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"Competency-based training is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This demonstrates how to assess which competencies are important to an organization and individual positions, and design training around those competencies."

"Tesis menjelaskan asumsi peran Pengelolaan Sumber Daya Manusia Berbasis Kompetensi dalam proses pembangunan profesionalisme pegawai lembaga publik (lembaga pemberantasan anti korupsi), yang membutuhkan ketersediaan pegawai yang profesional, berintegritas dan memiliki kompetensi yang diperlukan, sebagai faktor kunci keberhasilan kinerja organisasi. Unit analisis penelitian adalah organisasi KPK yang sistem pengelolaan SDM-nya diatur dalam Peraturan Pemerintah No. 63 tahun 2005. Tujuan penelitian adalah mengetahui dan mampu menjelaskan proses pengelolaan SDM berbasis kompetensi di KPK sekaligus memahami dan mampu menguraikan faktor-faktor yang mempengaruhinya. Penelitian mengacu pada paradigma postpositivism dengan menggunakan pendekatan dan desain kualitatif. Melalui paradigma postpositivism dapat mengkaji variabel dan hubungan antar variabel melalui pendekatan metode grounded theory melalui proses konfirmasi, validasi dan falsifikasi hipotesis model penelitian. KPK telah memiliki kerangka konseptual dalam penyusunan kamus kompetensi yang kemudian menjadi basis bagi pengelolaan SDM, mulai dari perencanaan SDM, rekrutmen-seleksi, manajemen kinerja dan kompensasi. Sedangkan pilar pengelolaan SDM yang belum sepenuhnya berbasis kompetensi terjadi pada pelatihan dan pengembangan, manajemen karir, dan talent segmentation. KPK telah melakukan upaya untuk memastikan terlaksananya konsep CBHRM, melalui serangkaian kegiatan yang disingkat ?CASAM?, yaitu: a) Communication, b) Accountability, c) Skill, d) Alignment, dan e) Measurement. Dari kelima hal tersebut, kegiatan yang sudah dilaksanakan adalah kegiatan komunikasi, accountability, dan measurement. Sedangkan kegiatan membangun skill dan alignment CBHRM belum dilaksanakan. Perbaikan Pengelolaan SDM Berbasis Kompetensi di KPK mencakup penyusunan Cetak Biru Pengembangan SDM di KPK yang dapat mencerminkan kebutuhan organisasi, kepentingan pegawai, dan stakeholder. Juga perbaikan PP No. 63 Tahun 2005 tentang Sistem Manajemen SDM KPK agar pengelolaan SDM berbasis kompetensi dapat dijalankan dengan maksimal.

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The thesis describes the assumption of the role Competency-Based Human Resource Management (CBHRM) in the process of developing professional and competent employee of public institutions, particularly in the Corruption Eradication Agency (the Commission), which requires professional, integrity and competence personnel, as the key success factors of organizational performance. The unit of analysis is the Human Resources Management System of Indonesia Corruption Eradication Commision as stipulated in Government Regulation no. 63 of 2005. The research objective is to understand and be able to explain the process of competency-based HR management in the Commission as well as identify factors that affect the competency-based human resource management at the Commission. This study used a qualitative approach and refers to the postpositivism paradigm that examine variables and relationships between variables through the grounded theory approach, using the process of confirmation, validation and falsification of the research hypothesis models. The Commission already has the conceptual framework for developing the competency dictionary which reflect it's vision, mission, strategic priorities and values. The competencies is then used as basis for HR planning, recruitment and selection, performance management and compensation. The other HR subsystem that has not been using the competencies as the basis are learning and development, career management and talent segmentation. The Commission has made efforts to ensure the implementation of the concept, through a series of activities that are abbreviated as "CASAM", namely: a) Communication, b) Accountability, c) Skill, d) Alignment, and e) Measurement. Among those five activities the Commission has implement communication, accountability and measurement. However the Commission has not implement the skill and alignment thoroughly. CBHRM improvement in the Commission includes a number of programs and activities: developing HR blueprint that reflect the current and future needs of the Commission, the employees and the stakeholders. Improvement in the Government Regulation No. 63 of 2005 regarding HR Management System of the Commision for the realization of competency based human resource management system."

