HR Development Strategy Based on Achievement and Competency Assessment to Improve Performance at BPKAD Toba

Abstract

The development of the digital era and the demands of bureaucratic reform require government institutions to transform human resource management to improve the quality of public services. The Regional Financial and Asset Management Agency (BPKAD) as an institution that manages regional finances and assets is required to have competent and high-performance human resources to support good governance. This study aims to analyze the strategy of human resource development based on achievement and competency assessment in improving employee performance at BPKAD Toba. This study uses a qualitative research method with a descriptive approach. The research population is all employees of BPKAD Toba totaling 52 people, with a purposive sampling technique to select informants who are representative of various levels of positions and work units. This research shows that human resource development must be in line with national regulations such as the merit system, SPBE, and SAKIP. Digital performance assessment (MyASN, e-Kinerja) is considered important for objectivity and transparency. The focus of competencies includes regional finance, digital literacy, and leadership through training, certification, and coaching. Indicator-based evaluation is integrated in organizational planning. Challenges such as budgets, resistance, and regulations are overcome with collaboration, e-learning, and change management.