STATE CIVIL SERVICE PLACEMENT SYSTEM (ASN) THROUGH ANALYSIS BASED SELECTION (BERLIAN) IN THE GOVERNMENT OF GORONTALO DISTRICT

The objectives of this study are: 1) knowing and analyzing the process of placing state civil servants through an analysis-based selection of positions within the Gorontalo District government; 2) knowing and analyzing the determining factors in the process of placing state civil servants through an analysis-based selection of positions within the government. Gorontalo District. This research is a research with a qualitative descriptive approach, namely examining, analyzing and decrypting data. Results of the study: 1) the system of placing state civil servants through a selection based on job analysis in the Gorontalo District government is seen from the placement in one SKPD has been implemented properly, however, there are still some ASN who still have limitations in terms of expertise and skills in positions that are held. just occupied. Judging from the placement between SKPD has been carried out in accordance with the process, however, there are several ASN that have not met the requirements to be transferred. Furthermore, from the point of view that moving in and out of the region has been running according to the provisions, but it does require a fairly long process and takes quite a long time; 2) the determining factors in the placement of ASN are: Education, Work Experience, Work Knowledge, Work Skills.


INTRODUCTION
As it is known that the national purpose, as set out in paragraph 4 of the Constitution of the Republic of Indonesia of 1945 (UNDP 1945), is to protect all Indonesians and the entire bloodshed of Indonesia, to promote public welfare, to save the lives of the nation, And follow the principles of the world based on freedom, immortal peace, and social justice. In order to achieve this national goal, a professional National Civil Machine (NSA) is needed, free of political intervention, free of corruption, colony, and nepotism practices, capable of providing public service to society and capable of playing a role as a union and a nation union based on Pancasila and the 1945 United Nations.
ASN officials are assigned tasks to perform public service tasks, government tasks, and specific development tasks. Public service tasks are performed by providing services on goods, services and/or administrative services provided by the ASN Officer. As for government tasks performed in the order of maintaining the general government functions which include the abuse of flexibility, responsibility, and negligence. Whereas, in order to carry out certain development tasks, it is carried out through national development and through economic and social development which is directed to improve the welfare and prosperity of society as a whole. To be able to perform public service tasks, government tasks, and certain development tasks. ASN officials must have a profession and an ASN Management based on the merit system or a comparison between the qualifications, competences, and performance required by the department with the qualifications, competences, and performance held by ASN, promotion, placement, and promotion in an open and competitive office, sejalan dengan tata kelola pemerintahan yang baik. Along with the ongoing bureaucratic reform of the central and district government, there is a need to make fundamental updates and changes to the government maintenance system, especially in terms of flexibility, human resources appliances and accessibility. The aim of bureaucracy reform is to build a country's apparatus so that it can develop missions, tasks, and functions and their respective roles in a clean, effective and efficient manner, in order to enhance better public service. In relation to the addition of flexibility, responsibility, and training and education planning, the design of work targets, the setting of standard competences, the setting of office classes and supervision, then each body is required to conduct office analysis.
Analysis of the department is a thorough and systematic complaint against a job/office, in order to benefit from that complaint, [3]. Department analysis is a procedure through facts relating to each department that is systematically obtained and recorded, often referred to as a department study, which affects the tasks, processes, responsibilities and the need for accountability investigated, [2]. The process of execution of the department's analysis is carried out at the following stages: a) preparation, i.e.: Planning of the department's analysis process, Team formation, Notification to the target organisation unit, Provision of the department's analysis form and filling instructions; b). department Data Collection, which is: Question List Filling, Interview, Observation, Reference; c) department Data Referral, which is: Office management, Office specification, and Office map management d) office Verification, the results of the refusal of data of the Office are verified by re-checking to find out that there is nothing to be repaired for office information: namely: 1) office Identity by name of office, office code, post office, and ikhtisar office; 2) the name of the department is a term for giving the description and description of the contents of the department, which is a group of tasks which add or unite in a unit of office, task, and function which should best use the same name; 3) department code is a code representing an office, which is designed to facilitate the inventory of the office; 4) job description or summary of a task is a summary of a task performed, which is composed in a sentence that reflects the points of the job; 5) the qualification of the department is a condition that an official must fulfil in order to be able to perform his duties properly; 6) the task force is a display of all the tasks of the department which are an effort of my branch office in processing the work material into work using work equipment under certain conditions; 7) the work is a product that my office developers must reach; 8) work Materials are inputs that are processed by acting (tasks) into work results; 9) work equipment is a toy or pedoman used to convert work materials into work; 10) responsibility is the details of everything that is accountable to the stakeholders, and their; 11)authority is the right and power of the stakeholders to take a stand or determine the decision-making stance; 12) the conditions of Employment are another minimum requirement for officials to take up a position in order to perform their duties well.
Job Analysis is the process of collecting, recording, processing and compiling job data into job information. Position Map is the composition of the names and levels of high leadership positions, administrative positions and functional positions that are reflected in the organizational unit structure from the lowest level to the highest level. Meanwhile, Workload Analysis is a management technique that is carried out systematically to obtain information on the level of effectiveness and efficiency of an organization's work based on work volume.
The results of the workload analysis can also be used as a benchmark for increasing work productivity and other steps in order to improve the development, improvement and empowerment of the state apparatus both in terms of institution, management and personnel. This can be achieved through the implementation of workload analysis in each organizational unit within the Gorontalo District Government. Employee placement can improve individual and organizational performance if it is appropriate to their expertise and work experience. The purpose of this employee placement is to place people in the right position in accordance with their skills and abilities, so that they become productive. The right placement is a way not only to optimize abilities and skills in order to achieve predetermined performance targets, but also as part of the employee career development process in the future.
Fixing a person to the right job. The posting of officials is a decisive process in obtaining competent officials in an organisation, [11]. If the posting of the staff is done correctly, then the staff will help the organisation achieve the desired goal [8]. The posting of officials in the post of office begins after the organisation carries out the attraction and selection activities, i.e. when a candidate of staff is declared to be accepted and ready to be placed in the post or unit of work suited to his qualifications.
The posting of officials may be the first assignment for newly recruited officials, but may also be through promotion, transfer and dismissal, [8]. The appointments of the staff shall be in accordance with their competences, and this shall be the attention of the head of the agency. The alignment here is the alignment of knowledge, qualification skills and terms of office.
The alignment factor in the posting of officials is an important thing, because it affects the achievement of the goals of the organization. If the officer clearly finds out his position in the organization, then he will work optimally. An explanation from the department is very important for the staff to be able to know their role in achieving the organization's goals, when the staff clearly understand the work of the tree and its function in the department. In terms of posting, the organization needs to pay attention to the quality of the staff, the qualifications of the staff and the terms of office. It's useful to facilitate leadership in measuring and evaluating staff performance. The deployment of staff through the analysis of the department is aimed at getting the right staff in terms of quality and quantity.
Basically, in Gorontalo District there are still State Civil Servants whose assignments have not been able to adapt to the work environment, main tasks and new functions. In fact, this condition should not have happened if the local government was able to carry out a good ASN placement process, with clear job specifications and positions. This is because the ASN placement system is not in accordance with the job analysis. Based on the background description described above, the title of this study is: State Civil Servant Placement System (ASN) through Job Analysis Based Selection (BERLIAN) in the Government of Gorontalo District.

