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MOBILITY OF HUMAN RESOURCES IN SCIENCE AND TECHNOLOGY (RESEARCHERS)

TO MICRO, SMALL AND MEDIUM ENTERPRISES SECTOR

Agustinus Sulistyo Tri Putranto

Pusat Inovasi Kelembagaan dan Sumber Daya Aparatur Deputi Bidang Inovasi Administrasi Negara

Lembaga Administrasi Negara

Jl. Veteran 10, Jakarta 10110, Indonesia E-Mail agoes_tinoes@yahoo.com

Abstraction Daya saing nasional di tataran global, sangat berkaitan dengan kemampuan perekonomian yang didukung oleh berbagai faktor determinan didalamnya. Salah satunya adalah kemampuan inovasi di sektor industri. Indeks daya saing Indonesia menurut laporan World Economic Forum (WEF) tahun 2012 berada pada peringkat 50 dari 144 negara, menurun dari peringkat 46 pada Tahun 2011. Sementara itu, laporan World Intelectual Property Organization (WIPO) Tahun 2012, indeks inovasi global Indonesia hanya menduduki peringkat 100 (dari 141 negara), dimana sebelumnya menduduki peringkat 99 (dari 125 negara), di bawah peringkat negara Asia Tenggara Iainnya, seperti Thailand (57), Brunei (53), dan Malaysia (32). Data-data tersebut menegaskan bahwa Indonesia masih lemah dalam inovasi di sektor industri. Inovasi industri berkaitan dengan kegiatan penelitian, pengembangan, dan penerapan ilmu pengetahuan dan teknologi (IPTEK) dalam berbagai tahapan industri. Inovasi di industri, baik industri besar maupun kecil-menengah, akan mendorong peningkatan nilai tambah produk melalui proses yang efisien serta produk yang lebih unggul. Salah satu kendala yang teridentifikasi sebagai penyebab utama lemahnya kegiatan inovasi di industri adalah kurangnya pendanaan, karena aktivitas penelitian dan pengembangan industri memang membutuhkan biaya tinggi. Disamping itu juga disebabkan tidak tersedianya tenaga ahli yang profesional di bidangnya. Di sisi lain, tenaga ahli dengan berbagai kompetensi serta produk-produk teknologi hasil proses penelitian dan pengembangan banyak tersebar di berbagai lembaga litbang dan perguruan tinggi, yang pada umumnya berstatus lembaga milik pemerintah. Saat ini, pemanfaatan tenaga ahli maupun produk-produk hasil penelitian lembaga litbang dan perguruan tinggi tersebut oleh industri belum optimal. Terasa ada hambatan dan halangan dalam proses diseminasi atau pemanfaatannya. Inilah yang menyebabkan banyak tenaga ahli yang hanya ahli di laboratorium dan hasil-hasil penelitian tersebut hanya tersimpan di laci meja.

Untuk mengatasi permasalahan tersebut diperlukan kebijakan yang bisa mendorong terjadinya aliran ilmu pengetahuan dan teknologi dari lembaga litbang dan perguruan tinggi ke industri (IKM dan UMKM), dalam rangka meningkatkan inovasi di industri sekaligus meningkatkan kompetensi lembaga litbang dan perguruan tinggi dalam menerapkan hasil litbang ke dalam permasalahan nyata di industri. Karena proses tersebut melibatkan pergerakan (mobilitas) SDM IPTEK dari lembaga litbang/perguruan tinggi yang berstatus pegawai negeri ke lembaga swasta, maka salah satu kebijakan yang perlu dibuat adalah kebijakan yang mengatur mengenai mobilitas SDM IPTEK ke industri. Keywords: Mobility human resources science and technology (researcher), the SME sector, public policy.

INTRODUCTION

This paper was inspired by the condition that the Micro, Small and Medium Enterprises (SME sector) in Indonesia is need of human resources in science and technology to assist its survival and improve the competitiveness of its product. On the other hand, many government agencies have the human resources of science and technology (in the context of this paper are researchers) with a range of expertise and research results that are beneficial to the SME sector. However, in practice there is no significantly mobility human resources in science and technology (researchers) to the SME sector. Many research results related to industrial SMEs are only completed in the laboratory and into book reports. This is proven by the number of SME sector who do not have human resources in science and technology (researcher). Many research results are simply stored in a desk drawer and not disseminated. Whereas in the UU No. 20 Tahun 2008 tentang UMKM (SME sector) in the explanation part mentioned that SMEs are able to expand its business activities and employment provide economic services to the wider community, and may play a role in the distribution process and improve household incomes, encourage economic growth and play a role in realizing national stability. Its mean the SME sector has a strategic role in the Indonesian economy.

