Kajian Evaluasi Pelatihan Program Pengembangan Manajemen
Downloads
Abstract: This study aims to analyze the training evaluation ofMDP; coveringin class training (ICT), and action learning (AL) in affecting individual performance (IP). And also to find which other factors contribute the successfulness action learning of the MDP. The object of this research was a company that implements theMDP in developing its human resources. The research was based on both primary and secondary data. The primary data were gathered from personal interviews; participants, training manager, training provider, facilitators, and participants’ supervisor. The secondary data were obtained through the training evaluation sheets, and performance appraisal. Data were analyzed both qualitatively and quantitatively by using SEM-PLS Smart software. The result of this study were (1) ICT was positively and significantly affecting the AL, (2) ICT and AL do not affect the IP simultaneously, (3) Supervisor support showed as a factor in contributing successfulness of the AL. This research can be benefitted as a reference for a company to conduct the MDP training.
Abozed, A., Melaine, Y., Saci, K. 2009. The influence of work environmental factor on motivation to ransfer management training: case study of the Libyan oil industry. Proceedings of the 4th Annual EAN Conference; Liverpool, United Kingdom. Liverpool (UK): BEAN.
Al-Athari, A., & Zairi, M. 2002. Training evaluation: An empirical study in Kuwait. Journal of European ndustrial Training, 26(5):241–51. Alliger, G.M., Janak, E.A. 1989. Kirkpatrick’s levels of training criteria: thirty years later. Personnel Psychology. 42: 331–42.
Alliger, G.M., Tannenbaum, S.I., Bennett, W., Traver, H., Shotland, A. 1997. A meta-analysis of the elations among training criteria. Personnel Psychology. 50: 341–58.
Baldwin, T.T., Ford, J.K. 1988. ransfer of training: a review and direction for future research. Personnel Psychology 41 (1):63–106.
Bohlander, G.W., Snell, S.A. 2013. Principles of Human Resource Management.16 th ed. South – estern (US): Cengage Learning. Burke, L.A. 2008. “A study of best practices in training transfer and roposed model of transferâ€. Human Resource Development Quarterly, 19 (2):107–28.
Burke, L.A., Hutchins, H.M. 2008. Training The Transfer: An integrative literature review. Human esource Development Review. 6(3): 263–296.
Ghozali, I. 2006. Structural Equation Modeling Metode Alternatif Dengan Partial Least Square. Emarang (ID): Badan Penerbit Universitas Diponegoro.
Holton, E.F., Naquin, S.S. 2000. Developing High Perfor mance Leadership Competency. Baton Rouge (US): Academy of Human Resource Development.
Holton, E.F. 2005. Holton’s evaluation model : ew evidence and construct elaborations. Advances in Developing Human Resources. 7(1):37–54.
Hunter-Johnson, Y.O. 2012. Perceptions of a Learning Organization and Factors Within the Work Environment That Influence Transfer of Training in Law Enforcement. University of South Florida.
Kasim, R., Ali, S. 2011. The influence of training design on training transfer performance among upport staff of higher education institution in Malaysia. International Journal of Innovation Management and Technology. 2(5):377–382.
Kirkpatrick, D.L., Kirkpatrick, J.D. 2006. Evaluating Training Programs 3rd ed. San Fransisco (US): BerrettKoehler Publishers Inc.
Mabey, C., Grey, C. 2001. Cross-national analysis of management development Proceedings of the lobal Human Resource Management Conference. Barcelona: ESADE.
McGruk P. 2009. Developing “middle leader†in the public service. International Journal of Public ector Management. 22 (6):464–477.
Noe, R.A. 2008. Employee Training and Development, 4th ed. NewYork (US): McGraw-Hill.
Robbins, S.P. 2001. Organizational Behavior. Upper Saddle River. New Jersey (US): Prentice Hall.
Savaneviciene, A., Stukaite, D., Silingiene, V. 2008. Development of strategic individual ompences. Inzinerine Ekonomika – Engineering Economics (3): 81–88.
Shad, I. 2008. Influence of Organizational Work Environment on Transfer of Training in Banking Sector. Doctoral National University of Modern Laguages, Islamabad.
Spencer, L. 2011. Coaching and training transfer: A phenomenological inquiry into combined rainingcoaching programmes. Oxfordshire (UK): Kingston Bagpuize.
Suutari, V., Viitala, R. 2008. Management development of senior executives: Methods and their ffectiveness. Personnel Review. 37(4):375–392.
Talbot, C. 1992. Evaluation and validation: a mixed approach. Journal of European Industrial Training. 16 (5) :26–32.
Velada, R., Caetano, A., Michel, J.W., Lyons, B.D., Kavanagh, N.J. 2007. The effects of training design, individual characteristics and work environment on transfer of training. International Journal of raining and Development. 11 (4):282–294.
