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"Tingginya penggunaan pesawat angkat dan angkut di industri manufaktur dan pelabuhan angkutan barang membutuhkan peningkatan pengawasan dan pembinaan dalam pamakaiannya. Dari hasil laporan kasus membuktikan tingkat kecelakaan bidang pesawat angkat dan angkut masih terus terjadi. Faktor minimnya kompetensi pengawas ketenagakerjaan bidang K3 spesialis pesawat angkat dan angkut serta kurangnya jumlah pengawas menambah permasalahan pesawat angkat dan angkut semakin bertambah. Peningkatan kualitas dan kuantitas pengawas K3 spesialis pesawat angkat dan angkut merupakan suatu solusi yaitu melalui diklat berbasis kompetensi/Competence Based Training (CBT) sesuai Standar Kompetensi Kerja (SKKNI) Pengawas Ketenagakerjaan. Penelitian dilakukan dengan desain deskriptif dan analitik melalui data primer hasil observasi dan wawancara serta data sekunder dari literatur dan Kementerian Ketenagakerjaan. Penelitian ini menggambarkan kondisi pelaksanaan diklat fungsional pengawas saat ini dan dibandingkan dengan hasil pengembangan diklat berpola CBT, dengan melibatkan 3 pilar pendukung yaitu Lembaga diklat, lembaga sertifikasi dan dunia usaha/industri.

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The high use of lifting and transport equipment in manufacturing and freight ports requires increased supervision and guidance in their use. From the results of the case report proves the level of accidents in the field of lifting and transport equipment is still going on. The lack of competence of labor inspector in OSH of lift and transport equipment as well as the lack of supervisors increased the problem of lifting and transport equipment. Improving the quality and quantity of Inspectors Occupational Safety specialist of lifting and transport equipment is a solution that is through Competence Based Training (CBT) in accordance with the Competency Standards (SKKNI) of Labor inspector. The research was conducted with descriptive and analytic design through primary data of observation and interview and secondary data from literature and document from Ministry of Manpower. This study describes the condition of the implementation of functional training of current inspector and compared with the development of CBT patterned training, involving 3 supporting pillars namely Training Institute, certification body and business/industry."

"ABSTRAKTujuan dari tesis ini adalah untuk menggambarkan bagaimana fungsi kualitas penyebaran (QFD). Metodologi yang digunakan untuk menerjemahkan kebutuhan dan harapan pelanggan ke dalam karakteristik kualitas dalam Pendidikan dan Pelatihan Fungsional Inspektur Ketenagalistrikan. Studi kasus ini menggambarkan bagaimana pendekatan yang ada, integrasi SERVQUAL dan QFD dapat diterapkan untuk peningkatan kualitas. Alumni peserta pelatihan di 2012-2014, terpilih sebagai kerangka sampling. Sebuah model SERVQUAL sebagai titik awal, dan kemudian mengidentifikasi desain pelayanan pada pendidikan dan pelatihan Inspektur Ketenagalistrikan menggunakan pendekatan QFD. Integrasi SERVQUAL dan QFD digunakan di dalam konsep kualitas pendidikan yang telah digambarkan melalui studi kasus.

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ABSTRACT

The purpose of this thesis is to describe how quality function deployment (QFD) methodology was employed for translating customer needs and expectations into the quality characteristics in a Functional Training of the Inspector of Electricity. This case study illustrates how an existing approach of SERVQUAL and QFD integration can be applied for quality improvement. Alumni of the training participants in 2012-2014, was selected as the sampling frame. A SERVQUAL model as a starting point, and then identifies service design functional Training of the Inspector of Electricity requirements using a QFD approach. This integration of SERVQUAL and QFD approaches in the conceptual Education of Quality model has been illustrated through a case study."

