STRATEGI PEMBERDAYAAN MELALUI PEMBINAAN SUMBER DAYA MANUSIA KEPOLISIAN BERBASIS ASSESSMENT CENTER DALAM MENINGKATKAN PELAYANAN MASYARAKAT DI POLDA LAMPUNG

ACEP, SAPUTRA (2026) STRATEGI PEMBERDAYAAN MELALUI PEMBINAAN SUMBER DAYA MANUSIA KEPOLISIAN BERBASIS ASSESSMENT CENTER DALAM MENINGKATKAN PELAYANAN MASYARAKAT DI POLDA LAMPUNG. Doctoral thesis, UIN RADEN INTAN LAMPUNG.

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Abstract

ABSTRAK Pengembangan sumber daya manusia kepolisian berbasis kompetensi menjadi kebutuhan strategis dalam meningkatkan kualitas pelayanan publik. Namun, implementasi pembinaan berbasis assessment center di Polda Lampung belum sepenuhnya optimal dalam mendukung profesionalisme dan pelayanan masyarakat. Maka penelitian ini bertujuan untuk menganalisis strategi pemberdayaan melalui pembinaan SDM kepolisian berbasis assessment center, implementasinya, serta implikasinya terhadap peningkatan kualitas pelayanan masyarakat di Polda Lampung Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus. Data penelitian bersumber dari data primer, yang terdiri dari 2 pejabat struktural, 12 assessor dan 10 asesi, diperoleh melalui wawancara mendalam dan observasi lapangan dengan pemilihan partisipan menggunakan purposive sampling, serta data sekunder dari dokumentasi pendukung. Pengumpulan data dilakukan melalui wawancara, observasi, dan studi dokumentasi, sedangkan analisis data meliputi reduksi data, penyajian data, dan penarikan kesimpulan. Keabsahan data dijamin melalui triangulasi sumber, metode, dan teori. Hasil penelitian menunjukkan bahwa 1) Strategi pembinaan SDM kepolisian berbasis assessment center dilaksanakan melalui empat tahapan, yaitu identifikasi kebutuhan kompetensi, penyusunan program, pelaksanaan pelatihan berbasis kompetensi, serta evaluasi dan pemberian umpan balik yang menghasilkan proses pembinaan yang akuntabel dan terarah. 2) Implementasi strategi ini berjalan sesuai rancangan dan diperkuat oleh komitmen pimpinan, asesor tersertifikasi, sarana prasarana memadai, dan dukungan teknologi, meskipun masih menghadapi kendala seperti keterbatasan waktu pembinaan lanjutan, variasi kompetensi Kapolsek, perbedaan karakteristik wilayah, serta pemanfaatan hasil asesmen yang belum optimal. 3) Strategi ini memberikan implikasi signifikan berupa peningkatan kompetensi individu, penguatan kualitas pelayanan publik yang humanis dan responsif, pengembangan karier berbasis meritokrasi, serta penyusunan perencanaan SDM jangka panjang yang lebih adaptif terhadap kebutuhan organisasi. Novelty penelitian ini terletak pada strategi pemberdayaan berbasis assessment center dalam meningkatkan pelayanan prima berbasis data, empati, inovasi dan respons cepat memperkuat pelayanan prima kepada masyarakat. ABSTRACT The development of competency-based human resources in the police force is a strategic necessity in improving the quality of public services. However, the implementation of assessment center-based training at the Lampung Regional Police Department has not been fully optimized in supporting professionalism and community service. Therefore, this research aims to analyze empowerment strategies through police human resource training based on assessment centers, their implementation, and their implications for improving the quality of community services at the Lampung Regional Police Department. This research uses a qualitative approach with a case study method. The research data is sourced from primary data, consisting of 2 structural officials, 12 assessors, and 10 assessees, obtained through in-depth interviews and field observations with participant selection using purposive sampling, as well as secondary data from supporting documentation. Data collection was carried out through interviews, observations, and documentation studies, while data analysis included data reduction, data presentation, and conclusion drawing. Data validity was ensured through triangulation of sources, methods, and theories. The results of the research show that 1) The assessment center-based police human resource development strategy is implemented through four stages, namely identification of competency needs, program development, implementation of competency-based training, and evaluation and feedback, which results in an accountable and focused development process. 2) The implementation of this strategy is going according to plan and is reinforced by the commitment of leaders, certified assessors, adequate infrastructure, and technological support, despite still facing obstacles such as limited time for further development, variations in the competencies of police chiefs, differences in regional characteristics, and suboptimal utilization of assessment results. 3) This strategy has significant implications in the form of improved individual competencies, strengthened quality of humane and responsive public services, meritocracy-based career development, and the formulation of long-term human resource planning that is more adaptive to organizational needs. The novelty of this research lies in the assessment center-based empowerment strategy in improving excellent service based on data, empathy, innovation, and rapid response to strengthen excellent service to the community.

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