1

MANAGING
TRAINING/LEARNING &
DEVELOPMENT
Through its Return On Investment

By : Pungki Purnadi M.W.

for CHRP19
 HUMAN RESOURCE FRAMEWORK
Analyze, set direction & control organization
congruency with the demand of
Maintain Corporate the strategic business
objectives & plan
Expansive
Retrench
Strategic Business Plan Corp HR
As response to environmental
opportunities & challenges
Organization Strategy, Organization
Development, HR budget, HRIS,
Manpower Planning strategy,
Succession & Replacement Planning

Integration of maintaining & retrenchment

Planning
Retirement Analysis
Bench strength strategy
Recruitment & Selection,
Talent Management Strategy
Placement Strategy

Retaining Dynamic HR Cycles

Which is led by Corporate
Acquiring
Business Plan

Compensation & Benefits Strategy

Industrial Relation Strategy
Maintaining Developing
Corporate family Learning &Dev Strategy
Work-family life balance program Performance Mgt Strategy
Career Dev. Strategy
Competency Dev. Strategy

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

THE MAIN PURPOSE
• To upgrade basic, technical &
managerial skills to fulfill
present job requirements.
• To improve potential
employees for possible
promotion to a higher job.
• To fulfill standard certification.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 PRINCIPLES
UPGRADING TECHNICAL
TRAINING & LEARNING
To support present job
UPGRADING MANAGERIAL / duties & enrichment
TRAINING & LEARNING

CAREER DEVELOPMENT To support future

TRAINING & LEARNING position / career /
assignment

COMPULSORY In line with Government

TRAINING rule /safety procedure

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

L&D IMPLEMENTATION
To train, learn & develop employees as in-house
:
• managerial development
• pre-employment training
• compulsory training
• technical training
• on the job training

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

L&D IMPLEMENTATION
To send employees for domestic :
• short seminars (technical & managerial).
• compulsory training (government
certification).

To send employees for overseas :

• master degree
• job assignment / orientation
• specific technical courses
• HQ group seminar
Certified Human Resources Professional – Unika Atma Jaya - Jakarta
MANAGING LEARNING &
DEVELOPMENT
Method & Tools for HR Management

By : Pungki Purnadi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 METHODS & TOOLS
FOR H.R. MANAGEMENT
JOB / POSITION DESCRIPTION &
COMPETENCY BASED
(POSITION VS EMPLOYEE)

INDIVIDUAL
JOB EVALUATION
OBJECTIVES

INDIVIDUAL ANNUAL
POSITION / JOB LEVEL
INTERVIEW

OPTIMIZATION OF
H.R. MANAGEMENT :
1. REMUNERATION & REWARD
2. DEVELOPMENT & TRAINING
3. CAREER & MOBILITY

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

L&D MODEL

1. TRADITIONAL TRAINING

2. ON THE JOB TRAINING

3. MENTORING

4. SANDWICH

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

MANAGING LEARNING &
DEVELOPMENT
Linkage with
Real Work Situation

By : Pungki Purnadi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

L&D - Aim for Results
The aim of learning & development should be to inspire action
rather than fill with knowledge

Involve learners in their own learning & development by letting

them set their own goals and encouraging them to share their work
experiences.

Train and develop staff by taking every opportunity for them to

learn new knowledge and skills.

Learning & Development programs need careful planning &

preparation if they are to be successful

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 The Trainer’s ABCD
A – Audience Who are you going to train ? Be specific

B – Behavior What type of change do you expect ?

C – Condition When and under what conditions do you

expect this change to occur ?

D – Degree How much change do you expect and how

will you find out ?

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in a L&D program

1. Analyze the job

2. Analyze the employees (trainees)
3. Asses the learning & development needs
4. Set learning & development objectives
5. Select and organize the content of the program
6. Select learning & development technique, methods,
aids.
7. Prepare lesson plans
8. Decide how the program is to be evaluated
9. Carry out learning & development
10. Evaluate
11. Review the program and revise if necessary.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in L&D

1. Job Analysis

Describe the job.

