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"Competency-based training is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This demonstrates how to assess which competencies are important to an organization and individual positions, and design training around those competencies."

"Penulisan tugas akhir ini bertujuan untuk menyusun program pengembangan berbasis kompetensi untuk posisi team leader PT.HSO. Teori yang digunakan dalam penyusunan program pengembangan berbasis kompetensi adalah teori Spencer & Spencer (1993). Tahapan penyusunan program pengembangan dimulai dengan menyuslm model kompetensi. Dari hasil penyusunan kompetensi didapatkan sembilan kompetensi yang dibutuhkan pada posisi team leader. Kompetensi tersebut adalah anabethical thinking coaching, organizing, bussiness sense, teamwork willingness to learn, achievement orientation, communication, dan self' confidence. Setelah kompetemi tersusun, langkah selanjutnya adalah mengidentifikasi kompetensi-kompetensi untuk dikembangkan dengan melihm kesenjangan antara level pencapaian aktual saat ini dengan level pencapaian yang diharapkan organisasi. Kompetensi yang menjadi prioxitas pengembangan adalah analvthical thinking coaching, organizing, dan bussiness sense. Hal ini dikarenakan kompetensi tersebut merupakan kompetensi yang paling penting dibutuhkan oleh posisi team leader sedangkan level pencapaian aktualnya Qat ini masih rendah. Langkah selanjutnya adalah menentukan metode pcngembangan yang paling efektif untuk setiap kompetensi. Metode yang akan digunakan adalahof the job training dan on the job training. Setelah mengetahui metode yang akan digunakan., langkah selanjutnya adalah membuat lcurikulum untuk tiap metode yang digunakan.

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The purpose of this study is to competency-based development program for team leader PT.HSO. This study utilize Spencer & Spender (1993) theory in develop employee development program. The first phase is building competency model. There are nine competencies that required by team leader. Those are anabftical thinldng, coaching, organizing bussiness sense, teamwork, willingness to learn, achievement orientation, communication, and seMcorgEdence. The second phase is identiiication of competencies that needed to develop by analysed gap exist between actual level and expected level of competency. The result shows analytyical thinking, coaching, organizing and bussiness sense will be priority to develop because they haven’t met proicieney level that required. The next phase is selecting the effective method to develop each competency. Methods that will beused for the development program are of the job training and on the job training. The final phase is develop curricula for each methods."

"[Salah satu tenaga terampil bidang jasa konstruksi yang memegang peranan signifikan terhadap kesuksesan sebuah proyek adalah pelaksana lapangan pekerjaan gedung (Building ConstructionEngineer). Oleh karena itu risiko Building Construction Engineer dalam melaksanakan tugasnya perlu diperhitungkan. Metode yang dipakai dalam penelitian adalah metode penelitian berbasis risiko yang dapat menggambarkan kuantifikasi efek potensial dan hubungan sebab akibat dari faktor risiko dominan yang ada secara tepat dan akurat. Pengumpulan data dilakukan melalui wawancara, kuisioner dan studi literatur. Analisa risiko yang digunakan adalah Analyctic Hierarchy Process (AHP) dengan standar Risk Management Guidelines untuk menentukan tingkat level risiko. Output dari penelitian ini didapatkan kompetensi berupa elemen kompetensi dan kriteria unjuk kerja Building Construction Engineer berbasis risiko;One skilled labor in construction services which has a significant role for the success of a project is the executor of building engineer (building construction engineer). Therefore the building construction engineer’s risk needs to be analyzed. The method used in the study is a research method based on the risks of quantification that can appropriately and accurately describe the potential effect and the causality of the existing dominant risk factors appropriately and accurately, so that can improve the performance of the construction project. This study uses quantitativemethods. Data collected such as interviews, questionnaires and literature study. Risk analysis used Analyctic Hierarchy Process (AHP) with standards of Risk Management Guidelines for determining the level of risk. The output of this research is an element of competency and performance criteria for risk-based building construction engineer., One skilled labor in construction services which has a significant role for the success of a project isthe executor of building engineer (building construction engineer). Therefore the buildingconstruction engineer’s risk needs to be analyzed. The method used in the study is a researchmethod based on the risks of quantification that can appropriately and accurately describe thepotential effect and the causality of the existing dominant risk factors appropriately and accurately,so that can improve the performance of the construction project. This study uses quantitativemethods. Data collected such as interviews, questionnaires and literature study. Risk analysis usedAnalyctic Hierarchy Process (AHP) with standards of Risk Management Guidelines fordetermining the level of risk. The output of this research is an element of competency andperformance criteria for risk-based building construction engineer.]"

