Megaka, Ratu (2011) Manajemen Peningkatan Kompetensi Aparatur (Studi tentang Implementasi Kebijakan Reformasi Sumber Daya Kediklatan pada Badan Diklat Kementerian Dalam Negeri RI). eprint_fieldopt_thesis_type_phd thesis, Universitas Pendidikan Indonesia.
|
Text
d_adpen_055856_chapter1(1).pdf Download (377kB) | Preview |
|
![[img]](http://repository.upi.edu/style/images/fileicons/text.png) |
Text
d_adpen_055856_chapter2(1).pdf Restricted to Staf Perpustakaan Download (909kB) |
|
|
Text
d_adpen_055856_chapter3(1).pdf Download (323kB) | Preview |
|
|
Text
d_adpen_055856_chapter4(1).pdf Restricted to Staf Perpustakaan Download (1MB) |
|
|
Text
d_adpen_055856_chapter5(1).pdf Download (276kB) | Preview |
|
|
Text
d_adpen_055856_bibliography(1).pdf Download (267kB) | Preview |
Abstract
Penelitian ini dilatarbelakangi oleh masih rendahnya kompetensi dan produktivitas PNS sehingga sulit untuk mencapai efesiensi dan efektivitas dalam penyelenggaraan pemerintahan.Pendidikan dan pelatihan atau Diklat merupakan bagian integral dari pengembangan sumberdaya manusia. Badan Diklat Kementerian Dalam Negeri (Badiklat Kemendagri) memiliki posisi yang sangat strategis dalam usaha mengembangkan kompetensi sumber daya manusia aparatur. Dengan posisinya yang strategis ini, Badiklat Kemendagri dituntut melakukan reformasi penyelenggaraan diklat yang berbasis kompetensi. Secara umum penelitian ini bertujuan mendeskripsikan, memahami, dan memaknai tentang implementasi kebijakan reformasi sumber daya kediklatan di Badiklat Kemendagri. Penelitian ini menggunakan pendekatan kualitatif, bersifat interpretatif dan naturalistik. Pengumpulan data melalui wawancara mendalam yang didukung dengan studi observasi dan dokumentasi. Teknik analisis data dilakukan secara induktif melalui tahapan reduksi data, penyajian data, dan menarik kesimpulan. Temuan hasil penelitian ini menunjukkan implementasi reformasi dalam aspek sumber daya kediklatan masih belum optimal. Hal ini antara lain diindikasikan dengan: (1) belum optimalnya pelaksanaan analisis kebutuhan diklat (AKD) yang merupakan langkah pertama dalam proses penyelenggaraan diklat; (2) kondisi kurikulum pada sebagian diklat masih mengacu pada kurikulum lama sehingga terdapat materi ajar yang kurang relevan; (3) reformasi persyaratan peserta terus diupayakan karena sampai saat ini masih cukup banyak peserta pada penyelenggaraan diklat tidak memenuhi kriteria yang telah ditetapkan baik dari segi jumlah maupun kualifikasi; (4) jumlah widyaiswara 15 orang dengan usia berkisar 50 sampai 64 tahun menunjukkan adanya ketimpangan rasio antara jumlah dan jenis diklat terhadap ketersediaan widyaiswara. Namun, tahun 2010 telah dilaksanakan kebijakan rekruitmen widyaiswara dari CPNS dan berlatar belakang pendidikan minimal S2; (5) telah dilakukan berbagai upaya perbaikan sarana dan prasarana pembelajaran. Namun, belum semua materi diklat menggunakan fasilitas e-learning, akibat dari terbatasnya SDM yang menguasai IT. Sarana perpustakaan kurang di optimalkan pemanfaatannya, demikian pula koleksi buku maupun relevansinya perlu pengembangan; (6) masalah keterbatasan pembiayaan APBN telah membatasi jumlah target group (peserta) dalam beberapa penyelenggaraan diklat. Namun, dengan diterapkannya PNBP dapat menambah jumlah target group; (7) evaluasi diklat lebih ditekankan pada evaluasi proses dan output, sedangkan evaluasi input dan outcome [dampak] belum dilaksanakan secara terencana. Reformasi sumber daya kediklatan terus berjalan seiring dengan target waktu yang telah ditetapkan hingga tahun 2014. Akhirnya, penelitian ini menawarkan sebuah strategi alternatif model manajemen peningkatan kompetensi aparatur yang didasarkan pada pendekatan empat komponen sistem yang saling berkaitan dalam satu siklus kegiatan dan menekankan pada pelaksanaan uji kompetensi serta sertifikasi sumber daya manusia diklat melalui penetapan standar, sehingga dapat tercipta tata kelola pemerintahan yang baik [good governance] dan akuntabel. ABSTRACT Ratu Megalia (2010). Management of Civil Public Servant