<![CDATA[Penelitian ini bertujuan untuk menganalisis strategi pengembangan Sumber Daya Manusia (SDM) di Dinas Perhubungan Kabupaten Sinjai dan faktor-faktor yang menghambat implementasinya. Metode yang digunakan adalah deskriptif dengan pendekatan survei, yang melibatkan seluruh pegawai Dinas Perhubungan Kabupaten Sinjai sebagai sampel. Data dikumpulkan melalui kuesioner, wawancara, dan observasi, serta dianalisis menggunakan teknik analisis deskriptif kuantitatif dengan skala Likert. Hasil penelitian menunjukkan bahwa strategi pengembangan SDM di Dinas Perhubungan Kabupaten Sinjai meliputi pendidikan formal, pelatihan, dan penempatan pegawai. Namun, implementasinya terhambat oleh faktor eksternal seperti perubahan teknologi dan perundang-undangan, serta faktor internal seperti anggaran yang terbatas, struktur organisasi yang sentralistik, dan rencana strategis yang kurang tepat sasaran. Pendidikan formal mendapatkan dukungan positif dari pegawai, namun pelatihan kurang optimal akibat kendala anggaran. Penempatan pegawai juga belum sepenuhnya efektif, dengan ketidaksesuaian antara keterampilan pegawai dan posisi yang diisi. Untuk meningkatkan strategi pengembangan SDM, disarankan agar Dinas Perhubungan Kabupaten Sinjai memperbaiki transparansi dalam penempatan pegawai dan mengatasi kendala anggaran yang menghambat pelaksanaan pelatihan. This study aims to analyze the strategy of developing Human Resources (HR) at the Transportation Agency of Sinjai Regency and the factors that hinder its implementation. The method used was descriptive with a survey approach, which involved all employees of the Transportation Agency of Sinjai Regency as a sample. Data were collected through questionnaires, interviews, and observations, and analysed using quantitative descriptive analysis techniques with a Likert scale. The results showed that HR development strategies at the Transportation Agency of Sinjai Regency include formal education, training, and employee placement. However, its implementation is hampered by external factors such as changes in technology and legislation, as well as internal factors such as limited budget, centralised organisational structure, and poorly targeted strategic plans. Formal education received positive support from employees, but training was less than optimal due to budget constraints. Employee placement has also not been fully effective, with a mismatch between employee skills and the positions filled. To improve HR development strategies, it is recommended that the Transportation Agency of Sinjai Regency improve transparency in employee placement and overcome budget constraints that hinder training implementation.]]>
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