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"Badan Kepegawaian Negara (BKN) sebagai pembina dan penyelenggara  manajemen kepegawaian memiliki tugas dan fungsi diantaranya mengelola mutasi kepegawaian Pegawai Negeri Sipil (PNS).  Berdasarkan Rencana Strategis BKN 2015 – 2019 salah satu tugas BKN yang adalah “Mengelola dan mengembangkan sistem informasi kepegawaian Pegawai Negeri Sipil”. Untuk mendukung pelaksanaan manajemen kepegawaian nasional dan peningkatan pelayanan kepegawaian terhadap PNS dibutuhkan database PNS yang akurat dan terkini.  Ketika  melaksanakan tugas dan fungsi ini, BKN sering mendapatkan masalah perbedaan data yang disebabkan kesalahan sistem, kesalahan operator sistem atau karena lainnya.  Dalam karya akhir ini penulis melakukan pengukuran kualitas data kepegawaian memakai dimensi kualitas data sesuai dengan Loshin’s Data Quality Maturity Model agar bisa menjadi dasar data yang dipakai oleh produk sistem informasi yang dihasilkan oleh BKN. Aktivitas yang dilakukan untuk mencari tingkatan kualitas data, keadaaan menajemen kualitas data, harapan manajemen kualitas data, dan juga rekomendasi perbaikan kualitas data melalui tiga proses pengumpulan data yaitu wawancara terbuka, observasi langsung, dan analisis dokumen. Penelitian karya akhir ini bertujuan untuk memberikan rekomendasi strategi dalam memperbaiki manajemen kualitas data kepegawaian dengan berfokus pada dua tabel utama yaitu Tabel ORANG dan Tabel PNS. Rekomendasi yang di dapat melalui pemetaan model oleh Patel dan Ramchandran (2009) yaitu Agile Maturity Model (AMM), menghasilkan 48 rekomendasi yang terdiri dari 10 rekomendasi perbaikan permasalahan data PNS yang telah ada, antara lain penambahan otomatisasi validasi, pemeriksaan dan perbaikan kembali data yang sudah ada di database BKN, serta penambahan fitur pemberitahuan kepada pengelola data jika ada terindikasi sumber masalah. Selain itu ada 38 rekomendasi untuk perbaikan peningkatan  manajemen kualitas data. Rekomendasi tersebut dibagi berdasarkan delapan komponen penilaian. Komponen harapan kualitas data mempunyai rekomendasi di identifikasi dan dokumentasi  harapan kualitas data, syarat kualitas data yang baik, profil dan analisis harapan kualitas data, mengembakan metode penilai dampak bisnis, pemantauan dan validasi proses, dan penetapan serta evaluasi layanan kualitas data.

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One of The National Civil Service Agency (BKN) duty as a national staffing management agency is managing the rotation of Civil Servants (PNS). Based on the 2015-2019 BKN Strategic Plan, one of the tasks of the BKN is "Managing and developing the Civil Service staffing information system (ASN)". To support the implementation of national staffing management and improvement of staffing services for civil servants, an accurate and up-to-date civil service database is needed. Nevertheless, BKN often encounters problems with data differences due to system errors, system operator errors or other reasons. In this thesis, the author measured the quality of staffing data by using data quality dimensions based on Loshin’s Data Quality Maturity Model, aiming for high quality data to be used in BKN’s information systems. In order to gain data quality levels, data quality management conditions, data quality management expectations, and recommendations for improving data quality, the author held open interviews, direct observation, and document analysis. This research aims to provide a strategy recommendation in improving the quality of staffing data management by focusing on two main tables which are PEOPLE and PNS tables. The recommendations obtained through the mapping model by Patel and Ramchandran (Agile Maturity Model), resulted in 48 recommendations consisting of 10 recommendations for repairing existing PNS data problems, including adding validation automation, rechecking and revising existing data in the BKN database, also adding a notification feature to the data manager when indicating a problem. Aside from that, there are also 38 recommendations for improving the data quality management. The recommendations are divided based on eight assessment components. The data quality expectation component has recommendations in identifying and documenting data quality expectations, good data quality requirements, profiling and analyzing data quality expectations, developing business impact assessment methods, monitoring and validating processes, and establishing and evaluating data quality services."

