Human Resource Capacity Development Research Articles

Model development of empowered on the job training program to improve the school leadership effectiveness

Purpose: The development of an on-the-job training program manual model is a critical step for educational units within the framework of sustainable human resource capacity development, which aims to see the need for an on-the-job training program for school leadership teams to improve their leadership effectiveness. This certainly needs to be supported by the design of an on-the-job training program for school leadership teams to improve their leadership effectiveness as an alternative means of capacity building for school leadership teams in managing schools. In addition, it is also to see the validity, practicality, and effectiveness of the on-the-job training program model for the school leadership team to improve their leadership effectiveness which in turn can provide significance to the education services managed in schools. Method: This study used a development research method based on Smith and Ragan's design. The instruments used in the study were validation and practicality sheets, model needs analysis questionnaires, interviews, and observations. Data on the validity and practicality of the model were obtained during data processing. Data processing was continued with paired sample t-test analysis using SPSS and N-Gain to determine the effectiveness. Results: The results of existing research show: 1) an assessment of the feasibility of the EMPOWERED OJT model to increase the effectiveness of school leadership shows a very high validity category with an average value of 84%, and its practicality is considered very practical with an average value of 95%; 2) an assessment of effectiveness, there is a Sig value. (2-tailed) is <.001, which is < 0.05, indicating that H0 is rejected and Ha is accepted. This shows the influence of using the OJT program model manual to increase the effectiveness of school leadership. It is also seen that there is an increase in the average (gain) of the pretest and posttest data of 0.73, which is included in the medium group criteria. Based on the results of this research, the developed product model is effective and contributes positively to increasing the effectiveness of leadership in schools, in this case, in the ranks of school leaders.

Assessing the circularity status of waste management among manufacturing, waste management, and recycling companies in Kigali, Rwanda

A high quantity of waste is generated from industrial activities by manufacturers across metropolitan cities compared to smaller cities with fewer industrial activities. Adopting Circular Economy principles in waste management has the potential for sustainable waste management to reduce the quantity of waste at dumpsites and harmful emissions from wastes. The study was conducted to assess circularity status and challenges for attaining higher circularity by Kigali’s manufacturing, waste collection, and waste recycling companies using the 10-R framework. The study also sought to build estimates for industrial solid waste quantity and methane emissions for the next 10 years (2020–2030) in Rwanda. A mixed method approach was utilized where primary data was collected from manufacturing, waste collection, and waste recycling companies using a validated questionnaire and an in-depth interview guide. Thematic, descriptive analysis and First Order Decay methods were used to analyze the qualitative, quantitative, and secondary data. Results show that adopting the 10-R principles of circular economy was low and varies across manufacturing, waste collection and recycling companies. There were instances of high adoption of R3-Reuse and R8-Recycle with a mean score of 7.17 and 7.21 among manufacturing companies. R7-Repurpose (8.80) recorded a high adoption rate among waste collection companies and a medium level of adoption for R7-Repurpose (3.50) and R9-Recover (3.00) among recycling companies. The overall low adoption toward attaining circularity was attributed to various economic, institutional, infrastructural, operational, attitudinal, and technological challenges. In 2030, it is projected that 922 Gg of industrial waste will be deposited in solid waste disposal sites in Rwanda; with an estimated methane emission of 157 Gg Carbon dioxide equivalence. It was recommended among others, that human resource capacity development should be prioritized to drive the adoption of the 10-R principles across manufacturing, waste collection, and waste recycling companies in Kigali, which can reduce the quantity of wastes that ends at dumpsites and methane emissions that contribute significantly to global warming.

Pengembangan Kapasitas (Capacity Building) Sumber Daya Manusia Desa Wisata Di Desa Pao Kecamatan Tombolo Pao Kabupaten Gowa

This study aims to determine the development of Tourism Villages located in Pao Village, Tombolo Pao District, Gowa Regency. The method used in this study is a qualitative method, with data collection techniques through observation and interviews. The data analysis is carried out, starting from reduction, presentation of data, verification and drawing conclusions. The results showed that human resource capacity development in the development of tourism villages in Pao Village had not gone well. Recruitment has not been good because there are no clear procedures, the training system for Tourism Village object managers is not sustainable, and the a lack of training support infrastructure. The payroll system for Tourism Village object managers does not have a special budget, and working conditions are not good due to the lack of availability of supporting facilities and infrastructure for workers or tourism object managers so work quality and work motivation are low.

