THE EVALUATION OF TRAINING PROGRAM BY USING KIRKPATRICK’S MODEL CASE STUDY: PT TIARA UTAMA IZZATI

• Main Author: Lutfatul, Rafika
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/62823
• Institution: Institut Teknologi Bandung

In a survey conducted by Global Data, the Indonesian pharmaceutical market is ranked the largest market in the ASEAN region. Indonesia is home to 260 million people and one of the fastest-growing pharmaceutical markets in Asia. According to the Ministry of Health, around 1,300 medical laboratories in Indonesia, 80 per cent of which are private. Laboratory employees are primarily trained at polytechnic universities. In-house training is at least mandatory for state laboratories. The high world demand for health products requires competent human resources. PT. Tiara Utama is a company engaged in supplying highquality chemicals and laboratory equipment PT. Tiara Utama always views training as a learning process to increase knowledge in employee development. Training can assume that training and development are essential for employees to become more skilled and better. When a company conducts training, if competent human resources apply it well, it will result in excellent and superior performance for the company or the individual itself. However, the obstacle found during the interview was applying the current training system. Still not optimal, some employee’s division operational have not felt the impact of the training held by the company. Therefore, it is necessary to evaluate to determine the effectiveness of the movement. Kirkpatrick's Four-Level Effective Evaluation Training Program. One of the most widely used models for evaluating training programs. In addition, there are also advantages of the Kirkpatrick model compared to other evaluation models. Kirkpatrick's model has several advantages, including more comprehensive, because it covers the cognitive, skill and affective aspects; the object of evaluation is not only learning outcomes but also includes processes, outputs and results; easier to apply (applicable) to the class level because it does not involve too many other parties in the evaluation process. This paradigm includes four critical levels of review, each of which has an impact. Level 1 Participants' reactions to the program are measured, Level 2 Learning can be defined as the extent to which participants change attitudes, increase knowledge, and improve skills due to following the program, Behavior Level 3 Level This training evaluation aims to see how much impact a program has on the behavior of trainees and the last is Level 4 Result. This study uses a quantitative and qualitative approach to evaluate training in the company. The researcher observes the company situation based on sources from informants and uses interviews as primary data and secondary data supported by various sources such as books, journals, media, and other available sources. Data analysis refers to qualitative interviews and data reports from training evaluations conducted by the company. The survey results show that at the level of reaction elements of material, performance, and the coach's ability are in the excellent score, but the Training Provider Service at the Not Good score. Level 2: Learning Participants' understanding of the training materials was assessed with an average participant score of Highest Score: 85,5 (Excellent) and Lowest Score: 65 (Not Pass). Level 3: Behavior This level evaluates how participants apply what they learned during the training when they return to work. The aspect that is measured is the participants' work behavior after returning to their work environment Behavior with the lowest three of the results: CSO2, CSO3, AT1 and Evaluate the trainee's behavioral change according to the trainee's supervisor assessment The following 10% of participants, on the other hand, did not see any increases in CO3, INT4, or CSO2. Recommendations to improve the effectiveness of the evaluation in the current training re-improving the Facilities, and redesigning Instructional materials and learning methods. The change in the training evaluation system is a significant change that will impact all employees of PT. Tiara Utama is also affected by other changes, such as the reward system.