scholarly journals RETURN OF TRAINING INVESTMENT (ROTI) TRAINING IN PTP NUSANTARA IV

2018 ◽  
Vol 1 (1) ◽  
Author(s):  
Rohana Sinaga ◽  
Harmein Nasution ◽  
Nazaruddin Matondang
Keyword(s):  
Human Resources ◽  
Education And Training ◽  
Training System ◽  
Average Value ◽  
The Board Of Directors ◽  
Evaluation Of Training ◽  
Palm Oil Mill ◽  
Measuring Tool ◽  
And Training

PT PTPN IV (PTPN IV) as one of the state-owned enterprises (SOEs) has made the transformation, including in terms of human resource management. This is reflected in a transformation program which has been launched by the Board of Directors PTPN IV, namely: human resources as the most important asset that must be transformed into a level of qualification that is recognized universally, in the aspects of competence, capability and integrity. To increase knowledge (knowledge), skills (skills) and attitude (attitude) to fit the demands of the post, periodically HR should be given education and training means that the education and training of human resources is an investment that can be interpreted by issuing a number of funds. Evaluation of training can be used as a measuring tool to help identify and analyze the training benefit significantly, demonstrating clear returns for the company, as the basis for evaluation of the training system during this time so that it can be improved in order to contribute to the training of the company. Significant changes occur on the competence of the ex-trainee aircraft operator on duty at the boiler palm oil mill PT PTPN IV, after they followed the training. This is evident from the average value of the competence of the former participants of the training changes are relatively high at 4.27 (good category) of the three domains of competence studied, the greatest changes occur is on the domain of skills of participants increased quality of the work with a score of 4, 44 followed by Attitudes that increased motivation with a score of 4.40, respectively. Return on Training Investment (ROTI), obtained BREAD value of 420%.Keywords: Return on Training Investment (ROTI), training, education, evaluation.

scholarly journals Formation of Field-Based Pedagogical Resources: The Role of Leadership of Regional Heads in Educational Sports and Sports Achievement

2021 ◽  
Vol 9 (3) ◽  
pp. 482-497
Author(s):  
IGG Heru Marwanto ◽  
Gandung Satriyono
Keyword(s):  
Human Resources ◽  
Qualitative Data ◽  
Education And Training ◽  
Educational Resources ◽  
Quality Of Education ◽  
Young Generation ◽  
And Training ◽  
Participatory Observation

This study is inspired by the limited educational resources in sports education, especially those that discuss the role of leadership in improving the quality of education and training of athletes in achieving the quality of human resources in the form of improving performance in sport. Through this research, it is hoped that a pedagogical resource can be used as a model, that improving the achievements of the young generation in the field of sport is not enough with the education and training of athletes, but strong leadership is needed by the Regional Head of Kediri, East Java, Indonesia, and the Indonesian National Sports Committee of Kediri City is the parent of the research. This method of research is qualitative. Data was collected using in-depth interviewing and participatory observation techniques. The results showed that the role of leadership in the education and training of athletes plays a very important role in improving the performance of sport in the area. Its form may be in the form of a leader's decision on the allocation of funds, monitoring, motivation and maximum moral support.

scholarly journals THE INFLUENCE OF INSTRUCTORS COMPETENCY AND FACILITIES ON THE QUALITY OF EDUCATION AND TRAINING CENTER (ETC) GRADUATES IN FACING THE INDUSTRIAL REVOLUTION 4.0

2020 ◽  
Vol 9 (2) ◽  
pp. 13-25
Author(s):  
Roky Apriansyah ◽  
Ziko Fransinatra ◽  
Deci Ririen
Keyword(s):  
Human Resources ◽  
Industrial Revolution ◽  
Education And Training ◽  
Quality Of Education ◽  
Quality Level ◽  
Training Center ◽  
The World ◽  
The Face ◽  
And Training