STRATEGY DEVELOPMENT OF SALES ORGANIZATION USING FUZZY AHP: DIGITAL TRANSFORMATION OF FMCG

A clear understanding of internal strength allows the company to innovate and adapt in a highly competitive Fast-moving consumer goods market. Therefore, the company's ability to oversee risk and opportunities determines the company's resilience. By employing homogeneous purposive sampling, which focused on the member population of 11 FMCG companies, the present study processed quantitative data from a questionnaire using a Likert scale and qualitative data through in-depth interviews with stakeholders. The data was collected through one-on-one in-depth interviews with 11 respondents online and offline in 12 major cities from August to November 2022. Later, questionnaires were processed using AHP Fuzzy to explain and take into account the role of decision-makers resembling FMCG leaders by defining interactive factors, actors, objectives, and strategies. Factor-actor analysis found that the sales director was the actor with the most influential role in the leadership factor, the sales manager was influential in the Organizational Citizenship Behavior factor, and the sales director was a prominent actor in sales management control. The main goal of the president director, IT/Digital director, supply chain director, and sales director in digital transformation is increasing effectiveness/efficiency in business processes. Besides, the sales manager and sales supervisor aspire to achieve sales targets or sales growth set by the company. In increasing effectiveness/efficiency and achieving sales targets/sales growth set by the company, prioritized strategy can be done through the development of leadership, capability, and human resource capacity. Besides, customer/business partner-oriented digitalization is vital for increasing customer/business partner satisfaction with the company's services/business processes. Furthermore, the present study found leadership models as critical for digital transformation with the realistic scenario (iterative improvement) in all likelihood. Sales organizations are expected to consistently and continuously conduct experiments to find new ways of working and produce digital initiatives that companies need to answer customer/consumer demands. Those strategies can be done by clearly identifying factors, actors, objectives, and strategies for better business execution in digital transformation.

Public Sector Human Resources Capacity Development in Equivalent Administrative Positions into Functional Positions in the City of Makassar

The study aimed to examine the capacity building of public sector human resources in the context of the equalization of administrative positions into functional positions in Makassar. This bureaucratic reform was triggered by the issuance of Regulation of the Minister of Administrative and Bureaucratic Reform Number 17 of 2021, which aimed to restructure the government apparatus and had significant implications for bureaucratic work systems and mechanisms, particularly in the local government sphere. To conduct the research, qualitative research methods were employed. Data collection methods included observations, in-depth interviews, and documentation, with primary and secondary data sources contributing to the study. An interactive data analysis model was used for data analysis. The study revealed that efforts to develop the capacity of employees in implementing the equalization of administrative positions into functional positions in Makassar City were relatively effective. Capacity-building initiatives were focused on civil servants who were impacted by the changes resulting from the equalization of positions. Despite these efforts, the study identified that the impact of capacity building on civil servants affected by the equalization of positions was not fully realized. There were still some challenges or limitations hindering the complete integration of the changes and the optimal utilization of human resources in their new functional roles. As a result, the study suggests that additional measures may be required to enhance the capacity-building process and ensure that civil servants are fully equipped to perform effectively in their new functional positions. These measures may include further training and support to help civil servants adapt to the changes and fulfill the responsibilities of their new roles.
 Keywords: capacity building, human resources for public organizations, equal positions

