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"Skripsi ini membahas bagaimana penerapan standar kompetensi melalui assessment center dalam mendapatkan calon kandidat untuk menduduki jabatan struktural Kakanwil di lingkungan BKKBN. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Hasil penelitian menyarankan bahwa untuk kedepannya assessment center dapat dipakai untuk pengangkatan eselon I, eselon II, dan eselon III secara menyeluruh; Diharapkan agar penerapan standar kompetensi melalui assessment center dapat terus dipergunakan dan diperbaharui penggunaannya di lingkungan BKKBN.

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The focus of this Skripsi study is how applying of interest standard through assessment center in getting candidate to occupy structural position of Kakanwil in environment of BKKBN. This Research is research qualitative with descriptive desain. Research result suggest that to the fore him of assessment center can wear for the lifting of echelon I, echelon II, and echelon III by totally; Expected interest to standard applying pass from assessment center methods can continue to be utilized and innovated or up to date its use in environment of BKKBN."

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Kepolisian Negara Indonesia merupakan Kepolisian Nasional yang merupakan satu kesatuan dalam melaksanakan perannya mewujudukan kemanan dalam negeri. Dalam mewujudkan visi dan misi Polri maka Kapolri mengeluarkan program prioritas yang disebut dengan Promoter (Profesional, Modern dan Terpercaya). Reformasi internal menjadi program prioritas Kapolri yang pertama, maka dari itu Polri membutuhkan sumber daya manusia yang profesional dan memiliki kompetensi. Salah satu reformasi internal yang dilakukan oleh Polri yaitu dengan diterapkannya Assessment Center Polri sebagai penilaian kompetensi anggota Polri dalam menempati suatu jabatan. Pada sisi lain Polri menghadapi kendala internal yakni jumlah personel Polri saat ini dirasakan masih kurang dalam memenuhi kebutuhan dan tantangan tugas di wilayah. Berdasarkan hasil penelitian, ditemukan beberapa hal yang belum dilakukan terkait dengan assessment center yaitu tidak terdapat tes situasi dengan in-tray, tidak terdapat tes situasi skenario dalam posisi kerja yang dituju, pelaksanaan role-player belum dilaksanakan dengan sempurna, hasil assessment hanyalah sebuah rekomendasi yang menjadi bahan pertimbangan maupun rekomendasi sehingga subyektifitas pimpinan lebih dominan dibandingkan hasil dari assessment tersebut, hasil assessment center tidak seluruhnya digunakan dalam pengembangan karir Perwira Polri Polresta Denpasar, hasil dari assessment bersifat kualitatatif sehingga ranking tidak dapat tergambarkan secara jelas, dan tes terakhir tidak dilakukan sebelum calon menjalankan tugas sesuai jabatan yang akan diemban. Sedangkan faktor yang mempengaruhi diberlakukaannya assessment center di Polresta Denpasar adalah adanya hambatan administrasi dimana hasil assessment center bukan mutlak penentu jabatan, hasil assessment center bersifat kualitatif, kebijakan pimpinan sangat menentukan posisi suatu jabatan, faktor budaya berpengengaruh terhadap pengembangan karir di Polresta Denpasar, kurang efektifnya pelaksanaan assessment center dimana banyak terjadi waktu yang bentrok.

 

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Police, the National Police Chief issued a priority program called PROMOTER (Professional, Modern and Reliable). Internal reform is the first priority program of the Indonesian National Police, therefore Polri requires professional and competent human resources. One of the internal reforms carried out by the Indonesian National Police is the implementation of the National Police Assessment Center as an assessment of the competence of police officers in occupying a position. On the other hand, the National Police faces internal obstacles, namely the number of Polri personnel is currently felt to be lacking in meeting the needs and challenges of tasks in the region. Based on the results of the study, it was found that a number of things that had not been done were related to the assessment center, namely there was no in-tray situation test, no test situation scenario in the intended work position, the implementation of role-players had not been implemented properly, the assessment results were only a recommendation be taken into consideration and recommendations so that the leadership subjectivity is more dominant than the results of the assessment, the assessment center results are not entirely used in the career development process of Denpasar Police Polri Officer, the results of the assessment are qualitative so the ranking cannot be clearly described, and the last test was not conducted before candidates carry out duties according to the position to be carried out. Whereas the inhibiting factors that affect the assessment of the assessment center in Denpasar Police are administrative barriers where the assessment center results are not absolute determinants, assessment center results are qualitative, leadership policies greatly determine the position of a position, cultural factors influence career development in Denpasar Police, ineffective implementation of the assessment center where there are many times that conflict.