"ABSTRAKSejalan dengan berkembangnya masyarakat informasi dan masyarakat berpengetahuan, maka organisasi akan memerlukan lebih banyak pekerja yang berpengetahuan. Reformasi Birokrasi menjadi sebuah keharusan bagi seluruh Kementerian/ Lembaga serta Pemerintah Daerah tak terkecuali bagi Kementerian Ketenagakerjaan sebagai leading sector pembangunan tenaga kerja di Indonesia. Penelitian ini menggunakan paradigma kualitatif dan pengumpulan data melalui wawancara serta dokumen. Hasil penelitian menunjukkan bahwa proses knowledge creation melalui SECI belum sepenuhnya terjadi karena lebih didominasi oleh pengetahuan eksplisit dan lebih dominan pada tahap kombinasi serta terkendala pada pemahaman visi dan belum adanya database. Saran yang diberikan yaitu perlu dibentuk community of practice dan learning by doing, komunikasi visi dan misi serta database diklat.

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ABSTRACTIn line with the development of information society and knowledge society, the organization will need more knowledgeable workers. Bureaucratic Reform becomes a must for all Ministries Institutions and Local Government is no exception for the Ministry of Manpower Kemnaker as the leading sector of labor development in Indonesia. This study uses qualitative paradigm and data collection through interviews and documents. Informants in this study include druktural officials, widyaiswara and staff at Pusdiklat.The result of the research shows that the process of knowledge creation through SECI has not fully happened because more dominated by explicit knowledge and more dominant in combination stage and lack of vision and lack of databases. This research concludes the need to establish community of practice to encourage the exchange of knowledge, need learning by doing, the need for vision and mission communication and database of education and training."

"ABSTRAKInovasi menjadi salah satu cara agar organisasi publik dapat bertahan. Penelitian ini bertujuan untuk mengetahui kesiapan inovasi di Pusdiklat Kemnaker dan hambatannya dalam mempersiapkan inovasi tersebut. Tidak ada elemen yang pasti dalam menentukan suatu organisasi siap atau tidak siap dalam melaksanakan suatu inovasi. Pada tahun 2010 Wang, dkk menentukan lima elemen kunci penting suatu organisasi siap untuk melakukan inovasi layanan. Kelima kunci itu adalah strategi investasi, toleransi resiko, keberhasilan inovasi, Pengalaman IT dan kolaborasi antar organisasi. Penelitian ini menggunakan paradigma post positivis dengan metode campuran yang menggabungkan metode penelitian kualitatif dan kuantitatif. Teknik pengumpulan data yang digunakan adalah wawancara mendalam, kuesioner dan studi dokumen. Hasilnya menunjukkan Pusdiklat Kemnaker melakukan tahap awal inovasi dengan metode e-learning diklat dasar ketenagakerjaan belum siap walaupun e-learning untuk diklat dasar ketenagakerjaan sudah dilaksanakan. Ada beberapa hal yang harus dipersiapkan lebih baik lagi. Seperti jaringan internet, peranan pimpinan dan lain sebagainya. Untuk tahap inovasi selanjutnya Pusdiklat Kemnaker belum siap. Pusdiklat belum membangun infrastruktur, program dan pendukung lainnya untuk kesuksesan inovasi tahap selanjutnya. Ada dua hambatan utama inovasi di Pusdiklat yang ditemukan yaitu hambatan sumber daya manusia dan anggaran. Pada inovasi selanjutnya peneliti menyarankan agar kesiapan inovasi di fokuskan terlebih dahulu untuk perbaikan e-learning.

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ABSTRACTInnovation is one of the alternatives that public organizations can survive. This research aims to determine the readiness of innovation in Pusdiklat Kemnaker and obstacles in preparing innovations in Education and Training Center of Manpower Ministry. There is no definite element in determining whether an organization is ready or not ready for an innovation. In 2010 Wang et all determine five important key elements that an organization ready to innovate the service. The five keys are strategic investment, risk tolerance, innovative champion, IT experience and inter organizational collaboration. This research uses post positivist paradigm with mixed method which combine qualitative and quantitative research method. Data collection techniques used were in depth interviews, questionnaires and document studies. The result shows that the Education and Training Center of Manpower Ministry performs the early stages of innovation the e learning method on basic labor training is not ready even though e learning for basic labor training has been implemented. Pusdiklat Kemnaker must prepare and improve e learning implementation. Like the Internet network, the role of leadership and so forth. For the next stage of innovation, Pusdiklat Kemnaker isn rsquo t ready. Pusdiklat Kemnaker has not built infrastructure, programs and other support for the success of the next stage of innovation. There are two main obstacles of innovation in Pusdiklat that are found that are human resources and budgeting. In the next innovation researchers suggest that the readiness of innovation in focus first for improvement e learning."

