Post-Leadership Training Evaluation for Development Administrators Managerial Competencies in Human Resources Development Agencies Central Kalimantan Province
Evaluasi Pasca Pelatihan Kepemimpinan Administrator Bidang Pengembangan Kompetensi Manajerial Pada Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Tengah
DOI:
https://doi.org/10.70074/jaspdt.v1i2.7Keywords:
Administrator Leadership Training, BPSDM, EvaluationAbstract
Strategic environmental changes are currently becoming digitally friendly (industrial revolution 4.0), forcing adaptation of government systems towards digital bureaucracy. Responding to these challenges, every State Civil Apparatus (ASN) must be smart and adaptive to technology to improve organizational performance and make public services faster, more accurate, and more efficient. The Smart ASN profile includes integrity, nationalism, professionalism, a global perspective, mastering IT and foreign languages, hospitality spirit, entrepreneurship spirit, and an extensive network.
Based on Government Regulation Number 17 of 2020 concerning Management of Civil Servants, structural officials must have the Managerial Competencies required for the administration of government, both central and regional, as regulated in the Legislative Regulations. To develop the competency of structural officials to meet managerial competency standards, this can be realized through Structural Training mandated under the provisions of Article 217 A paragraph (3) of Government Regulation Number 11 of 2020 concerning Management of Civil Servants, further regulated in State Administration Institution Regulation Number 5 of 2020 concerning Structural Leadership Training as amended by State Administrative Institution Regulation Number 6 of 2022.
The issuance of this latest LAN Regulation is the basis for implementing Administrator Leadership Training (PKA), the role of a leader in changing the face of a role model in improving the organization to achieve the desired changes, namely Similarity in the perception of Employer Branding "#Banggameservannegara". This study used descriptive qualitative method. The research objectives were whether participants were satisfied with the Administrator Leadership Training activities and whether the participants changed their behavior based on what they learned in the Administrator Leadership Training material. Also, whether changes in participant behavior after attending Administrator Leadership Training positively influence the organization as part of the administrator's post-training evaluation. The research results show that the three elements in this research objective were met based on the results of the post-training evaluation, both in terms of participant satisfaction, behavior changes, and impact on organizational change.
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