Jakarta, INTI - BPOM is strengthening its human resources (HR) management transformation by leveraging artificial intelligence (AI) as part of its efforts to develop a world-class workforce toward Golden Indonesia 2045. The transformation was a key focus of BPOM’s National HR Coordination Meeting (Rakornas), held under the theme “AI-Based HR Management Transformation: Building a World-Class Workforce Toward Golden Indonesia 2045.”

The first day of the meeting was attended by Minister of Administrative and Bureaucratic Reform (PANRB) Rini Widyantini and Head of the National Civil Service Agency (BKN) Zudan Arif Fakrulloh. They were welcomed by BPOM Head Taruna Ikrar and his team at the Bhinneka Tunggal Ika Building. The arrival was followed by a brief presentation at the digital panel entrance by BPOM Secretary-General Jayadi, highlighting the features of the AI-based HR management transformation platform to be launched.

The opening of the Rakornas on Tuesday, August 18, 2026 also coincided with the second anniversary of Taruna Ikrar’s leadership as Head of BPOM. In his remarks to heads of BPOM units, technical implementation units, and employees attending both in person and virtually, Taruna emphasized that human resources are the foundation of an organization’s sustainability and progress, particularly amid increasingly complex global challenges and increasingly open borders between countries.

“Last year, for example, BPOM identified around 1.3 million online links that did not comply with regulations. Without adequate resilience, cybersecurity capabilities, and artificial intelligence capabilities, among others, we would certainly be overwhelmed,” he said.

Taruna noted that strengthening human resources has become increasingly important as BPOM takes on additional responsibilities under national priority programs and global agendas. BPOM currently has around 6,431 employees, while organizational needs require approximately 10,710 employees, meaning its current HR fulfillment rate stands at around 60%.

These needs have grown further with BPOM’s responsibilities in the Free Nutritious Meals Program (MBG), which covers around 32,000 Nutrition Fulfillment Service Units (SPPGs), support for 83,000 Merah Putih Village Cooperatives, and enhanced oversight of approximately 4.3 million micro, small, and medium enterprises (MSMEs).

AI Strengthens BPOM’s HR Management and Workforce Capabilities 

According to Taruna, these conditions highlight the need to strengthen BPOM’s HR capabilities in technology, cybersecurity, data analytics, and AI. Technology is expected to enhance BPOM’s ability to detect, analyze, and respond to potential violations more quickly and effectively.

AI adoption at BPOM is also aimed at strengthening the implementation of a merit-based system and talent management. “By applying a merit-based system supported by artificial intelligence, objectivity can be further enhanced,” Taruna explained. He also emphasized that AI serves as a supporting tool in HR management and is not intended to replace the role of humans.

Head of BKN Zudan Arif Fakrulloh praised BPOM’s implementation of talent management, which has been in place since 2021. “BPOM’s talent management is aligned with practices in developed countries around the world that apply meritocracy,” he said.

Zudan explained that the core principle of meritocracy is placing the right person in the right position to achieve organizational targets. “The principle is to have the right person in the right position to achieve established targets. The focus is on targets and results,” he explained.

Zudan also said that BKN has processed around 4,026 talents, with 3,972 talents approved. BPOM was among the institutions whose entire submitted talent pool met the requirements. “BPOM achieved 100% approval. This means that, from a systems perspective, it has met all the requirements,” Zudan said.

Minister PANRB Rini Widyantini also praised BPOM’s achievements in governance and public services. This is reflected in BPOM’s public service index score of 4.8 out of 5, above the national average. “BPOM has very strong foundations for working together toward Golden Indonesia 2045,” Rini said.

However, Rini stressed that digital transformation must respond to the public’s growing expectations for public services that are accessible, fast, and reliable. “The measure of bureaucratic success has shifted from merely complying with procedures to the government’s ability to provide services with ease of access and tangible impact,” she explained.

In the context of improving public service quality, Rini also highlighted BPOM’s presence in 154 of the 313 Public Service Malls (MPP) currently operating. She encouraged BPOM to expand its presence to more MPPs so that more people can access convenient and nearby public services.

Rini also commended BPOM officers serving at MPPs. According to her, their presence demonstrates the organization’s commitment to delivering fast and responsive services, both digitally and through direct interaction with the public.

During the event, the Head of BPOM presented three books from the BPOM library series to the Minister PANRB as part of the launch of the Center of Excellence for Integrity Culture (CoEBI) at BPOM. The Head of BKN subsequently presented an award to the Head of BPOM for achieving the highest ASN records management score among central government institutions for the first semester of 2026.

BPOM Accelerates Digital HR Transformation with AI-Powered Applications 

The event continued with the launch of four BPOM digital innovation applications, preceded by a theatrical performance by BPOM’s HR Bureau depicting the organization’s journey toward digital HR management transformation. The four AI-powered applications are Mentari AI, Kira AI, Simakin AI, and Karfis.

Mentari AI processes talent data into strategic insights to identify the best potential among employees. KIRA AI enables users to search official regulations, guidelines, standard operating procedures, and BPOM internal policies for HR management. SIMAKIN AI is designed to improve the quality of ASN performance management through integrated performance management and AI technology. Meanwhile, KARFIS aims to improve transparency in functional career management services.

Building a Future-Ready Workforce for Golden Indonesia 2045 

The two-day BPOM National HR Coordination Meeting continued with presentations from government officials, practitioners, and business leaders on technology- and AI-based HR transformation. On the first day, Ignatius Jonan delivered a session titled “Transformational Leadership in HR: From Routine to Strategic with Artificial Intelligence.” Other sessions covered the implementation and assessment of BPOM’s merit system, the role of ASN in advancing digital transformation toward Golden Indonesia 2045, and AI-based ASN management transformation to support a modern bureaucracy.

On the second day, discussions focused on the human aspects of AI adoption and strategies for using AI to improve workforce productivity. Psychologist and Mental Health Expert Ferlita Sari discussed cross-generational workforce mental health management amid challenges in food and drug oversight. Irsyad Sahroni, Director and Chief Human Resources Officer of PT Indosat Tbk, discussed leveraging AI to increase the impact of HR functions on organizational productivity. Meanwhile, Pascal Gerardus Anggriawan, Vice President of Human Capital Services at PT Bank Mandiri Tbk, presented an AI-based human capital strategy for building a future-ready workforce.

The series of presentations concluded with a session by BPOM Secretary-General on “HR Management Transformation at BPOM.” The various perspectives reinforced the understanding that BPOM’s HR transformation goes beyond technology adoption. It also encompasses transformative leadership, merit-based systems, talent management, mental health, productivity, and ASN competency readiness in responding to change.

The insights gained over the two-day meeting are expected to serve as a foundation for strengthening BPOM’s HR management transformation to become more adaptive and data- and AI-driven, while continuing to place people at the center of the transformation.

Conclusion 

BPOM’s AI-driven HR transformation demonstrates how technology can support the development of a more adaptive, data-driven, and future-ready workforce. By combining AI adoption with merit-based management, talent development, and human-centered approaches, BPOM aims to strengthen its organizational capabilities and contribute to the broader goal of achieving Golden Indonesia 2045.

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