<![CDATA[KPU DIY menghadapi tantangan dalam penyelenggaraan Pemilu yang efektif dan efisien. Dibutuhkan SDM yang kompeten untuk menghadapi permasalahan dalam penyelenggaraan tugas dan tanggungjawabnya, seperti terkait: konflik/sengketa Pemilu, proses rekrutmen dan hasil perhitungan suara, suara tidak sah, pemutakhiran data pemilih. Dibutuhkan pengembangan kompetensi dalam memenuhi kesenjangan kompetensi SDM KPU DIY. Sekretariat KPU DIY sudah mempunyai dasar kebijakan dalam pengembangan kompetensi sumber daya manusia. Penelitian bertujuan untuk memetakan kebijakan dalam pengembangan kompetensi SDM KPU DIY, dan memetakan hambatan, peluang dan tantangan terkait sistem tata kelola pengembangan kompetensi sumber daya manusia Sekretariat KPU DIY. Penelitian dilakukan dengan pendekatan kualitatif. Analisis pemetaan regulasi menggunakan data sekunder. Analisis hambatan, peluang dan tantangan dalam pengembangan kompetensi sumber daya manusia menggunakan data primer dengan studi kasus wilayah kerja KPU DIY. Hasil penelitian menemukan hasil bahwa regulasi secara umum sudah tersedia terkait sistem tatakelola dalam pengembangan kompetensi sumberdaya manusia KPU DIY baik dalam aspek perencanaan, pengembangan kompetensi, kontrol monitoring, dan evaluasi termasuk reward dan punishment terhadap prestasi dan sanksi seperti terhadap pelanggaran kode etik. Hambatan implementasi kebijakan sistem tata kelola pengembangan kompetensi sumber daya manusia KPU DIY, muncul karena karakteristik Pemilu dan organisasi matriks KPU, seperti: (1) hubungan tata kerja, (2) bekerja di tengah kompleksitas dan waktu yang pendek. Peluang dan tantangan pengembangan kompetensi sumber daya manusia KPU terutama di masa-masa akan datang, meliputi: (1) peningkatan pengembangan kompetensi Sosial Kultural, (2) kompetensi untuk penyelenggaraan Pemilu yang efisien, (3) kompetensi digital, (4) kompetensi untuk penyelenggaraan pemilu ramah lingkungan.The Regional Election Commission (KPU) in Yogyakarta Special Region (DIY) faces challenges in organizing elections effectively and efficiently. Competent human resources are needed to address issues in fulfilling their duties and responsibilities, such as conflicts/disputes in elections, recruitment processes, vote counting results, invalid votes, and updating voter data. Competency development is required to bridge the competency gaps in KPU DIY's human resources. The Secretariat of KPU DIY already has a policy foundation for human resource competency development. The research aims to: map policies in developing the competencies of KPU DIY human resources and map obstacles, opportunities, and challenges related to the governance system of human resource competency development in the Secretariat of KPU DIY. The research is conducted using a qualitative approach. Regulation mapping analysis uses secondary data, while the analysis of obstacles, opportunities, and challenges in human resource competency development uses primary data with a case study in the working area of KPU DIY. The results of the study found that: regulations are generally available related to the governance system in developing the competence of KPU DIY human resources both in aspects of planning, competency development, monitoring control, and evaluation including rewards and punishments for achievements and sanctions such as violations of the code of ethics. Obstacles to the implementation of the KPU DIY human resource competency development governance system policy arise due to the characteristics of elections and the KPU matrix organisation, such as: (1) working relationship, (2) working in the midst of complexity and short time. Opportunities and challenges of KPU human resource competency development, especially in the future, include: (1) increased development of socio-cultural competence, (2) competence for efficient election organisation, (3) digital competence, (4) competence for environmentally friendly election organisation]]>
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