Model Konseptual Training Need Analysis Untuk Perusahaan Umum Daerah
DOI:
https://doi.org/10.22441/pasti.2024.v18i1.008Keywords:
conceptual model, training need analysis, organizational level, job level, individual levelAbstract
Training Need Analysis (TNA) merupakan tahap yang sangat penting bagi perusahaan guna mengenali kebutuhan pelatihan. Hal ini bertujuan untuk memastikan bahwa program pelatihan yang diselenggarakan dapat berjalan efektif. Persoalan medasar di perumda adalah TNA belum dilaksanakan secara komprehensif, yang menyebabkan persentase peningkatan kompetensi masih relatif rendah dengan rata-rata 28,2%. Penelitian ini bertujuan untuk mengembangkan sebuah model konseptual TNA yang dapat menjadi panduan bagi Perumda dalam menentukan kebutuhan pelatihan yang sesuai dengan kebutuhan organisasi, pekerjaan, dan individu. Metode penelitian yang digunakan adalah studi pustaka dan wawancara dengan para ahli. Data primer diperoleh melalui wawancara dengan ahli yang berpengalaman dalam model TNA yang efektif dan efisien. Sementara itu, data sekunder berasal dari berbagai sumber seperti data perusahaan, artikel jurnal, prosiding konferensi, berita online, dan situs resmi yang berkaitan dengan topik penelitian. Hasil penelitian menunjukkan bahwa model konseptual TNA di Perumda dibangun berdasarkan tiga tingkat, yaitu: organisasi dan departemen, pekerjaan, dan individu. Berdasarkan identifikasi kebutuhan pelatihan pada ketiga tingkat tersebut, dirancang rencana pelatihan baik jangka pendek maupun jangka panjang dengan mengklasifikasikan tingkat kesulitan menjadi basic, intermdediate, dan advanced
Downloads
References
Agarwala, T. (2002). Innovative Human Resource Practice and Organizational Commitment: an Empirical Investigation. The International Journal of Human Resource Management, 14(2), 175-197.
Al-Khayyat, R., & Elgamal, M. (1998). A Macro Model of Training and Development: Validation. Journal of European Industrial Training, 21(2), 87-101.
Altarawneh, I. I., & Aseery, A. I. (2016). Training Needs Assessment at Assir General Educational Directorate, Saudi Arabia. American Journal of Industrial and Business Management, 6(2), 189-204.
Blanchard, P. N., & Thacker, J. W. (2019). Effective Training: System, Strategies, and Practices. Chicago: Chicago Business Press.
Denney, A., & Tewksbury, R. (2013). How to Write a Literature Review. Journal of Criminal Justice Education, 24(2), 218-234.
Fulmer, I., & Ployhart, R. (2014). Our Important Asset: A Multidisciplinary/Multilevel Review of Human Capital Valuation for Research and Practice. Journal of Management, 40(1), 161-192.
Hardjana. (2001). Training SDM yang Efektif. Yogyakarta: Kanisius.
Iqbal, M. Z., & Khan, R. A. (2011). The Growing Concept and Uses of Training Needs Assessment: A review with Proposed Model. Jounal of European Industrial Training, 35(5), 439-466.
Mangkunegara, A. P. (2003). Perencanaan dan Pengembangan SDM. Bandung: PT Refika Aditama.
Mosquera-Gutierres, J., Avilés-González, J., Córdova-León, F., & Duque-Espinoza, G. (2024). Assessing Statistical Knowledge and Training Needs among Professionals in Ecuadorian Businesses: Implications for Education. International Journal of Instruction, 17(2), 351-366.
Opengart, R., Ralston, P., & LeMay, S. (2018). Labor Market: Preventing Rivalry and Myopia through HRM. Journal of Organizational Effectiveness: People and Performance, 5(4), 346-360.
Rahmana, A., & Sukaya, Y. (2020). Training Need Analysis: Suggested Framework for Identifying Training Need Analysis. International Journal of Psychosocial Rehabilitation, 24(2), 3861-3868.
Rustiyana, Sanusi, A., Khoeriah, N. D., & Arifin, D. (2022). Training Need Assessment on Blended Learning Model Management to Improve Teachers' Competence. Journal Research of Social Science, Economic, and Management, 01(9), 1222-1230.
Spencer, L., & Spencer, S. M. (1993). Competence at Work, Model For Superior Performance. Canada: John Wiley & Sons, Inc.
Swanson, R. A. (2022). Foundation of Human Resource Development. Oakland: Berrett-Koehler.
Valencia-Inarda, A. (2020). Exploring Prime-Human Resource Management and Organizational Commitment: A Perspective. PalArch’s Journal of Archaeology of Egypt/Egyptology, 17(2), 501-517.
Zainuddin, M. N., Mukhtar, D., Aziz, K. A., & Bakar, S. A. (2021). The Development of Personalised Training Needs Analysis for ACEs using a Psychometric Approach. Journal of Entrepreneurship and Business, 9(2), 109-120.
Downloads
Published
How to Cite
Issue
Section
License
The copyright to this article is transferred to Universitas Mercu Buana (UMB) if and when the article is accepted for publication. The undersigned hereby transfers any and all rights in and to the paper including without limitation all copyrights to UMB. The undersigned hereby represents and warrants that the paper is original and that he/she is the author of the paper, except for material that is clearly identified as to its original source, with permission notices from the copyright owners where required. The undersigned represents that he/she has the power and authority to make and execute this assignment.
We declare that:
1. This paper has not been published in the same form elsewhere.
2. It will not be submitted anywhere else for publication prior to acceptance/rejection by this Journal.
3. A copyright permission is obtained for materials published elsewhere and which require this permission for reproduction.
Furthermore, I/We hereby transfer the unlimited rights of publication of the above mentioned paper in whole to UMB. The copyright transfer covers the exclusive right to reproduce and distribute the article, including reprints, translations, photographic reproductions, microform, electronic form (offline, online) or any other reproductions of similar nature.
The corresponding author signs for and accepts responsibility for releasing this material on behalf of any and all co-authors. This agreement is to be signed by at least one of the authors who have obtained the assent of the co-author(s) where applicable. After submission of this agreement signed by the corresponding author, changes of authorship or in the order of the authors listed will not be accepted.
Retained Rights/Terms and Conditions
1. Authors retain all proprietary rights in any process, procedure, or article of manufacture described in the Work.
2. Authors may reproduce or authorize others to reproduce the Work or derivative works for the authors personal use or for company use, provided that the source and the UMB copyright notice are indicated, the copies are not used in any way that implies UMB endorsement of a product or service of any employer, and the copies themselves are not offered for sale.
3. Although authors are permitted to re-use all or portions of the Work in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.