HR Development Through Capacity Building To Increase Company Productivity

In the era of globalization, human resources (HR) is an important asset for every company to gain competitive advantage. For the organization to continue to exist on a national and international scale, human resource development (PSDM) is a decisive factor in achieving goals and objectives. The research is included in the type of qualitative research, namely research with descriptive methods. This study intends to provide an in-depth description related to the research object, namely the development of human resource capacity (HR). To achieve the company's performance and goals, it is very important to implement an HR capacity-building program on an ongoing basis. Organizational human resource development has a direct impact on talent development, employee resilience, and career development. It also offers companies a new paradigm to develop their human capital. The fundamental components that determine the existence of an organization in a cruel corporate environment include aspects of competence, talent, and resilience. Companies that implement competence must pay attention to management levels and HRM stages. Potential employees who perform well under pressure contribute to organizational consistency and competition. By considering the two strategic options of matching people to roles and matching roles to people, talent-based HRM needs to be contextualized. produce workers who have the knowledge, skills, money, affluence, talents, attitudes, and dispositions necessary to inspire others. It is important to create AQ-based human resources who can deal with any problem, act responsibly, set boundaries for problems, and refuse to give up quickly. With the aspect of resilience, employees can calm their intentions, smother, and catch problems to take advantage for the sake of organizational effectiveness to achieve success and exist in a competitive world.

STRATEGI PENGEMBANGAN AGRIBISNIS LADA HITAM LAMPUNG

Pepper is a type of spice that has a slightly bitter, spicy, and warm character. Based on market forecasts, the trend of pepper consumption will continue to increase during the period from 2019 to 2025. In the domestic market, pepper has the potential to continue to be developed due to the opportunity to increase its consumption. However, pepper agribusiness also experiences various problems including limited ability to adopt seed technology, cultivation, and processing, lack of farmer capital, pest, and disease attacks, fluctuations in world prices, and lack of farmers who master technology. Therefore, it is necessary to analyze the pepper agribusiness development strategy, especially in Lampung with its product which is well known in the global market, namely Lampung black pepper. The purpose of this study was to formulate a strategy for developing black pepper agribusiness in Lampung Province through the identification of internal and external strategic factors. The research was conducted in Lampung Province in 2018. The research was conducted using FGD and survey techniques. Determination of the sample is done purposively. The sample comes from pepper agribusiness actors, polipolicymakersd pepper experts.This study uses descriptive qualitative and quantitative methods with SWOT analysis. Based on the results of the analysis, it is known that the position of black pepper agribusiness in Lampung Province is in group V with the position of the hold and maintain strategy. Strategy formulation is carried out on strengthening the basis of strength (S) and opportunity (O). The resulting strategy formulation includes policies and regulations including market certainty and price policy, strengthening human resource capacity, institutional and partnership development, technological innovinnovation, strengthening agro-input systems.Keywords: Agribusiness, Black pepper, Strategy development, Technological innovation

Erosion prevention through empowerment of human resources to support food security around the Kambaniru watershed, East Nusa Tenggara

The high activity of the community that is not accompanied by the readiness of human resources around the watershed determines the status of the land use index, the erosion index, and economic and social factors. The negative externality impacts arise due to unfriendly land-use management on various types of cultivation, including agriculture, cultivation, plantations, or even livestock, contributing to the potential for erosion. This study aims to create a causal model of erosion prevention through a human resource development approach to support community food security and develop a technical program for land rehabilitation around the Kambaniru watershed, East Nusa Tenggara. The research method is presented descriptively with observation, tabulation, and data valuation techniques. The performance assessment results of the Kambaniru watershed show a medium-category classification. Multi-purpose plants and trees are prioritized for land rehabilitation to prevent erosion and provide food security for the poor, such as corn and tubers. Human resource capacity development in the upstream and central communities has successfully supported the erosion prevention and land rehabilitation program. The policy implications of this research are as follows: the limited capacity of community human resources in land conservation can be started by socializing the planting of short-lived trees. The recommended species are legume family types that can thrive in various types of soil and are flexible with climate change. Corn and tubers are a source of high calories and nutrients needed to improve the quality of human resources in the Kambaniru watershed area. Therefore, developing a food reserve land program in the Kambaniru watershed is necessary.

SPINE20 recommendations 2022: spine care-working together to recover stronger.