What qualification does the worker need to do the job ?
What does the worker do ?
Why ?
How ?
How well ?

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in L&D
2. Learner or Trainee Analysis
Who are they ?
Who can they do already ?
Where are they ?
What are their special characteristics ?

3. Learning & Development Needs Assessment

What are their weaknesses ?

How can you help them overcome their weaknesses ?
List weaknesses and ways of overcoming them.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in L&D
4. Determine learning & development objectives
Describe what trainees should be able to do at the end of
their learning & development program that they could
not do previously.
An objective must :
Describe the final results
Be specific and precise
Describe a change that is measurable or observed
List criteria against which success can be measured
Mention essential conditions under which results can be achieved
What change do you want ? When do you want it ?
How much change ? How will you know ?
What has to be done ?
Under what conditions ?
Up to what standards ?
How will it be evaluated ?
Certified Human Resources Professional – Unika Atma Jaya - Jakarta
Steps in L&D
5. Select and organize content
Study the background information
Decide on the content of the learning & development
program
Organize the content in logical order

6. Select learning & development techniques, methods, aids

Decide which learning & development techniques,
methods & aids will best suit your topic
Select the most appropriate methods for the
educational level of your trainees/learners
Decide on the best learning & development aids
required for the work environment

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in L&D
7. Prepare lesson plans
Allocate how you are going to use your time & step by
step activities
Decide on how each lesson is to be presented
Set out each lesson step by step
Allocate time for each activity

8. Plan evaluation
A good evaluation will help you do better next time
Decide on the information required
Decide when this should be collected
Study methods of gathering information
Select method to be used
Prepare questions which have to be answered

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in L&D
9. Conduct learning & development
Encourage participants & use variety of learning & development methods
Keep to your lesson plans
Encourage participation
Use demonstration, models, visual aids, etc.

10. Evaluate training & learning program

Make sure you get honest feedback
Conduct the planned evaluation
Summaries results
Write your evaluation reports
11. Review & Revise
Summaries learning & development
Review in the light of your evaluation
Discuss with other trainers/facilitators/line managers involved
Revise to improve relevance

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

MANAGING LEARNING &
DEVELOPMENT
Learning & Development
Needs Analysis

By : Pungki Purnadi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 TERMINOLOGY
A Learning & Development Needs Analysis exists when there is a
gap between what is required of a person to perform their duties
competently and what they actually know that enables them to do
so
A Learning & Development Needs Analysis is the method of
determining if a training need exists and if it does, what learning
or training is required to fill the gap.

Generally, the learning & development needs analysis will

highlight the subject matter needing to be covered during the
instruction. The knowledge & skills gained by the participants will
help to increase their level of ability and allow them to perform
their tasks at an acceptable level.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 IDEAL PRACTICES
POSITION vs EMPLOYEE
QUALIFICATION QUALIFICATION

JOB – POSITION EMPLOYEE

vs
DESCRIPTION PERFORMANCE

TASKS LISTS
EMPLOYEE
vs COMPETENCIES
COMPETENCIES LIST

LEARNING & EMPLOYEE LEARNING

vs
DEVELOPMENT MATRIX & DEVELOPMENT

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 PROSES PENILAIAN KEBUTUHAN
PELATIHAN
Peraturan
Kurang keahlian Apa yang perlu
dasar dipelajari
ORGANISASI
Kinerja yang Siapa yang
buruk mendapat pelatihan
Teknologi baru Type pelatihan
Permintaan Frekuensi pelatihan
OPERASIONAL
pelanggan Keputusan beli atau
Produk baru PERSONEL buat pelatihan
Dukungan untuk Pelatihan atau opsi
strategi bisnis lainnya

SEBAB-SEBAB KONTEKS HASIL

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

TNA APPROACH
• Organizational analysis
▫ Organizational effectiveness
▫ Succession planning
▫ Organizational climate
• Operational analysis
▫ Job & position requirements
• Personnel analysis
▫ Employee performance vs employee competencies