The industrial revolution 4.0 is a digital-based era that demands the quality of human resources (HR) who have high skills. The Education and Training Center (ETC) is one of the institutions that plays role in increasing the quality level of human resources. This study aims to see the effect simultaneously and partially between the competence of instructors and infrastructure on the quality of ETC graduates in the face of the era of the industrial revolution 4.0. in Indragiri Hulu Regency. The population in this study consists of all ETCs in Indragiri Hulu, there are 15 ETCs and all ETCs were sampled. Multiple regression and correlation analysis using SPSS 22.0 was used to determine whether or not there is an influence and relationship between variables. The results of the study concluded (1) the competence of instructors and infrastructure simultaneously had a significant effect on the quality of graduates. (2) Instructor competence partially has a significant effect on the quality of graduates. (3) Facilities partially has a significant effect on the quality of graduates. The variable that has the greatest contribution to the quality of ETC graduates in Indragiri Hulu Regency is the competence of the instructor followed by infrastructure. In this case, of education it will be very difficult for ETC graduates to compete in the world of work. Because this is a factor caused from within the ETC itself.

scholarly journals IMPLIKASI TERBITNYA UNDANG –UNDANG NOMOR 23 TAHUN 2014 TERHADAP SUMBER DAYA MANUSIA PADA UPTD KESATUAN PENGELOLAAN HUTAN PRODUKSI GEDONG WANI PROVINSI LAMPUNG

2021 ◽  
Vol 9 (2) ◽  
pp. 354
Author(s):  
Andri Kurniawan ◽  
Christine Wulandari ◽  
Indra Gumay Febryano ◽  
Hari Kaskoyo ◽  
Sugeng Prayitno Harianto ◽  
...  
Keyword(s):  
Forest Management ◽  
Human Resources ◽  
Important Implication ◽  
Education And Training ◽  
Management Unit ◽  
Regional Government ◽  
And Training

The success of managing the forest management unit cannot be separated from the availability of human resources.  The purpose of this study is to study the implications of the issuance of Law Number 23 of 2014 concerning Regional Government on Human Resources in the Gedong Wani Production Forest Management Unit. Data obtained through interviews and library studio analyzed descriptively qualitative.  The results showed that there have been changes in human resources in the Regional Technical Implementation Unit (UPTD) KPHP Gedong Wani.  In addition, there are also several inhibiting and supporting factors in its application. The most important implication is an increase in human resources both in quantity and quality due to the transfer of authory from the center to the regions.  Education and training are still needed to guarantee and improve the quality of human resources in the UPTD KPHP Gedong Wani.

scholarly journals PERAN PENDIDIKAN DAN PELATIHAN SERTA KOMPETENSI DALAM UPAYA PENINGKATAN KUALITAS SUMBER DAYA APARATUR (Studi pada Dinas Perhubungan Kota Tarakan)

1969 ◽  
Vol 9 (2) ◽  
Author(s):  
Ana Sri Ekaningsih
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Human Resource ◽  
Regular Education ◽  
Education And Training ◽  
Resource Quality ◽  
Training And Education ◽  
And Training

Purpose of the study is to examine and analyze the role of education and training in improving apparatus human resource quality through competence as intervention. The data collection was conducted by distributing questionnaires to 82 respondents. However, only 78 respondents qualified. The tool was analyzed utilizing path analysis. Research results conclude that training and education have significant effect on competence. It indicates that regular education and training for the employees will improve employees' competencies better. Education and training have a significant effect on improving the quality of human resources. The higher the frequency, the better quality of apparatus human resource. Competency has significant effect on improving the quality ofapparatus human resource. This suggests the higher apparatus competencies, the higher investmestment in the community. Competence partially mediates the influence of education and training on improving the quality of apparatus human resource. Consequently, training and education have impact on improving the competence quality of apparatus human resource as intervention.Keywords: education and training, competency, apparatus human resource qualityTujuan dari penelitian ini untuk mengetahui serta menganalisis peran pendidikan dan latihan dalam meningkatkan kualitas sumber daya aparatur melalui kompetensinya sebagai intervensi. Pengumpulan data melalui penyebaran kuesioner kepada 82 responden, namun hanya 78 responden yang memenuhi syarat. Alat dianalisis dengan analisis jalur. Hasil penelitian menyimpulkan bahwa pendidikan dan pelatihan memiliki pengaruh yang signifikan pada kompetensi, itu menunjukkan pendidikan dan pelatihan kepada karyawan dari kompetensi masing-masing pegawaipun yang lebih sering atau teratur juga akan meningkatkan lebih baik. Pendidikan dan Pelatihan memiliki pengaruh yang signifikan pada peningkatan kualitas sumber daya manusia, hal ini menunjukkan semakin tinggi frekuensi, kualitas pendidikan dan latihan akan meningkatkan sumber daya aparaturnyapun. Kompetensi berpengaruh signifikan pada peningkatan kualitas sumber daya aparatur, hal ini menunjukkan kompetensi yang lebih tinggi dari aparatur, semakin tinggi investasi pada masyarakat. Kompetensi sebagian menengahi pengaruh pendidikan dan latihan pada peningkatan kualitas sumber daya aparatur. Pendidikan dan Pelatihan sehingga secara tidak langsung berpengaruh pada peningkatan kualitas kompetensi sumber daya aparatur sebagai intervensi.Kata kunci: pendidikan dan pelatihan, kompetensi, kualitas sumber daya aparatur

