5 (1) (2022) 63-69
Journal of Curriculum Indonesia
http://hipkinjateng.org/jurnal/index.php/jci
Quality Management Human Resource Training and Development
Melati Junita Afriati, Masduki Ahmad Universitas Negeri Jakarta, Indonesia
Info Articles
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Keywords:
Management, Development, Human Resource
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Abstract
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Management is a process to regulate something that is done by a group or organization to achieve the goals of the organization, by utilizing the resources they have. Human Resources play a role as a potential that can be developed for the production process will not be able to work optimally if it is not carried out with broader and deeper debriefings. One of these efforts which is considered very instrumental is the management of training and development. Management of training and development is a key to some of the problems of reducing the quality of work in organizations or institutions and agencies caused by a decrease in ability and not worthy of the expertise possessed by employees or workers. Through training and development management, that there will be an progression of the performance of employees or workers who are good and right. So that through training and development management is able to change attitudes, behavior, experiences, character and personality.
e-ISSN 2549-0338
Journal of Curriculum Indonesia 5 (1) (2022) INTRODUCTION
The growth and development of a country is not only determined by the quantity of its people, but is also determined by the quality of human resources in the country itself. Currently, development has entered the era of technology that gave rise to digital products. Starting from institutions, agencies, organizations and companies see that human resources are assets that must be developed in such a way according to the progress of development and challenges.
Human resources are the overall ability of thought power and physical power possessed by an individual, behavior, and character is determined by inheritance and environment, while the performance achievement is supported by the desire to accomplish their satisfaction. Training refers to learning activities carried out to help members of the organization to acquire and respond to the knowledge, skills, and abilities and attitudes required by the organization itself. This is an action to increase the knowledge, skills of a workforce to do certain jobs.
Then human resources are one of the keys that determine the development of a company. So it is undeniable that human resources must be understood as humans who are employed in an organization as movers, thinkers, as well as planners in achieving organizational goals. As described above, that in essence Human Resources can be referred to as human potential that can be developed either by means of training or development with the aim of increasing skills and abilities in conformity with the needs of the environment.
Human resource development can be done by holding regular education and training programs.
Education and training is an effort to develop human resources, particulatly to develop intellectual abilities, skills and human personality. Education and training is a learning process in order to improve the ability of human resources in carrying out their duties. The training in question is an effort to transmit skills and knowledge to students when carrying out work. The knowledge and skills to be developed in the training process must be specific and activities must be directed towards the behavior change that has been identified. Training must also learn specific skills or techniques according to the place of work.
METHOD
The method used in this research is qualitative research. Qualitative research is research that departs from the view that the focus of research is the quality of meaning (nature and essence). This research is descriptive analytic by using literature review from several literature studies that include expert theories that are relevant to the background of the problem in this research. This analysis method is carried out by analyzing, describing, and summarizing various conditions, situations and various data. The data used are books, indexed research journals, and documents and other electronic information that are relevant to the background of this research problem.
RESULTS
Human resources or employees are not only resources, but have been transformed into capital or assets for institutions or organizations. Employees in the perspective of human resources are seen as investments for institutions or organizations that can be utilized (human capital). In this case, HR can be divided into 2 terms. First, human resources are understood on a micro basis as individuals who work and become members of a company or institution and are commonly referred to as employees, laborers, assistants, staff, officers, and so on. Second, human resources are understood at a macro level, namely residents of a country who have entered the age of the workforce, both those who have not worked and those who have got a job.
Human resource understanding develops through a scientific field that is familiarly known as human resource management, which is part of the science or rules about how to manage connection and
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the role of resources (staff) owned by individuals efficiently and effectively and can be used optimally as expected. can achieve the goals of the stakeholders. This understanding provides insight that every workforce is a human being, not a machine and not merely a resource for the business sector.
So it can be concluded that the meaning of HR is an individual who works as a driver of an organization, both an institution and a company and responsible as an asset that must be trained and developed.