How should the implementation of mobilization of human resources in science and technology (researchers) in the government agencies to SME sector? How the mobility of government officials and the public to the private sector regulated? And the strategic question is what about the existing policies, if it does accommodate the mobilization of human resources in science and technology (researchers) to the SME sector? How to UU No. 5 Tahun 2014 tentang ASN (Civil State Apparatus) recently passed? Is also able to accommodate those needs? This will be the focus of discussion in this brief article. SME SECTOR CHALLENGES

SME sector in Indonesia plays a very important in the national economy. Not only because there are many, which is approximately 99.99% of all industrial units in Indonesia, but also because a large contribution in the national GDP, which is approximately 57.49% (Bappenas, 2014). In 2014, the number of industrial sectors in Indonesia, there were approximately 56,533,383 as much effort. Approximately 55.85 million of the total or 98.79% in the micro enterprises category, 629,418 or 1.11% in the small enterprises category and 48 997 or 0.09% in the medium enterprises

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category. While that makes a big effort just as much as 4,968 or 0.01% (Kementerian Koperasi dan UKM: 2014). From these data, the majority of SME sector are micro enterprises. In the graph can be observed in Figure 1 below.

Figure 1 Total Industrial SME sector

Source: Kementerian Koperasi dan UKM, 2012

The data indicate that the Indonesian economy is largely supported by the SME

sector, especially micro industry enterprises. Micro industry enterprises with its limitations became the basis of the national economy. While the aggregate make a significant contribution to national GDP (approximately 57.49%), but its sustainability is very vulnerable. Especially to facing the global challenges and international competition. It is seen from the Indonesian competitiveness indicators that have not been so encouraging. Some data competitiveness indicators below show the explanation.

99%

1%0%

0%

Mikro

Kecil

Menengah

Besar

Table 1

Indonesia Competitiveness Indicators

Source: Bappenas, 2014

For example, the indicator Ease of Doing Business issued by the World Bank,

Indonesia ranks is 120th. Losing away to Malaysia who is in 6 position. This indicators indicate how the ease of doing business in a country. Furthermore, in the Corruption Perception Index issued by Transparency International, Indonesia's index is 32, too far behind Singapore which gets the index 87. Similarly for the other indicators, Indonesia is still not encouraging. Even in comparison with countries in Asia, such as Malaysia, Singapore, Thailand and others. This reflects that there are many things to be done related to the development of the SME sector, especially to improve national competitiveness.

In the UU No. 17 Tahun 2007 tentang Rencana Pembangunan Jangka Panjang (National Long Term Development Plan) or RPJPN 2005-2015, noted that Indonesia's development vision is to create an independent Indonesia, progressive, just and prosperous. This vision led to the achievement of national objectives as stated in the Preamble of the 1945 Constitution. The objectives are to protect the whole Indonesian nation and the entire country of Indonesia and to promote the general welfare, the intellectual life of the nation and participate in the establishment of a world order based on freedom, abiding peace and social justice. In realizing this vision pursued through the 8 (eight) mission of national development, namely : 1. Realizing the public values, moral, ethical, cultured, and civilized by the philosophy

of Pancasila, 2. Achieve competitive nation to achieve a more prosperous society, 3. Brought democratic society based on law, 4. Realizing Indonesia is safe, peaceful and united,

EoDB

2014

CTRY RANK

SGP 1

MYS 6

THA 18

BRN 59

RUS 92

CHN 96

VNM 99

PHL 108

BRA 116

IDN 120

IND 134

KHM 137

LAO 159

MMR 182

CPI

2013

CTRY SCORE

SGP 87

BRN 55

MYS 49

BRA 43

CHN 39

THA 37

IND 36

PHL 34

IDN 32

VNM 31

RUS 28

KHM 22

MMR 15

LAO 13

CoC

2012

CTRY SCORE

SGP 2,15

BRN 0,64

MYS 0,30

BRA -0,07

THA -0,34

CHN -0,48

IND -0,57

VNM -0,56

IDN -0,66

PHL -0,58

RUS -1,01

LAO -1,04

KHM -1,04

MMR -1,12

GOV. EFF.