"Perilaku etis pegawai negeri sipil yang menjadi sorotan masyarakat dan menjadi permasalahan yang dihadapi oleh pemerintah dalam menangani aparatur pemerintah. Penelitian ini bertujuan untuk menganalisis pengaruh kecerdasan emosional terhadap perilaku etis, pengaruh komitmen keorganisasian terhadap perilaku etis, pengaruh kepuasan kerja terhadap perilaku etis, dan pengaruh kecerdasan emosional, komitmen keorganisasian, dan kepuasan kerja terhadap perilaku etis pegawai di Pusat Pendidikan dan Pelatihan Pegawai Kementerian Ketenagakerjaan Republik Indonesia. Penelitian ini menggunakan pendekatan kuantitatif. Data dikumpulkan melalui kuesioner tertutup dan wawancara mendalam. Metode analisis data yang digunakan adalah analisis deskriptif dan regresi linier berganda.Hasil penelitian terhadap 74 pegawai negeri sipil menunjukkan bahwa kecerdasan emosional, komitmen keorganisasian, dan kepuasan kerja berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Secara parsial kecerdasan emosional berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Komitmen keorganisasian tidak berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Kepuasan kerja berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai.

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Ethical behavior of civil servants in the spotlight of society and become the problems faced by the government in dealing with the government apparatus. This study aims to analyze the impact of emotional intelligence on employee ethical behavior, the impact of organizational commitment on employee ethical behavior, the impact of jobs satisfaction on employee ethical behavior, and the impact of emotional intelligence, organizational commitment, and jobs satisfaction on employee ethical behavior at Center for Education and Training of the Ministry of Manpower of the Republik of Indonesia. This research uses quantitative approach. Data were collected through questionnaires and interviews.Data analysis method used is descriptive analysis and multiple linear regression.

The results of the study of 74 civil servants showed that emotional intelligence, organizational commitment, and job satisfaction have a positive and significant effect on employee ethical behavior. Partially emotional intelligence positively and significantly influence to ethical behavior of employees. Organizational commitment does not positively and significantly affect the employee 39 s ethical behavior. Job satisfaction positively and significantly influence to employee ethical behavior."

"Widyaiswara adalah pejabat fungsional yang bertanggung jawab untuk mendidik, mengajar dan melatih PNS dan melakukan evaluasi dan pengembangan diklat pada Lembaga Diklat Pemerintah. Keterikatan widyaiswara menjadi penting di Lembaga Diklat Pemerintah yaitu Pusdiklat Pegawai Kementerian Ketenagakerjaan untuk mencetak aparatur ketenagakerjaan yang berintegritas dan profesional. Untuk itu ada beberapa faktor yang mempengaruhi keterikatan widyaiswara, yaitu dari Pusdiklat tempat widyaiswara bekerja dan dalam diri widyaiswara. Penelitian ini berdasarkan International Journal of Productivity and Performance Management yang ditulis oleh Anita J pada tahun 2014, mengacu pada teori Kahn di tahun 1990 dan berdasarkan Educational and Psychological Measurement menggunakan Teori Schaufeli, Bakker dan Salanova yang ditulis pada tahun 2006. Faktor-faktor tersebut antara lain lingkungan kerja, kepemimpinan, tim dan rekan kerja, pelatihan dan pengembangan karir, kompensasi, kebijakan, kesejahteraan, semangat, dedikasi, dan peyerapan. Penelitian ini menggunakan paradigma postpositivis dengan metode kualitatif dengan teknik pengumpulan data wawancara mendalam dan studi dokumentasi. Adapun hasil dari penelitian ini adalah bahwa ada 6 faktor yang mempengaruhi keterikatan widyaiswara secara langsung, yaitu tim dan rekan kerja, pelatihan dan pegembangan karir, kesejahteraan, lingkungan kerja, kompensasi dan kepemimpinan. Sedangkan yang tidak berhubungan langsung adalah kebijakan yakni kebijakan organisasi maupun kebijakan tentang widyaiswara itu sendiri. Namun ada faktor lain yang krusial yang mempengaruhi berjalannya semua program kegiatan, yaitu faktor anggaran. Apabila ada anggaran yang memadai maka faktor-faktor tersebut dapat dilaksanakan dengan baik.