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

DATA SOURCES FOR TNA
• ORGANIZATIONAL ANALYSIS
▫ Company Vision, Mission and Values
▫ Organizational Objectives and targets
▫ Management by Objectives and its cascaded work planning
▫ Organization development (evolution, restructuring, etc.)
▫ Organizational Efficiency index (incl. organizational
climate)
▫ Customer Satisfaction Survey result
▫ Exit interview result

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

DATA SOURCES FOR TNA
• OPERATIONAL ANALYSIS
▫ Job Description
▫ Job and position competencies requirement
▫ Check detail job data and specification
▫ Operational result
▫ Operational specific needs
▫ Performance standards

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

DATA SOURCES FOR TNA
• PERSONNEL ANALYSIS
▫ Annual Employee performance (from appraisal)
▫ Interview to line management needs toward their
employees
▫ Interview to employee needs toward their
perspective
▫ Employee Opinion Survey Result
▫ Employee Competencies Assessment
▫ Job Competencies Test

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 Employee Development Principles

Development Factors :

Coaching,
Real Job Feed-back, Training
Assignments Mentoring etc 10 %
70 % 20 %

Key word : DIVERSIFY Jobs/Assignments !

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 SOURCES
L&D NEEDS ANALYSIS

Consideration Factors :

Career Map,
Coy Mission & Employee’s
Competencies, PA
Business needs Self development
Performance, IDP
35 % 30 %
35 %

Key word : Match Organizational Needs /

Opportunities & Employee !

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 ESTABLISHMENT OF T&D PLAN thru T&D NEEDS ANALYSIS

HRD T&D SERVICES DEPT DIV CORP HR MGT GM

PREPARES ANNUAL DISCUSSION BETWEEN

TRG. IMPLEMENTATION T&D - DEPT. HEADS USING
RECORD (ATIR) ATIR AS BASIS TO DETERMINE
CARRIED OVER TRG
PERFORMANCE APPRAISAL PLAN
FORM ON TRG DATA
TO SUBMIT TO T&D

PREPARES CARRIED
OVER TRG PLAN

COMPILES PA DATA
INTO SUMMARIZED
REPORT

PREPARES INDIVIDUAL
TRG RECORDS
DISCUSSION BETWEEN
T&D & SERV. TO
DETERMINE INDIVIDUAL
TRG NEEDS (ITN) NO

PREPARED REVISED DISCUSSES REVISED

ITN FOR EACH DEPT ON TO DETERMINE
TRG NEEDS OF
(EACH) DEPARTMENT
YES NO
PREPARES TRG
NEEDS SUMMARY ON AGREE : SIGN DOCUMENT
EACH DIVISION
DISCUSSES TRG NEEDS
SUMMARY WITH
EACH DIVISION
PREPARES TRG NEEDS YES NO
SUMMARY&BUDGET
/ COST ANALYSIS AGREE : SIGN DOCUMENT
SIGNATURE OF
DISCUSS TRG PLAN DOCS TO CORP HR & MGT
APPROVAL
YES
PREPARES APPROVED
TRAINING PLAN AGREE : SIGN DOCUMENT

DIV SIGNATURE GM APPROVAL

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 T&D PLAN & IMPLEMENTATION FLOW
PAF ITN VERS. 1 ABROAD GM APPROVAL Implementation Evaluation-Report HRM

FROM DEPT. ALL PROPOSAL Statistic

INCLUDIN MD, MC, etc.
CARRIED OVER

TO BE REVIEWED
BY SERVICE
HEAD

INDIVIDUAL
TRAINING No
RECORD
ITN VERS. 2 DOMEX CODING MATCHING Offer to Dept.
T&D Statistics Yes Implementation Evaluation-Report HRM
RECOMMEND MD, MC, etc. Course Offers
Annual Sche-
dule from
Organizers

