RORA IRNA HASANAH, . (2017) MANAJEMEN PELATIHAN PENGANTAR KERJA DI PUSDIKLAT PEGAWAI KEMENTERIAN KETENAGAKERJAAN. Sarjana thesis, UNIVERSITAS NEGERI JAKARTA.
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Abstract
Penelitian ini bertujuan untuk mengetahui manajemen pelatihan pengantar kerja di Pusdiklat Pegawai Kementerian Ketenagakerjaan. Dalam penelitian mengenai manajemen pelatihan berfokus pada perencanaan pelatihan dan pelaksanaan pelatihan. Penelitian ini merupakan penelitian deskriptif kualitatif. Penentuan subjek penelitian ini menggunakan snowball sampling. Wawancara dilakukan kepada Informan Kunci yaitu, Kepala Bidang Program dan Evaluasi, Kepala Sub-Bidang Fungsional dan Teknis dan didukung oleh informan pendukung Kepala Sub-Bidang Program, Kepala Sub-Bidang Evaluasi, Widyaiswara, dan mantan peserta pelatihan pengantar kerja. Teknik pengumpulan data yang digunakan adalah wawancara, observasi, dan studi dokumentasi. Data yang diperoleh dianalisis secara deskriptif kualitatif. Hasil penelitian menunujukkan bahwa manajemen pelatihan pengantar kerja di Pusdiklat Pegawai Kementerian Ketenagakerjaan meliputi: 1) Perencanaan pelatihan di anataranya dengan AKD (Analisis Kebutuhan Diklat) disesuaikan dengan kebutuhan di lapangan. Merumuskan kurikulum, silabus, materi ajar, metode, jadwal, dan Widyaiswara. Setelah melakukan tahap analisis kebutuhan, Pusdiklat melakukan tahap perencanaan dari segi program kemudian penyeleksian peserta yang dituangkan di dalam Surat Edaran Menteri Ketenagakerjaan Republik Indonesia Nomor: SE. 15/MEN�SJ/XII/2015. Selanjutnya penetapan calon peserta yang sudah diseleksi dan penetapan program diklat yang akan dipakai, 2) Pelaksanaan pelatihan diawali dengan surat pemanggilan kepesertaan kemudian bidang penyelenggara mengolah hasil rumusan kurikulum, silabus, dan jadwal untuk diolah menjadi jadwal tentative. Selanjutnya adalah proses pembelajaran diklat diawali dengan klasikal dan pembelajaran diluar kelas ada PKL (Praktik Kerja lapangan) guna melatih segi keterampilan peserta. Setelah tahap proses pembelajaran tahap selanjutnya adalah seminar akhir diklat Pada tahap terakhir adalah penentuan kelulusan peserta diklat yang diumumkan pada penutupan. Kemudian tindak lanjut setelah peserta mengikuti diklat adalah pembinaan dan pemberdayaan peserta yg bersangkutan dikembalikan ke unit kerjanya masing-masing. Output dari pelaksanaan diklat adalah kartu tanda tamat pendidikan dan pelatihan yang di dalamnya berisi nilai kompetensi yang telah dicapai oleh peserta. Pusdiklat Pegawai dan Unit Teknis terkait seharusnya mempersiapkan lebih awal dan lebih intensif berkomunikasi secara detail dalam mempersiapkan pelatihan. perlu adanya alternative rencana atau konsep pelaksanaan dan langsung disampaikan kepada pihak yang terkait sebelum pelaksanaan pelatihan guna mengantisipasi kesalahan teknis maupun penyesuaian situasi dan kondisi di lapangan sehingga tidak perlu adanya koordinasi ulang. This study aims to determine the introductory training management in the Ministry of Manpower Training and Education Center. In research on training management training focused on the planning and implementation of training. This research is a qualitative descriptive study. Determining the subject of this study using snowball sampling. Key Informant Interviews were conducted to that, Head of Program and Evaluation, Head of Sub-Division of Functional and Technical and supported by informants supporting the Head of Sub-Sector Program, Head of Sub-Division of Evaluation, lecturer, and former trainee job introduction. Data collection techniques used were interviews, observation and documentation. Data were analyzed by descriptive qualitative. The results of the study indicate that the introductory training management Employees working in the Ministry of Employment Training Center include: 1) Planning training with AKD (Training Needs Analysis) tailored to the needs on the ground. Formulate the curriculum, syllabus, teaching materials, methods, schedules, and lecturer. After conducting a needs analysis phase, The planning phase in terms of programs and then selecting the participants as outlined in the Circular of the Ministry of Manpower of the Republic of Indonesia Number: SE. 15 / MEN-SJ / XII / 2015. Furthermore, the determination of candidates that have been selected and the establishment of training programs that will be used, 2) The training begins with a letter calling the membership then process the results of field organizers formulation of curriculum, syllabus and schedule to be processed into a tentative schedule. Next is a learning process begins with classical training and learning outside the classroom there are street vendors (Practice Field work) in order to train the participants in terms of skills. After the stage of the learning process of the next stage is the end of the training seminar is the last stage of determining graduation training participants were announced at the closing. Then follow-up after the participants follow the training is coaching and empowerment of the participants returned to the horse's mouth each work unit. Output from the implementation of the training is completed identity cards of education and training that contains the value of competency has been achieved by participants. Employee Training Center and related Technical Unit should prepare earlier and more intensively communicate in detail in preparing the training. the need for alternative plans or concepts implementation and submitted directly to the relevant parties prior to the implementation of the training in order to anticipate a technical error or adjustment situation and conditions on the ground so it does not need to re-coordination.
| Item Type: | Thesis (Sarjana) |
|---|---|
| Additional Information: | 1). Dr. Matin, M.Pd. 2). Amril Muhammad, SE., M.Pd. |
| Subjects: | Manajemen > Manajemen Kantor, Organisasi |
| Divisions: | FIP > S1 Manajemen Pendidikan |
| Depositing User: | sawung yudo |
| Date Deposited: | 20 Apr 2022 12:12 |
| Last Modified: | 20 Apr 2022 12:12 |
| URI: | http://repository.unj.ac.id/id/eprint/27281 |
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