2012

CTRY SCORE

SGP 2,15

MYS 1,01

BRN 0,83

THA 0,21

PHL 0,08

CHN 0,01

BRA -0,12

IND -0,18

IDN -0,29

VNM -0,29

RUS -0,43

KHM -0,83

LAO -0,88

MMR -1,53

GCR (TOTAL)

2013-2014

CTRY RANK

SGP 2

MYS 24

BRN 26

CHN 29

THA 37

IDN 38

BRA 56

PHL 59

IND 60

RUS 64

VNM 70

LAO 81

KHM 86

MMR 139

GCR (INST.)

2013-2014

CTRY RANK

SGP 3

BRN 25

MYS 29

CHN 47

LAO 63

IDN 67

IND 72

THA 78

PHL 79

BRA 80

KHM 91

VNM 98

RUS 121

MMR 141

EoDB : Ease of Doing Business (IFC, WB) (2014)

CPI : Corruption Perception Index (TI)

CoC : Control of Corruption (WB)

Gov. Eff. : Government Ef fectiveness Index (WB)

GCR : Global Competitiveness Report (WEF)

GCR (Inst.): Global Competitiveness Report (Variabel Institution) -

WEF

SGP: Singapore

MYS: Malaysia

THA: Thailand

BRN: Brunei

CHN: China

VNM: Vietnam

RUS: Russia

IDN: Indonesia

BRA: Brazil

IND: India

KHM: Cambodia

PHL: Philipina

LAO: Laos

MMR: Myanmar

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5. Achieve equitable development and justice, 6. Realizing Indonesia green and sustainable, 7. Realizing Indonesia became independent island nation, advanced, powerful and

based on national interests, 8. Realizing Indonesia plays an important role in the association world. These eight mission will deliver Indonesian nation became an independent nation, progressive, and prosperous Indonesia as a national development vision.

Associated with efforts to improve the competitiveness of the SME sector is already contained in the second mission, namely : realizing the nation's competitiveness in order to achieve a more prosperous society. It is not only devoted to the SME sector but for all sectors that support the national economy. This mission will be achieved by promoting the development of human resources quality and competitiveness, improving the acquisition and utilization of science and technology through research, development and application towards sustainable innovation, build an advanced infrastructure and reforming the law and the state apparatus, and strengthen the domestic economy based on advantages of each region towards a competitive advantage by building linkages of production systems, distribution and services including domestic services.

In the current conditions, the challenges are more difficult to realize the vision and mission. Especially when Indonesia joined in various international trade forums. For example, the ASEAN Free Trade Area (AFTA), the ASEAN-China Free Trade Area (ACFTA), and the broader coverage of the globalization of international trade. Competition is increasingly open would requires a variety of efforts to improve the management of the SME sector which is the main actor of the nation's economy. These challenges must be faced with a variety of strategies that the domestic industry (particularly the SME sector) is able to deal with it and sustainable.

On the other hand, data from the Kementerian Koperasi dan UKM showed that only 17% of the SME sector has been incorporated, the remaining 83% have not been incorporated. The impact of this condition is difficult to access capital, since banks will only provide loans to finance the SME sector has been incorporated. However, in practice the problems faced by the SME sector is not just about capital. According to the Deputy of Production Kementerian Koperasi dan UKM, there are six (6) major problems in the SME sector, the difficulty of access : to capital, to human resources, market, poor distribution, poor quality and continuity of production (sumutpos.co, Wednesday, January 15, 2014).

In this paper, problems of the SME sector will be focused on the issues of human resources. This is due not only seen as a human resource or part of the asset but also as the main actor of industrial in SME sector. Human resource in SME sector is expected to improve and develop the SME sector to be able to compete in a globalized era of free competition and international trade. In this context the mastery of science and technology by human resource in SME sector becomes a necessity. Innovation and use of the appropriate technology can be utilized to develop the SME sector. Its need government intervention because the limitations of SME sector. But before discussing about this, we needs to understand about SME sector itself. EXISTING CONDITIONS SME SECTOR

What or who exactly is meant by the SME sector? In UU No. 20 Tahun 2008 tentang Usaha Mikro, Kecil dan Menengah (UMKM), explained that basically MSE is a term for an attempt to scale the micro, small and medium sized businesses or

enterprises. In Article 1 explained that what is meant by micro businesses is productive enterprises owned by individuals and/or entities individuals who meet the criteria as set forth in Micro this Act. Furthermore, the definition of small business is a productive business stand-alone, which is conducted by an individual or business entity that is not a subsidiary or branch company is not owned, controlled, or be a part either directly or indirectly from a medium or large businesses as set as small businesses that meet the criteria in this Act. And is a medium-sized business is productive economic activities that stand alone, which is done by the individual or business entity that is not a subsidiary or branch company owned, controlled, or be part either directly or indirectly with small or large businesses with total net assets or annual sales revenue as stipulated in this Act.

