Wahyuni, Irma Dwi (2017) Training Need Assessment (TNA) Berdasarkan SKKNI MSDM dan Kompetensi Spencer Pada Sub-departemen Personalia PT PINDAD (Persero) Turen. Sarjana thesis, Universitas Brawijaya.
Abstract
Suatu organisasi terdiri dari berbagai sumber daya didalamnya, sumber daya manusia (SDM) merupakan elemen yang paling penting. Usaha perusahaan untuk pemeliharaan kompetensi SDM dapat dilakukan dengan cara training. Menurut daftar pelatihan yang telah dilakukan di divisi munisi PT PINDAD, sub-departemen personalia tidak pernah mendapatkan kesempatan untuk melakukan training. Hasil wawancara bersama karyawan menunjukkan bahwa sebenarnya sub-departemen personalia membutuhkan training. Untuk mengetahui daftar kebutuhan training berdasarkan kebutuhan peningkatan kompetensi karyawan sub-departemen personalia maka perlu dilakukan pemetaan kompetensi dan proses training need assessment (TNA). Metode yang digunakan dalam penelitian ini adalah training need assessment (TNA). TNA memiliki empat tahap dalam proses mengidentifikasi kebutuhan pelatihan karyawan. Tahap awal merupakan identifikasi kesenjangan atau gap. Dalam penelitian ini dilakukan penyusunan kamus kompetensi bagi setiap jabatan di sub-departemen personalia berdasarkan Standar Kompetensi Kerja Nasional Indonesia (SKKNI) MSDM dan kompetensi Spencer, kemudian dilakukan pemetaan kompetensi dengan memberikan penilaian kompetensi individu (KI) dan kebutuhan kompetensi jabatan (KKJ) sehingga ditemukan nilai gap kompetensi diantara KI dan KKJ. Nilai gap tersebut digunakan untuk mengetahui kompetensi mana yang memerlukan peningkatan. Setelah kebutuhan kompetensi yang perlu ditingkatkan teridentifikasi kemudian dilakukan pengurutan prioritas berdasarkan tingkat kepentingan kompetensi (Kpt) dan gap kompetensi karyawan. Pengurutan dilakukan untuk mendapatkan pioritas karyawan yang memerlukan training untuk peningkatan kompetensi. Berdasarkan proses pemetaan kompetensi dan training need assessment (TNA), dihasilkan 12 daftar kebutuhan training berdasarkan kebutuhan peningkatan kompetensi pada kompetensi karyawan yang memiliki gap negatif. Pada setiap daftar training yang ada terdapat urutan karyawan yang harus diprioritaskan untuk mendapatkan training. Selain itu, rekomendasi trainer atau lembaga penyedia jasa program training diberikan untuk setiap kebutuhan training. Trainer menyediakan jasa program training dengan topik sesuai kebutuhan training karyawan sub-departemen personalia.
English Abstract
An organization consists of various resources which human resources (HR) is the most important element. Company's effort to maintain human resource competence can be done by training. According to the list of training that has been done in munitions division of PT PINDAD Turen, the human resource sub-department never gets a chance to do the training. Interviews with employees indicate that training is needed for human resource subdepartment. In order to find the list of training needs to increase the competence of human resource sub-department, its is required to conduct competency mapping and training need assessment (TNA) . This research used training need assessment (TNA) method. TNA has four stages to identify employees training needs. The initial stage is to identify the gap. In this research, a competency dictionary for each position in human resouce sub-department is developed based on HRM Indonesian National Competency of Work (SKKNI) and Spencer’s Competency. Then the competency mapping is conducted by assessing an individual's competence (KI) and the need competency for job (KKJ) that is found Value of competency gap between KI and KKJ. The gap value is used to determine which competencies are require to be improved. After the competency needs that required to be improved are identified then rank the priority level based on competency level (Kpt) and employees competency gap. Ordering is done to get the piority employees who need training for the improvement of competency. Based on the competency mapping process and TNA, 12 training needs list is produced based on competency with negative gap. In each training list there is a sequence of employees who should be prioritized to receive the training. In addition, the recommendation of trainers or training service providers is given for each training requirement. The trainer provide training programs with topics according to the training needs of employees of human resource sub-department.
| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FT/2017/721/051707314 |
| Uncontrolled Keywords: | Pemetaan Kompetensi, Kebutuhan training, Sub-departemen personalia, Training Need assessment (TNA). |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) > 658.31 Elements of personnel management > 658.312 Conditions of employment, performance rating, utilization of personnel > 658.312 4 Education and training |
| Divisions: | Fakultas Teknik > Teknik Industri |
| Depositing User: | Budi Wahyono Wahyono |
| Date Deposited: | 23 Aug 2017 01:44 |
| Last Modified: | 02 Dec 2020 05:32 |
| URI: | http://repository.ub.ac.id/id/eprint/1539 |
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