Training essentially contains elements of coaching and education. The National Education System Law 20 of 2003 article 26 paragraph 4 states that training institutions are non-formal education units, in addition to other educational units such as courses, ta'lim assemblies, study groups, play groups, daycare centers, Community Learning Activity Centers (PKBM), and other similar educational units. Then operationally, Oemar Hamalik in his book reformulates that: "Training is a process that includes a series of actions (efforts) that are carried out intentionally in the form of providing assistance to the workforce carried out by training professionals in a unit of time with the aim of improving the ability of the workforce. participants' work in certain fields of work in order to increase effectiveness and productivity in an organization." (Hamalik, 2000, p. 10).
According to Edwin B. Flippo, "Training is an act of increasing the intelligence and skills of the workforce to do certain jobs". According to Suprihanto, education is an activity to improve the ability of employees by increasing general knowledge and economic knowledge in general, including increasing mastery of theory, decision making in dealing with organizational problems. While the definition of training is an activity to improve the capability of employees by increasing the knowledge and operational skills possessed in carrying out a job.
Training should increase employee effectiveness, increase employee satisfaction, fulfill equal employment opportunity programs and prevent employee obsolescence. The diagnosis of environmental and organizational aspects of the situation and job analysis are the first steps in developing a training and development program. According to Henry Simamora, there are 4 (four) characteristics of companies that provide the most effective training practices:
1. Top management is committed to training and development, training is part of the company culture.
2. Training is related to business objectives and strategies and closely related to operating profit results.
3. There is a systematic and comprehensive approach to training, training and development is carried out at all levels of the organization on an ongoing basis.
4. There is a commitment to invest the necessary resources to provide adequate time and funds for training. (2004:276)
So it can be concluded that training refers to instruction, guidance activities are carried out to help members of the organization to acquire and respond to the knowledge, skills, and abilities and attitudes required by the organization itself. It is an action to increase the knowledge, skills of a workforce to do a particular job and includes adequate skills and knowledge to contribute to organizational efficiency and cope with environmental changes. Measures of managerial proficiency and skills should be subject to continuous review to cope with environmental changes. Technological changes make skills obsolete, which requires training activities.
According to Sastradipoera, human resource development includes both education that increases general knowledge and understanding of the overall environment as well as training that increases skills in carrying out specific tasks. Human Resource Development (HR) is a central factor in improving the competence of the workforce, especially in an educational institution. Educational institutions are created based on various visions for the benefit of humans, regardless of their form and purpose, and in carrying out their missions are managed and managed by their members. Human resource development rests on the fact that every workforce needs better knowledge, proficiency, capability, and competence. Development is an effort to improve the ability in terms of technical, theoretical, conceptual and moral employees
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according to the needs of the job. Development focuses more on protracted needs and the results can be measured in the longer period of time. Development helps the workforce to prepare themselves in the face of job or position changes caused by the development of science and technology.
According to Foulkes (1975) that the role of HR from time to time will be more strategic, "For many years it has been said that capital is the bottleneck for a developing industry. I don't think this any longer holds true. I think it's the work force and the company's inability to recruit and maintain a good work force that does constitute the bottleneck for production. ….i think this will hold true even more in the future.”
According to Sjafri Mangkuprawira (2004), "Training for workers is a procedure of teaching certain knowledge and skills and attitudes so that workers are more capable and competence to carry out their responsibilities better, according to standards". According to H. Ranupandojo and Suad Husnan (1993).
Training is an activity to improve one's work ability in relation to economic activity. Training helps the workforce in understanding a practical knowledge and its application, in order to improve the skills, skills and attitudes needed by the organization in an effort to achieve its goals. Also according to Mariot Tua Efendi H (2002), "Training and development can be defined as a planned procedure from the organization to improve the knowledge, skills and abilities of the workforce". Similarly, Martoyo (1992) suggests that,
"Every organization, whatever its form, will always strive to achieve its organizational goals effectively and efficiently."