Technically, the criteria of SME is described in Article 6 of UU No. 20 Tahun 2008. In subsection (1) explained that the criteria for micro business is to have a maximum net worth of Rp 50 million, excluding land and buildings, as well as having an annual sales turnover of Rp 300 million. In paragraph (2) described a small business criteria is to have a net worth of more than Rp 50 million, excluding land and buildings, and has annual sales of more than Rp 300 million. As for the criteria medium business described in paragraph (3), which has a net worth of more than Rp 500 million, excluding land and buildings, and has annual sales of more than Rp 2,500 million.

We already explained that the majority of Indonesia's economy is supported by the micro. When depicted in the graph then the business sector involved in the business in Indonesia is as described below.

Figure 2

Business Sector in Indonesia

Source : Kementerian Koperasi dan UKM, 2014

The figure further confirms that the Indonesian economy was built on micro

business sector. Micro-businesses are built with annual turnover of less than Rp 300 million and assets of just less than Rp 50 million. That is to say micro businesses are still very vulnerable to survive. Likewise, the above sectors, small and medium enterprises are no less vulnerable. Third sector, called the SME sector to be well managed to survive. If there is no reinforcement, coaching, development and support ongoing

USAHA BESAR± 4,968 (0.01%)

USAHA MENENGAH± 48,997 (0.09%)

USAHA KECIL± 629,418

(1.11%)

USAHA MIKRO± 55.85 JUTA

(98.79%)

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efforts by the Government of course will be very vulnerable, especially in the face of global competition.

Although built with little capital, because there are many (98.79% of total business) then the contribution to the national GDP is quite significant. Data released by the Bappenas (data for year 2012) shows that the total contribution of the SME sector there was 57.49%. While big business sector numbering only about 4,968 businesses accounted for as much as 42.51%. In detail can be seen in Figure 3 below.

Figure 3

National GDP Contribution of SME sector (%)

Source : Bappenas, 2014

Meanwhile, if viewed from the proportion of the value of national exports, the

contribution of big business sector is quite significant (85.94%). The second largest sector which accounts for national export is medium enterprise sector (10.03%). While small and micro business sector only accounted respectively for 1.27% and 2.74%. This confirms that indeed the production of industrial SME sector are still not many are able to penetrate foreign markets or otherwise eligible to export. The data can be seen in Figure 4 below.

Figure 4

National Export Value in SME sector (%)

31,32

11,66

14,51

42,51 Mikro

Kecil

Menengah

Besar

Source : Bappenas, 2014

The picture looks different when looking at employment related data for each

sector. The data indicate that the micro absorb most of the workforce, reaching 90.12%. The data confirms that the micro indeed dominate the life of people, the majority of Indonesian people working in the microenterprise sector. As for the small business sector, medium and large respectively labour absorption was 4.09%, 2.95% and 2.84%. In detail can be seen in Figure 5 below.

Figure 5

Employment Absorption of SME sector (%)

Source : Bappenas, 2014

Furthermore, if the observed data concerning the percentage of the value of

national SME sector investment, the contribution of large-scale enterprise sector is still quite significant, amounting to 48.55%. Most major business sectors among others. This is in line with the mastery of assets and turnover that was already great. So worth the contribution investment is large enough. Investment to other business sectors in accordance with the business scale respectively. Micro seen the smallest, 7.66%, the

1,29 2,74

10,03

85,94

Mikro

Kecil

Menengah

Besar

90,12

4,09 2,95 2,84

Mikro

Kecil

Menengah

Besar

9

small business sector for the next 17,95% and medium enterprise sector amounted to 25.84%. In detail can be observed in Figure 6 below.