Globally, spine disorders are the leading cause of disability, affecting more than half a billion individuals. However, less than 50% of G20 countries specifically identify spine health within their public policy priorities. Therefore, it is crucial to raise awareness among policy makers of the disabling effect of spine disorders and their impact on the economic welfare of G20 nations. In 2019, SPINE20 was established as the leading advocacy group to bring global attention to spine disorders. Recommendations were developed through two Delphi methods with international and multi-professional panels. In 2022, seven recommendations were delivered to the leaders of G20 countries, urging them to: Develop action plans to provide universal access to evidence-based spine care that incorporates the needs of minorities and vulnerable populations. Invest in the development of sustainable human resource capacity, through multisectoral and inter-professional competency-based education and training to promote evidence-based approaches to spine care, and to build an appropriate healthcare working environment that optimizes the delivery of safe health services. Develop policies using the best available evidence to properly manage spine disorders and to prolong functional healthy life expectancy in the era of an aging population. Create a competent workforce and improve the healthcare infrastructure/facilities including equipment to provide evidence-based inter-professional rehabilitation services to patients with spinal cord injury throughout their continuum of care. Build collaborative and innovative translational research capacity within national, regional, and global healthcare systems for state-of-the-art and cost-effective spine care across the healthcare continuum ensuring equality, diversity, and inclusion of all stakeholders. Develop international consensus statements on patient outcomes and how they can be used to define and develop pathways for value-based care. Recognize that intervening on determinants of health including physical activity, nutrition, physical and psychosocial workplace environment, and smoking-free lifestyle can reduce the burden of spine disabilities and improve the health status and wellness of the population. At the third SPINE20 summit 2022 which took place in Bali, Indonesia, in August 2022, 17 associations endorsed its recommendations. SPINE20 advocacy efforts focus on developing public policy recommendations to improve the health, welfare, and wellness of all who suffer from spinal pain and disability. We propose that focusing on facilitating access to systems that prioritize value-based care delivered by a competent healthcare workforce will reduce disability and improve the productivity of the G20 nations.

Penentuan Faktor Kunci Untuk Pengembangan Pengelolaan TPST-Bantargebang Berkelanjutan: Pendekatan MICMAC

The development of the area in the TPST-Bantargebang moved by conditions of decreasing capacity in the zone. The resulting negative externalities have had an impact on social and environmental conflicts for the surrounding community. The success of developing an area is determined by the existence and effectiveness of the roles of each stakeholder involved. Therefore, this study is important to do, especially for the development of sustainable management of TPST-Bantargebang. The objective of this research focused on finding the key factors driving the development of TPST-Bantargebang management. The method used is the MICMAC analysis approach. Retrieval of data through interviews key informants (experts) that determined based on the results of the snowball method. The results of the analysis show that there are important key factors, namely the development of human resource capacity and environmental carrying capacity. It recommended that the management of the TPST-Bantargebang establish a development scenario for the development of the TPST-Bantargebang based on these two key factors are in the social and environmental dimensions.

Positive impacts of Covid-19 pandemic to strengthen National Health Defense

During the past one and a half year, we all have faced the COVID-19 pandemic. In national defense perspective, COVID-19 Pandemic could be viewed as a non-military threat to national defense. The COVID-19 pandemic is a wake-up call that improves our awareness on the necessity to be fully independent and self-sufficient in health sector. So far, we have been complacent with the ease of importing raw materials for medicines and medical devices. Thus, the advent of the COVID-19 pandemic has made us aware to reduce Indonesia’s high dependence on import of health and medicine goods. Despite of the losses and prolonged sadness brought by the COVID-19 pandemic, there are also positive impacts for this nation as the result of the COVID-19 pandemic. One of the impacts on the National Health System is the strengthening and involvement of all levels of society and the apparatus in dealing with COVID-19 pandemic, which can be seen in the prevention, detection, and orderly response to COVID-19. Adjustment of public health service capacity is also carried out very swiftly to respond the pandemic situation. Another indicator is seen in the financing of medical and healthcare sector that was able to rapidly finding sources of funding for a very sharp increase in public health needs. Meanwhile, Human Resources capacity development appears to be very prominent as seen from the rapid improvement of training and research in medical and healthcare competences. No less important is the pharmaceuticals and medical devices sectors that are more determined to improve their independence and self-sufficiency in terms of drugs and vaccines raw materials. Independent raw materials provision for drugs and vaccines has an important value in the national economy and strengthening national security in the public health sector.

