The Corruption Eradication Commission (KPK) is examining gaps in the human resources management of state civil servants, from recruitment, promotion, transfer, to career development.
In a statement confirmed in Jakarta on Wednesday, the Corruption Eradication Commission (KPK) Director of Gratification and Public Services, Arif Waluyo Widiarto, said the anti-graft agency was examining the matter to strengthen its prevention system.
According to Arif, prevention efforts will not be effective without understanding the vulnerable points of corruption which are considered to be rooted in the HR management cycle.
Meanwhile, he assessed that the gap for gratification was open in ASN HR management due to the uneven merit system in recruitment and promotion as well as ASN competency, as well as a suboptimal work culture that had an impact on low performance and thus the potential for corruption
Furthermore, KPK Gratification Vulnerability Mapping Consultant Sari Wardhani revealed eight ASN management focuses that have the potential to give rise to gratification and bribery practices.
The eight points, he said, include the recruitment process, transfers and promotions, performance appraisals, education and training, data management, employee planning, career development, and disciplinary handling.
"Integrity cannot rely solely on individuals; it requires active leadership, a transparent system, and protected human resources. These three pillars must work in unison," said Sari.