RESEARCH METHODS
This research is a research with a qualitative descriptive approach, namely examining, analyzing and decrypting data. Qualitative descriptive research method is a method used by researchers to find knowledge or theory of research at a certain time, [5].
The focus of this research is: 1) a system for the placement of state civil servants through a system based on job analysis within the Gorontalo District government; 2) the factors that determine the placement of state civil servants through an analysis-based selection of positions within the Gorontalo District government. The placement referred to in this research is the placement for all ASN within the Gorontalo District Government. Sources of data in this study are primary and secondary data sources. Primary data is a source of research data obtained directly from the original source (not through intermediary media) [6].
Secondary data is secondary data which is primary data that has been further processed and presented either by primary data collectors or by other parties, for example in the form of tables or diagrams [4].
As it is known that the most important phase of research is data collection which is a process of data processing for research needs, it is impossible that researchers can produce a finding, without obtaining data. Data collection techniques are techniques or ways that researchers can use to collect data [7]. Teknik pengumpulan data dalam penelitian ilmiah adalah prosedur sistematis untuk memperoleh data yang diperlukan [1].
To get the desired data according to the research problem, then the data collection. The author uses the data collection method as follows: Observation, interview, and documentation.
Qualitative descriptive data analysis is to analyze by giving a predicate on the variable studied in accordance with the actual condition, [9]. There are three activities in qualitative data analysis: data reduction, data model, and conclusions. Data authenticity tests in qualitative research include credibility tests (internal validity), transferability (external validity), reliability, and confimability [10]. But more importantly, the data credibility test is to do: prolong surveillance, increase confidence, triangulate, use other reference materials, and member check.

