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September 22, 2013
Preface :
Purpose
in writing this article is intended specifically to foreigners who are
interested in the problem of devotion to the nation, in a place or country
wherever they may be.
Author
would greatly appreciate that you like to read, especially if you could give a comments
related the contet Content the article is a performance training program, the
main theme (in a great mission) : “awaken the nation from underdevelopment in
the work culture”, as a solution must be
taken to ward a key issue facing the
nation. Training will be implemented in
a short training for 3 days.
I'm
sure the managers of human resource issues, in institutions, government
agencies, or any company, in any country they are in, especially in a country
that still exist in backwardness, will require a training program as described
in this paper.
Essence
is contained in the article, building a
new insight in the field of human resources, which is oriented towards
performance improvement and repair of work ethics. The main goal, to provide the readiness the next generation
on mentally and work culture, so their
lives become better than the current generation. This mission has to be done on
long term period, through across generation.
PERFORMANCE TRAINING PROGRAM
PROFILE
THE MAIN THEME :
An Effort Awaken the Nation From Underdevelopment
In the Work Culture
(translation
from the native language)
Author :
Widjaja Kartadiredja / Ret. Lieutenant Colonel
Referral :
1. Handbook for Performance
Training (for Trainees).
2. Handbook for Presentation Performance Training (for
Teachers).
INTRODUCTION
This paper should be interpreted as an open letter addressed
to those who have a concern for the future of the nation on issues related to
the next generation mentality and work culture.
In particular this paper is addressed to "public
officials" who have linkages with the interests of human resource
development issues in the country, which is respectable :
Minister of State for Administrative
Control & Reform; Minister of Home
Affairs; Local government ( Governor /
Regent / Mayor ), Minister of Youth and
Sports; Youth and Student Organizations; HRM Managers Company; Human
Development Donor agencies.
Hopefully the state
officials / officers at the above address, is pleased to reading this article
on blog or on link on Facebook or
Twitter, and are interested in accessing the program described in the blog. We
would be very appreciative and proud, if a form of public participation
from whoever it 's comes, get a response.
A. Birth of
Ideas
1. Various phenomena which have made the life of
our nation is almost never changed, then these conditions must be observed with
full awareness and introspection.
Reality shows, that the behavior and work culture among our nation has
fallen behind other nations that have been developed, is must be
recognized as a fact that absolutely
must find a solution to change.
2. Related to this fact, the author was
inspired by an experience learned the basic of implementing human resource
management policies in particular about performance appraisal system, is done
in a training institute in France in 1992 was Thomson CSF Cooperation. Although
the system is obtained through a brief training
that does not require the academic knowledge for learning it, but this system
is the essential to be used as a reference for our nation, in an effort to
create a therapy in the face of the nation during this condition, as a solution.
3. This paper will
provide overview of the process of the preparing training program that handled
by author as the originator for using the system, on the form of brief training,
namely "Performance Training Program with the main theme “an efforts in
awaken the nation from behind in the work culture.
B. Background Thought
1. The term
"performance" in daily language it’s means "work", It is a
process of cultivation in the world of work, that more precisely referred to
"the results of the work culture". High or low performance value can
be attributed to the value of a nation's progress . Hence the low level of
performance of a nation, shows the characteristics of the people behind other
nations that have been advanced.
2. What is meant by
"work culture", is a mental attitude or behavior in the
workplace on the foundation of philosophy to improving employment outcomes
and improved the work ethic. This term
is conecting to the nation as the istitution subject and the official or the
workforce as the individual subject.
3. The fact that can not be denied, that anyone
as a citizens still feel loving the nation and country, will feel concerned
about the current condition of the nation, that in the world of work so far
behind compared with other nations that have been advanced. This concern is
proper to give a boost towards the birth of the initiative to hold a change
effort.
4. Therefore a
priority necessity that must be arise in our nation today, is a positive
willingness and creativity to build new insights in the field of human
resource, which has to be done through
across generations. The main
goal, that is to provide the readiness the next generation on mentally and work
culture, so their lives become better
than the current generation. This mission has to be done on long term period,
through across generation. Meaning
through inheritance values from generation to generation, because it is
basically the development of mentally and culture require in a long term period.
5. To achieve this
goal, the initial step must be done, that is through the implementation of
performance training program, that should be start as early as
possible (start from now on), where the
implementation should be supported by the
policy from the public officials in government,
and welcomed well by the younger
generation as the heir to next generation.
