Menjembatani Kesenjangan Kompetensi ASN melalui Model Pengembangan Sumber Daya Manusia Berbasis Kompetensi
DOI:
https://doi.org/10.30737/mediasosian.v10i2.7780Keywords:
Aparatur Sipil Negara, Competency-Based Human Resource Development, Kesenjangan Kompetensi, Pembelajaran Organisasi, Sistem Merit, Civil Servants, Competency Gap, Organizational Learning, Merit SystemAbstract
Penelitian ini menganalisis kesenjangan kompetensi pegawai dan merumuskan model Competency-Based Human Resource Development (CBHRD) pada Badan Kepegawaian, Pendidikan, dan Pelatihan (BKPP) Kota Jayapura. Studi kasus kualitatif ini menggunakan wawancara terhadap lima informan internal, observasi, serta telaah dokumen organisasi, data kepegawaian, penempatan, dan pengembangan kompetensi tahun 2024. Ketidaksesuaian kompetensi ditetapkan melalui triangulasi antara tuntutan tugas jabatan, riwayat pendidikan dan pengalaman, penempatan, serta konfirmasi wawancara dan observasi; angka tersebut merupakan kategorisasi analitis, bukan skor asesmen psikometrik formal. Hasil menunjukkan sekitar 48% dari 70 pegawai belum sepenuhnya selaras dengan tuntutan jabatan, sedangkan rekap kumulatif hingga 2024 mencatat 36 pegawai pernah mengikuti pengembangan yang relevan dengan bidang tugas. Kesenjangan tidak hanya dipicu keterbatasan anggaran dan kuota, tetapi juga pemetaan yang belum periodik, lemahnya transfer pembelajaran, dan belum digunakannya bukti kompetensi secara konsisten dalam keputusan merit dan talenta. Kebaruan penelitian terletak pada model siklik enam tahap yang menghubungkan diagnosis kebutuhan, pemetaan gap, portofolio pengembangan, transfer pengetahuan, keputusan merit-talenta, serta kinerja organisasi dan layanan melalui umpan balik berkelanjutan. Model ini menawarkan mekanisme implementasi bertahap bagi pemerintah daerah untuk mengubah orientasi dari pelaksanaan pelatihan menuju pembangunan kapasitas organisasi.
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Copyright (c) 2026 Abner Herry Bajari, Yosephina Ohoiwutun, Hiskia C.M. Sapioper, Renida Jozelina Toroby, Septinus Saa
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