<![CDATA[Penelitian ini bertujuan untuk menganalisis secara komprehensif mekanisme seleksi peserta, relevansi kurikulum, serta efektivitas evaluasi pasca-diklat dalam penyelenggaraan program pendidikan dan pelatihan lanjutan bagi pegawai. Fokus penelitian ini dilandasi oleh kebutuhan untuk memastikan bahwa proses diklat benar-benar berkontribusi terhadap peningkatan kompetensi, profesionalisme, serta pengembangan karier pegawai secara berkelanjutan. Metode penelitian menggunakan pendekatan kualitatif dengan desain studi kasus, melalui teknik pengumpulan data berupa wawancara mendalam, dokumentasi administratif, dan observasi langsung terhadap proses pelaksanaan diklat. Analisis data dilakukan dengan menggunakan model interaktif Miles dan Huberman yang meliputi tahapan reduksi data, penyajian data, serta penarikan kesimpulan secara sistematis. Hasil penelitian menunjukkan bahwa mekanisme seleksi peserta diklat masih dipengaruhi oleh subjektivitas atasan sehingga belum mencerminkan prinsip meritokrasi yang ideal. Selain itu, kurikulum yang digunakan belum sepenuhnya selaras dengan kebutuhan operasional dan tantangan aktual pekerjaan di lapangan. Evaluasi pasca-diklat juga belum berjalan secara optimal karena kurangnya instrumen pemantauan, tindak lanjut sistematis, serta integrasi hasil evaluasi dalam pengembangan kompetensi pegawai. Berdasarkan temuan tersebut, penelitian ini menyimpulkan bahwa penyelenggaraan pendidikan dan pelatihan lanjutan perlu dioptimalkan melalui penerapan seleksi berbasis kompetensi, penyusunan kurikulum adaptif berbasis kebutuhan organisasi dan perkembangan teknologi, serta penguatan sistem evaluasi berkelanjutan untuk mendukung peningkatan performa kerja dan pengembangan karier pegawai secara lebih efektif. This study aims to comprehensively analyze the participant selection mechanism, curriculum relevance, and the effectiveness of post-training evaluation within the implementation of advanced education and training programs for employees. The formulation of this research problem is based on the need to ensure that training programs genuinely contribute to improving employee competencies, professionalism, and long-term career development. A qualitative research approach was employed using a case study design, with data collected through in-depth interviews, document analysis, and direct observation of training implementation. Data analysis followed the interactive Miles and Huberman model, which includes systematic stages of data reduction, data display, and conclusion drawing. The findings reveal that the current participant selection process is still influenced by supervisor subjectivity, indicating a lack of alignment with ideal meritocratic principles. Furthermore, the training curriculum has not yet fully reflected operational needs or emerging work challenges, resulting in a gap between training content and workplace expectations. Post-training evaluation is also not optimally implemented due to the absence of structured monitoring mechanisms, inadequate follow-up procedures, and the limited integration of evaluation outcomes into competency development frameworks. Based on these findings, the study concludes that advanced training programs should be strengthened through competency-based selection, the development of needs-based and adaptive curricula, and the implementation of a continuous and systematic evaluation system to effectively support employee performance improvement and career progression.]]>
