Perencanaan Strategis Pengembangan SDM Berbasis Kompetensi pada Sektor Publik : Systematic Literature Review
DOI:
https://doi.org/10.55606/jekombis.v5i2.6492Keywords:
Competency Development, Human Capital, Public Sector, Strategic Human Resource Development, Systematic Literature ReviewAbstract
This study aims to analyze the Strategic Planning of Competency-based human resource development in public sector organizations through a Systematic Literature review (SLR) approach. The research is motivated by the demands of bureaucratic reform, changes in organizational structure, and the need for public organizations to develop the competencies of their apparatus to improve the performance and quality of public services. The research method uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Data were collected through Google Scholar and Crossref databases with the help of Harzing's Publish or Perish application. Based on the established inclusion and exclusion criteria, 10 articles consisting of eight scientific journals, one proceeding, and one book chapter were obtained as analysis materials. The results of the study indicate that Strategic Planning of human resource development must be integrated with organizational strategy to identify, develop, and maintain core competencies that support the achievement of organizational goals. Competency development needs to focus on the dimensions of Knowledge, Skills, Abilities, and Other Characteristics (KSAOs) as the basis for Competency-based human resource management. In addition, integrated Strategic Planning has been proven to increase organizational effectiveness, encourage superior employee performance, and create sustainable competitive advantage through human capital development. Therefore, public sector organizations need to systematically develop strategic human resource development plans, taking into account the current organizational conditions, the competencies they want to achieve, and appropriate strategies to address Competency gaps.
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