"Tesis ini membahas tentang Proses Penilaian Kinerja Pegawai Negeri Sipil di Biro Kepegawaian Badan Kepegawaian Negara yang dilaksanakan pada tahun 2015. Penelitian ini menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian ini menunjukkan bahwa proses penilaian kinerja yang dijalankan pada Biro Kepegawaian Badan Kepegawaian Negara terdiri dari 4 empat tahapan yaitu perencanaan, pelaksanaan, penilaian dan peninjauan kembali. Pemanfaatan hasil penilaian kinerja sudah digunakan sebagai salah satu persyaratan administratif dalam proses kenaikan pangkat, pemberian penghargaan dan seleksi promosi jabatan. Permasalahan yang ditemukan dalam penelitian ini adalah belum adanya standar kinerja yang jelas sebagai pedoman dalam mengukur kinerja pegawai. Pejabat penilai belum melakukan pencatatan terhadap hasil pengamatan perilaku kerja pegawai dan tidak seluruh pegawai mengumpulkan laporan hasil kerja sehingga hasil penilaian masih terlihat subyektif karena kurangnya bukti-bukti pendukung. Hasil penilaian kinerja belum dimanfaatkan sebagai dasar pembayaran tunjangan kinerja dan pengembangan kompetensi pegawai.

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This thesis discusses the process of Performance Assessment of Civil Servants in the Civil Service Bureau of National Civil Service Agency conducted in 2015. This study used a postpositivist approach and qualitative method. The results showed that the performance appraisal process that runs on the Civil Service Bureau of the State Personnel Board consists of four 4 phases planning, implementing, assessing and reviewing. Utilization of performance appraisal results has been used as one of the administrative requirements in the process of promotion, awards, and selection for job promotion.

Problems were found in this study is there is no clear performance standards as a guide in measuring employee performance. Assessor officials have not done recording the observations of the behavior of employee and not all employees gather reports on the work result, so that it still looks a subjective assessment results due to lack of supporting evidence. The results of performance appraisal has not been used as the basis for the payment of benefits employee performance and competencies development."

"Tujuan penelitian ini adalah untuk menganalisis penerapan konsep four levers of control pada Badan Kepegawaian Negara. Penelitian ini dilakukan dengan metode studi kepustakaan dan studi lapangan. Hasil penelitian menunjukkan bahwa dalam menerapkan belief system, BKN harus membuat visi dan misi baru. BKN juga perlu melakukan penilaian kinerja yang dikaitkan dengan remunerasi. Pada penerapan boundary system perlu adanya keselarasan antara kode etik dengan PP 53 Tahun 2010 mengenai sanksi yang dikenakan. Sebagai organisasi dengan budaya hirarki, BKN harus menerapkan action control dan result control sebagai bentuk diagnostic control system. Berdasarkan analisis interactive control systems, strategic uncertainties BKN berasal dari regulasi pemerintah.

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The purpose of this study is to analyze the four levers of control implementation in National Civil Service Agency (NCSA). This study is conducted using literature study and field study method. The results show that, in implementing belief system, NCSA must create new vision and mission. NCSA also needs to conduct performance appraisal linked to remuneration. In implementing boundary system, the code of conduct must be aligned with PP 53 of 2010 about the sanctions imposed. As an organization with hierarchy culture, NCSA should implement action control and result control as form of diagnostic control system. Based on interactive control systems analysis, NCSA strategic uncertainties comes from government regulations."