Figure 6

National Investment of SME sector (%)

Source : Bappenas, 2014

From the data presented related portrait SME sector in Indonesia, suggests that

the SME sector is must be managed properly. For example is to strengthen its human resources aspects. Human resources becomes a strategic aspect because it saw that the SME sector plays an important role in the nation's economy, SME sector form the basis for industrial enterprises in Indonesia. Particularly the SME sector is entering a micro scale, amounting to 98.79% of the total industry. Moreover, notice that the SME sector absorbs a large workforce. In particular micro-scale business sector to absorb labour as much as 90.12% of the total workforce. Other strategic function is the contribution of the SME sector in national GDP (57.49%). Human resources needs to understand science and are able to utilize the results of science and technology (referred to as the human resources in science and technology or researchers) to develop the SME sector is very important. But the SME sector itself does not have such a qualification of human resources. As known to recruit human resources in science and technology (researchers) requires a high cost. Salaries that must be paid is certainly high incompatible with the character of the SME sector which has a limited budget. Research activities that require a large budget, which cannot be done by the SME sector. How the needs of human resources in science and technology (researchers) can be met by the SME sector? EXISTING CONDITION HUMAN RESOURCES IN SCIENCE AND TECHNOLOGY (RESEARCHERS)

Research activities and the availability of human resources in science and technology (researchers) in Indonesia is actually quite adequate. Even many of the research reports conducted by government agencies can be utilized by the SME sector. For example such as how to using the IT for marketing, namely the on-line advertising. The technology used is simple but can save costs and energy and has a wide reach.

7,66

17,95

25,84

48,55 Mikro

Kecil

Menengah

Besar

Today, many home-based businesses or micro-devices developing this technology to sold their products and provide satisfactory results.

Research institutions that could help the SME sector currently scattered both in the Ministry, and the Institute of Higher Education, and even some local government-owned research institutes that help SMEs in their owned region. Similarly, the number of researchers is quite adequate, although still less when compared with the existing demands. When compared with other countries, especially in Asia, the number of researchers in Indonesia is sufficient. But when compared with the number of existing population ratio is still very low. In Figure 7, presents a number of researchers in several countries of Asia and the ratio of the total population.

Figure 7

Number of Researchers and on Population Ratio

Source : Bappenas, 2014

Even the basic data year taken is not the same because of the limited availability of

data. In 2009, the number of researchers in Indonesia there are 21.367 people. The ratio per 1 million people is 90, meaning that every 1 million people there are 90 researchers. Compared to Singapore with the basic same year, the number of researchers is as much as 30.788 people, and the ratio per 1 million people was 6.173. The big number of Indonesian population is not yet able to provide sufficient researchers in quantity so that the ratio is low. Even compared to other Asian countries with different basic year, the ratio is still low. The number of researchers in Vietnam (2002) reached 9.226 people and the ratio is 116. Even in Malaysia who have 9.704 researchers in 2006 with a ratio of 365. While the Philippines in 2007 is under Indonesia, where the number of researchers is 6.915 and the ratio is 78. The low ratio of the number of researchers with a population in Indonesia demanded an effort to increase the number of researchers, both in quantity and quality.

Even in the research budget, Indonesia is still inferior to other Asian countries. In Figure 8 below, shows that the allocation of research budgets in Indonesia amounted to only 0.08% of GDP, while Malaysia allocates 0.63%, Thailand allocates 0.21% and most of it is Singapore which allocates 2.43% of GDP in research activities. Observing these

-

5.000

10.000

15.000

20.000

25.000

30.000

35.000

Vietnam (2002)

Malaysia (2006)

Filipina (2007)

Thailand (2007)

Indonesia (2009)

Singapura (2009)

9.226 9.704 6.915

21.424 21.367

30.788

116 365 78 316 90

6.173

Jumlah Peneliti Rasio Peneliti per 1 Juta Penduduk

11

conditions it is not wrong if the budget allocation for research activity needs to be increased. Especially for research appropriate activities to develop the SME sector.

Figure 8

Total Research Budget, Income per Capita and GDP Growth

Source : Bappenas, 2014

Especially for researchers who are in Ministries and Agencies (K/L), data per

February 2014 are as many as 9,016 people (LIPI, 2014). The researchers distributed in 38 (thirty-eight) K/L, both in the central and regional levels. In Figure 9 it can be seen that the distribution of the largest number of researchers in the Kementerian Pertanian and LIPI. In the Kementerian Pertanian totaled 1.765 researchers plus 69 active Research Professor, approximately 20.3% of total researchers in Indonesia. While in LIPI there are 1.544 researchers and 69 active Research Professor, approximately 17.9% of total researchers in Indonesia. As for researchers in the other K/L amount is less than half the existing research in the Kementerian Pertanian and LIPI. The third largest researchers is in the Kementerian Pendidikan dan Kebudayaan, which has 685 researchers.

