Jurnal Kewidyaiswaraan

ANALISIS EFEKTIVITAS PENYELENGGARAAN LATSAR CPNS BAGI DOSEN DAN TENDIK DI PTN : KAJIAN TERPADU ATAS SUMBER DAYA, TUJUAN DAN KINERJA

Ahmad Khulaemi — 2025-11-11

Pelatihan Dasar Calon Pegawai Negeri Sipil (Latsar CPNS) merupakan program strategis dalam pembentukan karakter dan kompetensi Aparatur Sipil Negara (ASN). Penelitian ini bertujuan untuk menganalisis efektivitas penyelenggaraan Latsar CPNS bagi dosen dan tenaga kependidikan di Perguruan Tinggi Negeri (PTN) dengan fokus pada penggunaan sumber daya, pencapaian tujuan dan sasaran pelatihan, serta kinerja penyelenggaraan. Penelitian ini menggunakan pendekatan mixed methods dengan data diperoleh melalui kuesioner, wawancara mendalam, dokumentasi, dan observasi langsung. Hasil penelitian menunjukkan bahwa penggunaan sumber daya cukup efektif, meskipun terdapat kendala pada rasio fasilitator dan waktu aktualisasi. Tujuan pelatihan dinilai tercapai terutama dalam pemahaman nilai dasar ASN (BerAKHLAK), namun aktualisasi proyek perubahan belum optimal bagi peserta dosen. Evaluasi kinerja penyelenggaraan berdasarkan model Kirkpatrick menunjukkan keberhasilan pada level reaksi, pembelajaran, dan perilaku, namun dampak pada organisasi masih terbatas. Penelitian ini merekomendasikan penyesuaian metode pelatihan berdasarkan jabatan fungsional, perpanjangan waktu aktualisasi, serta penguatan monitoring pasca pelatihan untuk menjamin keberlanjutan hasil. Temuan ini dapat menjadi masukan penting dalam pengembangan kebijakan pelatihan ASN ke depan, khususnya di lingkungan pendidikan tinggi.

PENJAMINAN MUTU IMPLEMENTASI MODEL PEMBELAJARAN EXPERIENTIAL LEARNING DALAM PELATIHAN ASN

Tri Saksono — 2025-11-11

Pengembangan kompetensi Aparatur Sipil Negara (ASN) merupakan mandat Undang-Undang Nomor 20 Tahun 2023 tentang ASN yang menekankan pentingnya peningkatan kualitas, profesionalitas, dan kinerja birokrasi. Salah satu pendekatan pembelajaran yang dinilai relevan untuk mendukung agenda tersebut adalah experiential learning, yaitu pembelajaran berbasis pengalaman nyata yang mencakup siklus Concrete Experience, Reflective Observation, Abstract Conceptualization, dan Active Experimentation. Artikel ini membahas tantangan implementasi experiential learning dalam pelatihan ASN, termasuk variasi mutu antar penyelenggara, keterbatasan kompetensi fasilitator, evaluasi yang masih terbatas pada tingkat kepuasan peserta, minimalnya digitalisasi monitoring, serta kurangnya integrasi dengan standar internasional. Analisis dilakukan menggunakan teori Kolb, model evaluasi Kirkpatrick, siklus Plan-Do-Check-Act, serta benchmarking internasional. Hasil kajian merekomendasikan pembentukan kerangka mutu nasional, sertifikasi fasilitator, integrasi hasil pembelajaran dengan sistem manajemen kinerja ASN, digitalisasi monitoring berbasis Learning Management System (LMS) dan big data, serta kolaborasi multiaktor dengan perguruan tinggi, sektor swasta, dan mitra internasional. Pendekatan ini diharapkan mampu mendorong ASN menjadi pembelajar sepanjang hayat (lifelong learner) dan lebih siap menghadapi tantangan kompleks serta mentransformasi pelatihan ASN menjadi instrumen strategis guna mencetak ASN profesional, adaptif, dan berorientasi pelayanan.