NO ITN VERS. 3

HEAD DEPT.
SIGNATURE Sort Per Course

Participants Data
Yes

NO
ITN VERS. 4 INHOUSE Process
Inhouse Trg. Implementation Evaluation-Report HRM
Schedule Preparation
HEAD DIVISION
Statistics Arrangement
SIGNATURE
MD, MC, etc.
Yes
Consultants,
ITN : Individual Training Needs
Tender, etc.
ITN VERS. 5 MD : Mandays
MC : Mancourse

MGT APPROVAL

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

MANAGING LEARNING &
DEVELOPMENT
With
Competency Based Management

By : Pungki Purnadi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 JOB COMPETENCY

Hard Soft
Skills
Competency Competency

Attributes
Knowledge

* Job Skills * Job Attributes

Requirement
Requirement
* Job Knowledge
Requirement

Implication to Organizational
Performance

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 PQP versus IQP
NAME: Badu bin Badu
PROFESSION / POSITION : DEVELOPMENT GEOLOGIST YEAR : 15
DEPARTMENT / DIVISION: SAL. GRADE: H
EMPL. NO. : 10007
PCP (Profession IQP (Individual
Qualification Profile) Qualification Profile) Competency
CODE COMPETENCIES REQUIRED
LEVEL OF COMPETENCY LEVEL OF URGENCY Gap
J I H G F J I H G F
General Company Policy 2 3 4 5 5 3 -1
HSE Regulations & Applications 2 2 3 4 5 3 0
Business Ethics 2 2 3 4 5 3 0
Business & Organizational Aw areness 1 2 3 4 5 3 0
Prof it, Budget, and Cost Sensitivity 1 2 3 3 4 2 -1
Achievement Orientation 2 2 3 3 4 3 0
Initiative/ Resourcef ulness 2 3 3 4 4 3 0
Analytical Ability 2 3 3 4 5 4 1
Interpersonal Relationship/ Teamspirit 2 3 3 4 5 2 -1
Continuing Excellence 2 2 3 4 5 3 0
Flexibility 2 3 3 4 4 3 0
Trustw orthiness & Reliability 2 3 4 4 5 4 0
Technical / Operation Geology Well Preparation 1 2 3 4 5 3 0
Professional Well Sitting 2 3 4 5 n/a 4 0
Well Monitoring 2 3 4 4 4 4 0
Well Evaluation 1 2 3 3 4 3 0
Basic log analysis 1 2 3 4 4 3 0
Core analysis 1 2 3 4 4 2 -1
Database 1 2 3 4 5 2 -1
Production GeologyReservoir Evaluation 1 2 3 3 4 3 0
Reporting 1 2 3 4 5 3 0
Basic production engineering 1 2 2 3 3 1 -1
Database 1 2 3 4 5 3 0
Reservoir Geology Well Correlation 1 2 3 4 5 4 1
Sedimentology 1 2 3 3 4 3 0
Reservoir characterisation 1 2 3 3 4 3 0
G & G Sof tw are specif y? 1 2 3 4 5 2 -1
Data integration 1 2 3 3 4 3 0
Geological Model 1 2 3 4 5 3 0
Resevoir Mapping 1 2 3 4 5 3 0
Geostatistics 0
Development Planning 1 2 2 3 4 2 0
Volumetrics estimations 0
Special Study 1 2 3 3 4 3 0
Basic sesimic interpretation 1 2 2 3 3 2 0
Basic economics 1 2 2 3 3 1 -1
Basic reservoir engineering 1 2 2 3 3 2 0