"Pegawai yang bekerja tanpa mengalami perpindahan pekerjaan ataupun unit kerja selama lima hingga enam belas tahun keatas. Kondisi tersebut menyebabkan karir dan kompetensi pegawai stagnan. Konsep mutasi Whether Davis 1996 menjelaskan bahwa perpindahan tanggung jawab, kinerja, jabatan, status pekerjaan, dengan segala hak dan kewajibannya yang sama, merupakan bentuk pembinaan karir pegawai. Oleh sebab itu, penting untuk menganalisis proses mutasi dan kendala pelaksanaan mutasi pejabat pelaksana pengelola kearsipan di Badan Kepegawaian Negara. Pendekatan penelitian ini adalah post-positivis yang diawali menguji konsep mutasi, metode pengumpulan data kualitatif dan triangulasi digunakan untuk validasi data yang terkumpul. Proses mutasi yang dilakukan selama ini telah mengacu pada analisis jabatan dan analisis beban kerja, namun menjadi kurang valid dikarenakan belum adanya kajian ulang mengenai informasi dari analisis jabatan dan analisis beban kerja pejabat pelaksana pengelola kearsipan saat ini. Pelaksanaan mutasi yang belum berkaitan dengan pola karir serta belum didukung oleh standar operasional prosedur yang mengatur proses pelaksanaan mutasi. Hasil penelitian perlu pengkajian ulang mengenai analisis jabatan dan analisis beban kerja pejabat pelaksana pengelola kearsipan sesuai kondisi saat ini, segera menerapkan pelaksanaan mutasi secara periodik yang selaras dengan pola karir dan didukung oleh standar operasional prosedur dalam pelaksanaan mutasi tersebut.

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Employees who work without having to move for five to sixteen years and above. The condition causes stagnant of career and competence of employee. Whether and Davis 1996 explains that the transfer of responbility, performance, occupation, employment status, with all rights and obligations are the same, is a form of employee career development. Therefore, it is important to analyze the transfer process and the constraints of implementing the transfer of archival manager in The National Civil Service Agency.

This research approach is post positivist beginning to test the concept of transfer, methods of qualitative data collection and use triangulation to validate data collected. The process of transfer that has been done so far has been referring to job analysis and workload analysis, but it becomes less valid because there is no review of information from job analysis and workload analysis of archival managers today. Implementation of transfer that have not related to career pattern and not yet supported by operational standard procedure.

The results of the study need to review the position analysis and workload analysis of the archival manager according to the current condition, immediately apply the implementation of transfer periodically in harmony with career pattern and supported by operational standard procedure."

"Pelanggaran netralitas Pegawai Negeri Sipil (PNS) pada Pemilu tahun 2019 tercatat sebanyak 990 kasus dengan mayoritas kasus tidak memisahkan pribadi dan jabatan PNS. Penelitian ini bertujuan untuk mendeskripsikan dan menganalisis pelanggaran netralitas ASN berdasarkan peraturan perundang-undangan. Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian hukum yuridis normatif dengan bahan kepustakaan berupa data sekunder dengan studi dokumen. Tipologi dari penelitian ini berdasarkan sifatnya adalah deskriptif analisis. Metode analisis terhadap data menggunakan metode analisis kualitatif. Undang-Undang No. 7 Tahun 2017 tentang Pemilu dan Peraturan Pemerintah No. 53 Tahun 2010 tentang Disiplin PNS mengatur netralitas lebih luas hingga tidak memisahkan pribadi dan jabatan PNS dibandingkan dengan Undang-Undang No. 5 Tahun 2014 tentang Aparatur Sipil Negara. Pengaturan tersebut dibuktikan dengan kasus PNS Kota Malang dan PNS Kabupaten Cianjur. Pengaturan berdasarkan peraturan perundang-undangan dan penegakan oleh institusi terkait netralitas PNS terlihat mencampuradukkan pribadi PNS dengan jabatannya sebagai birokrat. Pengaturan netralitas terkait Pegawai Negeri Sipil (PNS) terdapat pada Undang-Undang No. 5 Tahun 2014, Undang-Undang No. 30 Tahun 2014, dan Undang-Undang No. 7 Tahun 2017. Penerapan sanksi pelanggaran netralitas ASN diterapkan berdasarkan kasus PNS Kota Malang dan PNS Kabupaten Cianjur. Instansi penegak netralitas, seperti BKN, Bawaslu, dan KASN memiliki perannya masing-masing.