EVALUASI KOMPREHENSIF IMPLEMENTASI METODE BLENDED LEARNING PADA PELATIHAN KEPEMIMPINAN ADMINISTRATOR DAN PENGAWAS BERBASIS MODEL CIPP

Nurlia Nurlia — 2025-11-11

This study was conducted to evaluate the quality of the Administrator Leadership Training (PKA) and Supervisor Leadership Training (PKP) blended learning method using the CIPP (Context, Input, Process, Product) model at the Aceh Human Resources Development Agency. The research method used is descriptive qualitative. The respondents of the study were alumni of PKA and PKP participants in 2024, totaling 49 people. The results of the study showed that the implementation of the blended learning method in PKA and PKP training at BPSDM Aceh in 2024 was carried out well with a percentage value of Aspects of 87.78 with a good value category. The implementation of the blended learning method in PKA and PKP training at BPSDM Aceh in 2024 ran effectively with a total score of 4301 in the interval range of 4116-4900 or the majority of respondents answered strongly agree with the implementation of the blended learning method. The results of the CIPP model evaluation on each aspect show the PA value and assessment criteria, namely the context aspect of 84.57 (good), Input 87.02 (good), Process 88.49 (good) and Product 91.02 (very good). Based on the results of the study, it can be concluded that the implementation of the blended learning method in PKA and PKP training at BPSDM Aceh is running effectively. It is expected that the 2025, PKA and PKP training with a budget efficiency concept will be accompanied by adequate IT infrastructure such as MOOC and LMS applications that are easily accessible so that learning outcomes are more optimal.

PENGEMBANGAN KOMPETENSI APARATUR SIPIL NEGARA MELALUI COACHING CLINIC PENGELOLAAN BARANG MILIK DAERAH

Isti Nuryati — 2025-11-11

Problems in the management of local government assets still occur frequently, as stated in the Summary Semester Audit Results of the Republic Indonesia Audit Board. The Ministry of Home Affairs is obliged to provide guidance and supervision to local governments, one of which is through education and training, but it has not been optimal. The aim of this research are to: determine the implementation of local government assets management policies; identify management problems; determine the main causes management problems; formulate a relevant local government assets management Coaching Clinic model; and formulate management strategy model. The research method a case study, on June 10 to September 30, 2024. Sampling using Non-Probability Sampling Technique with Purposive Sampling, namely participants of Local Government Assets Management Education and Training Batch III in 2024. Data sources use primary and secondary data, with qualitative and quantitative data types (mixed method). Evaluation using the New World Kirkpatrick Model. Research findings: local government assets management policies have not been 100% implemented; the most common management problems are in administration 17.52%; the most common cause of problems is from the human resources (man) aspect 35.47%; the GROW ON (Goal, Reality, Option, Will, Observation, Need of accountability) Coaching Clinic Model is very feasible. The results of the coaching clinic evaluation, Reaction: usefulness level for coachees 98.06%, Learning: increased understanding 8.67 points, Behavior: increased coachee performance, Result: more orderly local government assets management outcomes; and the local government assets management strategy model can be implemented using the strengthening: competence, regulation, implementation, identification of obstacles, commitment, collaboration, problem solving, and accountability.

