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"ABSTRAKCompetencies provide the individual with a map or indication of the behaviors that will be valued, recognized and in some organizations rewarded. In this regard, organizations that have spent time and money to ensure that competencies are successfully used, is expecting improvement in the assessment of job performance. In this regard, Spencer & Spencer, (1993) says that competencies can be measured, and the results ofthe measurement can be used to plan training and development programs, succession, career management, performance management, recruitment, selection, and application of competency based compensation. .Competencies should be assessed properly, and confidence with their use. Failure to do so may result in individuals finding thattheir efforts remain largely ignored, worse, a waste of time, especially if they are later told that these competencies are not required for their jobs. However, competencies are not immune to the difficulties encountered with the more traditional measurement of job performance, as there are many aspects influence the successful of the application of assessment.This study evaluates the effectiveness of the competency assessment to individual development in a constructioncompany in Indonesia. The company has been applying Competency Based Human Resource Management (CBHRM)since 2004. The previous methods to assess the competencies are using assessment center and competency assessment questiormaire. However, the results of the study shows that there are many constraints in applying competencies model successfully due to some reasons such as: the assessment process relies too heavily on managers? judgment, and the managers and subordinates were hesitant to rate individual with his/her actual rating, the item of the assessment are not cleared enough, validity ofthe instrument is still questionable, and the employees have not been given any feedback regarding the results ofthe assessment. In order to overcome the constraints, the researchers used multi rater approach to assess employees? competencies, and the results show that the big deficiencies between the actual and the expected in some competencies."

"Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing, competency development, dan affective commitment terhadap turnover intention pada karyawan generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode convenience sampling untuk mengumpulkan data primer. Sampel dalam penelitian ini diperoleh dari 540 karyawan generasi milenial Indonesia (lahir antara 1981-2000) dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM).Hasil penelitian menunjukkan bahwa knowledge sharing memiliki pengaruh positif terhadap competency development dan affective commitment, competency development memiliki pengaruh positif terhadap affective commitment, serta affective commitment memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh knowledge sharing, competency development, dan affective commitment terhadap turnover intention, serta kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk menurunkan turnover intention karyawan generasi milenial Indonesia.

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This study aims to discover the effects of knowledge sharing, competency development, and affective commitment on turnover intention of Indonesian millennial employees. This study uses a quantitative approach with cross-sectional design and convenience sampling method to collect primary data. Sample was obtained from 540 Indonesian Millennial employees (born between 1981 and 2000) while data is analyzed using Structural Equation Modelling (SEM).

Results indicate that knowledge sharing has a positive effect on competency development and affective commitment, competency development has a positive effect on affective commitment, and affective commitment has a negative effect on turnover intention. The theoretical contribution of this study is the discovery of effects of knowledge sharing, competency development, and affective commitment on turnover intention, and the practical contribution is provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees."

"Setelah berakhirnya rezim orde baru membuat sistem pemerintahan bergeser menuju arah New Public Management (NPM). Seiring dengan implementasi NPM, pemerintah harus merancang dan mengelola organisasi termasuk ASN sebagai pelaku reformasi birokrasi. Oleh karena itu pemerintah memberlakukan regulasi dan kebijakan tentang pengembangan kompetensi ASN untuk mendorong pegawai yang unggul dalam rangka mencapai tujuan organisasi. Namun seringkali tujuan organisasi berbeda dengan kepentingan pegawai. Sehingga penting untuk mendengarkan suara-suara pegawai dalam memaknai pengembangan kompetensi. Penelitian ini mengeksplorasi perspektif pegawai dalam menerima pengembangan kompetensi dan bagaimana peran pemimpin dalam praktiknya. Dengan menggunakan metode kualitatif dan mewawancarai 13 pegawai sektor publik yang diawali dengan survei eksplanatori dalam pemilihan informan. Temuan dari penelitian ini menunjukkan seringkali pengembangan kompetensi dikaitkan dengan pemenuhan kesejahteraan secara finansial. Selain itu makna lain yang menggambarkan pengembangan kompetensi masih terpinggirkan oleh prioritas lainnya. Implikasi praktisnya adalah pemerintah masih perlu mengkaji ulang kebijakan pengembangan kompetensi sehingga dalam praktiknya dapat dijalankan sesuai dengan fungsinya.

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After the end of the New Order regime, the government system shifted towards New Public Management (NPM). Along with implementing NPM, the government must design and manage organizations including ASN as agents of bureaucratic reform. Therefore, the government enforces regulations and policies regarding the development of ASN competencies to encourage superior employees in order to achieve organizational goals. However, organizational goals often differ from employee interests. So it is important to listen to employee voices in interpreting competency development. This research explores employee perspectives in receiving competency development and the role of leaders in practice. Using qualitative methods and interviewing 13 public sector employees starting with an explanatory survey in selecting informants. The findings from this research show that competency development is often associated with achieving financial well-being. Apart from that, other meanings that describe competency development are still marginalized by other priorities. The practical implication is that the government still needs to review its competency development policy so that in practice it can be carried out in accordance with its function."

"Pembahasan terkait dengan komitmen afektif menjadi salah satu permasalahan dalam pengelolaan sumber daya manusia. Penelitian ini bertujuan untuk mengetahui peran mediasi pengembangan kompetensi terhadap pengaruh antara knowledge sharing dengan komitmen afektif. Responden dalam penelitian ini adalah karyawan Gen Y di PT PP Persero, Tbk pusat yang berjumlah 152 orang. Penelitian ini menggunakan desain penelitian deskriptif cross sectional. Pengolahan data penelitian dilakukan menggunakan program olah data Lisrel 8.50 dengan teknik Structural Equation Modeling SEM. Berdasarkan hasil penelitian ini, knowledge sharing terbukti secara signifikan memiliki pengaruh terhadap pengembangan kompetensi dan komitmen afektif pada karyawan gen Y di PT PP Persero, Tbk pusat dan pengembangan kompetensi terbukti secara signifikan dan positif menjadi mediator pengaruh antara knowledge sharing dengan komitmen afektif pada karyawan gen Y di PT PP Persero, Tbk pusat.

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Discussion related to affective commitment becomes one of the problems in human resource management. This study aims to determine the mediation role of competency development on the effect of knowledge sharing with affective commitment. Respondents in this study were Gen Y employees in PT PP Persero, Tbk Head Office of 152 people. This research uses descriptive research design cross sectional. The research data processing by using Lisrel 8.50 software with Structural Equation Modeling SEM technique.

Based on the results of this study, knowledge sharing proved to have a significant effect on the competency development. And also, affective commitment on the Gen Y employees in PT PP Persero, Tbk Head Office and competency development proved significantly and positively mediate the influence between knowledge sharing with affective commitment to employees gen Y in PT PP Persero, Tbk Head Office."