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"Military capability is delivered operationally at a team and collective level, be it a unit as small as a squad or section, or as large as a maritime task group. Modern military forces are required to deal with a potentially wide range of missions frequently involving multiple alliance partners, within a geopolitical environment which can seem to change rapidly. Individual performance, while being important, is not the primary determinant of mission success - force integration, interoperability, adaptability and teamwork are key factors. Team and collective training which fully addresses these factors is fundamental to the development and delivery of military capability. As a consequence, the requirement to determine training requirements and specify effective systems for the delivery of team and collective training is critical to operational success.Training Needs Analysis (also known as Front End Analysis), is a well-established methodology for analysing training requirements and specifying training solutions used extensively by the UK and its NATO partners. However, the analytical techniques employed are optimised for individual training, with little guidance being offered on its application in the team and collective context. Team and Collective Training Needs Analysis (TCTNA) has been developed to close this methodological gap. It addresses the issues of the relationship of individual and team tasks, teamwork, command and control, task and training environments, scenario definition, instructional strategy, team training approaches, instructional functions, and wide-ranging organisational and procurement considerations.Part One of the book develops an integrated set of models which underpin the analytical approach presented in Part Two. Worked examples and case studies illustrate the application of the approach. Between 2005 and 2015 the authors worked on numerous training-related research projects at Cranfield University and Coventry University for the Human Factors Integration Defence Technology Centre and the Defence Human Capability Science and Technology Centre on behalf of the Defence Science and Technology Laboratory, UK Ministry of Defence."

"Dalam menjalnnkan fungsinya Balai Besar Nasional X (BBN X) mengacu pada Standar Kompetensi Kerja Nasional Indonesia (selanjutnya disingkat SKKNI). SKKNI merupakan standar nasional di bidang ketenagakerjaan yang disusun dan mendapatkan pengakuan dari para pemangku kepentingan (stake holders). Saat ini pengembangan kompetensi instruktur di BBN X belum optimal karena belum ada perencanaan yang sistematis dalam upaya mengembangkan kompetensi instruktur dan masih banyak instruktur yang belum tersertifikasi baik dalam bidang kompetensi teknis maupun metodologis. Tujuan penelitian ini adalah untuk mencari bentuk pengembangan kompetensi instruktur yang sesuai dengan kondisi obyektif instruktur BBN X dan untuk menyusun Training Needs Analysis instruktur BBN X. Penelitian ini bersifat kualitatif yang menghasilkan data deskriptif berupa kata-kata lisan dan tertulis yang diamati dari orang-orang yang diteliti, teknik pengumpulan datanya dilakukan melalui wawancara mendalam, observasi dan penelusuran dokumen. Hasil penelitian menunjukkan bahwa instruktur BBN X yang telah mendapatkan sertifikasi kompetensi sebanyak sepuluh orang atau 13% dari jumlah instruktur dan belum mencapai kualifikasi yang ditetapkan oleh Ditjen Bina Intala. Adapun pengembangan yang dapat dilaksanakan dibedakan menjadi tiga yaitu (1) instruktur sudah mengikuti UJK tetapi belum mendapatkan sertifikasi, pengembangannya adalah dengan memberikan pelatihan sehingga instruktur tersebut memperoleh sertifikasi, (2) instruktur belum mengikuti UJK karena belum memiliki penguasaan terhadap SKKNI pengembangannya adalah memberikan pelatihan agar menguasai SKKN! dan memperoleh sertifikasi, dan (3) instruktur sudah memiliki kemampuan tetapi belum mengikuti sertifikasi pengembangannya adalah memfasilitasi instruktur untuk mengikuti sertifikasi. Untuk menyelenggarakan pelatihan yang efektif dan sesuai dengan kebutuhan instruktur perlu diadakan Training Needs Analysis sehingga pelatihan yang diselenggarakan akan menghasilkan peningkatan skill knowledge dan attitude yang akan mendorong peningkatan kinerja instruktur. Analisis kebutuhan pelatihan dapat memberikan informasi yang berguna untuk menentukan tujuan-tujuan yang tepat sehingga hasil program pelatihan yang dirancang akan relevan dengan kebutuhan yang nyata. Untuk mendapatkan hasil yang optimal TNA sebaiknya dilaksanakan secara berkala untuk mengantisipasi perkembangan jaman yang terus maju.