MOTIVASI KERJA APARATUR SIPIL NEGARA (ASN) INDONESIA DI ERA MULTIGENERASI: STUDI KOMPARATIF ANTAR GENERASI DAN GENDER

Perdhana Ari Sudewo — 2025-11-11

This study examines the work motivation of Indonesian Civil Servants (ASN) within the context of multigenerational bureaucracy and gender dynamics, using Maslow’s hierarchy of needs as the theoretical framework. In the era of digital disruption and rapid social change, ASN are required to possess adaptive motivation that prioritizes self-actualization and meaningful contributions. The objective of this research is to analyze and compare work motivation levels and dimensions across gen X, Y, Z, as well as between male and female civil servants. A quantitative descriptive-comparative design was applied, with data collected from 544 respondents working in central and regional government institutions through a Likert-scale questionnaire. Data analysis employed non-parametric tests, namely Kruskal-Wallis and Mann-Whitney. The findings indicate that self-actualization emerged as the highest motivational dimension, while physiological needs were the lowest. A significant difference was found among generational cohorts (p < 0.05), with generation Z reporting the highest motivation scores, followed by gen X, while gen Y recorded the lowest. In contrast, no statistically significant difference was observed between male and female respondents (p > 0.05), although descriptively, male respondents showed slightly higher scores. These results highlight the inadequacy of a one-size-fits-all approach in ASN management. Instead, generationally responsive and gender-sensitive strategies are needed to foster inclusive, adaptive, and motivation-driven human resource policies.

TRANSFORMASI DIGITAL MELALUI DIUKOMJF 5in1 UNTUK PENINGKATAN KOMPETENSI ASN DAN PENGUATAN SMART GOVERNANCE

Annisaa Dhia Fadhilah — 2025-11-11

Transformasi digital dalam sektor publik menjadi kunci utama dalam meningkatkan efisiensi, akuntabilitas, dan kualitas layanan pemerintahan. Artikel ini membahas inovasi Integrasi Akses DIUKOMJF 5in1, sebuah sistem digital terintegrasi yang dikembangkan oleh Lembaga Administrasi Negara (LAN) untuk mengatasi fragmentasi layanan uji kompetensi Jabatan Fungsional (JF) di bidang Pengembangan Kapasitas dan Pembelajaran ASN. Tujuan penelitian ini adalah untuk menganalisis efektivitas inovasi tersebut dalam meningkatkan efisiensi tata kelola uji kompetensi serta memperkuat sistem pengembangan kompetensi ASN berbasis data.

Metodologi yang digunakan adalah analisis deskriptif kualitatif dengan pendekatan studi kebijakan, yang menelaah implementasi DIUKOMJF 5in1 melalui kajian regulasi, teori transformasi digital sektor publik, dan data kelembagaan LAN.

Hasil penelitian menunjukkan bahwa DIUKOMJF 5in1 sejalan dengan konsep Digital Transformation in Public Sector, Government Integration Model, dan Public Sector Innovation Framework, di mana integrasi sistem digital meningkatkan validitas asesmen, efisiensi proses, serta akuntabilitas data. Inovasi ini juga berperan sebagai instrumen strategis dalam peningkatan kompetensi ASN melalui pemanfaatan hasil uji untuk penyusunan Individual Development Plan (IDP) dan perencanaan pelatihan berbasis bukti.

Artikel ini merekomendasikan pelembagaan inovasi DIUKOMJF 5in1 sebagai SOP digital resmi LAN, integrasi dengan arsitektur SPBE, dan penguatan kapasitas ASN dalam literasi digital untuk mendukung terwujudnya birokrasi berkelas dunia berbasis kompetensi.

KOLABORASI JABATAN FUNGSIONAL: STRATEGI DALAM MENGAKSELERASI REVOLUSI PEMBELAJARAN ASN

Iwan Pujiantoro — 2025-11-11

Perubahan sistem pembelajaran bagi Aparatur Sipil Negara (ASN) menjadi langkah penting dalam membentuk birokrasi yang mampu beradaptasi dan bersaing secara global. Lembaga Administrasi Negara (LAN), sesuai amanat Peraturan Presiden Nomor 93 Tahun 2024, memegang peran utama dalam pengembangan kapasitas dan pembelajaran ASN. Selain itu, LAN juga berfungsi sebagai pembina bagi tiga jabatan fungsional yang berfokus pada pengembangan kapasitas dan Pembelajaran ASN, yaitu Analis Kebijakan, Analis Pengembangan Kompetensi ASN (Bangkom ASN), dan Widyaiswara, sebagaimana diatur dalam PermenPANRB Nomor 18 Tahun 2024. Artikel ini mengeksplorasi potensi kolaborasi antara ketiga jabatan tersebut dalam memperkuat sistem pembelajaran ASN. Dengan pendekatan konseptual yang mengacu pada regulasi, kajian literatur, dan praktik yang telah terbukti, tulisan ini mengungkap bahwa sinergi antar jabatan fungsional dapat mendorong integrasi kebijakan, peningkatan kompetensi, serta pemanfaatan teknologi pembelajaran secara optimal. Strategi yang ditawarkan mencakup penguatan peran masing-masing jabatan fungsional, penyelarasan program kerja, serta pemanfaatan platform digital untuk mendukung pembelajaran yang berkesinambungan. Hasil kajian ini diharapkan menjadi bahan masukan bagi LAN dan instansi pemerintah lainnya dalam merancang kebijakan pembelajaran ASN yang lebih inovatif dan berdampak nyata.