According to Rivai (2014: 164) "management development is a process of how management gain experience, skills and attitudes to become or achieve success as leaders in their organizations." According to Henry Simamora (2004: 273) "development is defined as the preparation of individuals to take on different or higher responsibilities within the organization." Through training and development, the workforce will be able to work on, improve and develop their work. Following is the process of training and development according to Henry Simamora (2004:276).
So it can be assume that human resource development is a work to develop the quality or capability of human resources through the education method, training and management of personnel or employees in order to achieve an optimal result.
Coaching and development of educators includes professional and career coaching and development. Professional guidance and development of educators includes pedagogic competence, personality competence, social competence, and professional competence. The strategic policy of fostering and developing the profession and career of teachers (educators) in education units organized by the Government, regional government or government is stipulated by a ministerial regulation (Hartani, 2011:
121).
Education and training is an accomplishment to develop human resources, especially to develop intellectual abilities, character and personality. Education and training is a learning process in order to improve the ability of human resources in carrying out their duties. The training in question is an effort to transmit skills and knowledge to students when carrying out work. The knowledge and skills to be developed in the training process must be specific and activities must be directed towards the behavior change that has been identified. Training must also learn specific skills or techniques according to the place of work.
Prepare employees for promotions or promotions; Orienting employees to the organization so that they can meet the needs of human resource planning and reduce or prevent the number and cost of work accidents; Meets personal growth needs thereby helping in his personal improvement and development.
Journal of Curriculum Indonesia 5 (1) (2022)
In conducting a training and development program, the preparation of a program must be in accordance with the objectives to be realized and carried out by following certain steps systematically and as a whole. These steps include: 1) Analyzing needs; 2) Identify job performance skills to be improved; 3) Analyzing students, the program is adjusted to the level of education, skills, attitudes, and motivations; 4) The existence of instructional designs and targets such as media, descriptions, training methods, as well as the sequence of content, examples, exercises and activities. 5) Prepare materials for training in accordance with the targets that have been set; 6) Ensure the validity of all teaching materials; 7) Introducing training in front of students; 8) Implementing; 9) Conducting the results of the training program in the form of workshops that focus on the presentation of skills; 10) Evaluate and follow up.
The benchmark for the success of the development method can be measured through employee performance, employee discipline, employee absenteeism, damage to production and equipment, employee accident rate, level of waste of raw materials, energy and time, employee initiatives, employee incentive wages behavior, and decisions. leaders and managers.
CONCLUSION
Through the initial definition of human resources to understanding how managerial is in training and human resource development, it can be concluded that Human Resources acts as a potential that can be developed for the production process will not be able to work optimally if it is not carried out with appropriate supplies. wider and deeper. One of these efforts that is considered very instrumental is the management of training and development. Therefore, the training program must become an important program for every institution, especially institutions engaged in science and technology that will continue to develop into the future. Management of training and development is more directed at increasing the capabilities and expertise of human resources related to the position or function that is the responsibility of the individual concerned at that time. The target to be achieved from a training and development management is the improvement of individual performance in the position or function at that time.
Management of training and development is one solution to several problems of decreasing the quality of work of organizations or institutions and agencies caused by a decrease in ability and not worthy of the expertise possessed by employees or workers. Through training and development management, it is hoped that there will be an increase in the performance of employees or workers who are good and right. So that through training and development management is able to change attitudes, behavior,
Langkah-langkah Pelatihan dan Pengembangan (Rivai 2014:170)
Materi Program
Penilaian Kebutuhan
Tujuan Pelatihan
&
Pengembangan
Program Aktual
1. Keahlian 2. Pengetahuan 3. Kemampuan
Kerja
Kriteria Evaluasi
Prinsip Pembelajaran
Evaluasi &
Umpan Balik
Journal of Curriculum Indonesia 5 (1) (2022)
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