Defense sector human resources management as the forefront in Corona Virus Disease (Covid-19) pandemic response

Corona Virus Disease (COVID-19) pandemic is an actual threat currently experienced throughout the world, including Indonesia. COVID-19 pandemic response must be seriously carried out due to its threats against the national defense system. At the forefront of COVID-19 pandemic response is human resources that play important role as national defense system components which capability need to be managed and developed in a continuous manner. Against the background, this research aims to analyze defense sector human resource capacity management and development in COVID-19 pandemic response in Indonesia. This research employed descriptive qualitative method using primary and secondary data. The results showed that the capability-based approach emphasizes "what we need to do" in dealing with the increasingly complex threats, and defense sector human resources capacity development and management are carried out through selection and knowledge development processes to influence attitudes and encourage behavior changes. The results further showed that as a defense sector component, The Indonesian Armed Forces (TNI) personnel possesses the required readiness and capabilities to carry out their tasks with 3,426 medical and non-medical qualification personnel who have been directly involved at the forefront role of COVID-19 pandemic response.

The Development of Human Resources Capacity of Legal Entity State University

ABSTRACT: Indonesia is a country that has the most universities in Southeast Asia. However, its excellent and competitive universities in Asia and the World are still limited. Indonesian government strives to produce high-quality universities by forming legal entity state universities. To be an excellent and competitive university at the regional and global levels becomes the vision of every university. A strong competitive advantage of a university in the long term occurs, when the university can produce more competent people than is needed. The realization of the goals is determined by the success of developing the capacity of HR (Human Resources). Ranking and accreditation are instruments to measure the adequacy of the quality and quantity of human resource capacity in university management. This article is conducted based on the results of a survey of 11 legal entity state universities. The results demonstrate that the competitive advantage of the legal entity state university is based on the success of developing competitive and excellent human resource capacity. Human resource capacity development is performed at the system, institutional, and individual levels based on autonomy in academic and non-academic management. In maintaining the excellence of human resources, two pillars have been reinforced, namely: the mind-set of the HR as an organizational asset and the application of the merit system principle. KEY WORDS: Human Resources; Legal Entity State University; Competitive Advantage. About the Author: Dr. Sahroni is a Lecturer at the Department of Sociology Education FPIPS UPI (Faculty of Social Studies Education, Indonesia University of Education), Jalan Dr. Setiabudhi No.229 Bandung, West Java, Indonesia. E-mail: syahroni.roni@ymail.com Suggested Citation: Sahroni. (2021). “The Development of Human Resources Capacity of Legal Entity State University” in EDUCARE: International Journal for Educational Studies , Volume 13(2), February, pp.153-164. Bandung, Indonesia: Minda Masagi Press owned by ASPENSI with ISSN 1979-7877 (print) and ISSN 2621-587X (online). Article Timeline: Accepted (November 10, 2020); Revised (December 27, 2020); and Published (February 28, 2021).

Education and training of clinical oncologists-experience from a low-resource setting in Zimbabwe.

As the burden of cancer increases worldwide, more so in low- and middle-income countries, one of the greatest challenges is human resource capacity development. Addressing this is critical in reducing the burden of cancer in the African continent. Other challenges include socio-economic demographics and disparities in the overall cancer care. Lack of sufficient numbers of qualified staff has been one of the obstacles in developing adequate and modern cancer treatment centres in Africa. Training in clinical oncology in Zimbabwe was established in 1990 through the collaboration between the Government of Zimbabwe and the WHO as a regional project. The training is offered by the University of Zimbabwe through the established Master of Medicine in Radiotherapy and Oncology (MMed Rad & Onco) postgraduate programme. Regional and local fellows have been trained, yielding more than 20 clinical oncologists over the years, who have initiated cancer treatment facilities in Africa and beyond. They have continued to train others, fulfilling the original WHO programme target of transfer of skills in sub-Saharan Africa. Collaborations with external partners have complemented efforts by the local faculty in addressing deficiencies in training, in areas where experts in the subject are lacking and in supporting nationals working abroad to come and teach newer technologies and techniques. The curriculum continues to evolve from knowledge-based training to competency-based training. However, there is a need to expand the current infrastructure to keep up with changing technology.Clinical oncology training in Zimbabwe continues and remains a regional resource. Emphasis on subspecialising seems to be the next natural step in progression. Strengthening of other disciplines, including surgical oncology and medical physics, would be complementary to the training. The programme is an example of a sustainable initiative born out of collaborative partnership and is sustained by local resources. The greater majority of qualified oncologists have remained in Africa.

