which had been running tailored to the application of merit system in human resource management. This study uses qualitative research methods. Collecting data used observational techniques, interviews, and documentation or written sources, with the informant of Vice Regent, Assistant for Administration, Agency heads, bodies and offices as well as officials of echelon III and IV in Wondama Bay District Government. In addition, the authors obtained informants from other traditional institutions as well as chairman of the Institute for Indigenous Peoples (LMA) as an interpretation of indigenous peoples. The work patterns that have been used in Wondama Bay District, is wearing a long pattern of bureaucratic performance, where the dependence on the leader is very dominant. Spoil practice system is very apparent in human resource management. The use of merit system in civil service practice in the Wondama Bay District as a mutation in position, rotation in office positions and promotions is still shackled by an indication of foul play and corruption. Spoil the system is more dominant than the merit system. Factors that is applied encourage and inhibit the implementation of merit system such as communication indicator, disposition, resources, organizational structure and culture advance team are failed to put forward. The implementor as policy implementers do not know very well about the merit system in human resource management. In addition, staffing agencies as the agency whose role is to regulate employee still does not exist precisely to the maximum and unable to formulate a human resource management model that is able to exist for improving the performance of public organizations in Wondama Bay District. It is recommended in structuring the civil service using merit system that had to be modified in accordance with the conditions of Wondama Bay District. Government Personnel Agency and Training needs to be reformed to become agency of Human Resources Development (HDR). It is necessary to restructuring the institutional in Wondama Bay District by examining the availability of personnel resources