Indonesia : Indonesia's Civil Service Talent Revitalization Project (formerly Talent Management and Human Capital Development for Civil Service)
The proposed investment project will address key constraints in planning and managing HCD: (i) leveraging digital technology to address challenges in fragmented, outdated, aggregated and unreliable data on labor and skills demand and supply; (ii) capacity constraints associated with competencies of civil servants in a fast changing world of work that increasingly requires tech-savvy and inclusive workforce; and (iii) institutional constraints for effectively developing talent and expanding options to test smart and innovative solutions with private sector partnerships. The government sees this project as a key initiative to build state capacity in driving inclusive reforms by leveraging technology to improve government effectiveness and make progress towards achieving its long-term development vision. The outputs are: (i) improved talent management system in the civil service; (ii) enhanced capacity of the civil service; and (iii) improved institutional capacity for talent management.
Project Details
-
Project Officer
Chong, Fook Yen
Sectors Group
Request for information -
Country/Economy
Indonesia -
Sector
- Education
| Project Name | Indonesia's Civil Service Talent Revitalization Project (formerly Talent Management and Human Capital Development for Civil Service) | ||||
| Project Number | 53375-001 | ||||
| Country / Economy | Indonesia |
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| Project Status | Proposed | ||||
| Project Type / Modality of Assistance | Loan |
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| Source of Funding / Amount |
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| Operational Priorities | OP1: Addressing remaining poverty and reducing inequalities |
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| Sector / Subsector | Education / Education sector development - Tertiary |
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| Gender | Effective gender mainstreaming | ||||
| Description | The proposed investment project will address key constraints in planning and managing HCD: (i) leveraging digital technology to address challenges in fragmented, outdated, aggregated and unreliable data on labor and skills demand and supply; (ii) capacity constraints associated with competencies of civil servants in a fast changing world of work that increasingly requires tech-savvy and inclusive workforce; and (iii) institutional constraints for effectively developing talent and expanding options to test smart and innovative solutions with private sector partnerships. The government sees this project as a key initiative to build state capacity in driving inclusive reforms by leveraging technology to improve government effectiveness and make progress towards achieving its long-term development vision. The outputs are: (i) improved talent management system in the civil service; (ii) enhanced capacity of the civil service; and (iii) improved institutional capacity for talent management. | ||||
| Project Rationale and Linkage to Country/Regional Strategy | The Medium-Term Development Plan (RPJMN) 2020-2024 focuses on human capital development (HCD) for transitioning to an upper-middle income country. Given the changing demand for labor in the age of fourth industrial revolution and the types of skills required at work, Indonesia needs to focus on HCD to boost competitiveness and productivity. The government highlights that a high-performing and professional civil service that effectively implements policies and regulations is necessary for supporting progress towards development objectives. Improving the professionalism of the civil service is a goal over the government's next five years administration through investing in skills and capacities, as well as adopting more innovative strategies to boost performance and deliver quality services. The RPJMN 2020-2024 will be complemented by comprehensive human capital development programs (HCDPs) that include skills development strategies to build talent across public and priority private sectors. In order to deliver on the HCDPs, Indonesia needs to enhance state capacity and improve associated business processes. In the World Bank's government effectiveness index which includes dimensions such as quality of public services and quality of policy formation and implementation, Indonesia ranked 84 out of 193 countries, behind regional peers such as Malaysia and Thailand. Areas where Indonesia lags behind are public sector's capabilities, human resource management, and use of digital services. Mirroring this, on the global talent competitiveness index, Indonesia ranks 67 out of 125 countries. There are several reasons behind Indonesia's low performance on indicators of civil service and talent management: (i) limited data on skills demand and supply; (ii) underdeveloped human resource management system; (iii) limited use of digital technology for managing talent; (iv) inadequate education and training required for a modern civil service; (v) limited opportunities for skills upgrading and career progression opportunities for women; (vi) outdated institutional arrangements; and (vii) limited ability within the government to test innovative, smart, and tech-enabled solutions. |
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| Impact | Human capital for achieving national development priorities strengthened (Medium-Term Development Plan, 2020-2024) |
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| Outcome | Human capital in the public sector in Indonesia strengthened |
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| Outputs | Talent management information systems in the civil service improved Capacity of the civil service to deliver HCD plans and programs enhanced Institutional capacity for talent management improved |
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| Geographical Location | Nation-wide | ||||
| Safeguard Categories | |
|---|---|
| Environment | C |
| Involuntary Resettlement | C |
| Indigenous Peoples | C |
| Summary of Environmental and Social Aspects | |
|---|---|
| Environmental Aspects | |
| Involuntary Resettlement | |
| Indigenous Peoples | |
| Stakeholder Communication, Participation, and Consultation | |
| During Project Design | |
| During Project Implementation | |
| Responsible ADB Officer | Chong, Fook Yen |
| Responsible ADB Department | Sectors Group |
| Responsible ADB Division | Human and Social Development Sector Office (SG-HSD) |
| Executing Agencies |
National Development Planning Agency (BAPPENAS) |
| Timetable | |
|---|---|
| Concept Clearance | 21 Feb 2020 |
| Fact Finding | 09 Oct 2019 to 09 Oct 2019 |
| MRM | 21 Nov 2019 |
| Approval | - |
| Last Review Mission | - |
| Last PDS Update | 04 Oct 2021 |
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| Title | Document Type | Document Date |
|---|---|---|
| Talent Management and Human Capital Development for Civil Service: Initial Poverty and Social Analysis | Initial Poverty and Social Analysis | Feb 2020 |
Safeguard Documents See also: Safeguards
Safeguard documents provided at the time of project/facility approval may also be found in the list of linked documents provided with the Report and Recommendation of the President.
None currently available.
Evaluation Documents See also: Independent Evaluation
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Related Publications
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