Priority Strategy Model of Human Resource Capacity Development on Forest and Land Fire Control

Preparing qualified human resources is one important aspect that needs to be considered in efforts to control forest and land fire. Forest and land fire control human resources, especially those at the site level are the spearhead in efforts to prevent and control forest and land fire in the field. The current human resource capacity development program is considered not optimal in supporting the forest and land fire control program effectively. This study aims to formulate a priority strategy for developing human resource capacity in supporting the effectiveness of forest and land fire control in Indonesia. The priority strategy model is developed through a systems approach by using Analytical Hierarchy Process method by involving interviews with several experts representing relevant stakeholders. This study concludes that the priority of the strategy in developing the capacity of human resources in forest and land fire control is through strengthening village/community-based institutional capacity. This study also indicates the need to optimize the role and involvement of local and village governments in increasing the capacity of human resources related to forest and land fire control on a village/community-based, and the need to prioritize the fulfillment of the input dimension compare to the process and output-outcome dimensions.

PERAN PANGLIMA LAOT DALAM MEWUJUDKAN KEBERLANJUTAN WISATA BAHARI DI PROVINSI ACEH

AbstractTourism has become one of the sectors contributing to the country's economic growth. In order for tourism to be sustainable, community participation is needed in its management, one of them is the role of customary institutions. This qualitative study aims to categorizing the types of tourism in Aceh and analyze the roles and obstacles of "Panglima Laot"as a Traditional institution that has the authority regulate maritime affairs in local wisdom in Aceh Province. Data collection techniques such as interviews and documentation studies, in the form of collecting and analyzing from several relevant reports, data, articles and journals. The results showed that tourism in Aceh Province can be categorized as seven types, namely: religious tourism, indigenous and cultural tourism, historical tourism, nature tourism, marine tourism, pilgrimage tourism and culinary tourism. The role of “Panglima Laot” is very important in the sustainability of marine tourism in Aceh Province. Because this institution is a recognized and respected existence by the fishing community to regulate and implement marine customary law and other maritime affairs. However, in carrying out their duties there are various obstacles, including the development of human resource capacity, budget and regional boundaries. Therefore we need support from the government for the strengthening of the “Panglima Laot” Institution in managing marine tourism and maintaining the survival of marine ecosystems in Aceh Province. Keywords: Panglima Laot, customary institutions, Marine Tourism

Topical Issues of Staffing in the Hospitality Industry of the Republic of Crimea

The paper deals with the current state of staffing the hospitality industry enterprises with qualified personnel. The dynamics of staff flows, as well as their remuneration rate are described. In addition, the paper highlights main activities undertaken by the Ministry of Tourism and Resorts of the Republic of Crimea and the Ministry of Education, Science and Youth of the Republic of Crimea connected with personnel availability in collective accommodation facilities. It is proved that these measures solve the issue of staffing during the holiday season partially. At the same time, the existing policy does not contribute to the human resource capacity building and development, as it leaves unsettled challenges associated with employee turnover and their full employment. The relevant factors with a negative influence on the staffing in the hospitality industry enterprises are considered. Certain activities carried out to neutralize the negative impact of these factors are described. Some possible solutions for the problem under consideration are proposed. It is stated that solving staffing issues must be addressed comprehensively with resolution of common challenges in the hospitality industry. Considering an uneven distribution of resources in the Republic of Crimea, including collective accommodation facilities, the paper explains practicability of creating a tourism cluster in the region. To cope with challenges noted in the paper, a concentric diversification scenario of creating a tourism cluster is proposed. Some dominant factors of creating the tourism cluster, such as establishing boundaries of the state’s partnership with representatives of the business environment and other institutions in education, health, catering, leisure and other related areas, are noted. When establishing partnerships between the government and potential participants in the cluster, it is necessary for the government to provide support for defining the collaborative mechanism, beneficiaries and each cluster member’s responsibilities.

