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Abstrak :
Penelitian ini bertujuan untuk menganalisis penerapan program affirmative action masyarakat perbatasan pada rekrutmen dan seleksi calon Bintara Polri di Polda Kalimantan Barat dan faktor-faktor apa saja yang mempengaruhi proses pelaksanaan affirmative action pada rekrutmen dan seleksi tersebut. Pendekatan penelitian dalam penyusunan tesis ini adalah post positivism dengan menggunakan metode deskriptif. Teori yang dirujuk untuk menganalisis proses rekrutmen dan seleksi pada tesis ini yaitu teori Phases of Talent Acquisition Management yang dikemukakan oleh Daly (2010) bahwa dalam implementasinya rekrutmen dan seleksi terdapat tiga tahapan yaitu review posisi, screening of candidates dan selection interviews. Sedangkan faktor yang mempengaruhi digunakan teori High Quality Recruitment yang dikemukakan Berman dkk (2016) bahwa terdapat faktor-faktor kunci untuk keberhasilan proses rekrutmen dan seleksi sehingga memiliki tingkat kualitas yang tinggi dengan memperhatikan perspektif pemberi kerja dan perspektif pelamar. Hasil penelitian menunjukkan bahwa kebijakan affirmative action sudah diterapkan pada pelaksanaan rekrutmen dan seleksi calon Bintara Polri di Polda Kalimantan Barat namun masih sebatas dititikberatkan pada perlunya diakomodir penduduk asli wilayah perbatasan. Belum dapat menyasar seluruh wilayah yang ditetapkan, selain itu belum terlihat spesifikasi jabatan, kuota yang dibutuhkan dan metode rekrutmen untuk menjaring calon yang berkualitas. Faktor-faktor yang mempengaruhi penerapan affirmative action bagi calon peserta wilayah perbatasan pada rekrutmen dan seleksi ini, sebelum pelaksanaan seleksi dilingkungan internal Polri dan Polda Kalimantan Barat menunjukkan kondisi yang mengakomodir keberagaman yang didukung kebijakan terkait, kemauan organisasi pun terlihat untuk merekrut dalam konteks keberagaman dan target yang disasar pun sudah spesifik menyasar ke wilayah perbatasan meskipun belum merata. ......This research aims to analyze the implementation of affirmative action program in border community on recruitment and selection of the Non-Commissioned Officer Candidate for Indonesian National Police in Regional Police of West Kalimantan and factors affecting the process of implementing affirmative action in recruitment and selection. Approach of the research in writing this thesis was post-positivism using the descriptive methodology. Theory referred to analyze recruitment and selection processes in this thesis was a theory of the Phases of Talent Acquisition Management as stated by Daly (2010) in which implementation of recruitment and selection had three stages, namely position review, screening of candidates and selection interview. Meanwhile, for the affecting factors, it used theory of High Quality Recruitment as stated by Berman et al. (2016) in which there are key factors for the success of recruitment and selection processes, thus having high quality by considering perspective of employer and applicant. The research shows the result that affirmative action has been implemented in the implementation of recruitment and selection of Non-Commissioned Officer Candidate for Indonesian National Police in Regional Police of West Kalimantan, but it was still limited on accommodation of indigenous people in border region. It did not yet target the whole region as stipulated, while specifications of position, quota required, and recruitment method for recruiting the quality candidates were not yet shown. In factors affecting the implementation of affirmative action for the candidate from border region in recruitment and selection, before implementation of selection in Indonesian National Police and Regional Police of West Kalimantan, it shows condition accommodating diversity as supported by the related policy, while willingness of the organization is shown in recruitment, in the context that diversity and target focus on the border region, despite not being equal.

Abstrak :
Berbagai permasalahan dalam proses rekrutmen dan seleksi bintara Polri masih terjadi. Pada tahun 2017, dari 33 Polda yang menyelenggarakan proses rekrutmen dan seleksi Polri, terdapat 8 Polda dan 1 Satker Mabes Polri yang masih ditemukan adanya penyimpangan. Namun demikian, Polda Metro Jaya justru mendapatkan penghargaan dari Kapolri atas prestasinya dalam menyelenggarakan proses rekrutmen dan seleksi Polri tahun 2017. Tujuan dari penelitian ini untuk menganalisis implementasi merit system dalam proses rekrutmen dan seleksi bintara Polri yang diselenggarakan oleh Polda Metro Jaya tahun 2018 serta faktor-faktor yang mempengaruhinya, sehingga diharapkan Polda Metro Jaya dapat menjadi role model bagi Polda-polda lainnya. Penelitian ini menggunakan pendekatan post-positivism. Pengumpulan data dilakukan dengan studi dokumen dan wawancara mendalam yang selanjutnya dilakukan analisis data. Hasil penelitian menunjukkan bahwa belum terdapat Peraturan Kapolri yang mengatur secara tegas tentang penerapan merit system dalam proses rekrutmen dan seleksi Polri. Peraturan yang ada menggariskan bahwa prinsip yang digunakan dalam proses rekrutmen dan seleksi Polri adalah bersih, transparan, akuntabel dan humanis (BETAH) yang selaras dengan prinsip merit. Terdapat celah-celah yang berpotensi kecurangan dalam mekanisme tiap metode seleksi hingga penentuan kelulusan akhir sehingga berpotensi merit system tidak terimplementasi dengan baik. Namun demikian, Polda Metro Jaya dapat menyelenggarakan proses rekrutmen dan seleksi bintara Polri tahun 2018 berdasarkan merit system. Faktor utama yang menentukan keberhasilan Polda Metro Jaya adalah faktor Kapolda selaku Ketua Panitia Daerah yang memiliki komitmen tinggi untuk mewujudkan proses rekrutmen dan seleksi bintara Polri dengan berbasis merit system. ...... Various problems in the recruitment and selection process of non-commissioned officer still occur. In 2017, of the 33 Regional Police Offices (Polda) that held national police recruitment and selection process, there were 8 Regional Police Offices and 1 National Police Headquarters Work Unit where  irregularities were still found. Nevertheless, Polda  Metro Jaya instead received an award from The Chief of Indonesian Police for its achievements in holding the 2017 national police recruitment and selection process. The purpose of this study is to analyze the implementation of merit systems in the recruitment and selection process of Non-commissioned  Police Officer held by Polda Metro Jaya in 2018 as well as the factors that influenced them, with the expectation that Polda Metro Jaya could become a role model  for other Regional Police Offices. The study uses an approach post-positivist. Data collections are done by document studis and in-depth interviews which the data analysis then were carried out. The results showed that there was no Kapolri Regulation that explicitly regulated the implementation of merit systems in the process of recruitment and selection of National Police. The existing regulations outline that the principles used in the National Police recruitment and selection process are clean, transparent, accountable and humane (BETAH) that are in line with the principle of merit. There are potential loopholes in the mechanism of each selection method which determine the final graduation  with the result that the potential merit system is not implemented properly. Nevertheless, Metro Jaya Regional Police could still hold the 2018 National Police commission recruitment and selection process based on the merit system. The main factor that determines the success of Polda Metro Jaya is Chief of Regional Police as the Chairperson of the Regional Committee who has a high commitment to administer Non-commissioned  Police Officer recruitment and selection process with a merit-based system.