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 PQP versus IQP (continue)
NAME: Badu bin Badu
PROFESSION / POSITION : DEVELOPMENT GEOLOGIST YEAR : 15
DEPARTMENT / DIVISION: SAL. GRADE: H
EMPL. NO. : 10007
PCP (Profession IQP (Individual
Qualification Profile) Qualification Profile) Competency
CODE COMPETENCIES REQUIRED
LEVEL OF COMPETENCY LEVEL OF URGENCY Gap
J I H G F J I H G F
Managerial /
Supervisory Soft Skill Developing Others 1 2 3 4 5 3 0
Communication 1 2 3 3 4 3 0
Leadership 1 2 3 4 4 3 0
Teamw ork 1 2 3 3 4 3 0
Planning 1 2 3 4 4 3 0
Controlling 1 2 3 3 4 3 0
Delegating 1 2 3 4 4 3 0
Judgment/ Decision Making 1 1 3 3 4 3 0
MiscellaneousEnglish Conversation 1 2 3 3 4 3 0
Presentation 1 2 3 4 5 2 -1
Report Writing 1 2 3 4 5 2 -1
Computer Literacy Word Processor 2 3 3 3 3 3 0
Data Base 2 2 3 3 3 3 0
Spread Sheet 3 4 4 4 4 3 -1
LEVEL OF COMPETENCY
5 - Expert
4 - Mastery
3 - Skillful Application
2 - Basic Aplication
1 - Aw areness

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 EMPLOYEE DEVELOPMENT PLANNING FOR PRODUCTION MANAGER

Transfer of
Performance Learning Learning Target Date Measure of
Objective Resources Strategis Performance

Competence in Management course, Cross-posting/International end of 1999 Succes in maintaining production

managing production production literatures, assignment in one production Alaska field.
site production softwares, field in Alaska.
books

Competence in Maint. Mechanical aspect Job assigment / orientation Q1 - Q2 in 2000 Acquire the mechanical eng.
Management to support mechanical engineering section analysis and perform report on
Production activities maintenance management course end of June 2000 mechanical failure analysis.
instrumentation aspect Job assigment / orientation Q3 - Q4 in 2000 Perform to have study in
instrument engineering section improved the control room
Control system course end of 2000 instrumentation network.
electrical aspect Job assigment / orientation Q1 - Q2 in 2001 Conduct and implement the
electrical engineering section electrical certification program.
HV - AC certification end of 2001

Well acquire in Finance Financial books. Learning by doing end of 2000 No additional cost in maintaining
Finance Training. the same production.
Finance Management Perform cost benefit analysis for
one production field.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 COMPETENCY DATA MATRIX

Outcomes/
Result Tasks Knowledge/Skill Behavior
Key Accountability

Produre 2500MMSCFD Gas Close monitoring all Production Engineering Team work, good plannning
by December, 2000 wells performance Production Optimization stress tolerance, good relationship
Well Testing concern
Corrosion Engineering
Process Engineering
Facilities Engineering
Reservoir Engineering

Ensuring all activies in Standard Operating Safety awareness

line with standard operating Procedures knowledge
procedure & HSEMS in HSEMS knowledge
efficent manner Risk analysis
Cost benefits analysis

Managing all aspect of Ensuring all empoleyees are Training & Development Learning pace
the production site qualified and competence adult learning Resourcefulness
supervisory
Planning, Organizing,
directing,controlling
Competency identification

Reduce Maintenance Cost Performing maintenance Maintenance Engineering Learning pace

management program Cost Benefits Analysis Resourcefulness
Risk Analysis
Problem Solving
Decision Making
Project Management

Ensuring all technician are Instrument Engineering Time Management

qualified & competence Electrical Engineering Concern of quality
Mechanical Engineering Team Building
Motivation

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 MANAGING LEARNING &
DEVELOPMENT
Linkage with Career Management

By : Pungki Purnadi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 JOB AGE REQUIRED
LEVEL COMPETENCIES &
TRAINING

. Managing Change
48 - 49 LEAD VICE . Managing People
advisor/expert PRESIDENT

Dual Career Path

People Management
For S1 Leavers . Modern Safety Mgmt.
13 - 14 42 - 43 SR. DEPARTMENT . Management Dev. 3
(Support) Advisor HEAD . Risk Analysis
. Finance Management