C. Overview Preparation Training
1. Preparation for
performance training program has been completed by the author as the originator
and which will at the same time act as a teacher :
a. The author has
prepared training materials for used in the performance training on the "short course" which is only
for 3 days, but the training will
sustainable without limit of time,
because the arable land area on a number of regional training.
b. Targets
to be achieved in the training program within 3 years of the first phase are :
first, prepare a cadre of trainers as
much as 100 people that will taken from the best of the former trainees to be a
"mobile teaching team". Second,
target of participants on the first step of 3 year, as many as 1.800 people, who are
mostly from the ranks of government agencies that their main task in the field
of human resource development. The next target in the second 3-year, carried
out by cadres who had formed, until the time the training program can be
realized in each region / province in country.
c. This program seems
like it is impossible, but with a readiness to material that has been designed
in such a way by the author / the originator, God willing, this program can be
realized.
d. Later, under the
guidance of writer who will serve as teacher, instructor cadre should be able
to transfer the knowledge gained in training, through the regional set up in
each province / district / city, the implementation should be supported by
Government policy and the willingness to open training in the form of "in
house training " in their office.
2. Training materials
are made in detail, systematic and easily understood, there are:
a) Performance
Training Handbook (140 pages), for the Trainee.
b) Presentation
Training Handbook (120 pages), for the Teacher.
3. For the purposes of marketing training, have
been made :
a) General Proposal Performance Training Program
(24 pages).
b) Profile Performance Training Handbook (32
pages ).
D. Overview Implementation Training
Overview of the implementation of the training are described
as follows :
1. Training costs .
Training programs will be implemented in the form of "in house training"
(ie the implementation of training based on the request institutions / agencies
as a user of training), with a capacity of classes 15 participants, and duration
of training for 3 ( three ) days . Funds needed if the training program is
handled by the "stand-alone agency" (not through "in house
training") that its use for infrastructure, teacher salaries and
operational costs for the first phase of 3 years, reaching Rp. 1.450 M, in
which most of the funds used for infrastructure
(details contained in the Manuscript of General Proposal).
2. In the proposal
described, if the training activities carried out by independent institutions
or by stand alone agency, the training costs could reach Rp. 1.5 million for each
participant or even maybe more, but it’s has a consequences this
training could be eventually turn into a commercial purpuse. However, if training / agencies, the
participants are not charged for the training cost. While compensation for the teachers,
accommodation and costs transportation estimated at about Rp . 3 up to 4.5
million for a class of 15 participants
in 3 days.
3. Other important
information :
a. Training will be
conducted 4 times a month (with a capacity of 15 class participants in duration
of training 3 days). So within 1 month
training will able to train 60 people,
and 1year estimated 600 people, or within 3 years of the first phase are 1,800
people. This training will be conducted by the teacher or teaching team cadres
that are" mobile" that will be prepared beforehand.
b. Although the
implementation of the training will be done through "in house
training", but did not rule if the owner of the funds or donors want to
work together in this program, we are welcome, so the program can be realized
widely in every regional in the country as soon as possible.
E. Training Participants
1. Trainees are not
focused on academic requirements. Who are the employees of the government and
the agencies whose their job company in the field of human resources can be a
participant, even if the prefered position as a "direct supervisor", except for candidates that are not from
agencies. Because the participants could come from : 1)
The government agency; 2) the Company; 3) Youth Organizations; 4 ) Students as
future leaders of the next generation .
2. More picture about
Performance Training Program, contained on "Proposal of Performance Training”
and on "Handbook of Performance Training”.
F. Benefit from Performance Training
1. Two kind benefit
will be gained from the training there are :
First, the basic knowledge of of
Human Resources Management, especially on the term of performance appraisal
system. Scond, the ability to design
form on performance appraisel system and aplication.
a. The basic
konowledge of HRM is needed by
institutions / agencies for their input in a formulating policies of HRM in an
effort to improve the quality of human resources grounded in embracing "a
fair reward system” which have relevance to the problem of
"remuneration" (payroll) and career coaching and development
potential.
b. The ability to
design and applied performance assement syatem can be explained, that for
institutions that do not have a standard assessment system, the official needed
to have a model system example, in line
with effort to implement policies of HRM in their insitutions.
2. Training be done 4 times in a month (with a duration of 3 days
and class capacity of 15 people). If
the agency have 6 unit ( district or city level ), so within 6 weeks will be
trained by 6 x 15 people = 90 people. The former trainee “insya Allah” sooner
or later, will bring a change in the regional mission in the field of human
resource development .
3. Institution as a user training service will
not spend a lot, because preparation for training facilities only requires
: space class for accommodate 15
participants with facilities such as
white board, sound system, a presentation tool/infocus, which of course it is
already owned by institution. Lunch for participants may not be provided
because each employee (as officials) have got a meal allowance every weekday,
where the training itself is conducted on weekdays .
4. Costs to be
incurred by the user training are : 1) teacher compensation, 2) round-trip
transportation from city to city residence where teachers conducted training, 3)
accommodation for teachers during teaching, 4) cost for sanck, coffee break for
trainees, provision of office stationery, and prepare the certificate. While
the Handbook and hand out materials, the responsibility of the teacher .
.
G. Training Schedule & Topic
Duration training 3 (three) days of 5-hours, morning GMT.