Figure 9

The Number of Researchers in the Ministry/Agency

Source : LIPI, 2014

Meanwhile, if viewed from the level, the majority of researchers in the K/L is

located on the first level (pertama) researchers, as 29.58% or 2,667 people. This amount is comparable with researchers at the level of young (muda) and middle (madya) levels. The number of young researchers are 2,509 people, or 27.83%, and middle levels are 2,614 researchers or 28.99%. While the number of the principal (utama) researchers are still very little, only 971 people, or 10.77%. and the Research Professor are the less, only 255 people or 2.83%.

Figure 10

The Number of Researchers in Level

Source : LIPI, 2014

From these data it can be observed the fact that many researchers are stuck in the

middle levels. They cannot rise to a higher level, which is the principal researchers or Research Professor. At middle levels, many researchers who give up, retire, resign, or even be suspended. This condition is caused due to the increasing demands of credit

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score assessment (PAK) is required of researchers to be able to rise to the rank of principal researchers or even a Research Professor. While the job or duties from the organization is not able to provide workload and responsibility sufficient to meet the demands of researchers in the credit score assessment. Even there is high demands for the utilization of research results as well as guidance and consultation requests from researchers, especially those related to the MSE sector. This is where the appearance of the gap of demand and supply over human resources in science and technology (researchers). On the one hand there is considerable demand from SME sector to develop its industrial sector, on the other hand there is supply of human resources in science and technology (researchers) which requires the media to her/his career. This case will be reviewed in this paper. PORTRAIT OF PROBLEMS AND SOLUTIONS ALTERNATIV

Gap of demand and supply over human resources in science and technology (researchers) should look for a solution. Since the fulfillment of this gap will benefit the two parties, for the SME sector which helped to develop the industry and for human resources in science and technology (researchers) to develop her/his career. The existence of this demand and supply needs the mobility demands of human resources in science and technology (researchers) that exist in government agencies to get down to the SME sector. The basic question is, what about the existing policy? Are able to accommodate those needs? What about the careers of human resources in science and technology (researchers) that helps the SME sector? Since it is impossible or development assistance activities carried SME sector in the short term, but it must be done continuously. While often the SME sector are not close to the location of the researcher in charge. Science and technology so that the mobility of human resources (researchers) need clarity in terms of the related policies. Thats why we need policy guidelines to ensure the mobilization of human resources in science and technology (researchers) remain on the right corridor. Because there is the movement of human resources from the public sector to the private sector. We do not need, good intentions precisely constrained and challenged in policy.

The first policy guidelines that can be used is the UU No. 20 Tahun 2008 tentang UMKM or SME sector. In Article 16 Paragraph (1) states that : Government and Local Government to facilitate business development in the areas of : (a) production and processing, (b) marketing, (c) human resources, and (d) design and technology. Then in Paragraph (2) states that : The business community and the public to participate actively doing development referred to in paragraph (1). From this article, it can be explained that the Government and Local Government can and must provide facilitation for business development in the SME sector. Field development is covering the areas of production and processing, marketing, human resources, and design and technology. In the development, the business community and the community should play an active role. As defined in the Explanation section of the UU which states that : In an effort to improve the capability and institutional participation Micro, Small, and Medium Enterprises (SME sector) in the national economy, then the empowerment need to be implemented by the Government, Local Government, Business World, and society overall, synergistic and continuous.

The role of human resources in science and technology (researchers) in the development of the SME sector is very large. Because, as described before in Article 17 through Article 20, the development efforts in their respective fields of activities carried

out by the research and development and knowledge transfer to the SME sector. It is the role and the main task of human resources in science and technology (researchers).

Another policy that can be used as the basis for the implementation of the mobilization of human resources in science and technology (researchers) is UU No. 18 Tahun 2002 tentang Sistem Nasional Penelitian, Pengembangan dan Penerapan Ilmu Pengetahuan dan Teknologi (the National System of Research, Development and Application of Science and Technology). In the explanation explained that the success of developed countries to develop the ability of science and technology, when the country is able to synergize resources and institutional development of science and technology with many other factors. It is very appropriate for the fulfillment of all the gap of demand and supply of human resources in science and technology (researchers). In this case the synergy between government agencies that have human resources in science and technology (researchers) to the SME sector. This relationship must be built on the basis of the need and benefit for mutual benefit and to realize the goal of increasing production to be able to international competition.

In this context there are three (3 ) factors that must be considered, namely : The first factor is the ability to regenerate network between institutional elements of science and technology to form a chain that links the ability to make updates in the field of science and technology with the ability to take advantage to the products (goods and services) that have economic value. Network through various forms of transactions that take place so that the resources of science and technology flowing from the institutional to another. Thus, existing resources can be utilized effectively.