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"Penelitian ini bertujuan untuk mengeksplorasi implementasi assessment center pada Biro Sumber Daya Manusia (SDM) Polda Sulawesi Utara (Sulut). Penelitian ini menggunakan pendekatan kualitatif dengan menggunakan metode wawancara,observasi dan studi dokumentasi. Teori implementasi kebijakan dan konsep assessment center digunakan untuk melakukan analisis terhadap implementasi assessment center. Hasil pada penelitian ini menyimpulkan bahwa praktek assessment center yang dilaksanakan oleh Biro SDM Polda Sulut masih belum menerapkan standar yang ideal terutama keterkaitannya pada fungsi serta peran di dalam melakukan evaluasi dan mengembangkan kompetensi sumber daya manusia.Polri yang berkaitan dengan efektivitas organisasi. Berbagai karakteristik dan mekanisme penting dalam sebuah penyelenggaraan assessment center seperti analisis jabatan, kompetensi assessor, metode penilaian dan proses integrasi hasil observasi dalam assessment center pada Biro SDM Polda Sulut belum sepenuhnya menunjukkan pelaksanaan yang ideal dari sebuah pelaksanaan assessment center. Implementasi assessment center pada Biro SDM Polda Sulut belum sepenuhnya berjalan optimal ditinjau dari permasalahan yang masih terdapat di dalamnya yaitu belum terbangunnya penyampaian komunikasi yang baik sehingga berdampak pada lemahnya pemahaman assessee dalam pelaksanaan assessment center. Kondisi masih terbatasnya sumber daya manusia dalam pengelolaan unit kerja assessment center dan lemahnya dukungan anggaran untuk program strategis assessment center terutama sistem kompensasi bagi assessor. Masih kurangnya dukungan assessor untuk aktif dalam assessment center, belumnya dilakukan uji kompetensi pada seluruh jabatan serta pemahaman assessor yang masih kurang memadai. Secara struktur birokrasi unit kerja assessment center belum memiliki posisi strategis dalam pengembangan sumber daya manusia Polri serta belum dijadikannya assessment center sebagai syarat mutlak untuk penempatan personel menjadikan pemanfaatan hasil dari assessment center belum dapat menjawab program pengembangan program sumber daya manusia terutama dalam penempatan personel yang sesuai dengan kompetensinya pada suatu jabatan tertentu.

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This study aims to explore the implementation of assessment centers at the North Sulawesi Regional Police Bureau of Human Resources. Qualitative approach was used in this study by conducting interviews, observation and documentation studies.

Analysis on assessment center implementation was made based on the theory of policy implementation and assessment center concept. Result of this study showed that the assessment center practices carried out by the North Sumatra Regional.

Police Humah Resource Bureau still had not implemented ideal standard, especially in relation to its functions and roles in evaluating and developing competencies of human resources of the Indonesian National Police related to the effectiveness of the organization. Various important characteristics and mechanisms in the implementation of assessment centers such as job analysis, assessors competency, assessment methods and integrational process of observed results in the assessment center at the North Sulawesi Regional Police HR Bureau have not fully demonstrated the ideal implementation of an assessment center. Implementation of assessment center in HR bureau of North Sulawesi Regional Police had not been running optimally and can be seen by problems found such as the lack of a well-delivered communication which impacted on poor understanding of assessees about assessment center. There were limited number of human resources in the management of assessment center work units and scarce budget support for strategic assessment center programs, especially for assessors' compensation. There was still a lack of support from assessors to be active in the assessment center, tests for competency were not thoroughly carried out in all job positions and also inadequate knowledge of assessors. Structurally, the assessment center bureaucracy did not had a strategic position in the development of human resources of the National Police and the assessment center has not been made as an absolute requirement for the placement of personnels competence for their position."

"Assessment Center merupakan metode moderen yang digunakan dalam penilaian kompetensi. Skripsi ini membahas mengenai evaluasi program assessment center dalam sektor publik untuk para pejabat struktural yakni di Kementerian Agama. Penelitian yang dilakukan bersifat kualitatif dengan menggunakan wawancara mendalam. Hasil Penelitian ini adalah Kementerian Agama masih belum menerapkan pilot project sesuai dengan assessment center didalam organisasi. Perlu adanya perbaikan dalam sistem pemilihan assessor.