8:00 to 13:00 pm, or evening GMT. 13:15 to 17:45 pm .
▌ First Day
Topic - 1 (Purpose Training &
Introduction Profile Handbook ), 60 minutes.
Topic - 2 ( Fundamentals of the
Policy Implementation of HRM ), 60 minutes .
Topic - 3 ( Introduction to
Performance Appraisal System), 75 minutes .
To discus Job Description, Job
Requirement and determination, 75 minutes .
▌ The second day
Topic - 4 (Establish assessment
factors in making the design of Performance Appraisal Systems ), 60 minutes .
Designing Format Assessment, 30 minutes .
Topic - 5 (Making Instructions How
to Format Writing Assessment), 90 minutes.
Topic - 6 (How To Implement
Assessment via interview), 60 minutes.
▌ The hirtd day
Topic - 7 (Use of the Performance
Appraisal System Multipurpose ), 30 minutes .
Exercise makes "job
description" and set the "job requirement”, 45 minutes .
Topic - 10, the exchange time
(Documentation Format rating system for the design of application), 30 minutes
.
Topic - 8 (The Role of HRM Manager /
Personnal Manager), 30 minutes .
Topic - 9 (Cover Materials), 30
minutes .
H. Participation Suggestion & Response :
To
institutions / government agencies and companies that want to conduct "in
house training" or other forms of cooperation in the implementation of
this training program, please contact us via :
Contact person : Widjaja
Kartadiredja
The author would greatly appreciate readers of
this blog who deign to spread through the blog link to Facebok or Twitter to friends
/ companions are deemed interested in the program, as a form of participation
in supporting this program.
Let's
do any thing for a benefit of nation, although only in the form
of an idea or thought, in an effort to awaken the nation from being
disadvantaged from the other nations in the work culture. The future generations will require
debriefing inheritace values towards a better change of the current generation.
“Aamin”.
CLOSING
1. That is exposure
the profile of the Performance Training 2.
Hopefully this program although the only on form of public
participation, be able supporting from the government itself, the company, the
younger generation, and even if there is donor agencies. The program that highly prospective to be
implemented, it is requires the funds to
make the program could be realized.
2. Hopefully this
program although the only on form of public participation, be able supporting from the government itself, the company, the
younger generation, and even if there is donor agencies. The program that highly prospective to be
implemented, it is requires the funds to
make the program could be realized.
3. Thank you for the attetion.
The Author / The Initiator
Widjaja Kartadiredja
===========================================================
▌ IDENTITY THE AUTHOR
Full
Name : Widjaja Kartadiredja (Lieutenant Colonel Retired), born in Ciamis
December 14, 1939, West Java, Indonesia. General Education, the Faculty of Law
of the University of Indonesia in Jakarta 1964, education in the Air Force Elementry School Military Officer, Unity Command
of the Air Force School 1980. When still
active as a member of the Air Force : duty in the environment organic of the
Air Force for 16 years, from 1965 to 1981 and then assigned in Owned State Strategic Industries - “Nusantara
Aircraft Industries Ltd (PT. IPTN) - in Bandung for16 years, from 1981 to 1997,
with the last assignment as Head of the Department General Affairs of Weapons
System Directorate. Before retirement was placed on the Staff Advisors. Retired from the Air Force in 1995 and from
IPTN 1998.
Experience on Human
Resources Management :
Teaching in the field of management at Educational & Training Center in
IPTN on Supervisor Course in the period
of 1989 - 1992; Never to be a counterpart member team of Training Master-plan
on Weaponry – in cooperation with Sodeteg Formation, Thomson 's subsidiary in
France in 1992; To finalize the
master-plan training weapon system, team member conducted survey mission
to educational institutions and industries in the field of weaponry in France.
In this occasion on separately from the team, learned the basic policy of
implementation HRM in Thomson CSF Cooperation, although it was conducted in a
brief time but the materials could be accepted ; Never gave an upgrading P-4
Type A (Type 120 hours) on the deepening of the material in 1991. Never be a partisipan
on "6th International Seminar on Miracle of Al - Quran and as- Sunnah on
Science and Technology" in Bandung on August 29 up to September 1, 1994.
In capacity of Head the Departement of General Affairs, to be a Command Media
Coordinator “to handle the process of
developing integrated system and procedures in IPTN", and in
appropriate task to general affairs functions, on regularly involved in the
discussion of “job simplication ”Boeing Syistem, as comparative study material
connection with the ditermination of “job reguirement” on personnel establishment in HRM system of
IPTN.
Experience in the social
field :
Some times wrote the feature, issue of education and religion, in local daily
news. Wrote the materials of Friday
Khutbah, and compiled into a book on the title : "Tell my voice although
on the only one ayat " Experience
in Friday Khutbah in several mosques in the neighborhood ; Circulating a
number of blogs about the issue of performance and religion in Website.
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