<![CDATA[This study aims to examine the human resource (HR) development strategy at the Rambah Clean Water Management Unit (UPAB) in Rokan Hulu Regency in the implementation of the Drinking Water Supply System (SPAM). This study employed a qualitative descriptive approach with purposive sampling of 14 informants, consisting of officials of the Rokan Hulu Regency Clean Water Management Technical Implementation Unit, the coordinator and staff of UPAB Rambah, and the community/customers as data triangulation. Data were collected through in-depth interviews, non-participant observation, and documentation, then analyzed thematically with reference to three aspects of HR development as regulated in Government Regulation No. 122 of 2015 and technical regulations of the Ministry of Public Works and Housing, namely competency-based training, SPAM competency certification, and performance evaluation. The results show that competency-based training has been implemented but has not yet been fully planned and sustained; competency certification has not yet been integrated into the HR development system, with most staff not yet holding certification meeting SPAM standards; and performance evaluation has been implemented as part of operational oversight but has not yet been fully utilized as a basis for staff development. It is concluded that the HR development strategy at UPAB Rambah needs to be directed toward a planned, integrated, and sustainable competency-based system, supported by policy and budgeting from the Clean Water Management Technical Implementation Unit and the Rokan Hulu Regency Government.]]>