DISCUSSION The Process Of Placing State Civil Servants Through A Selection Based On An Analysis Of Positions Within.
In This Study, Asn Placements Were Divided Into 3 (Three) Categories, Namely: 1) in One Skpd; 2) between SKPD; and 3) from outside the area.

Placement Process in One SKPD
Placement in one SKPD with initial consideration in order to fill vacancies. In this case, placement in one SKPD means that utilizing existing human resources, placement in SKPD can also be promotional by referring to Job Analysis and Workload Analysis.
Placement or transfer in one SKPD with initial consideration in order to fill vacancies in Position. In this case ASN in one SKPD means that placement in one SKPD utilizes existing human resources, with reference to Job Analysis and Workload Analysis.
Based on the results of research and observations of researchers, it can be concluded that the process of placing ASN in one SKPD within the Gorontalo District government is in accordance with applicable regulations. Placements have been based on Job Analysis, Workload Analysis and have considered ASN's Education, Work Experience, Work Knowledge and Work Skills. And as an additional consideration is the use of existing human resources. However, there are still some ASNs who have not been able to adjust to their new positions, this is due to the lack of skills and expertise of ASNs in newly occupied positions.
The stages of placing ASN in SKPD are: 4. If the mutation proposal documents are complete, the mutation decision letter can be processed and then it will be initiated by the Head of Transfer and Promotion and the Head of BKD to be signed by the Regional Secretary. 5. The executor at the Mutation Subbid submits the Mutation Decree to the relevant PNS. The stages of placement or transfer in SKPD and between SKPD have the same stages according to the mechanism, but for placements between SKPDs are Promotion and Punishment.

Placement Process From Outside the SKPD Area
ASN moving in from outside the region is divided into 2 categories (own requests and requests from local governments). For placements to move in from outside the region at their own request, the ASN is placed at the BK-Diklat as executors while waiting for the appropriate position vacancies. To move in from outside the region at the request of the local government, the placement process still refers to the Job Analysis and Workload Analysis.
Based on the results of research and observations of researchers, it can be concluded that the process of placing ASN moving from outside the region within the Gorontalo District government is in accordance with applicable regulations. For those who move at their own request, they are temporarily placed in BK-Diklat, while those who move in from outside the area at the request of the local government are placed based on Job Analysis, Workload Analysis and have considered Education, Work Experience, Work Knowledge and Work Skills owned by ASN . However, in general, moving in and out of the region must wait for a fairly long and time-consuming process due to waiting for the disposition or approval from the Provincial Government to BKN to issue the SK ASN concerned.
As for the placement of ASN from outside the region, namely: 1) The application file for incoming transfer or an offer letter from the Gorontalo Province BKD is received by the Gorontalo Regent, which is subsequently disposed to the Head of BK-Diklat. Based on the results of the evaluation of ASN placement in one SKPD, there are still deficiencies in work skills, work experience and work knowledge. This is based on the consideration that job skills can be improved through technical training and guidance when the ASN has occupied a position. then it can be said that all ASN who moved in one SKPD in transfer throughout 2019 still did not meet the requirements of Education, Work Experience, Work Knowledge, and Work Skills according to the job analysis.

Factors That Determine the Transfer Process Between SKPD
Elements of education, work experience, work knowledge, and work skills are a determining factor in the placement of asn moving between skpds in gorontalo district. if evaluated, it can be said that all asn who moved between skpds in mutations throughout 2019 still did not meet the requirements for education, work experience, work knowledge, and work skills according to the job analysis. This is because for inter-SKPD placements there are still several asns whose rank and qualification of education and work skills still do not meet the requirements. so that some asns tend to take advantage of their close relationship with external parties personally to their leaders as officers of the personnel guidance for placement between skpds which are promotional in nature.

Factors that Determine the Process of Moving from Outside the Region
Elements of education, work experience, work knowledge, and work skills are a determining factor in the placement of asn moving from outside the region in gororntalo regency.
As previously explained, specifically for relocation from outside the region, it is divided into two categories, namely: moving at their own request, and moving at the request of the regional government. to move on their own request, they are generally placed as implementing staff at the bk-diklat or in a department that is in need while waiting for a vacant position. for those who move from outside the region because of the request of the regional government, it has been reviewed