Article Sidebar

Submitted
24 August 2022
Accepted
14 November 2022
Published
5 December 2022
Download
PDF
Statistic
Read Counter : 1090 Download : 846

Main Article Content

Abstract

One way to create competent and professional human resources is through training designed according to the organization's needs and carried out comprehensively and continuously. BPJS Kesehatan, through Corporate University, plays a role in developing employees according to organizational needs in the form of a Learning Program. Corporate University evaluates all learning programs. This study aims to analyze the results of the evaluation after the Special Learning Program for District Heads in the Ministry of Papua and West Papua Regions in 2021 to provide an overview of the extent of the implementation of the learning program results, changes in participant behavior in the workplace, and provide proposed actions that need to be taken to improve the learning program in the future. This research uses descriptive methods with quantitative and qualitative approaches. Based on the results of the evaluation, it is known that the Competency Score for each competency is still below the target value of 5 on a scale of 6, namely the Building Trust competency with a score of 4.97; impact & influence competency with a score of 4.93 and Strive for Excellence competency with a score of 4.79. The results of the evaluation found that there were 13 behavioral indicators (68.4%) that had scores below the target value. The implementation of the results of the learning program still needs to have a significant influence on increasing the competence of participants. The learning program still has not changed participants’ behavior by the behavioral indicators of each competency that is the target of the learning program. The availability of facilities and infrastructure in the work environment still needs to be improved. Other factors that need attention are knowledge and skills, superior support, and self-motivation. The knowledge and skills that need to be improved are Communication Skills, Negotiation Skills, and regulations related to Local Government. External factors affecting performance are geography and security, family support, and cooperation with external parties.

Keywords

Program Pembelajaran Evaluasi Pelatihan Kompetensi Papua Papua Barat training learning programs evaluation of training competence new guinea west papua

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Siallagan, W. D., Hasibuan, N., Adrian, F., & Nurcahyo, C. (2022). Evaluasi Pasca Program Pembelajaran Khusus Kepala Kabupaten di Kedeputian Wilayah Papua & Papua Barat Tahun 2021 dengan Model Kirkpatrick Level 3. Jurnal Jaminan Kesehatan Nasional, 2(2), 179–203. https://doi.org/10.53756/jjkn.v2i2.75
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. ASTD Research. (2009). The Value of Evaluation: Making Training Evaluations More Effective.
  2. Budiaji, W. (2013). Skala Pengukuran dan Jumlah Respon Skala Likert (The Measurement Scale and The Number of Responses in Likert Scale). Jurnal Ilmu Pertanian Dan Perikanan, 2(2), 127–133.
  3. Dessler, G. (2010). Fundamentals of Human Resource Management. Prentice Hall PTR.
  4. Fernandez-Alles. M dan Ramos-Rodriguez A. (2009). Intellectual structure of human resources management research: A bibliometric analysis of the journal Human Resource Management, 1985-2005. Journal of the Association for Information Science and Technology. 60 (1):161-175
  5. Gilbert, T.F. (1978). Human competence: Engineering worthy performance. Ney York: McGraw-Hill.
  6. Gulo, W. (2002). Metodologi Penelitian. Jakarta: Grasindo.
  7. Hamblin, A.C. (1974). Evaluation and Control of Training. McGraw-Hill, Maidenhead.
  8. Hollenbeck dkk (2014). Human Resource Management. New York: McGraw-Hill.
  9. Ivancevich, J. M. (2010). Organizational Behavior and Management. USA: McGraw-Hill/Irwin.
  10. Kirkpatrick, D. L. & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. San Francisco: Berrett-Koehler Publisher, Inc
  11. Kriyantono, Rachmat. (2014). Teknik Praktis Riset Komunikasi. Jakarta : Prenadamedia Group.
  12. Mangkunegara, Anwar Prabu. (2003). Perencanaan dan Pengembangan Sumber Daya Manusia, Bandung: Refika Dharma.
  13. Moleong, Lexi J. (2001). Metode Penelitian Kualitatif. Bandung: Rosda
  14. Musfiqon, M. (2012). Metode Penelitian Pendidikan. Jakarta: Prestasi Pustaka
  15. Nawawi, H. (2005). Penelitian Terapan. Yogyakart: Gajah Mada University Press.
  16. Sugiyono. (2012). Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta
  17. Sukmawati, Ferina. (2008). Pengaruh Kepemimpinan, Lingkungan Kerja Fisik, dan Kompensasi Terhadap Kinerja Karyawan di PT. Pertamina (Persero) UPMS III Terminal Transit Utama Pekalongan, Indramayu. Jurnal Ekonomi dan Bisnis, 2(2) 175-191.
  18. Surakhmad, W. (2004). Pengantar Penelitian Ilmiah: Dasar, Metode, dan Teknik. Bandung: Tarsito.
  19. W. Anthony, et.al. (2010). Human Resource Management: A Strategic Approach. USA: Cengage Learning.
  20. Widodo, Suparno Eko. (2018). Manajemen Pelatihan. Yogyakarta: Pustaka Belajar.
  21. Wright, P. G., Moynihan, T., & Allen, M. (2005). Hubungan antara Praktek SDM dan Kinerja Perusahaan: Memeriksa Urutan Kausal. Jakarta: Personil Psikologi.