Implementasi Program Pengembangan Kompetensi Pegawai Terhadap Kinerja di PT Batubara Lahat

Abstract

The background of this study stems from PT Batubara Lahat’s need to improve the quality of its human resources through competency development programs. However, the organization still faces challenges such as inadequate program evaluation, training that does not align with job requirements, and the negative impact of competency development on employee performance. The objective of this study is to enhance our understanding of the implementation of competency development programs and their perceived impact on improving employee performance. Data were collected through observation, interviews, and analysis of business documents. The research findings indicate that the four factors identified by Edwards III—resources, communication, implementer disposition, and bureaucratic structure—influence the effectiveness of training, even though the company has undergone various technical and non-technical training programs. While training time and quotas are the primary resource constraints, inter-unit communication remains ineffective. Most employees liked the training, but senior employees did not. The established bureaucratic structure was still underutilized. This study indicates that improved coordination, simplified procedures, and a more appropriate training approach are key factors in competency development when employee performance is significantly affected.