Design of Geothermal Drilling Training Curriculum as the Implementation of the National Competence Standard on Onshore Drilling

Indonesia is currently the second largest geothermal installed capacity in the world, with around 1948,5 MW installed capacity. However, this achievement is still far from the Indonesian Government’s target of 7000 MW installed capacity in 2025. Thus, it requires a lot of efforts, supporting policies, and a great deal of competent human resources to achieve this ambitious target. Fulfilling the need for qualified geothermal human resources will take a significant amount of time if it only relies on higher education graduates. Hence, vocational education institutions especially training centers are expected to contribute more to meet these needs. The government has issued a regulation on the Indonesian National Work Competency Standards (SKKNI) which covers aspects of knowledge, skills and work attitudes relevant to the implementation of assigned duties and terms including SKKNI of onshore drilling which is used as a reference for oil and gas and geothermal drilling. However, previous studies have identified the differences between geothermal drilling and oil and gas drilling. This might be due to the government still considers that those two are similar, so they only issued one competency standard for both fields. This paper discusses the implementation of SKKNI on onshore drilling competency standard to produce geothermal drilling curricula. The first part of this paper will map the current conditions of Indonesia’s geothermal drilling human resources development including the estimated number of human resources needed. Furthermore, this study highlights the fundamental differences between the hydrocarbon and geothermal drilling to provide a better understanding of the competency needs of labor in the geothermal industry. Several research or publications and overseas competency standards are discussed and compared to decide which material needs to be included in the curriculum. Several alternative approaches related to human resource capacity development are also proposed in this paper to support the Indonesian Government’s target in 2025.

EVALUASI KEBERLANJUTAN PROGRAM PENGEMBANGAN KAPASITAS SDM PENGENDALIAN KARHUTLA DENGAN METODE RAPFIRE

Forest and land fires in Indonesia are mostly caused by human factors, therefore human resources are an important element that needs to be considered in the prevention and control of forest and land fires. One of the important efforts in anticipating the ongoing recurrence of forest and land fires in Indonesia is by preparing human resources who have the capacity to control the forest and land fires in the field. Several human resource capacity building programs to control forest and land fires have been developed in Indonesia, but are considered not to have played a significant role in controlling forest and land fires in Indonesia. This study aims to evaluate the sustainability of the human resources capacity development program that has been running so far, by building and implementing the Rapfire method through a multidimensional scaling approach. The results of the study show that the forestry human resource capacity development program with community participation tends to have a low level of sustainability, therefore it needs to receive development priorities. The study also found that the main leverage factors that influence the level of sustainability are in the input dimension, including the recruitment system, program management institutions, and budgeting systems. Leverage factors are important attributes that need to be considered and get policy priorities in order to maintain or improve the sustainability status of the human resources capacity development program for forest and land fires control in Indonesia

Human Resource Capacity And The Demands Of Decentralization Process In The Gambia

This paper attempt to explore the documented challenges that constrain human resource development (HRD) under decentralization process in Local Government Authorities (LGAs) in The Gambia. Critical review on the demands of decentralization and human Resources Capacity gap was thoroughly done to set the basis for the paper. The Paper used documentary sources to gather information relevant to the thematic area. These included journal articles, books, Government Reports and Local Government Service Regulations. Observation method was also used based on the author’s background and experience in the thematic area. The paper found that decentralization as a process and as an approach has limited potential that enhance development of Human Resource Capacity in the Local Government Authorities in The Gambia. However the paper noted three major challenges which are multi-faceted and integrated in character. They comprise policy induced challenges, skills and Organization challenges and performance induced challenges. Hence the paper strongly recommends on institutional review and re-design the institutionalization of HRD, conduct a robust capacity assessment in all the Local Councils to measure their capacity and readiness to meet the demands of the decentralizationprocess. Enforcement mechanisms with financial support, change of mind set and working culture and finally political and leadership will remain critical for bridging the existing Human Resource capacity gaps to meet the demands of decentralization within the Local Government sector.