EVALUATION OF LEADERSHIP TRAINING PROGRAM USING KIRKPATRICK MODEL CASE STUDY IN TELKOM CORPORATE UNIVERSITY

• Main Author: Wafi Razanaufal, Muhammad
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/33957
• Institution: Institut Teknologi Bandung

Telkom is a state-owned company that provides the largest telecommunications services in Indonesia. Like other state-owned companies, Telkom has a corporate university, which is Telkom Corporate University (TCU). The topic of this research is related to the evaluation of the leadership training program conducted by TCU. The training program that will be discussed is the Great People Managerial Program (GPMP). Problems starting with TCU have spent a lot of funds in leadership training. However, until now there has been no comprehensive evaluation toward individual behavior. The evaluations carried out by the Leadership Academy department were only to assess the learning impact based on the results of pre-test and post test. However, they have not conducted further evaluations, regarding the behavior change of participants after attending the training. In this study the approach used is qualitative. Qualitative method is a method of investigate study in which data obtained from the results of direct interaction between the researcher and participant GPMP 4 2018. The researcher used 2 methods of data collection which is interview and questionnaire. The researcher conducted a semi-structured interview with the participants and the next step 360-degree evaluation in the form of questionnaire distributed to supervisor, coworker, and also subordinate from participant who were evaluated by the researcher. This study does not use a mixed method, because the results of the questionnaire only for supporting evidence from the interview results. This study uses descriptive analysis, which relates to Kirkpatrick's training evaluation design and also Key behavior that has been established by Leadership Academy which aims for assessment tool from each module given by the instructor to the training participants. From all participants interviewed answered that there were things that were obtained from the GPMP training such as participants had changes in leadership, participants gained additional knowledge, participants did not have problems to apply their change behaviors in their work environment and also support factors from superior, colleague and also subordinate is really impactful for their behavior changes. In conclusion, evaluation of individual behavior after training is a good thing and must be conducted. But there are still many improvements that must be made. Behavior changes can be felt directly by participants, but this assessment must be supported by substantial evidence of 360-degree feedback. 360-degree evaluation is an effective method for evaluating behavior changes. Because the respondent also acts as a direct observer at the workplace. So far the Leadership Academy department has conducted an assessment through the Indonesian Assessment Center (ACI). But this is only an evaluation but there are no supporting programs or tasks related to behavior change. Therefore, the need for programs and assignments that can support changes in participant behavior and also need support from superiors such as providing training or direct coaching. Findings that were obtained from this research are questions from opm.gov (U.S. Personnel Management Office) to receive information from primary data based on level 3 of Kirkpatrick.