scholarly journals Transforming Schools Conditions for the Future

2013 ◽  
Vol 4 (4) ◽  
Author(s):  
Hayat Diyen
Keyword(s):  
Education Reform ◽  
Educational System ◽  
Education And Training ◽  
Poor Quality ◽  
Training System ◽  
High Rate ◽  
National Education ◽  
The Future ◽  
And Training

Do we need to transform our schools? Why and how? We had the opportunity to transform our educational system in 2000 but the transformational opportunities were not adequately mobilised to innovate and drive forward learning experiences in keeping with the needs of the future. The lowest performers in education quality in North Africa and Middle East are Morocco, Iraq, Yemen and Djibbouti. It is neither funding nor political unrest which affect education achievements according to the world results in education. What is behind Morocco low performance, then? Do we lack the will and determination to change the poor quality of education? Do we lack the right policymakers and engineers of education reform? Do we really know and admit with courage and responsibility our weaknesses in education development when we attempt to resolve problems? To overcome the challenges faced by the education sector, the Moroccan Government embarked on a comprehensive reform of the education and training system, with the promulgation of the 1999 National Education and Training Charter (CNEF). The CNEF, "with strong national consensus, declared 2000-2009 the decade for education and raining, and established education and training as a national priority, second only to territorial integrity." (World Bank, 2010) According to a UNESCO report in 2010 the Moroccan educational system is in a crisis and its major challenges are equity of the system, low quality of learning, lack of internal and external efficiency of the system, and ineffectiveness of the educational sector. Other problems, according to the UNESCO report, like the high rate of dropouts and the dramatic gap between the graduates and the needs of the labour market are what characterise the Moroccan education system.

scholarly journals Penguatan Kapasitas SDM-ASN Berbasis Kinerja di BAPPEDA Kabupaten Banyuwangi

2021 ◽  
Vol 007 (01) ◽  
pp. 121-127
Author(s):  
Auliya Gaffar Rahman
Keyword(s):  
Human Resources ◽  
Working Conditions ◽  
Qualitative Method ◽  
Capacity Development ◽  
Education And Training ◽  
Training Methods ◽  
And Training

This research focuses on efforts to strengthen the capacity of the apparatus of human resources within the Bappeda office in the Banyuwangi Regency. One effort to improve the quality of the apparatus is the method of education and training (Diklat), salary systems, and working conditions. This study aims to determine the process of strengthening the capacity of the HR apparatus in the Bappeda environment and the factors that influence the strengthening of the HR capacity of the apparatus within the Bappeda environment. This study uses a qualitative method. In this research, the theory used is the theory of capacity development initiated by Grindle. The results of this study are that strengthening the capacity of human resources with the education and training methods carried out by Banyuwangi Bappeda has an impact on improving the performance of each apparatus in accordance with their main tasks and functions. The working conditions in the Bappeda of Banyuwangi Regency are classified as good, as can be seen from routine coaching between superiors and staff. The payroll system is in accordance with applicable regulations.

scholarly journals THE SOLUTIONS OF EDUCATION AND TRAINING IN IMPROVING THE QUALITY OF HUMAN RESOURCES: THE CASE OF VIETNAM

2021 ◽  
Vol 56 (4) ◽  
pp. 733-744
Author(s):  
Pham Thi Thanh Binh
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Development Strategy ◽  
Education And Training ◽  
Social Progress ◽  
High Quality ◽  
Education Development ◽  
Training Systems ◽  
And Training

