EMPLOYEE TRAINING PROGRAM: A COMPARISON OF PUBLIC AND PRIVATE ORGANIZATIONS - Anggiar Rachman; Tri Wulida Afrianty (Jurnal Administrasi Bisnis, 2018)
Penelitian ini membandingkan Analisis Kebutuhan Pelatihan (AKP) dan Evaluasi Pelatihan (EP) di Organisasi Publik dan Privat menggunakan pendekatan kualitatif. Penelitian dilaksanakan di satu organisasi public (i.e. Badan Kepegawaian Daerah Kota (BKD) Kota Malang) dan dua organisasi privat (i.e. Perum Jasa Tirta I dan PT. Amman Mineral Nusa Tenggara). Data Utama didapatkan melalui wawancara semi-struktural. Hasil penelitian menyimpulkan: 1) Berdasarkan pada factor Analisis Kebutuhan Pelatihan dari Noe (2010) (i.e. Analisis Organisasi, Individual, dan Tugas), semua organisasi hanya menekankan pada analisis organisasi dibandingkan dengan analisis individual dan tugas, 2) Menggunakan model 4 Level Evaluasi Training oleh Kirkpatrick (2006) (i.e. Reaksi, Pembelajaran, Sikap dan Hasil) penelitian menemukan BKD Kota Malang dan PJT I tidak menekankan pada Reaksi dan Hasil melainkan hanya pada Pembelajaran dan Sikap, di PT. AMNT semua factor ditekankan, 3) Hambatan pelaksanaan AKP dan EP pada semua organisasi berhubungan pada hal keuangan, namun, regulasi pemerintah juga dapat menjadi tantangan khususnya pada organisasi publik, 4) Perbedaan pelaksanaan AKP dan EP di kedua jenis organisasi terletak pada Praktek, BKD cenderung mengeksekusi metode terstandar dan berkerja sama dengan pihak ketiga, PJT I cenderung bergantung pada pihak ketiga dan PT. AMNT mengembangkan metode sendiri dan secara spesifik mengikuti Metode Kirkpatrick pada EP. Kata Kunci: Pelatihan, analisis kebutuhan diklat, evaluasi, evaluasti pelatihan ABSTRACT This research compared Training Needs Assessment (TNA) and Training Evaluation (TE) of Public and Private Organizations using qualitative approach. Research was conducted in one public organization (i.e. Badan Kepegawaian Daerah (BKD) Kota Malang) and two private organizations (i.e. Perum Jasa Tirta I and PT. Amman Mineral Nusa Tenggara). Primary data is obtained through semi-structured interview. The result concluded: 1) Based on the factors from Noe (2010) Training Needs Assessment model (i.e. Organization, Person and Tasks Analysis), all of the organizations only emphasizing on organization analysis rather than Person and Tasks Analysis, 2) Using Kirkpatrick (2006) 4 levels of Training Evaluation (i.e. Reaction, Learning, Behavior and Result) research found that BKD Kota Malang and PJT I did not emphasized Reaction and Result and only emphasizing on learning and behavior factors, in PT. AMNT all factors are emphasized, 3) Barriers of TNA and TE of  all organizations are related to financial matters, however, government regulation could be challenging especially for public organization, 4) Differences of TNA and TE in both organizations is on Practical, BKD tend to execute standardized method and combined effort with third party, PJT I tend to relies on third party and PT. AMNT developed their own method for TNA and specifically follows Kirkpatrick Method for TE. Keyword: Training, Training Needs Assessment, Evaluation, Training Evaluation