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Widyaiswara is a functional official who is responsible for educating, teaching and training civil servants and conducting evaluation and development of training on government training institutes. The engagement of widyaiswara becomes important in the Government Training Institution which is the Center for Employment Education and Training of the Ministry of Manpower to create employment apparatus with integrity and professionalism. For that there are several factors that affect the attachment widyaiswara, are the self of widyaiswara and from the Pusdiklat where widyaiswara rsquo s work.

This study based on the International Journal of Productivity and Performance Management by Anita J at 2014 refers to Kahn 39 s theory at 1990 and based on Educational and Psychological Measurement using Schaufeli Theory, Bakker and Salanova at 2006. These factors include work environment, leadership, team and co workers, career training and development, compensation, policy, welfare, vigor, dedication and absorption. This research uses postpositivist paradigm with qualitative method with in depth interview data collection and documentation study.

The result of this research is that there are 6 factors that influence direct engagement, ie teams and co workers, training and career development, welfare, work environment, compensation and leadership. While that is not directly related is the policy of organizational policy and policy about widyaiswara itself. But there are other crucial factors that affect the running of all program activities, namely the budget factor. If there is an adequate budget then these factors can be implemented properly."

"ABSTRAKPenelitian ini bertjuan untuk menganalisis efisiensi relatif unit pendidikan dilingkungan pusdiklat industri kementerian perindustrian dengan menggunakanmetode Data Envelopment Analysis (DEA). Obyek penelitian ini sebanyak 16Unit Pendidikan dalam periode 2012 ? 2014. Variabel input yang digunakan yaiturasio tenaga pendidik per peserta didik, jumlah kelas, dan anggaran. Sedangkanvariabel outputnya yaitu prosentase serapan lulusan dan jumlah kontrakkerjasama. Hasil penelitian menunjukkan bahwa selama periode 2012 ? 2014terdapat 6 (enam) Unit Pendidikan yang konsisten efisien pada periode 3 tahuntersebut. Sedangkan Unit Pendidikan yang konsisten In-Efisien terdapat 5 (lima)unit pendidikan. Penyebab inefisiensi yang terjadi pada Unit Pendidikan dilingkungan Pusdiklat Industri yang paling bertanggungjawab berurut-urut adalahvariabel rasio tenaga pendidik per peserta didik kemudian variabel anggaran danyang terakhir yaitu variabel jumlah kelas.

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ABSTRACTThis study aimed to analyze the relative efficiency of Educational Institution inCenter of Industrial Education and Training Ministry of Industry by usingEnvelopment Analysis (DEA) method. The object of this study were 16Educational Institution in the period of 2012 ? 2014. The input variables used areratio of teacher with students , number of classes , and budget. The outputvariables is the the number of graduates are absorbed by the industry and numberof contracts with the company. The results showed that during the period 2012 -2014 there were only 6 Educational Institution are consistent efficiently. Andthere were 5 Educational Institution that consistent In-efficient. The main cause ofinefficiency that occur in that educational institution is the ratio of teacher withstudents, establishment of a budget ceiling that is too large and the number ofclasses."