Human resources are the decisive factor for the success and progress of a country and is the main measure for assessing the level of social progress, equity, and sustainable development. The purpose of this paper is to analyze the quality of Vietnam’s human resources, with a particular emphasis on the shortage of high-quality human resources. The paper discusses the causes of the shortage of high-quality human resources, and it also provides solutions for enhancing the education and training systems needed to improve the quality of Vietnam’s human resources. The solutions for improving the education and training systems are (1) reforming education-training systems, particularly vocational education; (2) increasing financial resources for education and training to improve the ability of employees and readjusting the investment structure; (3) focusing on developing national higher education to improve the training of teachers; (4) strengthening partnerships between firms, universities, and vocational schools; and (5) cooperating with international organizations to improve human resources. The novelty of the paper is that it explores ways to accelerate the approval of the higher education development strategy for the period 2021–2030 in Vietnam.

scholarly journals Peran sumber daya manusia (SDM) dalam perkembangan perbankan syariah: sebuah analisis kualitas dan kinerja pegawai

2018 ◽  
Vol 18 (2) ◽  
pp. 227
Author(s):  
Nilam Sari ◽  
Abrar Amri
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Mixed Method ◽  
Employee Performance ◽  
Education And Training ◽  
Islamic Banking ◽  
Islamic Economic ◽  
And Training ◽  
Made In

Human resources have a very important role in a company organization especially when compared to other resources. Employee performance is a very important thing in an effort to achieve change in order to achieve its goals. This study discusses the influence of the quality of human resources on the performance of sharia banking employees in Aceh and how efforts should be made in improving the quality of sharia banking human resources in Aceh. The research method used is a mixed method (Mixed Method). Based on test variables obtained by tcount of 3.859 while t table of 2.048 the results of this calculation indicate that tcount> t table with a significance level of 0.001 or probability above α = 5%. Thus the results of statistical calculations indicate that the variable quality of human resources has a significant influence on employee performance. Which means that the higher the quality of human resources, the higher the performance of employees in Islamic banking. Efforts to improve the quality of banking Human Resources can be done through: 1) Evaluation of a sustainable Islamic economic curriculum in higher education institutions. 2) Establish a faculty / Islamic economic study program in accordance with the needs of the Islamic banking market. 3) Higher Education collaborates with Bank Indonesia to carry out Islamic economic education and training for students and employees of Islamic banks. 5) Education and training on banking to improve the quality of human resources in sharia banking is a short-term effort that can be done now. While the efforts made in the long term are by organizing education that is synergized between the education provider (college) user (bank) and the person in charge of education (government).

scholarly journals Quality of education and training between HR strategy and certification

2016 ◽  
Vol 6 (8) ◽  
Author(s):  
Mohamed MAKKAOUI
Keyword(s):  
Education And Training ◽  
Training System ◽  
Administrative Staff ◽  
Teaching Management ◽  
Strong Motivation ◽  
Hr Model ◽  
Supervision And Training ◽  
Hr Strategy ◽  
And Training

Teaching Management is no longer beyond the reach of quality professionals. Any institution wishing to position itself on the international level is supposed to register in the race for international accreditations (type EFMD, AACSB). The standards in this area therefore require a real strategy of differentiation and quality, imposing an HR model focused on skills management, an attractive career system and a strong motivation policy. This study focuses on a case of a renowned management school in Morocco which, through its EPAS certification project (product of the EFMD), was able to revisit its HR strategy by focusing on the development of its Resources Human as well at the level of its faculty as its administrative staff. Moving from an RH Hard model to a Hybrid RH model (nesting Hard with Soft) is dependent on a reengineering of HR processes adapted to an open and systemic education and training system. Any HR development aimed at the faculty requires a policy of encouraging research, intensive mobility and training in new educational tools integrating the virtual. A series of strategic, organizational and operational alignments is to be checked in order to succeed in this hybridization project of the two HR models and ensure continuous improvement throughout the process of supervision and training of managers responsible and capable of meeting the challenges of tomorrow.

scholarly journals Human Resources Education in the Transportation Sector

2021 ◽  
Author(s):  
Windi Nopriyanto
Keyword(s):  
Human Resources ◽  
Education And Training ◽  
Human Resources Development ◽  
Educational Activities ◽  
Development Agency ◽  
Transportation Sector ◽  
Keywords Education ◽  
And Training ◽  
Resources Development

The Human Resources Development Agency (BPSDMP), originally called the Education and Training Agency of the Ministry of Transportation, is the implementing agency for the education and training sector of the Transportation sector. This organization has caried out a variety of educational activities to improve the quality of human resources within the transportation sector in Indonesia. This study investigates their work to-date. Keywords: Education, Transportation, Quality

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