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Violation of the neutrality of Civil Servants (PNS) in the 2019 Election was recorded as many as 990 cases with the majority of cases not separating the personal and civil servant positions. This study aims to describe and analyze violations of ASN neutrality based on statutory regulations. The research method used in this study is a normative legal research method with literature material in the form of secondary data with document studies. The typology of this research by its nature is descriptive analysis. The method of analysis of data uses qualitative analysis methods. Law No. 7 of 2017 concerning Elections and Government Regulation No. 53 of 2010 concerning the Discipline of Civil Servants regulates broader neutrality so that they do not separate civil servants and positions compared to Law No. 5 of 2014 concerning State Civil Apparatus. This arrangement is proven by the case of Malang City Civil Servants and Cianjur Regency Civil Servants. Arrangements based on laws and regulations by institutions related to the neutrality of civil servants seem to confuse civil servants with their positions as bureaucrats. The neutrality arrangement related to Civil Servants (PNS) is contained in Law No. 5 of 2014, Law No. 30 of 2014, and Law No. 7 of 2017. The application of ASN neutrality violation sanctions is applied based on the case of Malang City Civil Servants and Cianjur Regency Civil Servants. The neutrality enforcement agencies, such as BKN, Bawaslu, and KASN have their respective roles."

"[ABSTRAKTesis ini akan menguraikan mengenai eksistensi dan kedudukan BadanKepegawaian Negara dalam pembinaan manajemen kepegawaian negara, sertakedudukan Peraturan Kepala Badan Kepegawaian Negara dalam sistem perundangundangandi Indonesia. Penelitian ini merupakan jenis penelitian hukum normatif,dengan menggunakan teknik penelitian kepustakaan (library research) danpenelitian lapangan (field research). Hasil penelitian menunjukkan bahwa BadanKepegawaian Negara memiliki kedudukan yang jelas, penting, dan strategis dalampembinaan manajemen kepegawaian negara. Badan Kepegawaian Negara memilikifungsi pengaturan dalam bentuk Peraturan Kepala Badan Kepegawaian Negarayang memuat norma, standar, prosedur, dan kriteria di bidang kepegawaian.Peraturan Kepala Badan Kepegawaian Negara memenuhi kualifikasi sebagaisebuah peraturan perundang-undangan dan memiliki kedudukan yang jelas,sehingga terhadap pelanggaran atas norma, standar, prosedur, dan kriteria yangdiatur dalam Peraturan Kepala Badan Kepegawaian Negara dapat dijatuhi sanksiadministrasi.

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ABSTRACTThis thesis will describe the existence and status of National Civil Service Agencyin the development of the civil service management, as well as the status of theRegulation of the Head of National Civil Service Agency in the Indonesia legalsystem. This research is a normative legal research, by using library research andfield research. The results showed that the National Civil Service Agency has aclear position, important, and strategic in fostering civil service management. TheNational Civil Service Agency has a regulatory function in the form of theRegulation of the Head of National Civil Service Agency, which contains thenorms, standards, procedures, and criteria in the field of civil service. TheRegulation of the Head of National Civil Service Agency qualifies as a legislationand have a clear position, so that the infringement of norms, standards, procedures,and criteria that determined in the Regulation of the Head of National Civil ServiceAgency may be imposed to administrative sanctions.;This thesis will describe the existence and status of National Civil Service Agencyin the development of the civil service management, as well as the status of theRegulation of the Head of National Civil Service Agency in the Indonesia legalsystem. This research is a normative legal research, by using library research andfield research. The results showed that the National Civil Service Agency has aclear position, important, and strategic in fostering civil service management. TheNational Civil Service Agency has a regulatory function in the form of theRegulation of the Head of National Civil Service Agency, which contains thenorms, standards, procedures, and criteria in the field of civil service. TheRegulation of the Head of National Civil Service Agency qualifies as a legislationand have a clear position, so that the infringement of norms, standards, procedures,and criteria that determined in the Regulation of the Head of National Civil ServiceAgency may be imposed to administrative sanctions., This thesis will describe the existence and status of National Civil Service Agencyin the development of the civil service management, as well as the status of theRegulation of the Head of National Civil Service Agency in the Indonesia legalsystem. This research is a normative legal research, by using library research andfield research. The results showed that the National Civil Service Agency has aclear position, important, and strategic in fostering civil service management. TheNational Civil Service Agency has a regulatory function in the form of theRegulation of the Head of National Civil Service Agency, which contains thenorms, standards, procedures, and criteria in the field of civil service. TheRegulation of the Head of National Civil Service Agency qualifies as a legislationand have a clear position, so that the infringement of norms, standards, procedures,and criteria that determined in the Regulation of the Head of National Civil ServiceAgency may be imposed to administrative sanctions.]"

