ABSTRAK
Tesis menjelaskan asumsi peran Pengelolaan Sumber Daya ManusiaBerbasis Kompetensi dalam proses pembangunan profesionalisme pegawailembaga publik (lembaga pemberantasan anti korupsi), yang membutuhkanketersediaan pegawai yang profesional, berintegritas dan memiliki kompetensiyang diperlukan, sebagai faktor kunci keberhasilan kinerja organisasi. Unitanalisis penelitian adalah organisasi KPK yang sistem pengelolaan SDM-nyadiatur dalam Peraturan Pemerintah No. 63 tahun 2005. Tujuan penelitian adalahmengetahui dan mampu menjelaskan proses pengelolaan SDM berbasiskompetensi di KPK sekaligus memahami dan mampu menguraikan faktor-faktoryang mempengaruhinya. Penelitian mengacu pada paradigma postpositivismdengan menggunakan pendekatan dan desain kualitatif. Melalui paradigma postpositivismdapat mengkaji variabel dan hubungan antar variabel melaluipendekatan metode grounded theory melalui proses konfirmasi, validasi danfalsifikasi hipotesis model penelitian. KPK telah memiliki kerangka konseptualdalam penyusunan kamus kompetensi yang kemudian menjadi basis bagipengelolaan SDM, mulai dari perencanaan SDM, rekrutmen-seleksi, manajemenkinerja dan kompensasi. Sedangkan pilar pengelolaan SDM yang belumsepenuhnya berbasis kompetensi terjadi pada pelatihan dan pengembangan,manajemen karir, dan talent segmentation. KPK telah melakukan upaya untukmemastikan terlaksananya konsep CBHRM, melalui serangkaian kegiatan yangdisingkat ?CASAM?, yaitu: a) Communication, b) Accountability, c) Skill, d)Alignment, dan e) Measurement. Dari kelima hal tersebut, kegiatan yang sudahdilaksanakan adalah kegiatan komunikasi, accountability, dan measurement.Sedangkan kegiatan membangun skill dan alignment CBHRM belumdilaksanakan. Perbaikan Pengelolaan SDM Berbasis Kompetensi di KPKmencakup penyusunan Cetak Biru Pengembangan SDM di KPK yang dapatmencerminkan kebutuhan organisasi, kepentingan pegawai, dan stakeholder. Jugaperbaikan PP No. 63 Tahun 2005 tentang Sistem Manajemen SDM KPK agarpengelolaan SDM berbasis kompetensi dapat dijalankan dengan maksimal.
ABSTRACT
The thesis describes the assumption of the role Competency-Based HumanResource Management (CBHRM) in the process of developing professional andcompetent employee of public institutions, particularly in the CorruptionEradication Agency (the Commission), which requires professional, integrity andcompetence personnel, as the key success factors of organizational performance.The unit of analysis is the Human Resources Management System of IndonesiaCorruption Eradication Commision as stipulated in Government Regulation no.63 of 2005. The research objective is to understand and be able to explain theprocess of competency-based HR management in the Commission as well asidentify factors that affect the competency-based human resource management atthe Commission. This study used a qualitative approach and refers to thepostpositivism paradigm that examine variables and relationships betweenvariables through the grounded theory approach, using the process ofconfirmation, validation and falsification of the research hypothesis modelsThe Commission already has the conceptual framework for developing thecompetency dictionary which reflect it?s vision, mission, strategic priorities andvalues. The competencies is then used as basis for HR planning, recruitment andselection, performance management and compensation. The other HR subsystemthat has not been using the competencies as the basis are learning anddevelopment, career management and talent segmentation. The Commission hasmade efforts to ensure the implementation of the concept, through a series ofactivities that are abbreviated as "CASAM", namely: a) Communication, b)Accountability, c) Skill, d) Alignment, and e) Measurement. Among those fiveactivities the Commission has implement communication, accountability andmeasurement. However the Commission has not implement the skill andalignment thoroughly. CBHRM improvement in the Commission includes anumber of programs and activities: developing HR blueprint that reflect thecurrent and future needs of the Commission, the employees and the stakeholders.Improvement in the Government Regulation No. 63 of 2005 regarding HRManagement System of the Commision for the realization of competency basedhuman resource management system. |