PERAN WIDYAISWARA DALAM MENINGKATKAN LEARNING ENGAGEMENT PADA PEMBELAJARAN SYNCHRONOUS

Sinta Dame Simanjuntak — 2025-11-11

Synchronous learning in Civil Service Training, as a crucial componet of Blended Learning, requires in-depth analysis, particularly regarding particpant engagement. This is where the role of Widyaiswara in enhancing learning engagement during the synchronous learning sessions becomes crucial. In the context of national efforts to improve the quality of human resources amid the digital transformation of civil servant training, the study is aimed at investigating how Widyaiswara can effectively foster cognitive, emotional, and behavioral engagement in limited-time virtual classroom settings. Utilizing a qualitative approach, the research collected data through surveys and interviews with training participants and experienced Widyaiswara. Findings reveal that while participants have high expectations for interactive, emotionally engaging, and participatory sessions, Widyaiswara encounters challenges such as digital literacy gaps, limited interaction time, and insufficient infrastructure. To address these, several effective strategies are identified, including building rapport, integrating real-world cases, using collaborative methods, leveraging simple digital tools, and reinforcing learning discipline. The study emphasizes the need for Widyaiswara to act not only as facilitator but as motivators for learning engagements that enable participants to engage cognitively, emotionally and behaviorally. The results offer insights for improving the quality of synchronous learning and strengthening the professional development of Widyaiswara in the digital era.

IMPLEMENTASI MODEL BEST PRACTICE PERCEPATAN PENURUNAN STUNTING DI KAMPUNG KELUARGA BERKUALITAS DESA TUMPILING KABUPATEN POLEWALI MANDAR PROVINSI SULAWESI BARAT

Novie Panda Citra Panda — 2025-11-11

The prevalence of stunting in West Sulawesi remains relatively high despite showing a declining trend from 35.0% in 2022 to 30.3% in 2023. Tumpiling Village, located in Polewali Mandar Regency, was selected as an intervention locus for accelerating stunting reduction through the implementation of the Best Practice Model of Kampung Keluarga Berkualitas (Quality Family Village). This study employed a mixed-methods approach with a quasi-experimental one-group pre–post-test design, involving 30 participants consisting of pregnant women, mothers of toddlers, and toddlers. The intervention was conducted over three months through integrated activities, including counseling on Clean and Healthy Living Behavior (PHBS), Posyandu services, Healthy Community Movement (GERMAS) education, Bina Keluarga Balita (BKB) Emas, nutrition education and mentoring through Healthy Kitchen Against Stunting (DASHAT), active feeding practice, educational games, and nutritional food provision. The findings revealed significant improvements in family functioning (p = 0.008), maternal physical and mental conditions (p = 0.009), PHBS practices (p = 0.001), and parenting quality (p = 0.032). However, no significant change was observed in the father’s involvement (p = 0.649). Support from the village government, community cadres, and stakeholders significantly contributed to the success of the implementation, although several challenges remained, including time constraints, participant distance, and funding limitations. In conclusion, the implementation of the Best Practice Model of Kampung Keluarga Berkualitas in Tumpiling Village was effective in enhancing family capacity to support child growth and prevent stunting. The study recommends strengthening cross-sector collaboration, improving cadre capacity through continuous training, and designing targeted strategies to increase fathers involvement in stunting prevention efforts.