Implementasi Strategi Pengembangan Sumber Daya Manusia dalam Persiapan Karier Pegawai pada Badan Penghubung Daerah Provinsi Papua

Sroyer, Zakarias Isak (2026) Implementasi Strategi Pengembangan Sumber Daya Manusia dalam Persiapan Karier Pegawai pada Badan Penghubung Daerah Provinsi Papua. S1 thesis, Universitas Kristen Indonesia.

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Abstract

Penelitian ini bertujuan untuk mendeskripsikan dan menganalisis Strategi Pengembangan Sumber Daya Manusia (SDM) yang diterapkan oleh Badan Penghubung Daerah Provinsi Papua (BPDP) serta mengidentifikasi faktor-faktor penghambat dan pendorong yang memengaruhi efektivitas strategi tersebut terhadap pengembangan karir pegawai. Masalah utama yang diangkat adalah fenomena stagnansi pangkat dan keterlambatan kenaikan pangkat reguler yang dialami oleh pegawai di instansi tersebut. Penelitian ini menggunakan pendekatan kualitatif dengan desain studi kasus tunggal. Data dikumpulkan melalui wawancara mendalam terhadap 12 informan yang dipilih secara purposive sampling, observasi non-partisipan selama tiga bulan, dan analisis dokumen kepegawaian. Teknik analisis data menggunakan model interaktif Miles dan Huberman yang meliputi reduksi data, penyajian data, dan penarikan kesimpulan, dengan teknik triangulasi metode untuk menjamin keabsahan data. Hasil penelitian menunjukkan bahwa pengembangan karir di BPDP menghadapi hambatan struktural berupa disintegrasi koordinasi dan jarak geografis antara kantor Jakarta dengan BKD di Jayapura, yang menyebabkan keterlambatan verifikasi administrasi pada sistem My ASN. Ditemukan pula adanya fenomena "Ritualitas Administratif," di mana Sasaran Kinerja Pegawai (SKP) dan sistem e-Kinerja hanya dipandang sebagai pemenuhan kewajiban rutin tanpa menjadi instrumen objektif bagi promosi jabatan. Hambatan anggaran untuk biaya perjalanan dinas diklat serta ketiadaan Peta Jalan Karir (Career Map) yang transparan memperburuk kondisi stagnansi karir pegawai. Selain itu, terjadi mismatch kompetensi di mana pegawai berpendidikan tinggi (S2) belum dioptimalkan melalui sistem Manajemen Talenta (Talent Management). Penelitian ini merekomendasikan perlunya Penguatan transparansi melalui penyediaan layar informasi digital terkait peta jabatan kosong dan syarat diklat secara real-time, Inisiasi program virtual mentoring rutin dengan BKD Papua untuk mengatasi kendala teknis My ASN tanpa beban biaya transportasi, Kewajiban dialog kinerja tatap muka serta rotasi tugas sebelum validasi e-Kinerja guna menjamin penilaian yang objektif, Penguatan sistem merit melalui Analisis Kebutuhan Diklat (AKD) serta integrasi kualifikasi pendidikan pegawai (S2/S3) ke dalam sistem Talent Management. Kata Kunci: Badan Penghubung, Strategi SDM, Pengembangan Karir, Sistem Merit, Stagnansi Pangkat./ This study aims to describe and analyze the Human Resource (HR) Development Strategies implemented by the Regional Liaison Office of Papua Province (BPDP) and to identify the inhibiting and driving factors that influence the effectiveness of these strategies on employee career development. The primary issue addressed is the phenomenon of rank stagnation and delays in regular promotions experienced by employees within the organization. This research employs a qualitative approach with a single case study design. Data were collected through in-depth interviews with 12 informants selected via purposive sampling, non-participant observation over a period of three months, and analysis of personnel documents. Data analysis followed the Miles and Huberman interactive model, encompassing data reduction, data display, and conclusion drawing, with method triangulation techniques applied to ensure data validity. The results indicate that career development at BPDP faces structural obstacles, specifically the disintegration of coordination and geographical distance between the Jakarta office and the Regional Civil Service Agency (BKD) in Jayapura, which leads to administrative verification delays in the My ASN system. Furthermore, the study identified a phenomenon of "Administrative Ritualism," where Employee Performance Targets (SKP) and the e-Kinerja system are perceived merely as routine compliance rather than objective instruments for promotion. Budgetary constraints for training-related travel and the absence of a transparent Career Map further exacerbate career stagnation. Additionally, a competency mismatch persists, as highly educated employees (Master’s degree holders) have not been optimally utilized through a Talent Management system. This study recommends the following strengthening transparency by providing digital information displays regarding vacant positions and training requirements in real-time, initiating routine virtual mentoring programs with the Papua BKD to address technical issues in My ASN without the burden of travel costs, mandating face-to-face performance dialogues and task rotations prior to e-Kinerja validation to ensure objective assessments, and strengthening the merit system through Training Needs Analysis (TNA) and integrating employee educational qualifications (S2/S3) into the Talent Management system. Keywords: Liaison Office, HR Strategy, Career Development, Merit System, HR Strategy.

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