Digital Transformation: Opportunities or Threats for Civil Servant Career Path

Limited mobility due to health protocols regarding the Covid-19 pandemic forced every sector to carry out digital transformations within their organizations. Likewise, with the public administration service sector and government bureaucracy, the pandemic has also become a trigger and encouragement for the bureaucracy in providing services to the community. Advances in technology and public understanding of public services are increasing. Currently, the community is increasingly critical and demands more for the services provided and always supervises, straightens, and encourages the pace of government. However, in practice, this digital transformation effort has an impact and performance that has not been optimal. Challenges in implementing digital transformation in the public sector include the lack of quantity and quality of human resources (HR). This study aims to analyze the ability of civil servants to adapt to the demands of society in the era of digital transformation and whether they are able to make this transformation a career development opportunity or instead make it a threat that digital transformation will result in the loss of some jobs. This research used a qualitative method through a descriptive qualitative approach. Data was collected through interviews, observations, and questionnaires to civil servants in Tasikmalaya. A total of 108 respondents were involved using a simple random sampling technique. The final result of this research will bring up a new paradigm, namely technology-based and innovative HR, and the formation of competent human resources in their fields of course while still adjusting to the culture of the local community.