. Leadership
11 - 12 37 - 38 SECTION . Project Management
Advisor
HEAD . Negotiation Technique
. Management Dev. 2
. Business Ethic
. HRD for Line
Leading A Team

10 32 - 33 . Problem Solving
Sr.OfficerAnalyst
. Industrial Safety
. Management Dev. 1
. Coaching & Counselling

8-9 27 - 28 . Risk & Loss Control

Officer-Analyst
. Advance Supervisory
. Team Building
. Presentation Technique

6-7 23 - 24 JR. . Integrated Safety

Officer-Analyst . Basic Supervisory
. Time Management
Certified Human Resources Professional – Unika Atma Jaya - Jakarta
 JOB AGE REQUIRED
LEVEL COMPETENCIES &
TRAINING

EXPERT
49 - 50 SPECIALIST VICE . Managing People
ENGINEER PRESIDENT . Managing Change
VII - VIII

Dual Career Path . Management Dev.3

13 - 14 44 - 45 SR SPECIALIST DEPARTMENT . Managing Change
For S1 Leavers ENGINEER
VI - VII
HEAD .
.
Loss Control Mgmt.
Finance for Non

(Technical) Finance
People Management

. HRD for Line

11 - 12 37 - 40 SPECIALIST SECTION . Management Dev.2
ENGINEER HEAD . Leadership
V - VI . Hazard Analysis &
Risk Assesment
. Modern Safety Mngt.

10 32 - 33 ENGINEER Leading A Team

IV . Industrial Safety
. Management Dev.1
. Presentation Technique
. Team Building

9 29 - 30 . Risk & Loss Control

ENGINEER III
. Advance Supervisory

. Problem Solving &

8 25 - 26 ENGINEER Decision Making
II . Master Degree Educ.

7 23 - 24 ENGINEER . Time Management

I . Integrated Safety
. Basic Supervisory

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 JOB AGE REQUIRED
LEVEL COMPETENCIES &
TRAINING

. Managing Change
14 - 15 49 - 50 SR. SPECIALIST DIVISION . Loss Control Mgmt.
ENGINEER HEAD . Finance for Non
Finance

Dual Career Path . HRD for Line

For D3 Leavers 12 - 13 44 - 45 SPECIALIST

ENGINEER
SITE
MANAGER
. Management Dev.3
. Leadership
People Management
(Technical) . Hazard Analysis &
Risk Assesment

10 - 11 39 - 40 SUPERINTEN- Leading A Team

JR. SPECIALIST
DANT . Modern Safety Mgmt.
. Management Dev.2
. Effective Presentation
. Team Building
. Counselling

8-9 32 - 33 SR. . Industrial Safety

SUPERVISOR . Management Dev.1
. Further Education or
Master Degree
. Coaching

6-7 27 - 28 . Risk & Loss Control

SUPERVISOR
. Advance Supervisory
. Time Management
. Problem Solving &
Decision Making

5 22 - 23 JR. . Basic Supervisory

SUPERVISOR . Integrated Safety

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 JOB AGE REQUIRED
LEVEL COMPETENCIES &
TRAINING

12 - 13 SENIOR SITE . Team Building

ENGINEER MANAGER . Managing Change
People Management

ENGINEER SUPERINTENDANT Leadership/Leading A Team

PROD. / SAFETY/ PROD. / SAFETY/ . Hazard Analysis &
10 - 11 51 - 52 MAINTENANCE MAINTENANCE Risk Assesment
. Managing People

Dual Career Path . Finance for Non

Finance

For High School 9 46 - 47 SR. SUPERVISOR

PRODUCTION/SAFETY/
. HRD for Line
. Management Dev.3
MAINTENANCE . Industrial Safety
Leavers . Time Management

(Technical) 8 42 - 43 SUPERVISOR
PRODUCTION/SAFETY/
. Management Dev.2
. Acredited Safety Audit
MAINTENANCE . Counselling

7 37 -38 JUNIOR SUPERVISOR . Presentation Technique

PRODUCTION/SAFETY/ . Akamigas III
MAINTENANCE . Management Dev. 1
. Modern Safety Mgmt.

