International E-Journal of Advances in Education

Öz

Stakeholder
is a driving force in an organization. However, over time, an organization
cannot be avoided with the crisis of leadership. This condition is due to the
lack of human resources that has credibility and capacity as a leader. Through
the Training Management Model, it aims to improve the capacity of human
resources, which is expected to become a model of the emergence of future
leaders. The civil service is a state apparatus that works to serve the State
of the Republic of Indonesia. Then, a civil servant will occupy positions
within the institution, He/she must have a minimum rank of echelon IV. The
purpose of this study is to obtain training management model that can improve
employee performance, and increase the capacity of human resources. This study
employed mixed methods, quantitative and qualitative approaches. Furthermore,
in collecting the data collection, the author performed interviews,
documentation, observations and questionnaires. The results of this study were
elaborated briefly as follows: (1) Training management model among others by
applying a training needs analysis (TNA), employee goals, training
infrastructure, training design, program structure, and training budget plan.
(2) The capacity of human resources includes an increase in knowledge,
motivation, leadership, job performance, attitude in work and additional duties
(the working visit). (3) The impact of training on performance management of human
resources is that: the employees have the skills to be a leader of an
institution, high motivation in work, and responsibility in carrying out their
duties. Based on the correlation coefficient between management training with
employee performance could be concluded that there was significant influence.
Based on the findings of the obtained data, it showed coefficients amounting to
0.846 or 84.6%. Therefore, it was proven that the influence between two
variables was very strong in the range coefficient from 0.80 to 1.000.