Ignite Hope

Dwifungsi adalah sebuah idiom yang maksudnya berfungsi ganda. ABRI sekarang bernama TNI. Angkatan Bersenjatanya Indonesia. Dwifungsi maksudnya ABRI berfungsi sebagai dinamisator (agent of change??) dan stabilisator (penjaga kestabilan) sehubungan dengan pembangunan bangsa dan negara Indonesia. Kenapa Pak Nas (Jendral AH Nasution) sampai pada pemikiran tersebut dan diterima oleh Pak Harto selaku kepala negara waktu itu, karena situasi kondisi pasca G30S 1965 memang memaksa setiap pemimpin bangsa untuk berpikir keras bagaimana caranya agar Indonesia dapat segera bangkit dan membangun diri dengan cukup tenang secara politik dan keamanan dulu. Itu konteksnya. Periode administrasi Orde Baru pada dua periode 5 tahun pertama dapat dikatakan sangat berhasil. Negara punya Garis Besar Haluan Negara (GBHN), Repelita, Pelita, dan situasi keamanan relatif stabil. Ada team ekonomi khusus yang terkenal dengan sebutan Mafia Berkeley dibawah pimpinan Prof Widjojo Nitisastro. Ada Komkamtibnas dengan jar...

Orang boleh pandai setinggi langit, tapi selama ia tidak menulis, ia akan hilang di dalam masyarakat dan dari sejarah. Menulis adalah bekerja untuk keabadian Berbahagialah dia yang makan dari keringatnya sendiri, bersuka karena usahanya sendiri, dan maju karena pengalamannya sendiri Kalian boleh maju dalam pelajaran, mungkin mencapai deretan gelar kesarjanaan apa saja, tapi tanpa mencintai sastra, kalian tinggal hanya hewan yang pandai Kewajiban kita hanya berusaha, tapi bila keadaan lain dari yang kita harapkan, itu bukan urusan kita lagi Bagi saya keindahan itu terletak pada kemurnian kemanusiaan, bukan dalam mengutak-atik bahasa Seorang terpelajar harus juga berlaku adil sudah sejak dalam pikiran, apalagi perbuatan Tak mungkin orang dapat mencintai negeri dan bangsanya, kalau orang tak mengenal kertas-kertas tentangnya. Kalau dia tak mengenal sejarahnya. Apalagi kalau tak pernah berbuat sesuatu kebajikan untuknya Kalau mau mengenal dunia, membacalah. Kalau mau dikenal dunia, menulis...

Here's an outline of a TNA report: Training Needs Analysis Report 1. Executive Summary Overview : Briefly summarize the purpose of the TNA and key findings. Objectives : State the objectives of the training needs analysis. 2. Introduction Background : Provide context about the organization and the need for the TNA. Scope : Define the scope of the analysis, including departments or roles covered. 3. Methodology Data Collection Methods : Describe the methods used to gather data (e.g., surveys, interviews, focus groups). Participants : List the participants involved in the data collection process. 4. Findings Current Skills and Knowledge : Summarize the current skills and knowledge levels of employees. Performance Gaps : Identify gaps between current and desired performance levels. Stakeholder Feedback : Include feedback from stakeholders on training needs. 5. Analysis Data Analysis : Present the analysis of the collected data. Gap Analysis : Highlight the key skills and knowledge gap...

Measuring the effectiveness of training involves using various performance metrics to assess how well the training has achieved its objectives. Here are some key performance metrics you can use: 1. Reaction Metrics Participant Satisfaction : Measure how satisfied participants are with the training using surveys and feedback forms. Engagement Levels : Assess how engaged participants were during the training through observation and participation rates. 2. Learning Metrics Pre- and Post-Tests : Compare test scores before and after the training to evaluate knowledge and skill gains. Quiz Scores : Use quizzes throughout the training to measure understanding and retention of key concepts. Competency Assessments : Evaluate specific competencies or skills that were targeted by the training. 3. Behavior Metrics Observation and Feedback : Observe participants on the job to see if they are applying what they learned. Collect feedback from supervisors and peers. Performance Metrics : Compare perfo...

Evaluating the effectiveness of training is essential to ensure that the training programs meet their objectives and provide value to the organization. Here are some key steps and methods to evaluate training effectiveness: 1. Define Clear Objectives Training Goals : Establish specific, measurable objectives that the training aims to achieve. Expected Outcomes : Define the expected outcomes in terms of knowledge, skills, and behaviors. 2. Use the Kirkpatrick Model The Kirkpatrick Model is a widely used framework for evaluating training effectiveness. It includes four levels: Level 1: Reaction Participant Feedback : Collect feedback from participants through surveys, questionnaires, or interviews to gauge their satisfaction with the training. Engagement and Enjoyment : Assess how engaged and interested participants were during the training. Level 2: Learning Pre- and Post-Tests : Administer tests before and after the training to measure knowledge and skill gains. Quizzes and Assessments...

Assessing the current skill and knowledge level of employees is crucial for identifying training needs and enhancing overall performance. Here's a comprehensive approach: 1. Self-Assessments Surveys and Questionnaires : Allow employees to assess their own skills and knowledge through structured surveys and questionnaires. Skill Inventories : Create a checklist of skills and ask employees to rate their proficiency in each area. 2. Performance Appraisals Regular Reviews : Conduct regular performance appraisals to evaluate employees' skills and knowledge based on their job performance. 360-Degree Feedback : Gather feedback from peers, supervisors, and subordinates to get a holistic view of an employee's capabilities. 3. Skill Testing Practical Tests : Administer practical tests or simulations that mimic job tasks to assess specific skills. Written Exams : Use written exams to evaluate theoretical knowledge and understanding. 4. Observations On-the-Job Observations : Observe em...

Choosing the appropriate training methods involves considering several factors to ensure that the training is effective and meets the organization's goals. Here's a step-by-step guide to help you choose the right training methods: 1. Identify Training Objectives Define Clear Goals : What do you want the trainees to learn or achieve by the end of the training? Measure Outcomes : Determine how you will measure the success of the training 2. Analyze the Audience Skill Levels : Assess the current skill levels and knowledge of the trainees. Learning Preferences : Consider the preferred learning styles of the audience (e.g., visual, auditory, kinesthetic). Group Size : Determine the number of participants and their geographical locations. 3. Evaluate Training Content Complexity : Assess the complexity and type of content that needs to be covered. Practical Application : Identify whether the training requires hands-on practice or theoretical knowledge. 4. Consider Available Resources ...