"Sumber Daya manusia adalah aspek yang sangat penting dalam sebuah organisasi, khususnya organisasi pemerintah. Dalam hal ini kompetensi menjadi hal yang sangat penting bagi aparatur negara atau Pegawai Negeri Sipil. Kompetensi yang mencakup pengetahuan, kemampuan dan perilaku bagi Pegawai Negeri Sipil harus tinggi agar dapat menghasilkan sebuah kinerja yang baik, namun yang terjadi saat ini adalah rendahnya kompetemsi dan kinerja Pegawai Negeri Sipil. Skripsi ini mencari tahu bagaimana hubungan antara kompetensi yang dilihat dari karakteristik kompetensi dan kinerja Pegawai Negeri Sipil. Penelitian yang dilakukan adalah penelitian kuantitatif dengan menggunakan teknik survei dengan menyebarkan kuesioner kepada pegawai Pada Kantor Regional V BN Jakarta. Hasil yang di dapat menunjukkan adanya hubungan yang sangat kuat antara kompetensi dan kinerja Pegawai Negeri Sipil di mana nilai koefisien korelasinya sangat kuat.

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Human resource are the important aspecs in organization, especially government organization. In this parts, competences are the most valuable things for civil servant. The parts of competences include knowledges, skills and attitude. The civil servant must have the high competence to build good performance. But, the problems now are the performance and competence of civil servant in the low level.

This undergraduate thesis is written to search the relations about competence which seem on. Competence characteristic and performance of civil servant. The research of this problems are include quantitatif research which used the survei technics. This technics are use the questioner from which offered to all employees In National Civil Service Agency Regional Office V Jakarta. The produce of this survei technics shows. The big relations about competence and performance of civil servant which the value of the coeficien corelations is in the high level."

"Penelitian ini bertujuan untuk menganalisis aspek keadilan sistem penggajian Pegawai Negeri Sipil (PNS) di lingkungan Badan Kepegawaian Negara (BKN), serta memformulasi sistem penggajian yang memenuhi prinsip keadilan sesuai dengan perspektif manajemen Aparatur Sipil Negara (ASN) saat ini. Penelitian menggunakan pendekatan post-positivis dan jenis penelitian deskriptif. Hasil penelitian menunjukkan bahwa kandungan nilai keadilan dalam tujuan/sasaran sistem penggajian PNS dalam Undang-Undang ASN masih terbatas pada upaya pemenuhan keadilan internal dan keadilan eksternal, sementara kandungan nilai keadilan individual menjadi tidak koheren karena adanya pemisahan antara Gaji dengan pemberian Tunjangan Kinerja pegawai. Kandungan nilai keadilan dari sisi penerapan sistem penggajian PNS belum mampu terpenuhi hingga saat ini, hal tersebut dapat dilihat dari beberapa aspek yaitu: a) alignment, basis golongan dan masa kerja saat ini yang dinilai sudah tidak relevan karena tidak mencerminkan nilai relatif suatu jabatan, b) competitiveness, besaran gaji kurang kompetitif dibandingkan dengan market rate, c) contributions, kurangnya penghargaan terhadap kinerja dan kompetensi pegawai, d) management, kurangnya transparansi khususnya terkait data dan informasi kemampuan keuangan Negara untuk alokasi gaji. Penelitian ini menghasilkan formulasi penggajian PNS dengan menggunakan pendekatan gaji berbasis jabatan (job-based pay), dengan parameter meliputi jumlah grade, rentang nilai, rentang gaji, dan garis kebijakan penggajian.