"Aspek sumber daya manusia (SDM) merupakan aspek yang paling penting untuk dikelola karena merupakan penggerak pengamanan infomasi. Penelitian ini membahas tentang desain perencanaan peningkatan kompetensi SDM keamanan informasi berdasarkan Kamus Kompetensi Teknis Keamanan Siber Dan Persandian yang disusun oleh BSSN sebagai standar kompetensi keamanan siber sesuai dengan karakteristik tugas jabatan di Pemda. Desain perencaan ini diterapkan pada Pemda XYZ. Data profil kompetensi diperoleh dari asesmen melalui wawancara terhadap 5 personil Pemda XYZ yang bertugas dalam area pengamanan informasi. Hasil asesmen ini kemudian dibandingkan dengan standar kompetensi yang ideal sehingga diperoleh data kesenjangan kompetensi dari setiap personil. Hasil dari penerapan desain perencaan pada Pemda XYZ, terdapat 15 unit kompetensi yang ideal dimiliki oleh personil Pemda XYZ dari total 33 unit kompetensi keamanan siber. dari 15 unit kompetensi tersebut, 5 kompetensi diidentifikasi sudah dimiliki, sehingga masih terdapat kebutuhan sebanyak 10 unit kompetensi yang perlu dipenuhi. Dari aspek kebutuhan jabatan fungsional, dibutuhkan 5 jabatan fungsional dibidang keamanan informasi, 3 personil pada level 2 (Pertama), 1 personil pada level 3 (Muda) dan 1 Personil pada level 4 (Madya). Hasil penelitia ini juga memberikan rekomendasi prioritas pelatihan untuk setiap personil. Pada akhir penelitian dilakukan validasi kepada 5 (lima) orang narasumber sesuai dengan indikator validasi yang telah ditetapkan.

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The aspect of human resources (HR) is the most important aspect to manage because it is the driving for information security. This study discusses the planning design for increasing the competence of information security human resources based on the Technical Competency Dictionary for Cyber Security and Encryption compiled by the BSSN as a cyber security competency standard in accordance with the characteristics of job assignments in the Regional Government. This planning design is applied to the Local Government of XYZ. Competency profile data was obtained from an assessment through interviews with 5 Local Government of XYZ personnel who served in the area of information security. The results of this assessment are then compared with the ideal standard of competency in order to obtain competency gap data for each personnel. As a result of implementing the planning design at the Local Government of XYZ, there are 15 competency units that are ideally owned by Local Government of XYZ personnel out of a total of 33 cyber security competency units. of the 15 competency units, 5 competencies are identified as already owned, so there is still a need for as many as 10 competency units that need to be fulfilled. From the aspect of functional position requirements, 5 functional positions are needed in the field of information security, 3 personnel at level 2 (First), 1 personnel at level 3 (Junior) and 1 Personnel at level 4 (Madya). The results of this study also provide training priority recommendations for each personnel. At the end of the study, 5 (five) resource persons were validated according to the established validation indicators."

"Peningkatan kualitas mutu pelayanan kesehatan, salah satunya denganpeningkatan kualitas dari sumber daya manusia SDM kesehatan. Setiap upayameningkatkan kualitas pelayanan rumah sakit harus juga disertai upaya untukmeningkatkan kualitas pelayanan keperawatan yang menjadi bagian SDMterbanyak di tatanan layanan rumah sakit. Strategi peningkatan kualitas SDMkeperawatan adalah melalui mekanisme penilaian kinerja perawat. Penelitian ini ditujukan untuk mendapatkan gambaran penilaian kinerja RumahSakit Budi Kemuliaan Batam serta peran standar praktik dan kompetensikeperawatan. Metode penelitian ini kualitatif dengan jenis penelitian yang dipakaiadalah operations research. Pengumpulan data pada penelitian ini dilakukandengan wawancara mendalam, diskusi kelompok terarah dan telaah dokumenuntuk data sekunder pada tahap pertama dan pada tahap kedua mengembangkanrancangan penilaian kinerja perawat berbasis kompetensi yang didiskusikanbersama pimpinan melalui diskusi kelompok terarah. Hasil penelitian didapatkan gambaran penilaian kinerja masih relevan dan dapatdigunakan untuk penilaian perilaku kerja karyawan secara umum. Tidak terdapatperan standar praktik dan kompetensi keperawatan serta tidak menggambarkandeskripsi uraian tugas perawat sebagai profesi. Disepakati perlunyapengembangan penilaian kinerja perawat dengan tanpa membedakan level danunit kerja sebagai langkah awal. Kemudian dirancang pengembangan penilaiankinerja perawat dan direkomendasikan melengkapi penilaian kinerja karyawanyang ada.

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Improving the quality of health care quality, one of them by improving the qualityof human resources HR health. Every effort to improve the quality of hospitalservices should also be accompanied by efforts to improve the quality of nursingservices that are part of human resources in the order of most hospital services. Strategies to improve the quality of nursing human resources is through themechanism of performance appraisal nurses.

This study aimed to get an overview of the performance appraisal in HospitalBudi Kemuliaan Batam and the role of nursing standards of practice andcompetence. This research method qualitative research type used is operationsresearch. Collecting data in this study conducted in depth interviews, focus groupdiscussions and study documents for secondary data in the first phase and thesecond phase to develop draft competency based performance appraisal nursesdiscussed with the leadership through focus group discussions.

The results of research, it was shown the performance assessment is still relevantand can be used for the assessment of employee behavior in general. There is norole of nursing practice standards and competencies and job descriptions do notdescribe description nursing as a profession. Agreed on the need to developperformance assessment without distinguishing nurses and unit level as a firststep. Then designed the development of nurses 39 performance appraisal andrecommended complement existing performance appraisal."