EVALUASI PROGRAM PELATIHAN JABATAN FUNGSIONAL BIDANG KEUANGAN APBN DI BALAI PENGEMBANGAN KOMPETENSI PEKERJAAN UMUM WILAYAH V YOGYAKARTA, BADAN PENGEMBANGAN SUMBER DAYA MANUSIA, KEMENTERIAN PEKERJAAN UMUM

HABIBAH NAFASYA ALI, . (2026) EVALUASI PROGRAM PELATIHAN JABATAN FUNGSIONAL BIDANG KEUANGAN APBN DI BALAI PENGEMBANGAN KOMPETENSI PEKERJAAN UMUM WILAYAH V YOGYAKARTA, BADAN PENGEMBANGAN SUMBER DAYA MANUSIA, KEMENTERIAN PEKERJAAN UMUM. Sarjana thesis, UNIVERSITAS NEGERI JAKARTA.

	Text COVER.pdf Download (2MB)
	Text BAB 1.pdf Download (291kB)
	Text BAB 2.pdf Restricted to Registered users only Download (539kB) | Request a copy
	Text BAB 3.pdf Restricted to Registered users only Download (367kB) | Request a copy
	Text BAB 4.pdf Restricted to Registered users only Download (1MB) | Request a copy
	Text BAB 5.pdf Restricted to Registered users only Download (204kB) | Request a copy
	Text DAFTAR PUSTAKA.pdf Download (244kB)
	Text LAMPIRAN.pdf Restricted to Registered users only Download (4MB) | Request a copy

Abstract

EVALUASI PROGRAM PELATIHAN JABATAN FUNGSIONAL BIDANG KEUANGAN APBN DI BALAI PENGEMBANGAN KOMPETENSI PEKERJAAN UMUM WILAYAH V YOGYAKARTA, BADAN PENGEMBANGAN SUMBER DAYA MANUSIA KEMENTERIAN PEKERJAAN UMUM Habibah Nafasya Ali ABSTRAK Penelitian ini bertujuan untuk mengevaluasi penyelenggaraan Program Pelatihan Teknis Jabatan Fungsional Bidang Keuangan APBN Angkatan II Tahun 2025 di Balai Pengembangan Kompetensi Pekerjaan Umum Wilayah V Yogyakarta, Badan Pengembangan Sumber Daya Manusia (BPSDM) Kementerian Pekerjaan Umum. Penelitian ini menggunakan pendekatan kualitatif dengan metode evaluatif menggunakan Model Evaluasi Kirkpatrick (Reaction, Learning, Behavior, Results). Data dikumpulkan melalui wawancara, observasi, dan studi dokumentasi terhadap tim penyelenggara, pengajar, peserta, dan atasan langsung peserta pelatihan, lalu dianalisis menggunakan model interaktif Miles dan Huberman. Hasil evaluasi Level 1 (Reaction) menunjukkan materi dan kualitas pengajar dinilai sesuai dengan kebutuhan peserta, meskipun ditemukan perbedaan keterangan mengenai platform pelaksanaan pelatihan. Komponen Level 2 (Learning) menunjukkan peningkatan pengetahuan dan keterampilan peserta dengan tingkat kelulusan 100%. Komponen Level 3 (Behavior) menunjukkan penerapan hasil pelatihan dan perubahan perilaku kerja yang positif, meskipun monitoring pascapelatihan pada tingkat unit kerja belum menjadi wewenang langsung penyelenggara. Komponen Level 4 (Results) menunjukkan dampak positif terhadap kinerja individu dan unit kerja, meskipun evaluasi manfaat program pada tingkat organisasi masih terbatas pada persepsi atasan langsung. Dapat disimpulkan bahwa program pelatihan ini telah terselenggara dengan sangat baik dan berada di atas standar penyelenggaraan pelatihan ASN, sehingga sangat layak dipertahankan dan diteruskan pada penyelenggaraan angkatan-angkatan berikutnya. Sebagai rekomendasi utama, penguatan mekanisme monitoring dan evaluasi pascapelatihan pada tingkat unit kerja dan organisasi perlu segera dilakukan secara sistematis dan berkelanjutan. Kata Kunci: Evaluasi Program, Pelatihan Jabatan Fungsional, Model Kirkpatrick ***** EVALUATION OF THE FUNCTIONAL POSITION TRAINING PROGRAM FOR APBN FINANCIAL MANAGEMENT AT THE PUBLIC WORKS COMPETENCY DEVELOPMENT CENTER REGION V YOGYAKARTA, HUMAN RESOURCE DEVELOPMENT AGENCY, MINISTRY OF PUBLIC WORKS Habibah Nafasya Ali ABSTRACT This study aims to evaluate the implementation of the Technical Training Program for Functional Positions in APBN Financial Management, Batch II 2025, at the Public Works Competency Development Center Region V Yogyakarta, Human Resource Development Agency (BPSDM) of the Ministry of Public Works. This study employs a qualitative approach using an evaluative method based on the Kirkpatrick Evaluation Model (Reaction, Learning, Behavior, Results). Data were collected through interviews, observations, and document analysis involving the organizing team, instructors, participants, and participants’ direct supervisors, and were analyzed using the Miles and Huberman interactive model. The Level 1 (Reaction) evaluation results indicate that the material and instructor quality were considered appropriate to participants’ needs, although discrepancies were found regarding the platform used for training implementation. The Level 2 (Learning) component shows an increase in participants’ knowledge and skills, with a 100% pass rate. The Level 3 (Behavior) component shows the application of training outcomes and positive changes in work behavior, although post-training monitoring at the work unit level has not become the direct responsibility of the organizer. The Level 4 (Results) component shows a positive impact on individual and work unit performance, although the evaluation of program benefits at the organizational level remains limited to the perceptions of direct supervisors. It can be concluded that the training program has been implemented very effectively and exceeds the standard expected of ASN training programs, making it highly worthy of being maintained and continued in future training batches. As the primary recommendation, the post-training monitoring and evaluation mechanism at both the work-unit and organizational levels needs to be strengthened systematically and sustainably. Keywords: Program Evaluation, Functional Position Training, Kirkpatrick Model

Item Type:	Thesis (Sarjana)
Additional Information:	1.Dr. Ir. Teguh Trianung Djoko Susanto, M.M 2.Gelar Gelora Mestika, M.Pd,
Subjects:	Pendidikan > Evaluasi Pendidikan Manajemen > Manajemen Sumber Daya Manusia
Divisions:	FIP > S1 Manajemen Pendidikan
Depositing User:	Habibah Nafasya Ali .
Date Deposited:	24 Sep 2026 08:00
Last Modified:	24 Sep 2026 08:00
URI:	http://repository.unj.ac.id/id/eprint/73983

Actions (login required)

View Item