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The objectives of analysis in this paper are: analyzing the aspect of equity in civil service pay system in National Civil Service Agency (BKN), and formulating civil service pay system in BKN in accordance with the State Civil Apparatus (ASN) Management Perspective. This study uses a post-positivist approach and descriptive study. The results showed that the equity content in the objective of the salary system of civil service as stipulated in the Law on ASN is still limited to the efforts of internal and external equity, while the values of individuals equity is incoherent because formulation of the Act clearly separates between civil service?s salaries and performance allowances. On the other hand the equity content of the pay system implementation is also not able to be fulfilled until now, it can be seen from several aspects which includes: a) alignment, salary structure of civil service based on clusters and length of service is considered to be irrelevant, because it does not reflect the relative value of a position, b) competitiveness, amount of salary of civil servants are less competitive than the market rate, c) contributions, lack of appreciation of the performance and competence, d) management, lack of transparency, especially related to data and information of the financial capacity of the State to the allocation of salary. This research resulted the formulation of a civil service pay system using the approach of job-based pay which used the number of grade, the points range, the pay range, and the pay policy line parameters."

"Penelitian ini membahas tentang proses penempatan dan proses ideal dalam penempatan pejabat fungsional analis kepegawaian pada Kantor Pusat Badan Kepegawaian Negara. Penelitian ini merupakan penelitian kualitatif, dengan desain deskriptif, menggunakan teknik wawancara mendalam dan studi kepustakaan. Hasil penelitian ini menjelaskan bahwa mekanisme penempatan analis kepegawaian belum memiliki standar operasional dan prosedur penempatan pegawai yang baku, belum didasarkan pada analisis kebutuhan dan penghitungan formasi yang tepat. Penempatan analis kepegawaian juga belum didasarkan pada uji kompetensi yang handal dan belum tersertifikasi dari awal pengangkatan, serta belum berpedoman pada analisis kompetensi baik dari sisi karakteristik pekerjaan, maupun atribut-atribut yang dimiliki analis kepegawaian. Keputusan penempatan analis kepegawaian belum sepenuhnya didasarkan pada pengembangan karier dan kondisi-kondisi obyektif, dan komitmen yang tinggi dari pimpinan. Hasil penelitian ini juga menyarankan bahwa pola penempatan analis kepegawaian didasarkan pada mekanisme yang jelas, pemenuhan persyaratan sesuai tuntutan pekerjaan, dan pengambilan keputusan penempatan yang obyektif serta berkomitmen pada pengembangan karier pegawai.

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This research discusses about placement process and ideal process in Civil Service Analyst placement in National Civil Service Agency Headquarter. This is a qualitative research, by means of descriptive design, which using a deep interview technique and literature study as well. Result of this research elaborates that Civil Service Analyst placement mechanism has not had a standard SOP (Standard Operating and Procedure) and has not been based on a need analysis and prompt formation calculation. Civil Service Analyst placement has not been based on competency test. It has not been certified since early appointment and has not been based on competency analysis either from job characteristic or Civil Service Analyst?s attributes. The Civil Service Analyst placement has not been fully based on carrier development, objective conditions and high leader commitment. The result of this research also suggests that Civil Service Analyst placement pattern must be based on a clear mechanism, requisite fulfillment according to job demand, objective placement decision making and commits to employee carrier development."

