DINAMIKA PELATIHAN DAN PENGEMBANGAN
Oleh: Sri Windarti
SMAN 1 NGEMPLAK BOYOLALIABSTRAK
The training element of the work aims to give staff the knowledge, attitudes,understanding, values, practical skills and motivation to carry out particular work-related tasks. The development part of the work relates more to the long-termimprovement of individuals so that they can fulfil their potential, for example, ithelps to prepare them for more senior positions. Requirement Training anddevelopment of human resource represent the very important matter to be done, sidecause of both for will be accepted is not a few.
Increasingly, managementrecognizes that training offers a way of developing skills,enhancing productivity and quality of work, and building workerloyalty to the firm. Training is widely accepted as a method of improving employee morale, but this is only one of the reasons forits growing importance. Other factors include the complexity of thework environment, the rapid pace of organizational andtechnological change, and the growing number of jobs in fields thatconstantly generate new knowledge.
To design such developmentactivities, it has become of prime importance to conduct a “training needs analysis”(TNA) prior to embarking on management development. Although there is adifference in the label, both of them represent a systematic effort to gather information on performance problems within the organization which might beremedied by training and development.
The standards should informappraisal, providing criteria against which employees can analysetheir skills and strengths, and their learning and training needs inrelation to their professional and occupational responsibilities andgoals. The implementation of the company’s training anddevelopment plan will be monitored and evaluated against clearcriteria.Key words: pelatihan dan pengembangan, kebijakan, TQM, evaluasi.
Pelatihan menjadi salah satu pertimbangan yang signifikan dalam proses fungsisumber daya manusia organisasi. Pelatihan memainkan peran kritis dalammemelihara dan mengembangkan kemampuan karyawan secara individual danorganisasi secara keseluruhan dan memberikan kontribusi dalam proses perubahanorganisasi yang penting agar berjalan baik.Dalam mempelajari proses pelatihan, ada dua perspektif dasar yang dapatdiadopsi yaitu internal dan eksternal (Dolan dan Schuler, 1994). Pendekatan pertama berkonsentrasi pada bagaimana memahami berbagai elemen yang terlibat dalam pengembangan proses pelatihan (seperti berapa banyak pelatihan, tipe,diperuntukkan bagi siapa, kapan dan bagaimana) ditentukan dan diorganisir dalamusaha untuk menjamin semua kebutuhan dapat berjalan efisien. Pendekatan kedua