More Than Just a Certificate! Deputy Minister of Manpower Reveals the Key to Industry-Recognized Competency Certification for State-Owned Enterprise Employees
Deputy Minister of Manpower, Afriansyah Noor, emphasized that competency certification for employees of state-owned enterprises (SOEs) must be based on actual skills, rather than serving as a mere formality.
Therefore, the certification process must be supported by clear standards, qualified assessors, and a governance framework that ensures the objectivity and credibility of the assessment results.
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Afriansyah made these remarks during the 2026 BUMN (State-Owned Enterprise) Summit’s Professional Certification Institution Communication Forum in Jakarta on Thursday, October 15, 2026.
Afriansyah stated that technological advancements and the dynamic nature of the business world demand a skilled, integrated, and flexible workforce. Consequently, employee competencies must align with industry standards, the specific risks associated with each role, and the operational needs of the company within the relevant field.
In this context, the internal Professional Certification Institution (LSP) within SOEs plays a crucial role, as it possesses an in-depth understanding of business processes and the competency requirements for every position. This insight serves as the foundation for developing a certification scheme that meets specific needs, while requiring a robust governance structure to maintain integrity.
“This close alignment must be balanced with strong governance—including qualified assessors, appropriate methodologies, sufficient evidence, and objective decision-making in compliance with regulations. Credibility is essential. Certificates must reflect genuine competence, not just a formality,” Afriansyah emphasized.
He added that competency development should be viewed as a continuous cycle, beginning with the identification of sectoral needs, followed by the development of competency standards, training, assessment, and certification, and concluding with the practical application of these competencies.
Thus, certification does not end with the formal recognition process; rather, it is part of an ongoing effort to ensure that employees’ competencies align with the requirements of their roles.
Afriansyah also highlighted the role of digitalization in managing competency certification. Integrated data management is expected to enhance process efficiency and the quality of decision-making. Nevertheless, the use of technology must still safeguard the objectivity of assessments and the integrity of the entire certification process.
“Technology strengthens the process, but it cannot replace the integrity and professionalism of the assessment itself,” he emphasized.
Supporting a credible competency ecosystem requires collaboration across various sectors. The Ministry of Manpower plays a role in policy-making, the National Professional Certification Agency (BNSP) strengthens the certification system, and Danantara—along with state-owned enterprises (BUMN)—contributes by identifying talent requirements.
“Certification is more than just a certificate; it is a form of recognition built upon clear standards, integrity, and a transparent process,” Afriansyah stated. ***rel
Bukan Sekadar Sertifikat! Wamenaker Ungkap Kunci Sertifikasi Kompetensi Pekerja BUMN yang Diakui Industri
Wakil Menteri Ketenagakerjaan (Wamenaker) Afriansyah Noor menegaskan bahwa sertifikasi kompetensi pekerja Badan Usaha Milik Negara (BUMN) harus berbasis kemampuan nyata, bukan sekadar formalitas.
Oleh karena itu, proses sertifikasi perlu didukung standar yang jelas, asesor kompeten, serta tata kelola yang menjamin objektivitas dan kredibilitas hasil asesmen.
Hal tersebut disampaikan Afriansyah dalam Forum Komunikasi Lembaga Sertifikasi Profesi P2 BUMN Summit 2026 di Jakarta, Kamis, 15 Oktober 2026.
Afriansyah mengatakan, perkembangan teknologi dan dinamika bisnis menuntut tenaga kerja yang terampil, berintegritas, dan adaptif. Kompetensi pekerja karena itu perlu selaras dengan standar industri, risiko pekerjaan, serta kebutuhan bisnis di lapangan.
Dalam konteks tersebut, LSP P2 di lingkungan BUMN memiliki peran penting karena memahami proses bisnis dan tuntutan kompetensi setiap jabatan. Pemahaman ini menjadi modal untuk menyusun skema sertifikasi yang sesuai dengan kebutuhan, tetapi harus diimbangi tata kelola yang kuat.
“Kedekatan itu harus diimbangi dengan tata kelola yang kuat, seperti asesor kompeten, metode tepat, bukti memadai, dan keputusan objektif sesuai ketentuan. Kredibilitas menjadi modal utama. Sertifikat juga harus mencerminkan kompetensi nyata, bukan formalitas,” tegas Afriansyah.
Ia menambahkan, pengembangan kompetensi perlu dipandang sebagai siklus berkelanjutan yang dimulai dari identifikasi kebutuhan industri, penyusunan standar kompetensi, pelatihan, asesmen, dan sertifikasi, hingga penerapan kompetensi dalam kinerja nyata.
Dengan demikian, sertifikasi tidak berhenti pada proses pengakuan, tetapi juga menjadi bagian dari upaya memastikan kompetensi pekerja sesuai dengan tuntutan pekerjaan.
Afriansyah juga menyoroti pemanfaatan digitalisasi dalam pengelolaan sertifikasi kompetensi. Pengelolaan data yang terpadu diharapkan dapat meningkatkan efisiensi proses dan kualitas pengambilan keputusan. Namun, penggunaan teknologi tetap harus menjaga objektivitas asesmen dan integritas seluruh proses sertifikasi.
“Teknologi memperkuat proses, bukan menggantikan integritas asesmen dan profesionalisme,” tegasnya.
Untuk mendukung ekosistem kompetensi yang kredibel, diperlukan kolaborasi lintas sektor. Kemnaker berperan dalam perumusan kebijakan, Badan Nasional Sertifikasi Profesi (BNSP) memperkuat sistem sertifikasi, sedangkan Danantara dan BUMN berperan dalam memetakan kebutuhan talenta.
“Sertifikasi bukan sekadar sertifikat, melainkan pengakuan yang dibangun melalui standar jelas, integritas, dan proses yang dapat dipertanggungjawabkan,” ujar Afriansyah. ***rel