Competence Improvement (The Study of The Implementation of Education and Training’s Human Resources Policy Reforms in Education and Training Bodies’ Ministry of Home Affair of Indonesia) This research is driven by low competence and productivity of civil public servants which makes the efforts to achieve efficiency and effectiveness in governance being very difficult. Training and education is an integral part of human resource development. Education and training bodies’ ministry of home affairs has a very strategic position in the efforts to develop civil public servants human resources competence. They are expected to do reform in education and training establishment which is based on competence. Generally, this research aims to describe, understand, and interpret the implementation of policy reforms at the education and training bodies’ ministry of home affairs. This research used a qualitative approach, interpretative and naturalistic. Data is collected through in-depth interviews supported by observational studies and documentation. The data analysis technique performed inductively through the stages of data reduction, data presentation, and draw conclusions. The findings of this research shows that the implementation of reforms in terms of education and training resources is still not optimal. This is indicated by: (1) training needs analysis as the first step of education and training process which is not yet optimized; (2) the curriculum in most training is still referring to the old curriculum which means there is an insufficient relevant teaching materials; (3) reform of the requirements of the participants was still ongoing because there are still a lot of participants in the education and training who not meet the established criteria in terms of quantity and qualifications; (4) the number of lecturers are 15 people with ages ranging from 50 to 64 years. It means there are inequity ratio between the number and type of education and training on the availability of lecturers. In 2010, the lecturer’s recruitment policy coming from civil public servant candidates with minimal educational background of master degree has begun to be implemented; (5) various efforts to improve learning infrastructure has started to be done however, not all of the training material have used e-learning facilities, this is because the limitation of available human resources with information technology mastery. The library is not fully used and the book collection and its relevance should be developed further; (6) the limitation of state budget financing abilities have limited the number of target group/participants in the implementation of education and training however, the implementation of non-tax revenues can increase the number of target groups; (7) evaluation of education and training are emphasized on the evaluation process and output, while the evaluation of input and outcomes has not been implemented in a planned manner. The reform of education and training resources continue to go hand in hand with the target time that has been set up in 2014. Finally, this research offers an alternative model of civil public servant competence improvement management which is based on the approach of four interrelated components of the system in a single cycle of activity and emphasis on the implementation of competency test and the certification of education and training human resources through the establishment of certification standards, in order to create good governance and accountable governance.
| Item Type: | Thesis (eprint_fieldopt_thesis_type_phd) |
|---|---|
| Additional Information: | No Panggil D_ADPEN MEG m-2011 |
| Uncontrolled Keywords: | Manajemen,Implementasi,Reformasi |
| Subjects: | K Law > K Law (General) |
| Divisions: | Sekolah Pasca Sarjana > Administrasi Pendidikan S-3 |
| Depositing User: | Staf Koordinator 3 |
| Date Deposited: | 19 Jun 2014 01:04 |
| Last Modified: | 19 Jun 2014 01:04 |
| URI: | http://repository.upi.edu/id/eprint/7884 |
Actions (login required)
 |
View Item |