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Assessment Center is a modern method that used by management to do competency assessment. This thesis is about Evaluation on Assessment Center Programme can run in public organization, in this case Ministry of Religion. Qualitative is the method that used to do the research with a deep interview technic. The result of this research is assessment center at Ministry of Religion still have improvement. They need to follow the theory of assessment center and need to train internal assessor."

"Penelitian ini bertujuan untuk menjelaskan tentang implementasi assessment center dalam pembinaan karir personel Polda Metro Jaya. Manajemen Sumber Daya Manusia merupakan hal penting untuk mengatur penempatan personel Polri dalam jabatan tertentu. Oleh karena itu, proses penempatan personel Polri harus dilaksanakan secara transparan dan akuntabel. Untuk menyelenggarakan penempatan yang berasaskan The right man on the right place maka perlu dilakukan pengukuran terhadap kompetensi agar jabatan yang diemban sesuai dengan kompetensi yang dimiliki. Dengan kompetensi yang dimiliki maka diharapkan dapat melaksanakan tugas dan tanggung jawab jabatan dengan baik, untuk mencapai tujuan organisasi. Pengukuran kompetensi tersebut dapat dilakukan melalui serangkaian tes uji kompetensi yang lengkap dan menyeluruh atau disebut dengan assessment center.Penilaian kompetensi seorang pegawai sudah seharusnya menggunakan beberapa metode yang komprehensip dan terintegrasi berupa simulasi-simulasi (multi method atau multiple tools) serta dinilai oleh lebih dari satu orang assessor (multi assessor) sehingga dapat meminimalisir faktor like and dislike dalam menempatkan seseorang. Pelaksanaan assessment center dipengaruhi oleh beberapa faktor diantaranya adalah faktor kelengkapan, faktor sumber daya manusia dan faktor sistem penilaian. Selain itu pelaksanaan evaluasi dan monitoring juga menjadi hal yang penting agar assessment center terlaksana dengan baik. Sedangkan keberhasilan implementasi sebuah kebijakan ataupun program dipengaruhi oleh faktor komunikasi, sumberdaya, sikap birokrasi dan struktur organisasi. Begitu juga dengan keberhasilan implementasi assessmet center di Polda Metro Jaya sangat dipengaruhi oleh faktor-faktor tersebut.

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This research purpose is to explain the implementation of assessment center in Metropolitan Regional Police. Human Resource Management is important to regulate the placement of National Police personel in certain positions for placement of national Police Personel career who have . Therefore, the process of personnel police placing should be transparent and accountable. To organize placement with the principle of the right man on the right place, it is necessary to measure the competence in order to accordance the position with competence. With it?s competence be expected to carry out the duties and responsibilities better, to achieve organizational goals. Measurement of these competencies can be done through a lot of tests, assessment center is one of a complete tests.An employee competency assessment should use several methods that a comprehensive and integrated form of simulations (multi-method or multiple tools) and assessed by more than one assessor (multi assessor) so as to minimize factors like and dislike in placing someone. Implementation of the an assessment center is influenced by several factors including the factor of completeness, the human factor and factor assessment system. Besides the implementation of evaluation and monitoring also become important factors that an assessment center carried out well. While the successful implementation of a policy is influenced by factors of communication, resources, bureaucratic attitudes and organizational structure. As well as the successful implementation of assessmet center at Polda Metro Jaya influenced by these factors."

"ABSTRAKTesis ini membahas efektivitas Assessment Center sebuah studi kasus pada Assessment Center Polri sebagai suatu metode penilaian kompetensi seseorang calon pejabat Polri yang menjadi prasyarat sebelum menduduki suatu jabatan tertentu. Penelitian ini adalah penelitian kualitatif dengan design deskriptif. Data diperoleh dengan melakukan wawancara mendalam (in-depth interview) Hasil penelitian menyimpulkan bahwa saat ini Assessment Center Polri belum efektif, dan menyarankan bahwa perlu pembentukan struktur organisasi Assessment Center Polri dan penetapan Hubungan Tata Cara Kerja dengan Satuan kerja Polri yang berkaitan dengan pembinaan sumber daya manusia Polri.

