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All Journal Jurnal Pendidikan Vokasi EDU-RELIGIA : Jurnal Keagamaan dan Pembelajarannya
Imelia Sahda Salsabilla
Universitas Islam Negeri Walisongo Semarang
Education

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Implementing The Kirkpatrick Model in Job Training Management: A Qualitative Case Study at BBPVP Semarang Imelia Sahda Salsabilla; Nur Asiyah; Syaiful Bakhri; Zarkasi Zarkasi; Gamal Abdul Nasir Zakaria
Jurnal Pendidikan Vokasi Vol. 16 No. 1 (2026)
Publisher : ADGVI & Graduate School of Universitas Negeri Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21831/jpv.v16i1.78932

Abstract

Although the Kirkpatrick model has been widely adopted to evaluate training effectiveness, its application has predominantly focused on post-training assessment rather than its strategic integration into planning, implementation, evaluation, and continuous improvement throughout the training management cycle. This study aimed to examine how the Kirkpatrick model functions as an integrated job training management framework for enhancing workforce readiness and organizational productivity at the Semarang Vocational Development and Productivity Center (BBPVP). A qualitative case study design was employed involving nine purposively selected participants. Data were collected through in-depth interviews, observations, and document analysis and analyzed using the Miles and Huberman interactive model with source triangulation to ensure credibility. The findings indicate that systematic industry-based planning, competency-based instructional implementation, and integrated multi-level evaluation collectively strengthened participant competencies, workplace readiness, and organizational productivity. However, several challenges remained, including variations in instructional quality, limited training facilities, fragmented evaluation systems, and insufficient post-training monitoring. The findings further reveal that the four Kirkpatrick levels function as interconnected managerial feedback mechanisms linking planning, instructional implementation, behavioral transfer, organizational outcomes, and continuous program improvement. This study reconceptualizes the Kirkpatrick model as an integrated vocational training management framework rather than merely a post-training evaluation model, thereby extending its theoretical application in Technical and Vocational Education and Training (TVET) and workforce development.
Manajemen Sumber Daya Manusia dalam Organisasi Pendidikan: Pengelolaan Hubungan Kerja, Pemeliharaan, dan Pemberhentian di SD Hj. Isriati Baiturrahman 2 Semarang Imelia Sahda Salsabilla; Risa Sofiati; Abdul Wahid; Shodiq Abdullah
EDU-RELIGIA : Jurnal Keagamaan dan Pembelajarannya Vol. 9 No. 2 (2026): September-November (Edu-Religia
Publisher : Program Pascasarjana Pendidikan Islam Universitas Islam Darul Ulum Lamongan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52166/edu-religia.v9i2.14445

Abstract

This study aims to analyze the management of human resources (HR) in educational organizations, especially in the aspects of employment relations, maintenance, and dismissal at SD Hj. Isriati Baiturrahman 2 Semarang. Human resource management is an important aspect in maintaining the sustainability of educational organizations, but it is not only related to personnel administration, but also communication, welfare, competency development, and justice in employment relations. This study uses a qualitative approach with a case study design. Data was collected through semi-structured interviews, observations, and documentation by involving school principals, teachers, and education staff as informants. Data analysis refers to the Miles and Huberman, models which include data condensation, data presentation, and conclusion drawing and verification. The results of the study show that employment relationships are built through communication, coordination, division of tasks, and deliberation in problem solving. Human resource maintenance is carried out through coaching, training, appreciation, and the creation of a family work environment. Dismissal is understood as a process that requires evaluation, consideration of performance and discipline, communication with employees, and involvement of the foundation in decision-making. The challenges found include differences in character, workload, time constraints, and uneven understanding of dismissal procedures. This study emphasizes the importance of integrated, transparent, and sustainability-oriented HR management. Schools need to strengthen workload evaluation, competency development, and clarity of personnel procedures. The next research can compare HR management practices in various educational institutions.
Co-Authors Abdul Wahid Gamal Abdul Nasir Zakaria Nur Asiyah Risa Sofiati Shodiq Abdullah Syaiful Bakhri Zarkasi Zarkasi