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On the way to perfonn the limction, BBN X refers to the National Competency Standard of Indonesia (called SKKNI). SKKNI is the national competency standard in labor sector that was being composed and got the stake holder recognition. At the present time, thc instructors competency development in BBN X is not so optimal, because there is not a systematically planning in the meaning to develop the instructor competency and there are still a lot of instnicters who have not certilied yet neither in the technical nor methodological competency.

Regarding to the above situation, this research aimed to look for the suitable fonn of instructor competency development for the objective condition of BBN X instructors and to organize the BBN X instructors Training Needs Analysis (TNA). This is the qualitative research which is resulting descriptive data in term of both spoken and written languages ol' research subjects. 'l`he data was collected through depth interviews, observation and documentation technique.

The result indicate that there are 10 (ten) instructors or equal to 13% of total instructors in BBN X who was certified, which have not reached the qualification that decided by Directorate of Dina Intala yet. As for the implemcntable developments were divided into 3 (three), which are (1) provide the training for the instructor who had already took the assessment but have not certified yet until they are competent; (2) provide the training to master the SKKNI and being certified for the inslmctor who have not took the assessment because their lack capability of SKKNI; (3) facilitate the instructor to be certified for thc one who has ability but has not take the awcssment yet.

It is important to do TNA to organize the effective and suitable training for instructor needs, so the implemented training produce skill knowledge and attitude development to increase the instructor productivity. TNA can give the information that are importance to determine the right aim so the result of planned training program will be relevant with real needs. To get the optimal result of TNA it is better to be pcrlbrmed periodically to anticipate the technological advance."

"Universitas merupakan organisasi yang memiliki potensi bahaya dan risiko yang signifikan. Dengan berbagai kegiatan, bahan dan instrumentasi kerja yang kompleks, maka berpotensi terjadinya cidera dan sakit akibat kerja. Sangat penting adanya pelatihan terkait keselamatan dan kesehatan kerja khususnya untuk pegawai di lingkungan universitas. Para pegawai yang bekerja di dalam lingkungan akademis harus memiliki pengetahuan, sikap dan perilaku kerja yang sesuai dengan nilai-nilai keselamatan dan kesehatan kerja sehingga tercipta lingkungan kerja yang selamat dan sehat. Pusat Administrasi Universitas Indonesia merupakan organisasi yang diharapkan memiliki pegawai yang berpengetahuan, bersikap dan berperilaku K3 yang baik sehingga tercipta lingkungan kerja yang aman dan nyaman. Oleh karena itu penyelenggaraan training K3 menjadi penting untuk meningkatkan pengetahuan keterampilan dan perilaku K3 tersebut. Namun, analisis kebutuhan pelatihan K3 di PAU penting dilakukan agar pelatihan yang diberikan efektif dan efisien. Training Needs Analysis (TNA) merupakan upaya untuk merencanakan kegiatan pelatihan agar tepat sasaran. Penelitian ini melakukan TNA pelatihan K3 di PAU dengan melakukan analisis terhadap organisasi, tugas dan personal. Jenis pelatihan yang sangat dibutuhkan bagi pegawai PAU adalah pelatihan orientasi antara lain hazard communication,K3 dasar, ergonomi, occupational and health promotion, bahaya psikososial serta hygiene dan sanitasi. Study ini menghasilkan matriks pelatihan K3 untuk staf PAU-UI.

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University is one of organization that has the potential of occupational health and safety risks. Due to its variety of activities, materials and complex equipments the occurrence of occupational injuries and illnessis are likely. The provision of OHS training, thus is very important in order to have a healthy and safe working knowledge, skills and attitudes among the worker. The administration centre of Universitas Indonesia (Pusat Administrasi Universitas Indonesia, PAU-UI) is one of organization whithin Universitas Indonesia that is expected to have a good OHS performance and expressed as satisfactory OHS knowledge, skill and behavior among the staffs. Those lead to safe and comfortable working environment. Training Needs Analysis (TNA) of OHS in PAU is important so have effective and efficient trainings. This study performed a TNA of OHS Training in PAU-UI. The assessment was done by analyzing the organization, task and personal competency. The type of training that is necessary for PAU employee are hazard communication, OHS Basic, ergonomics, occupational and health promotion, psychosocial hazards as well as hygiene and sanitation. This study generated OHS training matrix for the PAU-UI staffs."

