ABSTRAKTesis menjelaskan asumsi peran Pengelolaan Sumber Daya Manusia
Berbasis Kompetensi dalam proses pembangunan profesionalisme pegawai
lembaga publik (lembaga pemberantasan anti korupsi), yang membutuhkan
ketersediaan pegawai yang profesional, berintegritas dan memiliki kompetensi
yang diperlukan, sebagai faktor kunci keberhasilan kinerja organisasi. Unit
analisis penelitian adalah organisasi KPK yang sistem pengelolaan SDM-nya
diatur dalam Peraturan Pemerintah No. 63 tahun 2005. Tujuan penelitian adalah
mengetahui dan mampu menjelaskan proses pengelolaan SDM berbasis
kompetensi di KPK sekaligus memahami dan mampu menguraikan faktor-faktor
yang mempengaruhinya. Penelitian mengacu pada paradigma postpositivism
dengan menggunakan pendekatan dan desain kualitatif. Melalui paradigma postpositivism
dapat mengkaji variabel dan hubungan antar variabel melalui
pendekatan metode grounded theory melalui proses konfirmasi, validasi dan
falsifikasi hipotesis model penelitian. KPK telah memiliki kerangka konseptual
dalam penyusunan kamus kompetensi yang kemudian menjadi basis bagi
pengelolaan SDM, mulai dari perencanaan SDM, rekrutmen-seleksi, manajemen
kinerja dan kompensasi. Sedangkan pilar pengelolaan SDM yang belum
sepenuhnya berbasis kompetensi terjadi pada pelatihan dan pengembangan,
manajemen karir, dan talent segmentation. KPK telah melakukan upaya untuk
memastikan terlaksananya konsep CBHRM, melalui serangkaian kegiatan yang
disingkat ?CASAM?, yaitu: a) Communication, b) Accountability, c) Skill, d)
Alignment, dan e) Measurement. Dari kelima hal tersebut, kegiatan yang sudah
dilaksanakan adalah kegiatan komunikasi, accountability, dan measurement.
Sedangkan kegiatan membangun skill dan alignment CBHRM belum
dilaksanakan. Perbaikan Pengelolaan SDM Berbasis Kompetensi di KPK
mencakup penyusunan Cetak Biru Pengembangan SDM di KPK yang dapat
mencerminkan kebutuhan organisasi, kepentingan pegawai, dan stakeholder. Juga
perbaikan PP No. 63 Tahun 2005 tentang Sistem Manajemen SDM KPK agar
pengelolaan SDM berbasis kompetensi dapat dijalankan dengan maksimal.
ABSTRACTThe thesis describes the assumption of the role Competency-Based Human
Resource Management (CBHRM) in the process of developing professional and
competent employee of public institutions, particularly in the Corruption
Eradication Agency (the Commission), which requires professional, integrity and
competence personnel, as the key success factors of organizational performance.
The unit of analysis is the Human Resources Management System of Indonesia
Corruption Eradication Commision as stipulated in Government Regulation no.
63 of 2005. The research objective is to understand and be able to explain the
process of competency-based HR management in the Commission as well as
identify factors that affect the competency-based human resource management at
the Commission. This study used a qualitative approach and refers to the
postpositivism paradigm that examine variables and relationships between
variables through the grounded theory approach, using the process of
confirmation, validation and falsification of the research hypothesis models
The Commission already has the conceptual framework for developing the
competency dictionary which reflect it?s vision, mission, strategic priorities and
values. The competencies is then used as basis for HR planning, recruitment and
selection, performance management and compensation. The other HR subsystem
that has not been using the competencies as the basis are learning and
development, career management and talent segmentation. The Commission has
made efforts to ensure the implementation of the concept, through a series of
activities that are abbreviated as "CASAM", namely: a) Communication, b)
Accountability, c) Skill, d) Alignment, and e) Measurement. Among those five
activities the Commission has implement communication, accountability and
measurement. However the Commission has not implement the skill and
alignment thoroughly. CBHRM improvement in the Commission includes a
number of programs and activities: developing HR blueprint that reflect the
current and future needs of the Commission, the employees and the stakeholders.
Improvement in the Government Regulation No. 63 of 2005 regarding HR
Management System of the Commision for the realization of competency based
human resource management system.