"Peningkatan kompetensi karyawan sekarang menjadi isu penting bagi perusahaan untuk menjaga kemampuan berkompetisi guna menghadapi tantangan bisnis dalam era perdagangan babas yang akan segera datang. Undang-undang Ketenagalistrikan (baru) akan mengatur kompetisi antar pelaku bisnis tenaga listrik seperti PT PLN (Persero), swasta, termasuk koperasi dan BUMN yang lain. Melalui pembahasan bersama institusi terkait, maka Departemen Energi dan Sumberdaya Mineral secara bertahap mempersiapkan standarisasi kompetensi tenaga teknik ketenagalistrikan. Analisis kompetensi K3 pada Pengawas kegiatan penyediaan tenaga listrik di PT PLN (Persero) bertujuan untuk mengidentifikasi tingkat kompetensi K3 pada Pengawas pada beberapa Unit pengelola instalasi yang dipilih untuk melakukan penelitian yang dapat mewakili kegiatan penyediaan tenaga listrik di PT PLN (Persero), sekaligus untuk menggambarkan tingkat kompetensi pada kegiatan pembangkitan, transmisi dan distribusi tenaga listrik. Dengan menggunakan referensi elemen kompetensi dan kriteria unjuk kerja dari kompetensi K3 umum (generik) untuk Pengawas (NOHSC, Australia) sebagai instrumen penelitian, dilakukan wawancara kepada para Pengawas serta kuisioner kepada para Pelaksana, kelompok kerja pengelola instalasi dan kepada para Pejabat pengelola instalasi, diperoleh bahwa rata-rata tingkat kompetensi K3 pada Pengawas kegiatan penyediaan tenaga listrik di PT PLN (Persero) dapat diklasifikasikan antara "rendah" sampai "kurang dari cukup", di mana pada kegiatan pembangkitan lebih baik dari pada kegiatan transmisi dan pada kegiatan transmisi lebih baik dari pada kegiatan distribusi. Saran pembinaan untuk meningkatkan kompetensi dengan menambah wawasan pengetahuan, ketrampilan dan sikap K3 pada Pengawas, keharusan terdapatnya komitmen yang kuat terhadap K3 dari top manajemen (dukungan manajemen) dan memperhatikan tempat kerja (tantangan kegiatan atau pengaruh lingkungan).

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The Analysis on Occupational Safety and Health Competency for Supevisor of Electric Energy Supply in PT PLN (Persero)

Employee competency improvement is now becoming the important issues for corporations to maintain its competitive ability to meet business challenges for incoming free trade era. The (new) Electricity Act regulates the competition of electricity business players such as PT PLN (Persero), the private sector including ccoperative and other state owned corporations. Through agreements with related institutions, The Department of Mine and Energy is progressively set the standards to be used for technician competencies in electricity.

The analysis on occupational health and safety (OHS) competency for Supervisor of electric energy supply in PT PLN (Persero) aims at identifying the competency level of OHS of Supervisors in a number of units chosen to investigate matters that may represent the activities of electricity supply in PT PLN, while also describing the competency levels in electricity generation, transmission and distribution.

With reference to the competency elements and performance criteria for generic OHS c^mnPfencies for Supervisors (NOHSC, Australia) as research tool, interviews were conducted with Supervisors and questionnaires were given to Working groups who directly in charge for instalation maintenance administering installation and the respected Officers. The result obtained indicates that the average competency level of OHS among Supervisor of electric energy supply in PT PLN (Persero) can be classified ranging from "low" to "inadequate", whereas electricity generating activities scored higher than transmission activities, and distribution activities have the lowest score among them.

Suggestions to improve competency include supplementary information of OHS knowledge, skill and attitude of Supervisors, need a strong commitment from the top management on OHS (managerial support) and awareness of the work location (in term of challenging activities and or environmental influence)."

