Implementation Learning Need Analysis (LNA) At UPTD Health Training of West Java Provincial Health Office

Abstract

This study aims to describe the implementation of learning need analysis (LNA) as a process of developing employee competencies in the West Java Provincial Health Training UPTD. The main problem found is that the implementation of competency development programs is still based more on budget availability than on the real needs of employees. The research uses a descriptive qualitative approach with data collection techniques through in-depth interviews and documentation studies. The instrument used is in the form of semi-structured interview guidelines, while the selection of informants is carried out by snowball sampling of parties directly involved in the planning and implementation of LNA. The results of the study show that at the end of 2024 the Health Training UPTD will begin to implement LNA with a difference, importance, frequency (DIF) approach as an innovation in the competency development system. However, implementation is still limited to the initial stage, namely the identification of objectives, parameters, and data collection through self-assessment. The internal analysis process, performance dialogue, and continuous evaluation have not been carried out due to technical and time limitations, so the implementation of LNA is partial and cannot be used as the main basis for decision-making in competency development planning.  The author uses self-assessment  data as secondary data to map development needs. The analysis showed that most scores were in the range of 3–5 which indicates a medium to high competency gap. Based on these findings, recommendations for forms of competency development were prepared, including workshops, seminars, technical guidance, and training, with workshops as the dominant non-formal form to close the gap at a score of 3–4. The research suggests that the implementation of LNA should be carried out comprehensively according to the stages of Pilcher (2016), including performance dialogue, internal analysis, and continuous evaluation. Self-assessment instruments also need to be strengthened by verification through performance dialogue and active participation of all employees. The integration of LNA results into annual planning will strengthen the effectiveness of competency development, as well as improve the quality of Health Training UPTD services.