"Content:Program life cycles: Tinker, TaylorProgram development process System defined Research Analysis Design and development Research tools Implementation Alternatives to training Media comparison Monitoring and eveluation An information systems case study Administrative worksheetReferences & resourcesJob aid"

"Training programs, like other products, have life cycles. They are designed to teach a specific skill or knowledge thet a needs analysis has determined isboth necessary and missing from the workforce. The needs analysist turns his or her findings over to... "

"Balai Diklat Industri Jakarta memiliki program diklat yang link and match dengan kebutuhan industri. Implementasi Industri 4.0 menuntut agar Balai Diklat Industri Jakarta mengembangkan program diklat sesuai kebutuhan industri 4.0. Kondisi industri saat ini sudah mulai bertransformasi menuju industri 4.0, sementara program diklat yang ada di Balai Diklat Industri Jakarta belum mengalami perubahan. Analisis kebutuhan diklat merupakan langkah awal dalam membuat sebuah program pelatihan. Menurut Noe (2010) analisis kebutuhan pelatihan merupakan proses yang digunakan untuk menentukan apakah pelatihan diperlukan, yang meliputi analisis organisasi, analisis tugas dan analisis individu.Tujuan dari penelitian ini adalah untuk menentukan kebutuhan dan rancangan program diklat di Balai Diklat Industri Jakarta dalam menghadapi era industri 4.0.Penelitian ini menggunakan paradigma post-positivism dengan metode kualitatif. Teknik pengumpulan data yang digunakan adalah wawancara mendalam dan studi dokumen. Hasilnya adalah kebutuhan pelatihan sudah sejalan dengan perencaanaan strategis organisasi dan kebutuhan stakehoder, tugas-tugas dalam pekerjaan mengalami perubahan sehingga perlu adanya peningkatan kompetensi baru, dan individu mengalami peningkatan kinerja dalam pekerjaan. Selain itu, Rancangan program diklat mulai dari tujuan, metode kurikulum, instrumen penilaian, materi/bahan ajar, perencanaan pembelajaran dan seleksi peserta juga perlu dikembangkan sesuai kebutuhan industri 4.0.Beberapa hal yang perlu ditingkatkan lagi terutama terkait dengan sumber daya internal organisasi, yaitu tenaga pengajar, infrastruktur fisik dan infrastruktur kompetensi. Tenaga pengajar perlu ditingkatkan kompetensinya, infrastruktur fisik disesuaikan dengan kondisi industri 4.0 dan infrastruktur kompetensi berupa skema sertifikasi, kurikulum, silabus, materi uji kompetensi perlu dilakukan pengembangan.

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The Jakarta Industrial Training and Education Center has a as a training

program that links and matches with industry needs. Implementation of industry 4.0 requires that the Jakarta Industrial Training and Education Center develop education and training programs according to industry 4.0 needs. The current industry condition has begun to transform into industry 4.0, while the existing training program at the Jakarta Industrial Training and Education Center has not changed. Analysis of training needs is the first step in creating a training program. According to Noe (2010) training needs analysis is a process used to determine whether training is needed, which includes organizational analysis, task analysis and individual analysis. The purpose of this study is to determine the needs and design of training programs at the Jakarta Industrial Training and Education Center in facing the industrial era 4.0.

This study uses a post-positivism paradigm with qualitative methods. Data collection techniques used were in-depth interviews and document studies. The result is that training needs are in line with the strategic planning of the organization and the needs of stakeholders, tasks in work experience changes so there is a need to increase new competencies, and individuals experience increased performance at work. In addition, the training program design starting from the objectives, curriculum methods, assessment instruments, teaching materials / materials, learning planning and selection of participants also need to be developed according to industry needs 4.0.

Some things that need to be improved are mainly related to internal organizational resources, namely teaching staff, physical infrastructure and competency infrastructure. Teachers need to improve their competence, physical infrastructure adapted to industry conditions 4.0 and competency infrastructure in the form of certification schemes, curriculum, syllabus, competency test materials need to be developed."

