Abstract
This study aims to analyze the duties of the junior expert family planning instructors (junior expert PKB), analyze the existing technical training curriculum for the junior expert PKB, design the blended training curriculum for technical training for the junior expert PKB, and evaluate the blended training curriculum for technical training for the junior expert PKB. The method used in this research was design and development, developed by Richey and Klein with three stages: analysis, design and development, and evaluation. In general, the competency standards formulated for the junior expert PKB focus on assessment and evaluation of IEC (information, education, and communication), advocacy, recording and reporting to data and information analysis. Meanwhile, the strategy used in training was blended learning by combining face-to-face learning and e-learning. The evaluation was carried out using portfolio assessment. This training curriculum design was assessed by curriculum and e-learning experts in the form of expert reviews with very good results and suitable for use. Moreover, based on the feasibility test conducted on the user, the blended training curriculum developed was very good and suitable for use in technical competency training for the junior expert PKB
Highlights
The existence of Human Resources (HR) in an organization is a valuable asset
Design and development are one of the studies on conducting design, development, and evaluation processes by testing a theory and validating it by establishing procedures, techniques, or steps to create a product that can be used for development. This method was chosen because this study aimed to create a training curriculum product, namely blended training, to improve technical competence for the junior expert PKB
Related to the existence of a new policy on the competency standards of the junior expert PKB, the Population and Family Education Training Center has not yet made a technical curriculum, so a junior expert PKB technical training curriculum is needed, which refers to the latest competency standards adjusted to the position level
Summary
The existence of Human Resources (HR) in an organization is a valuable asset. The success of an organization is determined by the quality of the people in it. Competency-based HR development will support employee performance so that work quality is better and leads to optimal performance achievement. Competency-based HR development is carried out to provide results according to the organization's goals and objectives with predetermined performance standards, namely professional HR. In this case, the professionalism of the State Civil Apparatus (ASN) is achieved if he can carry out public services well (Komara, 2019). Efforts to increase ASN's capacity are carried out through education and training, which impact their professionalism as civil servants (Komara, 2019). The training carried out must be based on the employees’ needs and development plans (Kamil, 2013)
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