"Penyelenggaraan Diklat akan efektif dan efisien bila merancang pelatihan dengan terstruktur melalui tahapan analisis/identifikasi, desain, implementasi, dan evaluasi, dikatakan Stone (2011:348) the effectiveness of training and development is enhanced when training activities are preceded by comprehensive analysis. Dampak negatif yang dirasakan bila analisis tidak dilakukan diantaranya tidak sesuainya tujuan Diklat dengan peserta yang hadir, demotivasi mengikuti pembelajaran, kerugian organisasi membiayai penyelenggaraan Diklat relatif mahal, dan investasi SDM di masa mendatang tidak sesuai dengan yang diharapkan. Perlu dikaji keadaan yang sesungguhnya pelaksanaan Analisis Kebutuhan Diklat (AKD) Teknis Manajemen PNS di Pusat Pengembangan ASN BKN beserta kendala yang dihadapi, selain itu mendapatkan instrumen AKD Teknis Manajemen PNS yang sesuai diterapkan di Pusat Pengembangan ASN BKN.Pendekatan penelitian ini post-positivis karena berawal degan menguji teori pelatihan SDM melalui AKD, metode pengumpulan data kualitatif dan strategi triangulasi digunakan untuk validitas data yang terkumpul. Model AKD di BKN menggunakan instrumen analisis tugas yang ditetapkan dalam Peraturan Kepala BKN Nomor 17 Tahun 2011 tentang Pedoman Pelaksanaan AKD Teknis Manajemen PNS, namun AKD belum efektif dilaksanakan di BKN. Terkendala oleh tidak adanya koordinasi kerja antar unit dalam melaksanakan AKD, pelaksana tugas tidak mengetahui ketersediaan pedoman atau alat ukur AKD, penugasan AKD dalam struktur organisasi dan tata kerja BKN tidak tegas, SDM tidak tersertifikasi TNA, komitmen pimpinan tidak diimplementasikan dengan baik, dan belum ada standar kompetensi jabatan.Dengan tidak digunakannya Peraturan Kepala BKN Nomor 17 Tahun 2011 perlu varian baru berupa instrumen analisis dalam perancangan pelatihan yang sesuai untuk mengidentifikasi kebutuhan pelatihan, instrumennya yaitu analisis Forum Group Discusion dengan keunggulan cepat, data yang diperoleh lebih kaya/dalam, dan memberikan nilai tambah. Instrumen berikutnya analisis Litingring/DIF (Kesulitan Kepentingan Keseringan/ Difficulties Importancy Frequency) yang dapat diimplementasikan menggunakan eManajemen Diklat secara daring.<

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The implementation of training and development will be effective and efficient if the instructional sistem design is structured by the analysis, design, implementation, and evaluation, Stone (2011:348) the effectiveness of training and development is enhanced when training activities are preceded by comprehensive analysis. There will be any negative effect if the analysis is not conducted among other are that the goals of the training and development is not adjusted to the participants attending it, the de-motivation in joining the learning, the organizational loss in funding the relative expensive training and development implementation and the human resource investment in the future is not based on what is expected. It is necessary for any study to the real implementation of Civil Servant Management Technique Training Need Analysis at the ASN Development Centre, National Civil Service Agency (NCSA) as well as for the obstacles faced, also to get the appropriate instrument of Civil Servant Management Technique Training Need Analysis implemented at the ASN Development Center NCSA.

The study approach is post-positivist because it starts by testing the human resource training theory by training need analysis, the qualitative data collection and the triangulation strategy are used to validate the data collected. training need analysis model uses the instrument of task analysis determined in the Regulation of Head of NCSC number 17 of 2011 concerning the Guidance of Civil Servant Management Technique Training Need Analysis Implementation, but training need analysis is not yet conducted effectively at NSCS. It is constrained by the absence the coordination intra-units in implementing the training need analysis, the task implementers do not know the guidance or training need analysis metering tool availability, the training need analysis assignment in the NCSC organizational structure and procedure are not strict, the human resources are not certified to the training need analysis, the leader commitment is not implemented correctly, and there is not positional competence standard.

By not being used Regulation of Head of NCSC number 17 of 2011 is necessary for the new variant as the analysis instrument in designing the training appropriately to identify the training demand, its instruments are the FGD analysis with the fast superiority, the data obtained is richer / deeper, and gives additional values. The following instrument is the DIF (Difficulties Importancy Frequency) analysis to be implemented by using e-Management Training on-line."