STRATEGI PELATIHAN UNTUK MENINGKATKAN KINERJA TENAGA KEPENDIDIKAN DI DIREKTORAT SDM UNIVERSITAS PADJADJARAN - Faturahman, Dimas; Kudus, Imanudin (JANE - Jurnal Administrasi Negara, 2026)
Pelatihan tenaga kependidikan memiliki peran strategis dalam meningkatkan kinerja dan kualitas layanan perguruan tinggi. Pelaksanaan pelatihan tenaga kependidikan di Direktorat Sumber Daya Manusia Universitas Padjadjaran menghadapi dinamika pengelolaan pelatihan serta perubahan kebutuhan kompetensi seiring dengan restrukturisasi jabatan. Penelitian ini bertujuan menganalisis strategi pelatihan tenaga kependidikan serta merumuskan roadmap pelatihan yang terarah dalam meningkatkan kinerja. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif melalui wawancara mendalam dan studi dokumentasi. Analisis data dilakukan menggunakan model interaktif Miles dan Huberman yang meliputi reduksi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa pelatihan tenaga kependidikan telah dilaksanakan dan memberikan manfaat operasional bagi organisasi. Pelaksanaan pelatihan masih bersifat programatik tahunan dan belum sepenuhnya terintegrasi secara sistematis dengan kebutuhan jabatan, indikator kinerja, pengembangan kompetensi jangka menengah dan panjang. Analisis kesenjangan mengidentifikasi enam dimensi yang memerlukan penguatan, yaitu perencanaan pelatihan, kesesuaian pelatihan berdasarkan jenjang jabatan, keterkaitan pelatihan dengan kinerja, pengelolaan program pelatihan, adaptasi terhadap restrukturisasi jabatan, evaluasi pelatihan berbasis penerapan kompetensi. Penelitian ini merumuskan strategi pelatihan berbasis kompetensi jabatan dan kinerja melalui enam tahapan sistematis, meliputi analisis kebutuhan organisasi, pemetaan kompetensi jabatan, identifikasi kesenjangan kompetensi, penentuan prioritas pelatihan, perancangan program pelatihan, dan evaluasi berbasis kinerja. Roadmap pelatihan disusun dalam empat tahap pengembangan berkelanjutan, yaitu penguatan kompetensi dasar, pengembangan kompetensi teknis dan digital, penguatan kompetensi manajerial,pengembangan kepemimpinan dan inovasi layanan. Implikasi penelitian ini memberikan kerangka strategis bagi perguruan tinggi dalam merancang sistem pelatihan tenaga kependidikan yang terintegrasi dengan pengembangan karier dan kinerja organisasi. Administrative staff training plays a strategic role in improving performance and service quality in higher education institutions. The implementation of administrative staff training at the Directorate of Human Resources, Universitas Padjadjaran, faces dynamic challenges in training management and changes in competency needs in line with job restructuring. This study aims to analyze administrative staff training strategies and to formulate a well-structured training roadmap to enhance performance. The study adopts a qualitative approach using a descriptive method through in-depth interviews and document analysis. Data analysis is conducted using the interactive model of Miles and Huberman, which includes data reduction, data display, and conclusion drawing. The findings indicate that administrative staff training has been implemented and has provided operational benefits for the organization. However, the training implementation remains annual and programmatic in nature and has not been systematically integrated with job requirements, performance indicators, and medium- to long-term competency development. Gap analysis identifies six dimensions requiring strengthening, namely training planning, alignment of training with job levels, linkage between training and performance, training program management, adaptation to job restructuring, and competency application–based training evaluation. This study formulates a competency- and performance-based training strategy through six systematic stages, including organizational needs analysis, job competency mapping, competency gap identification, training priority determination, training program design, and performance-based evaluation. Furthermore, the training roadmap is structured into four stages of sustainable development, namely strengthening basic competencies, developing technical and digital competencies, enhancing managerial competencies, and developing leadership and service innovation. The implications of this study provide a strategic framework for higher education institutions in designing administrative staff training systems that are integrated with career development and organizational performance.