Reframing Training Management in Public Sector Organizations: Evidence from Indonesia's Oil and Gas Human Resource Development Center

Abstract

Public-sector training institutions are expected to respond to stakeholder needs while ensuring competency alignment, instructional consistency, and accountable evaluation. This study examines training management at the Oil and Gas Human Resources Development Center (PPSDM Migas), Indonesia, with a focus on industrial training, civil servant (ASN) training, and efforts to improve training quality. A qualitative approach was employed using semi-structured interviews with four officials responsible for implementation, planning, cooperation, and evaluation, supported by training documents and evaluation records. The data were analyzed through reduction, display, conclusion drawing, and verification, while credibility was strengthened through source and technique triangulation. The findings show that industrial training is highly responsive to company requests, but participant competency gaps are not mapped systematically. ASN training is more structured through training needs analysis, a training grand design, and the DEIS AKD system, although planning remains predominantly job-based and is affected by changes in personnel data. Across both training streams, the absence of sufficiently standardized guidance for learning materials and the uneven follow-up of evaluation recommendations limit consistent improvement. Based on these findings, public-sector training management requires stronger connections among demand responsiveness, competency-gap analysis, minimum learning standards, multilevel evaluation, and integrated follow-up. This case-based interpretation provides practical improvement priorities for strengthening the relevance, quality, and sustainability of training at PPSDM Migas.