6 32 - 33 CHIEF . Risk & Loss Control

OPERATOR/TECHNICIAN/ . Advance Supervisory
SAFETY FOREMAN . Couching
. Akamigas II

5 27 -28 SENIOR . Offshore Fire Safety

OPERATOR/TECHNICIAN/ . Basic Supervisory
SAFETY FOREMAN . Problem Solving &
Decision Making

4 22 - 23 OPERATOR / . Industrial Fire Safety

TECHNICIAN / . Operguid
SAFETY FOREMAN . Akamigas I

3 18 - 19 JUNIOR . Work Permit

OPERATOR/TECHNICIAN . Integrated Safety
SAFETY FOREMAN
Certified Human Resources Professional – Unika Atma Jaya - Jakarta
TRAINING EVALUATION

By : Pungki Purnadi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Pengukuran efektifitas
• REAKSI
▫ Bagaimana perasaan peserta terhadap program
• BELAJAR
▫ Pengetahuan, keahlian dan sikap yang diperoleh sebagai hasil
dari pelatihan
• PERILAKU
▫ Perubahan yang terjadi pada pekerjaan sebagai akibat dari
pelatihan
• HASIL
▫ Dampak pelatihan pada keseluruhan efektifitas organisasi atau
pencapaiannya pada tujuan organisasi

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 4 tingkat evaluasi pelatihan

Apakah Kenaikan produksi, laba,

HASIL Organisasi moral, mutu, dsb.
Berkinerja Penurunan kecelakaan,
Lebih baik ?
biaya, budget, dsb.
Apakah ada perbedaan
perilaku setelah pelatihan ? Penilaian kinerja oleh
PERILAKU Apakah peserta menerapkan atasan, bawahan, teman
pengetahuan dan keahlian
di pekerjaan ? kerja, pelanggan, dsb

Sejauh mana peserta memiliki pengetahuan lebih Tes Tertulis

PEMBELAJARAN banyak setelah program dibandingkan sebelumnya Tes Kinerja

Apakah peserta menyukai program, pelatih, fasilitas ?

REAKSI Apakah program berfaedah buat peserta ? Kuesioner
Apakah peserta dapat menganjurkan perbaikan ?

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Contoh pertanyaan tingkat REAKSI
• Apakah peserta menyukai program secara keseluruhan ?
• Apakah program bermanfaat terhadap pekerjaan
peserta untuk masa sekarang atau masa datang ?
• Apa yang menjadi kekuatan program, (keuntungan serta
kekurangan dari segi program & pelaksanaan) ?
• Bagaimana dengan kualitas pelatih ?
• Bagaimana dengan pengaturan waktu ?

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Evaluasi tingkat REAKSI
• Biasanya didapat lewat penyebaran kuesioner dan
wawancara.
• Ditabulasikan dan dianalisa secara kuantitatif dan
kualitatif.
• Di “encourage” menyisipkan ruang kosong untuk peserta
menuliskan atau menceritakan apa saja sebagai reaksi
terhadap program.
• Bisa anonim, supaya ada reaksi yang jujur dari peserta.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Evaluasi tingkat BELAJAR
• Ukuran pembelajaran menilai sejauh mana peserta
menguasai; konsep, informasi, pengetahuan dan
keahlian yang coba ditanamkan selama proses pelatihan.
• Pengetahuan, keahlian yang diperoleh atau perubahan
perilaku akibat pelatihan harus dievaluasi dengan
menggunakan test tertulis atau observasi dan wawancara
dengan peserta.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Contoh evaluasi tingkat BELAJAR
• Knowledge
▫ Tes Tertulis, Pre-test dan post test
▫ Wawancara
• Skill
▫ Tes keahlian dengan alat atau didepan alat
• Behavior
▫ Observasi di pekerjaan
▫ Wawancara ke peserta untuk melihat motivasi untuk
perbaikan

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Evaluasi tingkat PERILAKU
• Memeriksa apakah peserta mengindikasikan adanya perubahan
perilaku dalam pekerjaan.

