Optimizing Employee Competency Development in Government Agencies: Implementing Barbazette's TNA Model

Abstract

Employee competency development is a strategic priority in the public sector. This study analyzes the implementation of training mapping in Government Agency X and formulates optimization alternatives based on Training Needs Assessment (TNA) according to Barbazette. The method used was qualitative descriptive through structured interviews and document studies with informants of structural officials, HR teams, and related employees. The analysis follows three stages of TNA, namely gathering information, analyzing information, and developing a training plan—with source triangulation validation. The results show three key problems: low employee participation in filling in the data, needs analysis that is not based on job descriptions, and saturation due to repetitive and irrelevant training materials. The main recommendation is the preparation of a TNA-based Training Needs Analysis SOP which contains participatory communication strategies, strengthening position/competency-based analysis, and adjusting materials according to competency gaps. The implementation of SOPs is expected to result in consistent, measurable, and relevant training mapping, so that competency development is more on target.