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Abstrak :
Peraturan Pemerintah Nomor 11 Tahun 2017 tentang Manajemen PNS mengharuskan adanya pengelolaan PNS berdasarkan jabatan fungsional yang sudah ditentukan. Badan Litbang Kesehatan belum melakukan penataan SDM jabatan fungsional sesuai dengan peraturan tersebut. Sesuai perhitungan yang didasarkan pada indikator kinerja Badan Litbang Kesehatan dan rencana strategis pemerintah, terdapat kelebihan jumlah peneliti sehingga diperlukan penataan berupa perencanaan SDM untuk dialihkan ke jabatan fungsional lainnya. Penelitian ini membahas tentang perencanaan SDM Jabatan Fungsional di Badan Litbang Kesehatan dengan menggunakan dasar pemikiran bahwa perencanaan terbagi menjadi dua aspek yaitu analisis pekerjaan serta permintaan dan penawaran yang kemudian dibagi menjadi empat sub aspek yaitu spesifikasi SDM, klasifikasi, peramalan, dan penyesuaian jabfung. Metode penelitian yang digunakan adalah deskriptif dengan pendekatan post-positivisme. Proses pengumpulan data menggunakan wawancara kepada beberapa informan dan studi dokumen. Hasil penelitian menunjukkan bahwa perencanaan SDM Jabatan fungsional di Badan Litbang Kesehatan disesuaikan denga pedoman LIPI, proses spesifikasi SDM, klasifikasi, peramalan, dan penyesuaian jabatan fungsional sudah didasarkan pada latar belakang pendidikan, kompetensi, dan kepakaran pegawai. Peramalan sudah dilakukan melalui beberapa cara yaitu: pengambilan pegawai dari jabatan fungsional umum, perekrutan pegawai ditahun berikutnya, peningkatan mutu pegawai melalui diklat dan seminar. Perencanaan SDM jabatan fungsional saat ini sudah memasuki tahap penyesuaian melalui jabatan fungsional peneliti dan jabatan fungsional lainnya seperti: statistisi, analis kebijakan, pranata komputer dan perekayasa. Kendala utama yang dialami dalam proses tersebut adalah perbedaan besarnya tunjangan fungsional peneliti dibandingkan dengan jabatan fungsional lainnya dan kurangnya sosialisasi tentang jabatan fungsional lainnya sebagai jabatan alternatif. ......Government Regulation Number 11 Year 2017 on the Management of Civil Servants requires the management of civil servants based on functional positions that have been determined. National Institute of Health Research and Development NIHRD has not done the arrangement of HR functional position in accordance with the regulation. According to the calculation based on the performance indicators of NIHRD and the government strategic plan, there are excess number of researchers so that the necessary arrangement in the form of HR planning to be transferred to other functional positions. This study discusses the planning of HR Functional Position in NIHRD using the rationale that the planning is divided into two aspects, namely job analysis and demand and supply which is then divided into four sub aspects, namely HR specification, classification, forecasting, and functional position adjustment. The research method used is descriptive with post positivism approach. The data collection process used interviews with several informants and document studies. The result of the research indicates that the functional position HR planning in NIHRD is adjusted to LIPI guidelines, the process of HR specification, classification, forecasting, and functional position adjustment is based on educational background, competence, and employee expertise. Forecasting has been done through several ways the taking of employees from general functional positions, recruitment of employees in the next year, improving the quality of employees through training and seminars. Current HR functional position planning has entered the adjustment stage through functional positions of researchers and other functional positions such as statistics, policy analysts, computer institutions and engineers. The main constraint experienced in the process is the difference in the magnitude of the functional allowance of researchers compared with other functional positions and lack of socialization of other functional positions as alternative positions.

Abstrak :
Peneliti memiliki peranan penting dalam pembangunan bangsa, termasuk dibidang kesehatan. Penelitian ini fokus dengan pengembangan sumber daya manusia fungsional peneliti di Badan Litbang Kesehatan, hal ini dikarenakan adanya trend yang menurun di setiap jenjang jabatan peneliti serta kesenjangan antara jumlah peneliti dan hasil riset yang berkualitas. Penelitian ini menggunakan metode kualitatif dengan pendekatan case study. Hasil penelitian menunjukkan dalam pengembangan individu peneliti belum berjalan dengan efektif, hal ini dikarenakan belum adanya analisis beban kerja berdasarkan kepakaran dan jenjang jabatan yang merupakan dasar untuk perencanaan pengembangan fungsional peneliti. Analisis kebutuhan diklat belum dilakukan dan belum berjalannya pembinaan peneliti terstruktur. Pengembangan karir ditemukan bahwa masih rendahnya motivasi karir akibat hanya sebagian kecil peneliti yang memiliki perencanaan karir, dan adanya permasalahan pola karir. Aktivitas manajemen kinerja sudah berjalan, walaupun siklus monitoring kinerja secara periodik belum berjalan dan tidak adanya analisis data kinerja. Penelitian ini juga menemuka lima faktor yang mempengaruhi pengembangan sumber daya manusia peneliti di Bada Litbang Kesehatan, yaitu : sumber daya, kebijakan, desain organisasi, dukungan pimpinan, dan komunikasi. ......Researchers play an important role in the development of a nation, particularly in the health sector. This study focuses on the development of researcher in National Institute Of Health Research And Development NIHRD , considering the downward trend of the number of researchers in each level of researchers hierarchy as well as the significant gap between the number of researchers and the quality of the research itself. This study uses a qualitative method with case study approach. The results shows that researchers rsquo individual development is not running effectively. Workload analysis based on researchers rsquo expertise and level of the position which are bases for the functional development planning of researchers has not been established. What is more, training needs analysis and structured coaching for researchers has not been done. In regards of career development, low career motivation issue due to lack of career planning was identified along with other issues related to career pattern. Researchers rsquo activity performance management are applied, eventhough periodic performance monitoring cycle have yet to run thoroughly and performance analysis have not been established. This study also found five factors that influence the human resource development of researchers at National Institute Of Health Research And Development, which are resource, policy, organizational design, leadership support, and communication.