The second factor is the ability to foster a competitive business climate, so that competition among economic actors is not only determined by the market share or natural resources, but rather determined by the innovative ability to produce quality goods and services and beneficial to human life. The growing climate as it raises the pull for research and development to continue to seek a breakthrough in science and technology and produce a variety of inventions that not only enriches science and technology, but also provide new opportunities for economic actors to develop a range of innovations that have high economic value.

The third factor is the ability to grow the carrying capacity. Advances in science and technology are not only dependent on the direct actors involved. Support of other parties is necessary, especially with regard to support professional development, resource allocation, establishment of business certainty, the implementation of capital flow, standardization of empowerment, the determination of requirements and evaluation, both to protect the interests of human life and to preserve the environmental functions. Synergy institutional and resource development of science and technology with the three factors that form an environment conducive to the growth of science and technology capacity to the economic activity.

About the mobilization of human resources in science and technology (researchers) affirmed in Article 16 Paragraph (1) of UU No. 18 Tahun 2002, namely : Universities and R & D institutions to arrange for technology transfer of intellectual property and the results of research and development activities, which are fully or partially funded by government and/or local governments to businesses, government, or society sector, to the extent not contrary to public order and legislation. This article confirms and require every universities and R & D institutions (in this context, both owned by government and private) to conduct technology transfer of intellectual property that can be understood as guidance or consultation activities and

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dissemination of results of research and development activities that could be understood as the utilization of technology.

The function and role of government in the implementation of the mobilization of human resources in science and technology (researchers) is quite large. As described in Article 18, the Government functions grow and develop the motivation, provide stimulation and facilities, as well as create a climate conducive to the development of the national system of research, development, and application of science and technology in Indonesia. While the role of government as defined in Article 21 is to develop policy instruments that can be shaped support resources, financial support, incentives, implementation of science and technology programs. Policy instrument intended to grow and develop the motivation, provide stimulation and facilities, as well as creating a conducive environment.

From the two policies, UU No. 20 Tahun 2008 tentang UMKM and UU No. 18 Tahun 2002 tentang Sistem Nasional Penelitian, Pengembangan dan Penerapan Ilmu Pengetahuan dan Teknologi confirms that the mobilization of human resources in science and technology (researchers) to the SME sector can be implemented and legal. So it should be implemented. If there is currently no implementation of the mobilization of human resources in science and technology (researchers) to the SME sector then it is the implementation problem of existing policies.

What about the latest policies governing the staffing of government, UU No. 5 Tahun 2014 tentang Aparatur Sipil Negara (ASN)? UU No. 5 Tahun 2014 is the replacement of the UU No. 43 Tahun 1999 tentang Pokok-Pokok Kepegawaian. As described in Article 6 of UU No. 5 Tahun 2014, ASN consisting of civil servants (PNS) and Government Employees to Work Agreement (PPPK). PNS is an Indonesian citizen who meet certain requirements, was appointed as a permanent employee ASN by the competent authority for government positions. While PPPK is an Indonesian citizen who meet certain requirements, which is appointed by the work agreement for a specified period in order to carry out the duties of government. From the definition, the opportunity have been opened between the government sector and the private sector and the public to contribute to each other. Especially in carrying out government duties. The private sector and the public is given the opportunity to participate directly involved in government activities, particularly in the context of this discussion is the research and development of science and technology. The private sector and the public can be involved as PPPK and after completing his contract could come back and use his experience to develop the appropriate field.

About activities related to research and development of science and technology, the positions that can accommodate is the functional position. As described in Article 13 of UU No. 5 Tahun 2014, ASN positions consists of : high leadership positions (Jabatan Pimpinan Tinggi/JPT), office administration (Jabatan Administrasi/JA) and functional position (Jabatan Fungsional/JF). JPT is is a group of high office in government agencies. JA is a group of positions that contains the functions and duties related to public service and public administration and development. While JF is a group of positions that contains the functions and duties related to functional services based on expertise and specific skills.

Furthermore, in Article 10 of the UU No. 5 Tahun 2014 also noted that the functions of the employee ASN are 3 (three), namely as : implementing public policy, public servants as well as adhesives and unifying the nation. While the duty are 3 (three) as defined in Article 11, namely : (1) implementing public policy made by the Pejabat Pembina Kepegawaian in accordance with the provisions of laws and

regulations, (2) providing professional public service and quality , and (3) strengthening the unity and integrity Indonesia. The function and role as a public servant is very precise in relation to helping SME sector in developing their business sector.

