Civil Servant (PNS) may be a job that was coveted in older times for it’s stability with a fixed monthly salary, allowances, and pension guarantees for old age. However, the conditions are certainly different from today.
Many young people, especially millennials and Gen Z, refuse to become civil servants and choose various other jobs. This, of course, has its reasons. Therefore, read this article to the end to find out why civil servants are no longer a dream, whether this trend will last, and what the bureaucracy should do in dealing with this phenomenon.
Civil Servants (PNS), Jobs No Longer Desired
The millennial generation no longer covets the phenomenon of working as a Civil Servant (PNS), and Gen Z is indeed based on facts on the ground. Citing various news sources, of the 112,514 participants who passed the CPNS (Civil Servant Candidate) selection in 2021, there were around 100 people who chose to resign.
This amount is certainly quite a lot, considering that in the past, working as a civil servant was often a dream, both for people who lived it and their parents. Civil servants are often coveted jobs by prospective in-laws, which is undoubtedly different from the current conditions that focus on business and social media.
Why Are Civil Servants No Longer A Dream?
Seeing that the phenomenon of Civil Servants (PNS) is no longer a dream job, the next question is why this job can be ruled out of priorities in this era. A concrete answer was even stated by several participants who passed the CPNS selection and decided to resign.
Of the various reasons, the most important reason they resign is that the salary they receive is not following the initial image. In addition, another reason that is also the cause of resignation is the location of the assignment which is too far away, resulting in a loss of motivation to become a civil servant.
So, how much is the salary of civil servants that many do not expect? The lowest salaries for civil servants for elementary-junior high school graduates are in the range of Rp. 1.5 to Rp. 2.3 million. Meanwhile, for graduates, the salary is at most Rp. 3.8 million. The highest salary for S-1 to S-3 graduates varies but is not more than Rp. 4.8 million.
Looking at these numbers, of course, the salaries of civil servants cannot be compared to private employees in the IT (Information Technology) field, whose wages can reach double digits per month. However, civil servants also have guarantees and other benefits that can be obtained in addition to the basic salary.
Will This Trend Last?
The next question is whether this trend will persist or change in the opposite direction. Unfortunately, considering the factors behind this phenomenon, interest in Civil Servants (PNS) will likely continue to decline. To find out why to consider the following factors.
Millennials and Gen Z tend to like a work culture that can provide flexibility and salary stability, especially since the Covid-19 pandemic has allowed them to work from anywhere (remotely). In addition, the flexibility of working time can also make workers more productive because they can choose the ideal working hours for them.
In addition to the flexibility and stability that must be presented in one complete package, millennials and Gen Z refuse to become civil servants because they are interested in working by utilizing sophisticated technological advances. Is it true that being a civil servant cannot implement the most advanced technology? Facts on the ground, there is still much work to be done manually.
A culture of communication that is brave, open, and friendly to criticism is also lacking in civil servants. Even if there is, the delivery must be done according to the organizational hierarchy. This is what makes millennials and Gen Z refuse to become civil servants, and this is because long processes tend to be less relatable in today’s fast-paced digital era.
What Should Bureaucracies Do?
To deal with this phenomenon, what can be done by the bureaucracy? After knowing what millennials and Gen Z want, of course, the answer becomes easier:
- Implementing a flexible work culture that still promises stability.
- Utilizing advanced technology in every work process.
- Build a better communication culture by getting used to openness between employees.
In addition, there is nothing wrong with the bureaucracy reviewing organizational policies to support the performance of all employees, including millennials and gen Z. Of course, this policy is also required to comply with applicable laws. To create policy details with the best level of accuracy, you can use the Policy Advisory service from Skha.
The professional team from Skha will analyze your organization’s policies by considering current conditions and issues as well as the needs of your employees. For more information about services from Skha, visit our service page.