"Kompetensi klinis profesi ners adalah elemen esensial yang dapat menjamin efektifitas, efisisensi dan kepuasan pelayanan yang diberikan perawat. Diperlukan standar kompetensi valid dan reliable untuk dapat menjamin bahwa profesi ners dapat memenuhi aspek keamanan dan keselamatan klien. Penelitian bertujuan untuk menyusun dan mengembangkan model standar kompetensi klinis ners Indonesia. Pendekatan yang digunakan adalah pararell, mixed method yang terdiri atas tiga tahap penelitian. Tahap 1 analisa tugas, survey pada 410 perawat pada 57 kabupaten di 19 provinsi, didapatkan 175 tugas hasil survey yang terkonfirmasi oleh ahli. Tahap 2 pengembangan standar, terbentuk standar kompetensi klinis dengan hieraki 1 nilai perawat, 2 organisasi praktik, 5 ranah, 29 subranah, 39 unit kompetensi, dan 267 elemen kompetensi. Tahap 3 validasi standar, survey pada kelompok praktisi dan akademisi di 28 propinsi pada 214 responden, mayoritas (90,2%) menilai baik dan sangat baik dan tidak ada perbedaan nilai yang bermakna (p=0,390) antar kelompok. Simpulan, struktur taxonomy keilmuan ini diharapkan akan semakin mengokohkan keperawatan sebagai profesi dan academic discipline. Komponen standar kompetensi klinis yang dihasilkan dalam studi ini dapat menjadi prototipkomponen standar kompetensi nasional. Perlu studi lebih lanjut untuk penyempurnaan dan finalisasi proses pengembangan standar kompetensi klinis perawat, khususnya profesi ners di Indonesia. Selanjutnya, kerjasama negara-negara ASEAN mungkin penting dilakukan untuk mengembangkan core competency ASEAN yang telah disepakati dengan tetap menghormati keunikan dan kebutuhan tiap negara anggota.

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Clinical competence of professional nurse is an essential element that can ensure the effectiveness, efficiency and satisfaction of the services provided by nurses. A valid and reliable standard of competence is needed to ensure that nurses can meet the safety and security aspects of the community. The research aims to develop a standard model of nurse clinical competence. The approach used is the mix method (pararel type) consists of three stages of research. Stage 1 task analysis, survey on 410 nurses in 57 districts in 19 provinces, obtained 175 survey assignments confirmed by experts. Stage 2 of standard development, clinical competency standards are formed with a hierarchy of 1 nurse value, 2 practice organizations, 5 domains, 29 sub-domains, 39 competency units, and 267 competency elements. Stage 3 standard validation, a survey on groups of practitioners and academics in 28 provinces on 214 respondents, the majority (90.2%) rated it as good and very good and there was no significant difference in scores (p = 0.390) between groups. In conclusion, the taxonmy of the standar may strengthen the nurse as profession and academic discipline. The standards can be used as components of national competency standards of Indonesian nurse. Further research is needed for developing complete standard. Moreover, collaborative research with ASEAN countries will play important role to develop a standard model based on ASEAN's 5 core competencies that still respect the needs and uniqueness of each country."