In order to develop employee competencies, also open opportunity for the exchange of civil servants to the private sector employees as mentioned in Article 70 Paragraph (6). It reads : In addition to the development of competence as referred to in Paragraph (1), competence development can be conducted through exchanges between civil servants with private employees within a period of 1 (one) year and the implementation is coordinated by LAN and BKN. This article confirms the existence of synergy between government and private sector agencies, between government employees (civil servants) with private employees to learn and develop their competence and utilize a variety of facilities and infrastructure that exist on both sides. All focused to achieve a common goal. CONCLUSION

From that three policy- in UU level that are discussed in this paper, the main problems in this paper, how existing policy accommodate the implementation of mobilization human resources in science and technology (researchers) to the SME sector has been answered. In short answer, it can be done, its meant the mobility is legal activities. Mobilization of human resource in science and technology (researchers) to the SME sector is a mandatory policy. The Government shall facilitate this activity by developing policy instruments : resources support, financial support, provision of incentives, and implementation of science and technology programs.

Recent policy, UU No. 5 Tahun 2014 tentang ASN, which until now has not been followed with a variety of regulations implementing (RPP) could be the entrance to the legality of the implementation of the mobilization of human resources in science and technology (researchers) to the SME sector. So, these activities do not harm the career of human resources in science and technology (researchers) who are mobilized to the SME sector. RPP that can accommodate the needs of human resources in science and technology (researchers) mobilization to the SME sector, among others : 1. RPP on career patterns, provides that a career of human resources in science and

technology (researchers) still exist even though they do not work in the public sector but perform as civil servant in the SME sector, of course, within a specified period as note in the agreement.

2. RPP on the development of competence, requires that one form of employee competency development is to work outside government agencies, for example in the SME sector.

3. RPP on performance evaluation, the performance contract of the human resources in science and technology (researchers). That by working in the SME sector they have performance output and performance objectives the same as when they work in the government agency.

4. RPP on functional position, that the task of JF is to help the sector outside government agencies (eg SME sector). About locus of course be set according to the type of position. Not all JF linked to the SME sector, only a few JF that is needed by the SME sector, for example : researchers, engineers and so on.

That is only 4 (four) RPP that can accommodate the needs of the possibility of mobilizing human resources in science and technology (researchers) to the SME sector. Maybe there are another possible RPP that might indirectly accommodate those needs.

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The ultimate goal is the establishment of a strong network among government agencies as a provider of human resources in science and technology (researchers) with the SME sector. In other words, the fulfillment of the demand and supply gap of human resources in science and technology (researchers). So the vision to create an independent Indonesia, progressive and prosperous, and the mission to realize a competitive nation to achieve a more prosperous society and welfare can be realized. It certainly is not easy, needs the active role of government, the private and the public involved in the activities of SME sector. Of course, the main actor of human resources in science and technology (researchers) are required to constantly develop its capabilities and the ability to update to suit the needs of the SME sector. Development of appropriate technologies will be strategic opportunities to develop the SME sector to the future.

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List of References 1. UU No. 5 Tahun 2014 tentang Aparatur Sipil Negara (the Civil State Apparatus); 2. UU No. 20 Tahun 2008 tentang Usaha Mikro, Kecil dan Menengah (Micro, Small and

Medium Enterprises/SME sector), 3. UU No. 17 Tahun 2007 tentang Rencana Pembangunan Jangka Panjang Nasional

(National Long Term Development Plan 2005-2015), 4. UU No. 18 Tahun 2002 tentang Sistem Nasional Penelitian, Pengembangan dan

Penerapan Ilmu Pengetahuan dan Teknologi (the National System of Research, Development and Application of Science and Technology),

5. Opportunities for Administrative Science and Technology Human Resource Development, and Development in Support of Technology - Based for SME Sector, Material Exposure of Asisten Deputi Peraturan Perundang-undangan, Kementerian Koperasi dan UKM in the discussion in Kementerian Riset dan Teknologi, March 2014,

6. Technocratic Draft of National Long Term Development Plan 2015-2019, Materials Exposure Deputi Evaluasi Kinerja Pembangunan, Bappenas in Kementerian PAN dan RB, March 2014,

7. 17 Percent of SME Sector is not Incorporated, sumutpos.co, Wednesday, January 15, 2014, downloaded on May 5, 2014,

8. Amount Researchers in the Ministries and Institutions as of February 1, 2014, Pusbindiklat LIPI, 2014.