"Bank XYZ dalam rangka mewujudkan Visi sebagai "Bank Nasional Pilihan Nasabah" dan Misi " Memberlkan Kepuasan Pada Nasabah". Memfokuskan perhatian pada tiga strategi vital. Salah satu strategi vital itu adalah manajemen organisasi dan peningkatan kompetensi sumber daya manusia (SDM). Dalam kaitan dengan kebijakan sumber daya manusia, Bank XYZ menyadari bahwa sebagai perusahan yang menjual jasa pelayanan publik, kualitas pelayanan yang diberikan oleh karyawan kepada nasabah adalah utama. Oleh karena itu gagasan untuk memberikan "Pelatihan Pelayanan Prima" kepada segenap karyawan menjadi prioritas untuk dilakukan. Sejak awal tahun 2000 sampai dengan akhir tahun 2001 pelatihan pelayanan prima yang dilakukan telah mencapai hampir 75 % dari Seluruh pegawai cabang yang ada, atau sejumlah 8.3 84 orang dari jumlah 11.079 orang. Upaya yang telah dilakukan itu temyata belum dapat meningkatkan kualitas pelayanan secara optimal. Hal ini dapat dilihat dari masih rendahnya tingkat kepuasan nasabah atas pelayanan yang diberikan. Alternatif solusi untuk mengetahui efektivitas pelayanan prima dalam meningkatkan pelayanan kepada nasabah dengan rinci dapat dibaca pada bab Evaluasi terhdap efektifitas Pelatihan Pelayanan Prima yang difokuskan pada pengukuran perubahan prilaku peserta sangat tepat untuk dilakukan. Uraian rinci atas desain evaluasi ini dapat dilihat pada bagian akhir tulisan."

"This issue defines a mini needs assessment as a process for identifying problems and solutions in a condensed period of time. It outlines a process model and guidelines for implementing the model and offers a mini needs assessment, stakeholders interview guide, and sample action plan."

"Conducting a thorough data collection is vital to the success of your training needs assessment. This Infoline focuses on how to collecting accurate data that ensures your training needs assessment doesnt waste company time and money. You will learn how to choose the best data collection methods for your unique business situation while avoiding common pitfalls. This Infoline demonstrates how to plan and implement your data collection process develop a collaborative relationship with your client present data."

"Ketidakefektifan pelaksanaan pendidikan dan pelatihan merupakan pertanda bahwa pendidikan dan pelatihan dilaksanakan tanpa analisa kebutuhan organisasi secara memadai, tidak ada tindak lanjut, dan tidak ada pengukuran dampaknya Sihombing Widhyarto, 2011 . Analisis kebutuhan diklat merupakan langkah pertama yang dilakukan dalam mendesain dan mengembangkan program pelatihan yang efektif dan efisien secara sederhana dengan model ADDIE Analyze, Design, Develop, Implement, dan Evaluate . Sehingga perlu dikaji bagaimana analisis kebutuhan diklat yang dilakukan Pusdiklat KKB BKKBN khususnya pada tahun 2014-2017. Penelitian ini menggunakan pendekatan post-positivis dengan menguji Model ADDIE pada pelaksanaan analisis kebutuhan pendidikan dan pelatihan, menerapkan metode pengumpulan data kualitatif dengan wawancara terhadap 12 duabelas informan dan studi pustaka. Analisis kebutuhan pendidikan dan pelatihan teknis, fungsional, dan manajemen BKKBN tahun 2014-2017 tidak dilaksanakan secara konsisten dan tidak sesuai prinsip merancang program pendidikan dan pelatihan pada model ADDIE sehingga perencanaan program pendidikan dan pelatihan tidak mencerminkan upaya peningkatan kompetensi pegawai berdasarkan kebutuhan mengatasi kesenjangan kompetensi pegawai yang merupakan hasil evaluasi kinerja. Dengan kenyataan tersebut, yang perlu dilakukan Pusdiklat KKB BKKBN yaitu mengembalikan prinsip desain program pendidikan dan pelatihan sesuai Model ADDIE dengan langkah awal melakukan sendiri klarifikasi masalah kinerja pegawai agar dapat diidentifikasi kompetensi mana yang mengalami kesenjangan.

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The ineffectiveness of the implementation of training is a sign that training are carried out without adequate analysis of organizational needs, no follow up, and no impact measurement Sihombing Widhyarto, 2011 . Training needs analysis is the first step in designing and developing effective and efficient training program in simple way with ADDIE Analyze, Design, Develop, Implement and Evaluate model. So it needs to be studied how the analysis of training needs undertaken Pusdiklat KKB BKKBN especially in 2014 2017. This study uses a post positivist approach by testing the ADDIE Model on the implementation of educational needs analysis and training, applying qualitative data collection methods with interviews of 12 twelve informants and literature study. The analysis of education needs and technical, functional and management trainings of BKKBN 2014 2017 are not implemented consistently and not in accordance with the principles of designing education and training programs in the ADDIE model so that the planning of educational and training programs does not reflect the efforts to increase employee competency based on the need to overcome employee competency gaps which is the result of performance evaluation. With this fact, what needs to be done Pusdiklat KKB BKKBN is to restore the design principles of educational programs and training according to the ADDIE Model with the first step of doing self clarification of employee performance issues in order to identify which competencies are experiencing the gap."