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ABSTRACT

The focus of this study is the effectiveness of Assessment Center: A case study of Assessment Center of Indonesian National Police (INP) as a method for measuring of candidates competencies before occupying a certain position in Indonesian National Police (INP). This research is qualitative descriptive interpretative design. The data were collected by means of depth interview. The research concluded that Assessment Center of Indonesian National Police is ineffective, since then the researcher suggest to build an organization structure of Assessment Center of Indonesian National Police and to design a certain work relation with any unit in Indonesian National Police (INP) which deal with managing human resources."

"Penelitian ini didasari oleh pentingnya Assessment Center untuk pengembangan karir dan penilaian kinerja pada jabatan Kapolsek di Polda Papua Barat. Salah satu program utama Kapolri adalah reformasi internal yang salah satunya adalah pelaksanaan Assessment Center. Oleh karena itu, tujuan dari penelitian ini adalah untuk menjelaskan karakteristik penerapan Assessment Center Polri, pemanfaatan, dan faktor-faktor yang mempengaruhi pemanfaatannya. Teori yang digunakan untuk mengkaji permasalahan tersebut antara lain adalah Karakteristik Assessment Center, Proses Rekrutmen, dan Faktor-Faktor yang Mempengaruhi penerapan Assessment Center. Penelitian ini menggunakan pendekatan post-positivisme dan metode kualitatif dengan deskriptif analitis. Penelitian difokuskan pada penerapan Assessment Center untuk proses mutasi jabatan Kapolsek di Polda Papua Barat, yang dikumpulkan melalui teknik wawancara dan studi dokumen. Data penelitian kemudian dievaluasi dengan menggunakan metode triangulasi data. Berdasarkan temuan penelitian, beberapa aspek dalam pelaksanaan Assessment Center masih belum maksimal. Dalam penggunaan hasil assessment center Polri, seleksi calon masih belum berdasarkan ranking, hasil penilaian masih dalam bentuk kualitatif dan bukan angka kuantitatif, serta belum dilakukan pemeriksaan akhir. Kemudian terdapat unsur-unsur yang berdampak pada aspek administrasi, politik, budaya, dan teknis dalam pelaksanaannya. Adapun beberapa saran untuk perbaikan tersebut antara lain memasukkan materi operasional dalam tes situasi, menunjuk asesor sebagai role-player dalam kegiatan asesmen, menjadikan hasil asesmen sebagai syarat mutlak dalam penempatan jabatan, membuat aturan yang berbasis faktor budaya, dan menetapkan jabatan asesor sebagai jabatan fungsional di lingkungan Polda Papua Barat.

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This research is based on the importance of Assessment Centre for career development and performance appraisal in the position of Chief of Police at Polda Papua Barat. One of the Kapolri's main programmes is internal reform, one of which is the implementation of the Assessment Centre. Therefore, the purpose of this study is to explain the characteristics of Polri's Assessment Center implementation, utilisation, and factors that influence its utilisation. The theories used to examine these issues include the characteristics of the Assessment Centre, the Recruitment Process, and the Factors Affecting the Implementation of the Assessment Centre. This research uses a postpositivism approach and a qualitative method with descriptive analytics. The research focused on the application of the Assessment Center for the transfer process of the Chief of Police position at Polda Papua Barat, which was collected through interview techniques and document studies. The research data was then evaluated using the data triangulation method. Based on the research findings, some aspects of the Assessment Centre implementation are still not optimal. In the use of the results of the Polri assessment centre, the selection of candidates is still not based on ranking, the assessment results are still in qualitative form and not quantitative numbers, and the final examination has not been carried out. Then there are elements that have an impact on administrative, political, cultural, and technological aspects in its implementation. Some suggestions for improvement include including operational material in the situation test, appointing assessors as role-players in assessment activities, making assessment results an absolute requirement in job placement, making rules based on cultural factors, and establishing the position of assessor as a functional position within the West Papua Police."