• Lebih sulit, karena ada faktor-faktor diluar pelatihan yang bisa

mempengaruhi hasil evaluasi perilaku, seperti faktor internal
peserta (ras, budaya, kultur, ekonomi, keluarga, motivasi),
lingkungan kerja (hubungan atasan bawahan, hubungan
interpersonal, insentif kerja, gaya kepemimpinan) serta sistim
penilaian kinerja di organisasi serta sistim-sistim lainnya dalam
manajemen sumber daya manusia yang ada di organisasi
perusahaan tsb.

• Dilaksanakan setelah beberapa waktu dari pelatihan

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Media evaluasi tingkat PERILAKU
• Kuesioner
• Wawancara
• Peraturan perusahaan, perjanjian kerja bersama, aturan
pelatihan dsb.
• Performance Management (appraisal)
• Assessment Center
• Job Observation
• Job Enrichment
• Job Enlargement

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Evaluasi tingkat HASIL
• Paling sulit dihubungkan dengan pelatihan dan
pengembangan, karena harus melihat adanya
peningkatan efektifitas organisasi
• Lebih kompleks karena menyangkut aspek yang
kelihatan (tangible) dan yang tidak kelihatan
(intangible)
• Banyak parameter dan investasi waktu serta
manpower

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Contoh data yang dikumpulkan untuk
tingkat evaluasi HASIL
• Penghematan biaya organisasi
• Keuntungan aktual organisasi dan prediksi positif nya
• Lonjakan penjualan, kenaikan produksi
• Penurunan kecelakaan kerja
• Perbaikan moral pekerja
• Penurunan ketidakhadiran
• Penurunan turn over pekerja

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Return On Training Investment
(ROTI)
• Analisa biaya pelatihan terhadap keuntungan organisasi
perusahaan
• Biasa dihitung secara tahunan
• Dipengaruhi oleh banyak faktor tangible dan intangible
• Tidak bisa one time data, harus dilihat secara evolusi
dalam 1-3 tahun
• Tidak bisa langsung dihitung secara matematis karena
banyak associated cost yang berhubungan.

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Steps in ROTI
• Calculate the training cost/investment
• Calculate the company/unit profit

• ROI = ( Company Profit / Training Investment)

x 100%

• Or Payback period = Training Investment /

company monthly profit

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Company / Unit profits
• The increase productivity
• Cost saving
• Increase revenue
• Decrease of turn over

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

ROTI case study
PT. XYZ yang bergerak di bidang jasa perbankan akan mengadakan suatu
pelatihan bagi para customer service dengan durasi pelatihan selama 48
jam, jumlah peserta 50 orang dan jangka waktu penghitungan keuntungan
adalah 12 bulan.

Biaya-biaya:
• Desain dan Pengembangan Rp 10.000.000,-
• Promosi Rp 5.000.000,-
• Administrasi Rp 3.000.000,-
• Material Rp 5.000.000,-
• Fasilitas Rp 10.000.000,-
• Fakultatif Rp 7.500.000,-
• Peserta Rp 15.000.000,-
• Evaluasi Rp 2.500.000,-

Keuntungan (Bersih):
• Produktivitas Rp 50.000.000,-
• Penghematan Rp 40.000.000,-
• Pendapatan Rp 0,-

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

Reference Books Managing Learning &
Development
• Return on Training Investment, by Jack J
Phillips published by Mc Graw Hill
• How to identify your organization
Training Needs by John H Mc Connel,
published from Amacom
• Training Evaluation by Kirkpatric

Certified Human Resources Professional – Unika Atma Jaya - Jakarta

 good luck & success!
If you need further assistance,
please contact me at
08121055000
Or sending e-mail to :
[email protected]

Certified Human Resources Professional – Unika Atma Jaya - Jakarta