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"Dinas Ketenagakerjaan Kabupaten Bekasi mengelola berbagai strategi dalam mengurangi tingkat pengangguran akibat pandemi Covid-19. Salah satunya melalui pelatihan tenaga kerja. Dinas dalam hal ini menghadapi berbagai tantangan berupa dampak pandemi Covid-19 menurunnya kegiatan bisnis, kurangnya keterlibatan perusahaan swasta, tingginya jumlah angkatan kerja akibat pendatang dari luar daerah, dan rendahnya kualitas tenaga kerja lokal. Skripsi ini bertujuan untuk menganalisis mengenai manajemen strategis Dinas Ketenagakerjaan Kabupaten Bekasi dalam mengurangi pengangguran akibat pandemi Covid-19 melalui pelatihan tenaga kerja. Peneliti menggunakan konsep manajemen strategis (David, 2011) untuk menilai gambaran strategi dalam aspek pelatihan tenaga kerja oleh Dinas Ketenagakerjaan Kabupaten Bekasi, sebagai salah satu bentuk pengentasan pengangguran. Peneliti menggunakan pendekatan post-positivistdan menggunakan teknik pengumpulan data kualitatif melalui wawancara mandalam dan studi pustaka. Analisis hasil penelitian disajikan secara deskriptif. Penelitian ini menghasilkan temuan bahwa, pelatihan tenaga kerja sudah menyesuaikan dengan kebutuhan bagi perusahaan sektor industri, namun masih terdapat hambatan dan tantangan dalam pelaksanaannya. Pelatihan tidak bisa maksimal akibat realokasi anggaran ke penanganan covid. Hasil dari Indikator Kinerja Utama juga menunjukan target kinerja yaitu tingkat pengangguran terbuka yang tidak tercapai.

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In reducing unemployment due to the Covid-19 pandemic, the Bekasi District Manpower Office manages its strategy. One of them is through workforce training. The agency in this case faces various challenges in the form of the impact of the Covid-19 pandemic, reduced industrial and business activities, lack of involvement of private companies, high number of workforce due to migrants from outside the region, and low quality of local workforce. This thesis aims to analyse the management strategy of the Bekasi District Manpower Office in reducing unemployment due to the Covid-19 pandemic through workforce training. Researchers use the concept of strategic management (David, 2011). to assess the description of the strategy in the aspect of workforce training by the Bekasi District Employment Office, as a form of alleviating unemployment. Researchers used a post-positivist approach and used qualitative data collection techniques through man-in-depth interviews and literature study. Analysis of research results is presented descriptively. This research resulted in the finding that workforce training has adapted to the needs of industrial sector companies, but there are still obstacles and challenges in its implementation. Training cannot be maximized due to budget reallocation to handling Covid. The results of the Key Performance Indicators also show that the open unemployment rate target as a performance indicator was not achieved."

"The book sheds light on different elements of this challenge, integrating theory and practice in business education, generating and fully exploiting workplace learning opportunities, and enriching our classrooms by coupling theoretical knowledge with the richness of real-life experience."

"ABSTRAKPenelitian ini bertujuan untuk menggambarkan pelaksanaan program pelatihanpada BLK Kabupaten Bogor berserta kendala-kendala yang dihadapi dalamrangka meningkatkan kompetensi tenaga kerja. Teori yang digunakan adalahManajemen Sumber Daya Manusia (MSDM), pelatihan, proses atau tahapanpelatihan, kompetensi dan konsep ketenagakerjaan. Pendekatan penelitian iniadalah post positivist dengan teknik pengumpulan data studi kepustakaan danwawancara mendalam. Hasil penelitian ini adalah pelaksanaan program pelatihanpada BLK Kabupaten Bogor belum dilakukan secara optimal, terlihat dari tidaksemua komponen pelatihan yang bisa disesuai dengan Pedoman PelatihanBerbasis Kompetensi. Belum optimalnya pelaksanaan program pelatihan padaBLK Kabupaten Bogor disebabkan oleh beberapa kendala diantaranya:Kurangnya jumlah instuktur atau tenaga pelatih, Ketersediaan sarana dan fasilitaspelatihan yang kurang memadai, Peserta pelatihan dari berbagai disiplin ilmu danCakupan dari Kabupaten Bogor yang cukup luas.

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ABSTRACTThis research aims to describe the implementation of a training program at theVocational Training Centre (BLK) in Kabupaten Bogor along with the constraintsfaced in order to increase the labour competency. The theory used the HumanResource Management (HRM), training, processes or phases of training,competency and employment concept. The approach of this research is postpositivist.The data collected technic are the literature study and in-depthinterviews. The result of this research is the implementation of a training programat the Bogor Regency BLK has not yet optimal. It can be seen from all parts oftraining that can be adapted to the Competency Based Training Guidelines. Notyet optimal of implementation of training programs at the Bogor Regency BLKcaused by several problems including: Lack of the trainers, Availability offacilities and training facilities are inadequate, The trainees from variousknowledges and Scope of the Bogor Regency is quite extensive."