"ABSTRACTGlobalization is everywhere; as a result, every organization should change according to the needsand requirement of the environment. These changes also involved many types of organizationincluding Indonesian National Police. In this regard, designing OD interventions requires payingcareful attention to the needs and dynamics of the change situation and crafting a changeprogram that will be consistent with the previously described criteria of effective interventions.From the preliminary studies showed that there are some issues that should be resolved namely:organization effectiveness, and staffs development (individual effectiveness). The interventiondesign was set up to implement the changes using Human Resource Management Intervention.Many different approaches had been chosen by organization, in order to be able to manage theirhuman resources effectively. One of the approaches that often used by organizations isCompetency Based Human Resource Management (CBHRM). This paper will discuss about thechallenges of using CBHRM as a tool of Organization Development, in particular to analyze theprocess and implementation of CBHRM in Indonesian National Police. From the results of theassessment using from 551 policemen, using assessment tools of Interview, Observation, Paperand pencil test, Group Discussion, In-Tray/In-Basket, it show that all aspects of AssessmentProcess still need to be enhanced namely: Standardization of Qualifications of the Assessors,Assessment Process, Establishing Full Model of CBHRM, and Feedback and Follow upprograms."

"Penelitian ini bertujuan mengembangkan model Link and Match dengan pendekatan Competency Based Training pada pembelajaran Tata Graha di SMK. Penelitian ini menggunakan metode deskriptif dengan pendekatan Research and Development. Studi pengembangan dilakukan dalam tiga tahap, yaitu: (1) Studi pendahuluan, (2) Pengembangan Model, dan (3) Uji validasi model. Pada tahap studi pendahuluan, meliputi kegiatan: (a) Studi literatur, (b) Identifikasi karakteristik kompetensi kerja keahlian Tata Graha, (c) Telaah pembelajaran Tata Graha di SMK. Tahap pengembangan model, meliputi kegiatan: (a) Merancang desain model link and match dengan pendekatan Competency Based Training pada pembelajaran Tata Graha di SMK, (b) Mengembangkan program pembelajaran Housekeeping, (c) Uji coba desain model. Pada tahap uji validasi model meliputi kegiatan: (a) Mengimplementasikan model, (b) Mengukur dampak penggunaan model terhadap capaian kompetensi peserta didik pada keahlian Tata Graha di SMK. Subjek penelitian terdiri dari peserta didik dan guru pengampu mata pelajaran Tata Graha di SMK. Teknik pengumpulan data dilakukan melalui studi dokumentasi, wawancara, observasi dan penilaian hasil belajar. Sesuai dengan tahapan penelitian, maka dihasilkan luaran sebagai berikut: (1) Model Link and Match dengan pendekatan Competency Based Training pada pembelajaran Tata Graha di SMK, (2) Program pembelajaran Housekeeping di SMK kompetensi keahlian Akomodasi Perhotelan."

"Tesis ini membahas tentang faktor-faktor penyebab ketidaklulusan uji kompetensi untuk sertifikasi tenaga kesehatan diploma tiga keperawatan. Penelitian yang dilakukan guna mendukung penyusunan tesis ini meliputi peserta uji kompetensi untuk sertifikasi tenaga kesehatan, pimpinan institusi pendidikan diploma tiga keperawatan dan para pejabat lembaga yang berperan dalam penyelenggaraan uji kompetensi untuk sertifikasi tenaga kesehatan yang berada di wilayah Kota DKI Jakarta. Penelitian dilakukan dengan menggunakan pendekatan postpositivist dengan metode kualitatif. Hasil penelitian menunjukkan beberapa faktor yang menyebabkan ketidaklulusan dalam uji kompetensi untuk sertifikasi tersebut meliputi faktor eksternal yaitu alat belajar meliputi soal uji kompetensi dan waktu serta faktor internal yang mencakup kecakapan nyata, sikap kedisiplinan dan penyesuaian diri.

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This thesis discusses about the factors that cause unsuccessful test of competence for certification of health workers diploma 3 of nursing. Research carried out to support this thesis include participants competency tests for certification of health workers, leaders of institution diploma 3 of nursing and agency officials involved in the implementation of the competency test for certification of health workers who are in the city of Jakarta. The study was conducted using postpositivist approach with qualitative methods. The results showed some of the factors that lead to failure in the competency test for certification include external factors is a learning tool covering about a competency test and time as well as internal factors that include real skill, discipline and attitude adjustment."