Police Involve Ary Ginanjar in General Assessment, Strengthen Meritocracy and Openness

JAKARTA – The Indonesian National Police (Polri) continues to strengthen internal reform through the reinforcement of a meritocratic system and talent management, acting on the recommendations of the Police Reform Acceleration Commission (KPRP). One of the steps taken involved the founder of ESQ Corp., Ary Ginanjar, in the Assessment Centre for High-Ranking Police Officers for the Brigadier General rank for the 2026 fiscal year. The programme was opened by Deputy Chief of Police Commissioner General Dedi Prasetyo at Police Headquarters on Tuesday (9/6/2026). The involvement of an external party is part of Polri’s commitment to building increasingly transparent, objective, and competency-based human resource governance. This step also addresses one of the KPRP’s recommendations regarding strengthening the merit system in cadre development and filling strategic positions within the police force. In his directive, Deputy Chief Commissioner General Dedi Prasetyo emphasised that the challenges facing the police are becoming increasingly complex, ranging from global geopolitical dynamics, cyber threats, and transnational crime, to rising public expectations regarding the quality of public services. Therefore, Polri requires leaders who are adaptive, have integrity, are humanistic, and are capable of delivering solutions for the community through an objective, transparent, and merit-based cadre system. Meanwhile, Polri’s Assistant for Human Resources, Inspector General Anwar, explained that the Police Assessment Centre is a strategic instrument for building a modern and sustainable talent management system. According to him, the development of assessment centres in various global institutions is no longer merely used to assess individual competence, but has evolved into an instrument to map leadership potential, adaptability, collaborative capacity, decision-making, and readiness to face changes triggered by technological developments and artificial intelligence. Inspector General Anwar stated that the Police Assessment Centre was built to ensure that personnel career development runs objectively and is data-based. He said the goal is not just to assess whether someone is suitable for a particular position, but to discover the best potential each personnel member possesses so it can be developed optimally. He added that the Assessment Centre is one of the crucial foundations in the implementation of the merit system and talent management within Polri. Through assessment, the force can map the competence, potential, readiness, and leadership character of personnel more comprehensively. The results serve as the basis for career development, education, job promotion, and preparing future police leadership cadres. According to Inspector General Anwar, strengthening the Assessment Centre is also part of Polri’s human resource transformation efforts, aligned with the Polri Grand Strategy 2025-2045 and various institutional reform recommendations that encourage more professional, transparent, and accountable HR governance. He stressed the intention to ensure every personnel member has an equal opportunity to develop based on competence, integrity, and potential, which he identified as the essence of the meritocracy being continuously strengthened within Polri. Meanwhile, Ary Ginanjar stated that the world is currently entering the era of ‘Talentism’, a period where an organisation’s competitive advantage is increasingly determined by its ability to manage and develop human talent. Referring to various global studies, including those from the World Economic Forum (WEF), Ary explained that the development of Artificial Intelligence and robotics will change many conventional work patterns. Therefore, abilities that cannot be replaced by technology—such as leadership, creativity, adaptability, social influence, integrity, and decision-making—will become the main differentiating factors. Ary noted that in the future, organisations will no longer compete based on who has the largest resources, but on who is best able to find, develop, and place their best talent appropriately. According to him, modern organisations in various countries are now beginning to shift from a position-based assessment approach to a talent and potential-based approach. Assessment is no longer viewed merely as an evaluation tool but has become a strategic instrument to map individual strengths and prepare future leadership. Ary appreciated Polri’s move to begin building a talent Big Data system to map personnel potential more accurately as a basis for career development and placement. He observed that Polri is becoming one of the pioneering institutions in building this talent Big Data system to identify the excellence profile of each personnel member more precisely, describing it as an important foundation for an objective and measurable meritocratic system. He explained that modern assessment no longer focuses on finding individual weaknesses but rather on uncovering authentic potential that has so far remained unmapped. Ary concluded that the ultimate goal is not merely to produce individually successful leaders, but to build an organisation capable of developing sustainably through a system based on competence, talent, and integrity. The 2026 High-Ranking Police Officer Assessment Centre was attended by 100 participants and forms part of Polri’s concrete steps to follow up on the KPRP’s recommendations in strengthening the meritocratic system, talent management, and professional HR governance.