Browsing by Author "PULUNGAN, Zainul M."

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    Analisis kebutuhan pelatihan level organisasi di Kementerian ESDM
    (PPMKP, 2022-03) PULUNGAN, Zainul M.; PPMKP
    Training is one of the efforts to improve competence which includes knowledge, expertise, skills, and attitudes so as to increase work productivity. Employees who have high productivity are employees who perform optimally so that they can improve organizational performance. To obtain quality training, it is necessary to an alyze the appropriate training needs to support organizational units through analysis and identification of problems or issues from the organization. The purpose of this study is to analyze and identify training needs at the organizational level in the Ministry of Energy and Mineral Resources. The method used in this research is descriptive qualitative, which is a research method used to solve actual problems by collecting, compiling, classifying, analyzing, and interpreting data. Data collection techniques were carried out through questionnaires and interviews with 11 echelon 1 units including the Secretariat General, Inspectorate General, Directorate General of Oil and Gas, Directorate General of Mineral and Coal, Directorate General of Electricity, Direct orate General of EBTKE, Research and Development Agency, Human Resources Development Agency, Geology Agency, BPH Migas , and the National Energy Council. The analysis is carried out by collecting data and information regarding challenges, obstacles, issues, and problems as a reference in developing employee competencies. From the results of this study, it was found that the training needed for the organizational level was training to serve effectively, efficiently and oriented to results. The Ministry of Energy and Mineral Resources also requires employees who have competence in technology and information management, as well as accountable budget management. In addition, with the reorganization from structural to functional positions, debriefing training is also needed for the transformed functional staff. Keywords: Competence, Training Needs Analysis, training identification
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    Analisis kebutuhan pengembangan kompetensi manajerial melalui penilaian kompetensi
    (PPMKP, 2021-06) PULUNGAN, Zainul M.; PPMKP
    Competence is the ability of each individual consisting of knowledge, behavior, skills in carrying out tasks/positions. Every civil servant has 3 types of competence, namely managerial, sociocultural, and technical. ASN managerial competence refers to the PANRB Ministerial Regulation No. 38 of 2017 which states that every civil servant has 8 managerial competencies (Integrity, Cooperation , Communication, Results Orientation, Public Service, Self and Other People Development, Managing Change, and Decision Making) and 1 social competence culture, namely the National Adhesive. In addition, every ASN has the right to develop competencies of at least 20 JP/year. However, the employee must receive the necessary training to improve the competence of the position and organizational performance. Therefore, employees need to measure their competence in accordance with the level of position occupied. The purpose of this research is to identify the right type of training for employees in improving managerial and sociocultural competence. One method that can be done is by assessing competence through an assessment center. Competency assessment was carrie d out to 241 employees in structural, functional, and implementing positions with multi -simulation in order to obtain accurate results. From the results of the study, it was found that all employees are competent in integrity competence, but it is necessary to develop competence for several employees with training priority in order of competence in decision -making, communication, managing change, self-development and other people, national glue, cooperation, orientation to results. , as well as public services
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    Evaluasi penetapan siklus PDCA pada Program Pelatihan Kepemimpinan Pengawas dalam menghadapi Re-Akreditasi Program Pelatihan
    (PPMKP, 2021-09) PULUNGAN, Zainul M.; PPMKP
    Supervisor Leadership Training is training held to improve the competence of supervisor positions in controlling all implementation activities according to standard operating procedures to become service leaders. PPSDMA has obtained category B accreditation in 2018 with a validity period of 3 years. This category provides opportunities and challenges for PPSDMA to continue to make continuous improvements in the implementation of training. Therefore, PPSDMA needs to conduct a self-assessment of the quality of training based on the accreditation assessment instrument from Lembaga Administrasi Negara (LAN). LAN uses the PDCA cycle method in conducting accreditation assessments. The purpose of this study is to assess the completeness and quality of the Supervisory Leadership Training document and provide recommendations for improvement in the face of re-accreditation in 2021. The method used in this research is descriptive qualitative, including reviewing the 2018 accreditation documents, interviews, and FGDs (focused). With parties involved in accreditation. From the results of this study, it was found that PPSDMA has an important role in the three stages of the accreditation process, namely the preparation of accreditation documents, visitations, and improvement of accreditation data. This accreditation assessment consists of six elements of assessment, namely: elements of planning, elements of implementation, elements of evaluation, elements of the results of the implementation of training, elements of financing, and elements of supporting facilities for the training program. Based on the results of the self -assessment conducted, PPSDMA only obtained a score of 84.06 or category B because it only met three assessment elements, namely the evaluation element, the results of the training, and financing. However, if PPSDMA completes and improves the quality of documents submitted to other elements, then PPSDMA can obtain an independent assessment result of 95.83 or category A in the Supervisory Leadership Training program.