"ABSTRACTGlobalization is everywhere; as a result, every organization should change according to the needsand requirement of the environment. These changes also involved many types of organizationincluding Indonesian National Police. In this regard, designing OD interventions requires payingcareful attention to the needs and dynamics of the change situation and crafting a changeprogram that will be consistent with the previously described criteria of effective interventions.From the preliminary studies showed that there are some issues that should be resolved namely:organization effectiveness, and staffs development (individual effectiveness). The interventiondesign was set up to implement the changes using Human Resource Management Intervention.Many different approaches had been chosen by organization, in order to be able to manage theirhuman resources effectively. One of the approaches that often used by organizations isCompetency Based Human Resource Management (CBHRM). This paper will discuss about thechallenges of using CBHRM as a tool of Organization Development, in particular to analyze theprocess and implementation of CBHRM in Indonesian National Police. From the results of theassessment using from 551 policemen, using assessment tools of Interview, Observation, Paperand pencil test, Group Discussion, In-Tray/In-Basket, it show that all aspects of AssessmentProcess still need to be enhanced namely: Standardization of Qualifications of the Assessors,Assessment Process, Establishing Full Model of CBHRM, and Feedback and Follow upprograms."

"Kompetensi sumber daya manusia Polri dipercaya sebagai faktor kunci dalam menentukan keberhasilan organisasi Polri. Saat ini, Polri khususnya Polda Kalimantan Timur (Kaltim) telah melaksanakan program promosi jabatan terbuka yang salah satu tahapannya menggunakan Assessment Center untuk menguji kompetensi manajerial. Penelitian ini bertujuan untuk menganalisis kebijakan dan dampak implementasi Assessment Center dalam mendukung promosi jabatan terbuka terkait pemberdayaan assessor di lingkungan Polda Kaltim. Peneliti menggunakan pendekatan kualitatif dengan teknik pengumpulan data berupa observasi, wawancara dan telaah dokumen. Hasil temuan penelitian menyimpulkan bahwa kebijakan implementasi Assessment Center dalam mendukung promosi jabatan terbuka dalam arti sempit sudah dilaksanakan walaupun belum sepenuhnya. Dalam arti luas, implementasi kebijakan Assessment Center dalam mendukung promosi jabatan terbuka masih belum berhasil dan belum memiliki dampak yang positif. Hal ini dikarenakan Polda Kaltim sebagai organisasi birokrasi, belum sepenuhnya memiliki kapasitas organisasi yang merupakan tulang punggung birokrasi, yang didalamnya melibatkan : struktur organisasi; mekanisme kerja; sumber daya manusia; dukungan finansial dan sumber daya yang dibutuhkan untuk bekerja. Adapun ke-empat unsurnya tersebut belum mampu mewujudkan kondisi yang optimal dan saling mendukung satu dengan yang lainnya. Begitupun kaitannya dengan assessor yang mempunyai peran penting dalam menentukan baik atau tidaknya pelaksanaan Assessment Center, dimana assessor harus mampu menjalankan fungsi – fungsi assessment yang kompleks dan memiliki kompetensi assessor. Pemberdayaan assessor di lingkungan Polda Kaltim belum seutuhnya dan sepenuhnya diterapkan sebagaimana 6 (enam) tahapan model pemberdayaan sumber daya manusia yang meliputi : Desire (Keinginan); Trust (Kepercayaan); Confident (Kepercayaan Diri); Credibility (Kredibilitas); Accountability (Akuntabilitas); dan Communication (Komunikasi).

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The competency of Indonesian National Police human resource is believed as the main factor in determining the successful of Indonesian National Police organization. Now, Indonesian National Police especially the East Kalimantan Regional Police has been conducting an opening of career promotion program which one of the stages is use Assessment Center to examine managerial competencies. This research aims to analyze the policy and the impact of Assessment Center implementation in encouraging the opening of career promotion related to assessor empowerment in environmental of East Kalimantan Regional Police. The researcher used qualitative approach by applying observation as the data collecting technique, interview, and documents study. The result of this research is the policy of implementing the Assessment Center in encouraging the opening of career promotion, in the sense of narrow, has been done well although it hasn't been done entirely. In the sense more extensive, the implementation of the Assessment Center in encouraging the opening of career promotion has not been succeed and does not have positive impact. This could happen for the East Kalimantan Regional Police as a bureaucracy organization, does not have the capacity of organization as the bureaucracy's breadwinner, in which involves: the structure of organization; the working mechanism; the human resources; the financial supporting and the resources required for working. Those four elements are still not able to optimize the condition and encourage each other. As it is related to the assessors who have the important role in determining the good and the bad of the implementation of the Assessment Center, in which the assessors have to be able in running the complex assessment's functions and hold the assessor's competencies. The empowerment of assessor in East Kalimantan Regional Police has not been implied entirely as it mentioned in the six models of the human resources empowerment, include: Desire, Trust, Confident, Credibility, Accountability, and Communication."