BRAIN DRAIN AND COMPENSATION MANAGEMENT IN GOVERNMENT

ORGANIZATIONS COMPENSATION CASE STUDY - ADDITIONAL PAY FOR POSITIONS WITH SPECIAL CIRCUMSTANCESPOSITION IN THE JUSTICE OFFICER OF MINISTRY OF JUSTICE AND OFFICE OF PUBLIC SECTOR ANTI-CORRUPTION COMMISSION SPECIFIC PRACTITIONER LEVEL

Abstract

This article aims to study the brain drain phenomenon resulting from the compensation of public sector organizations. It compares the salaries, special allowances, welfare benefits, and fringe benefits of operational-level positions in the justice academic career path between the Ministry of Justice and Office of Public Sector Anti-Corruption Commission. The study finds differences in roles, duties, compensation, and benefits, which contribute to the brain drain of highly competent civil servants due to inadequate compensation and benefits, as well as limited career growth opportunities. This has led skilled personnel to seek better opportunities elsewhere. Therefore, the compensation management of public sector organizations must be improved to align with the current economic conditions and enhance the quality of life for civil servants. Salary adjustments, appropriate special allowances, reduced inequality, and brain drain prevention measures are necessary. The compensation should be adjusted to a suitable level, inequality should be reduced, and measures should be implemented to prevent brain drain.