scholarly journals ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

2017 ◽  
Vol 23 (3) ◽  
pp. 124-136
Author(s):  
Abdurrahman Abdurrahman ◽  
Halim Halim
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Education And Training ◽  
Training Needs ◽  
Needs Analysis ◽  
Organizational Level ◽  
Individual Level ◽  
And Training

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan  kualitas  kerja.  Penelitian  ini  bertujuan  untuk  mengetahui  dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada   Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM  Kota  Tidore  Kepulauan  yakni  Dokumen  Rencana  Strategik,  Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif.  Hasil  penelitian  memperlihatkan  bahwa  Badan  Kepegawaian  dan Pengembangan  Sumber  Daya  Manusia  Kota  Tidore  Kepulauan  tidak  melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh  penyelenggara  dan  kebutuhan  di  tingkat  individu  hanya  diputuskan  oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci:  Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality  of  work.  The  objective  of  this  study  is  to  understand  and  analyze  the implementation of training needs analysis for Civil Servants that was undertaken by The  Board  of  Employee  and  Human  Resource  Development  of  Tidore  Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of  Strategic  Plan,  Document  of  Performance  Accountability  Report,  Job  Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board  of  Employee  and  Human  Resource  Development  of  Tidore  Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords:  Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI MANAJEMEN PENDIDIKAN DAN PELATIHAN (DIKLAT) DALAM UPAYA PENGEMBANGAN SUMBER DAYA MANUSIA (SDM)

2018 ◽  
Vol 11 (2) ◽  
pp. 153
Author(s):  
Edison Siregar
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Management Education ◽  
Resource Development ◽  
Education And Training ◽  
Training Needs ◽  
Input Source ◽  
Financing Education ◽  
And Training

ABSTRAK Setiap perusahaan dituntut untuk memiliki sumber daya manusia yang berkualitas dan berkarakter. Ketersediaan sumber daya manusia yang memenuhi kebutuhan perusahaan yang mempunyai kemampuan, pengetahuan dan keterampilan serta yang berkarakter, maka diperlukan suatu metode pengembangan sumber daya manusia. Salah satu cara atau  metode pengembangan sumber daya manusia adalah melalui pendidikan dan pelatihan. Tujuan penulisan ini untuk mengetahui faktor-faktor yang mempengaruhi manajemen pendidikan dan pelatihan (Diklat) dalam upaya pengembangan sumber daya manusia. Dalam mendiskripsikan analisis manajemen dan pelatihan, penulis menggunakan pendekatan sistem dimana dijabarkan terlebih dahulu mengenai konsep manajemen pendidikan dan pelatihan, kemudian bagaimana proses manajemen pendidikan dan pelatihan itu sendiri. Pendekatan yang kedua adalah pendekatan sumber masukan untuk menganalisis faktor-faktor yang dominan dalam manajemen pendidikan dan pelatihan. Terdapat paling sedikit tujuh faktor yang dominan, yaitu: 1) Penyelenggara Diklat; 2) Instruktur/Pelatih; 3) Peserta; 4) Perencanaan Kebutuhan Pendidikan dan Pelatihan; 5) Kurikulum; 6) Sarana dan Prasarana; 7) Pembiayaan. Kata kunci: Manajemen, Pendidikan, Pelatihan, Sumber daya manusia ABSTRACT Every company is required to have qualified human resources and character. The availability of human resources that meet the needs of companies that have the ability, knowledge and skills as well as the character, it is necessary a method of human resource development. One way or method of human resource development is through education and training. The purpose of this paper is to know the factors that influence the management of education and training (Diklat) in the effort of human resource development. In describing the analysis of management and training, the authors use a system approach where described first about the concept of management education and training, then how the process of management education and training itself. The second approach is the input source approach to analyze the dominant factors in education and training management. There are at least seven dominant factors, namely: 1) Training Providers; 2) Instructor / Trainer; 3) Training Participants; 4) Education and Training Needs Planning; 5) Curriculum; 6) Facilities and Infrastructure; 7) Financing Education and training. Keywords: Management, Education, Training, Human Resources

scholarly journals SWOT Analysis of Education, Training, and Systems Apparatus Career Development: Study at Regional Financial and Asset Management Agency, Musi Rawas District

2021 ◽  
pp. 183-194
Author(s):  
Yohanes Susanto ◽  
Yuliana Yuliana
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Asset Management ◽  
Swot Analysis ◽  
Resource Development ◽  
Education And Training ◽  
Management Agency ◽  
And Training

The study aims to analyze the education and training system and apparatus development at the Regional Financial and Asset Management Agency of Musi Rawas District with the study indicators, namely aspects of education and training of apparatus, career development, or apparatus and placement of human resources using SWOT analysis. Data collection was conducted through interviews, observation, and documentation study methods. The results showed that the Regional Financial and Asset Management Agency of Musi Rawas District is in the prime and steady condition in developing human resources for apparatus. It is really possible to continue increasing growth and achieving maximum progress even though it poses a large enough threat. The strategic recommendation given is the Progressive Strategy, which means that the organization is stable. The human resource development strategy can be carried out progressively towards improving human resources by increasing activities that encourage the development of human resources intensively and continuously. To implement human resource development at the Regional Financial and Asset Management Agency of Musi Rawas District to run well and as needed, it is recommended to determine the priority scale of the education and training. It must be based on the results of the Training Needs Analysis. Then in the implementation of Movements and Promotions carried out based on Career Patterns, Workload Analysis, and Job Analysis.

scholarly journals Hubungan Program Pendidikan dan Pelatihan dengan Kinerja Karyawan Administrasi pada Universitas Tribhuwana Tunggadewi Malang

2018 ◽  
Vol 2 (2) ◽  
pp. 139
Author(s):  
GUNAWAN EKO NURTJAHJONO
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Development Program ◽  
Resource Development ◽  
Education And Training ◽  
Result Show ◽  
And Training

This Paper tries to describe and to analize a correlation education and training with employee performance, Meanwhile, the method of analysis used descriptive quantitative with sample as twenty four employee. The result show that there is a significant correlation between education and training with employee performance (r count 0,760 > r table 0,404, if r count is greater than r table, there is a significant and positive between two variables). It is suggested that the institution must develop their employees through human resource development program.   

Human Resource Development

2021 ◽  
pp. 519-543
Author(s):  
Noreen Heraty
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Organizational Level ◽  
Learning And Development ◽  
Knowledge And Skills ◽  
Individual Level ◽  
Evaluation Strategies ◽  
Individual Knowledge ◽  
Level Of Analysis

This chapter provides an overview of global human resource development (HRD) and highlights some of the key contextual challenges driving increased emphasis on HRD investment. It adopts a multilevel and embedded stakeholder approach to consider explanations of HRD from a variety of perspectives. Definitional aspects of learning and development at the organizational level are first introduced, followed by a deeper consideration of who the different HRD stakeholders might be at each level and what their priorities might include. Trends in the macro context for HRD are then discussed before a review of the organizational-level context of HRD is presented. Drawing on data from successive rounds of the Cranet survey (2004/5, 2009/10, and 2014/15), HRD investment across the countries surveyed is presented, followed by a discussion on needs identification, targeted investment, and common evaluation strategies employed. Throughout, it is emphasized that the significance of HRD extends beyond any individual level of analysis and, increasingly, issues concerned with developing individual knowledge and skills are of global significance as organizations and nations strive to develop their competitive human capital base.

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