"As a valuable asset, employee have very important role in the growth and development of organization. This is parallel to Todaro (1997: 5) that human resources of a nation is the most determining factor for character, social development speed and economy of a nation. Only with certain characteristic of human resources can fulfill the organizational aim. The assumed characteristic to be possessed by each human resource in order to the best performance for the organization is competence.Various definition of competence developed with the progress of science, in particular the human resources management. But the main theme of these various definition of competence lead to two point of views, the first view focused on examinable behavior and the second one is the fundamental individual characteristic which determined the behavior. In this research, competence is behavioral, attitude and certain characteristic dimensions possessed by employees in conducting various works to produce effective, outstanding or superior output or performance. In order to determine employees' competence, one of the methods used is questioners with questions on competence dimensions. Employees are asked for self-appraisal based on proficient or competence degree in conducting a task as mentioned in the questions.From this point of view, the writer is interested to conduct a research on employees' competence in supporting effective performance for organization. Competence variable in used refer to Loma's framework variable. Dimensions in this variable assumed can describe employees' competence, comprised of seven dimensions and developed into sixteen indicators. These dimensions are interaction skill, work orientation, self management skill, and openness to new experience, cognitive abilities, perceptual abilities and business knowledge.To gain a more concrete picture of employees' competence, descriptive analysis is used based on quantitative data acquired from respondents. Instrument in use to collect data from respondents is questioners on competence variable dimensions comprised of 42 questions. After going through validity test using Product Moment Pearson test, only 40 questions are valid to standard with correlation score 0.3. While through reliability test of Alpha Cronbach a reliability coefficient of 0.939 is reached which fulfill the reliability requirement of minimum 0.70. The score distribution of respondents show the existence of unequal distribution of scoring given by respondents to questions of competence which given stratified choices. This also describe there is different varied position of respondents (staffs and officers) and there is difference in knowledge, skill and work experience level. Generally, respondents give quite important, important and very important scoring to competence dimensions. However, there are still respondents giving score of unimportant or less than important to certain items in competence dimensions. This grading shows the mapping of employees competence position which rated to be in a quite high level as the mean score show >3.17 to 4.36.From these seven competence dimensions, 108 respondents grade orientation dimension to work as important dimension and very important in supporting effective performance or about 71% or total respondents. The business knowledge dimension was graded to be important by the lowest percentage of respondents, about 46%.Through factor analysis, the item stated to have loading factor score >0.5 formed ten factors which can explain 75.056% variation out of 40 competence questions. While the items with loading factor score <0.5 cannot be classified to any factor formed, these items are questions numbered 2, 12. 13, 14, 16 and 22. The rest are included in 10 factors formed."

"ABSTRAKTugas Karya Akhir ini membahas tentang penerapan sistem reward and punishment yang ada di Inspektorat Jenderal Kementerian Pendidikan dan Kebudayaan dalam rangka upaya meningkatkan kinerja pegawai. Penelitian ini bertujuan untuk menggambarkan penerapan sistem reward and punishment sebagai upaya meningkatkan kinerja Pegawai Negeri Sipil (PNS) di Inspektorat Jenderal Kementerian Pendidikan dan Kebudayaan. Teori yang digunakan untuk menjelaskan penelitian ini antara lain manajemen sumber daya manusia, kompensasi, disiplin dan motivasi. Pendekatan pada penelitian ini menggukanan pendekatan kualitatif dengan metode pengumpulan data melalui studi literatur/dokumen dan wawancara mendalam. Hasil penelitian ini adalah penerapan reward and punishment di Inspektorat Jenderal telah dilaksanakan dengan baik sesuai dengan peraturan dan kebijakan Menteri Pendidikan dan Kebudayaan (Permendikbud) Nomor 107 tahun 2013 dan UU Nomor 5 tahun 2014 tentang ASN.

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ABSTRACTThis thesis discusses the application of the system of reward and punishment in the Inspectorate General of the Ministry of Education and Culture in an effort to improve employee performance. This study aimed to describe the application of the system of reward and punishment in an effort to improve the performance of civil servants (PNS) in the Inspectorate General of the Ministry of Education and Culture. The theory is used to explain this study include human resource management, compensation, discipline and motivation. The approach in this study used qualitative approach to data collection methods through the study of literature / documents and in-depth interviews. The result of this research is the implementation of reward and punishment in the Inspector General has been carried out properly in accordance with the rules and policies of the Minister of Education and Culture (Permendikbud) No. 107 of 2013 and Law No. 5 of 2014 on ASN."