(RESUME)

HUMAN RESOURCES
“TRAINING”

WRITER BY :
ASA HAMIDANI

INSTITUT AGAMA ISLAM NEGERI KERINCI

ACADEMIK YEAR 2019/2020
A. DEFENITION OF TRAINING
According to Flippo in (Suwatno and Priansa, 2016: 117) training is an effort to increase
the knowledge and skills of an employee to implement certain work activities.
According to Andrew E. Sikula in (Suwatno and Priansa, 2016: 117) training is a short-
term process that uses systematic and organized procedures where non-managerial
employees learn technical knowledge and skills in limited goals.
Whereas Simanjuntak (2005) defines training as part of an investment in HR (human
investment) to improve work skills and skills, and thereby improve employee performance.
Training is usually conducted with a curriculum that is tailored to the needs of the position,
given in a relatively short time, to equip someone with work skills.
Based on these notions, it can be concluded that training means a systematic change of
knowledge, skills, attitude, and behavior that continues to increase that is owned by
employees so as to realize the goals to be achieved by an organization or company in
meeting HR standards is desirable.
In the training program, employees will get many benefits such as being able to add
knowledge, experience, and even meet new people. After participating in this training
program, a person must practice it and share it with colleagues so that the knowledge
obtained is not in vain and beneficial to others, especially for oneself. As in the words of
Allah Surah Al-Nahl, namely:
"Cried (men) to the path of your Lord with wisdom and good teaching, and argued with
them in a good manner. Verily, your Lord, He is the one who knows better who is astray
from His ways and He who knows better who is guided. " (Surat al-Nahl: 125)

B. TRAINING : ITS ROLE IN LEARNING & COMPETITIVE

The organization always strives to get quality resources to support the effectiveness
of activities within the company. These efforts can take the form of planned training and
development programs.
This program needs to be carried out in order to train employees to be able to
develop mandates and assignments in the right way. (Rivai, 2009) stated the need for this
HR training because Islam prioritizes enthusiasm.
 Based on the Qur'an, the basic qualifications of someone who has been demonstrated
by Allah on this earth is knowledge. Allah says in surah Al-Baqarah verse 30:
"And (remember) when your Lord said to the angels," I want to make the caliph on
earth. " They said: "Do you want to make people who spoil and spill blood there, while we
glorify You and purify your name?" He said, "Really, I know what you don't know."
According to Andrew E. Sikula (in Suwatno and Priansa, 2016: 123) states the
objectives of training and development are:
1. Productivy.
Training will improve abilities, knowledge, skills and behavior change. This can
be expected to increase company productivity.
2. Quality.
Conducting training can not only improve the quality of the workforce but is
expected to be able to minimize the possibility of errors in work. Thus the quality of the
output produced will be maintained or even improved.
3. Human Recource Planning.
With the training, it will be easier for a worker to fill the vacancy in a company,
so that workforce planning can be done as well as possible.
4. Morale.
With the training will be able to improve the performance of employees so that it
can lead to increased employee wages.
5. Inderect Compensation.
Providing opportunities for employees to take part in the training can be
interpreted as granting rewards for past achievements.
6. Health and Safety.
Is the best step in preventing or reducing the occurrence of work accidents in a
company so that it will create a calm work atmosphere.
7. Obsolence Preventation.
This step is expected to prevent workers from expiring. This means that the
capabilities of the workforce can feed themselves with technological developments.
 8. Personnel Growth.
Giving an opportunity to a workforce to increase the knowledge and abilities
owned by the workforce, including increasing personal development.

The benefits of training according to Werther and Davis (in Suwatno and Priansa,
2016: 124) are able to improve one's career path and help develop for the completion of his
responsibilities in the future. Meanwhile, according to Simamora (2004) the benefits of the
training program are:
1. Increase the quality and quantity of productivity.
2. Reducing the learning time needed by employees to achieve accepted performance
standards.
3. Creating a more profitable attitude, loyalty, and cooperation.
4. Meet HR planning requirements.
5. Assist employees in their personal improvement and development.

C. DESIGNING EFFECTIVE FORMAL TRAINING ACTIVITIES

In a training program, planning is necessary according to the needs of the training
program so that the objectives of the program are in accordance with the needs of the
training program so that the objectives of the program are clear and directed. This is
consistent with Rasullullah's words:
"If you do something, then think about the consequences first, if it's good then do it
and if it's bad then leave it." (Narrated by Ibnu Mubarak).
The above hadith explains that in doing everything we must consider the good and
the bad so we do not regret doing it. The importance of thinking before acting can avoid
something in vain because it does not have a definite goal.
Effective implementation of the training process requires the use of a systematic
training process.
 The chart above illustrates four stages of the training process: assessment, design,
achievement, and evaluation. Using this process will reduce the possibility of unplanned,
unorganized and haphazard training efforts.
1. Training Requires Assessment
Training is designed to help organizations achieve their goals. Therefore, the
assessment of organizational training needs reflects the diagnostic stage of setting
training objectives.
2. Training Design
After the training objectives have been determined, the training design can be
completed. Either work-specific or broader, attention must be designed to meet the needs
that have been assessed. An effective training design considers learning concepts, legal
issues, and other approaches to training.
3. Submission
After the training has been designed, the delivery of training can begin. Usually it
will be suggested that the training be tested first or carried out in an experiment with the
aim of ensuring that the training meets the identified needs and the design is appropriate.
4. Evaluation
The training evaluation compares the results after the training to the objectives
expected by managers, trainers and trainees. Too often training is done with a little
 thought to measure and evaluate it, to see how well the results are. Because training takes
time and costs that are not small.

D. ADVICE FOR CHECKING A TRAINING METHOD

Ali in (Junaidah Hasyim, 2009) said that most training programs in the Muslim
world are very difficult to run with Western techniques and methods, without adequate effort
to describe their relative merit culture and emphasize expensive usage theories. In addition
to this, bureaucratic tendencies have led to a lack of leading people in terms of management
innovation in Muslim countries.
Some training methods according to Andrew E. Sikula (in Suwatno and Priansa,
2016: 114) are:
1. On The Job Training.
This method is divided into two, namely the informal and formal ways. The
informal method is the way the trainer asks the trainees to pay attention to other people
who are doing work, then he is told to practice it. The formal method is that the
supervisor appoints senior employees to do the work and then the participants do the
work in accordance with what the senior employee is doing.
2. Vestabule.
It is a form of training where the trainers do not come from the direct supervisors of
the trained employees, but are special trainers (specialist trainers).
3. Apprenticeship.
This apprenticeship system is used for jobs that require relatively high skills. This
program combines on-the-job training with experience, as well as instructions in class in
certain knowledge in accordance with company goals.
4. Specialist Course.
A form of employee training that is more like education than training, these courses
are usually held to meet the interests of employees in certain fields of knowledge or
outside their field of work, such as foreign language courses, management, leadership,
etc. These courses are usually made into a form of learning programming.