MILADIAH, SOFA SARI MILADIAH (2025) MANAJEMEN BALAI LATIHAN KERJA KOMUNITAS (BLKK) DALAM MENINGKATKAN KOMPETENSI SUMBER DAYA MANUSIA (Studi Kasus di BLKK Al-Bayan, Kab. Bandung dan BLKK Pondok Pesantren Al-'Izz, Kab. Sukabumi). S3 thesis, Universitas Islam Nusantara.

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Abstract

Penelitian ini mengenai manajemen pelatihan Balai Latihan Kerja Komunitas (BLK). Salah satu fokus pemerintah dalam merespon kondisi saat ini yakni peningkatan Sumber Daya Manusia (SDM) Indonesia unggul serta maju, dimana hal tersebut menjadi salah satu program prioritas pembangunan selama masa pemerintahan ini. Untuk tercapai maksud tersebut diperlukan suatu program yang terancang serta berkesinambungan guna meningkatakan kompetensi sumber daya manusia lewat program pelatihan, pendidikan ataupun perkembangan. Penelitian tersebut memaparkan keadaan berkesinambungan dalam perencanaan, pengorganisasian, pelaksanaan, serta evaluasi pembelajaran dengan sarana/prasarana, SDM, serta program pelatihan yang mengacu pada SKNI sebagai Instrumental input serta IDUKA/DUDI sebagai environmental input. Tujuan khusus dalam penelitian tersebut mendeskripsikan serta menganalisa terkait manajemen (perencanaan, pengorganisasian, pelaksanaan, serta evaluasi), problem yang dihadapi, merancang solusi dari kendala yang dihadapi, merelevansi enam sistem nilai, serta menghasilkan produk manajemen. Landasan teologis pada penelitian ini yakni Q.S. As-Sajadah:5. Landasan teoritis seperti pendapat Silcock and Brundrett (2001:39). Penelitian tersebut mengenakan pendekatan kualitatif dalam teknik deskriptif. Pengumpulan data didapatkan mengenakan teknik dokumentasi, wawancara, serta observasi. Temuan kepenelitian menunjukan bahwasanya (1) Perencanan pelatihan disusun setiap hendak berlangsung angkatan baru sebelum kegiatan pelatihan berlangsung. (2) Pengelolaan BLK Komunitas butuh dibentuknya struktur kelompk khusus guna menetapkan kewajiban pokok serta kegunaan tiap orang. Dalam peningkatan kompetensi pengelola serta instruktur, pemerintah telah menyediakan fasilitas upgrading skill sebagai bentuk keseriusan pemerintah memfasilitasi BLK Komunitas sebagai agent dimasyarakat. (3) Kegiatan pelatihan berbasis komptensi ini dilakukan dalam sistem serta jobdesc yang jelas lewat proglat yang berlaku. Sistem dirancang guna memberikan kemudahan pemakainya guna meminimalisirkan tumpeng tindih kebijakan dalam pelaksanaan. (4) Dalam tahap evaluasi sebagai tujuan akhir bahwasanya seseorang itu dinyatakan kompeten dibidangnya yakni dengan uji kompetensi yang sesuai unit-unit kompetensi sesuai SKNI. Jika peserta telah dinyatakan kompeten, maka peserta hendak mendapatkan sertifikat kompetensi yang dikeluarkanya oleh Badan Nasional Sertifikasi Profesi (BNSP). (5) Kendala yang dihadapi oleh Balai Latihan Kerja Komunitas yakni terkait sumber anggaran yang dikeluarkan oleh pemerintah, alat ataupun bahan yang masih terbatas, serta Lembaga Sertifikasi Profesi yang masih belum selaras dalam skema proglat yang berlangsung. (6) solusi yang ditawarkan yakni Pengelola didorong untuk mampu menutupi biaya yang belum dikeluarkan oleh pemerintah dengan berbagai strategi. Maka sebabnya, Kepala BLK sebagai pemimpin wajib memiliki jiwa entrepreneurship serta mampu berpikir kritis untuk menyaksikan peluang yang terdapat dengan memanfaatkan fasilitas BLK. Kata Kunci: Pelatihan, Balai Latihan Kerja Komunitas, Sumber Daya Manusia This research topic concerns the training management of community work training centers (BLK). One of the government's focuses in responding to current conditions is improving Indonesia's superior and advanced Human Resources (HR), which has become one of the priority development programs during this government's term. To achieve this goal, a planed and sustainable program is needed to increase the competency of human resources through training, education and development programs. This research only discusses matters relating to planing, organizing, implementing and evaluating learning with facilities/infrastructure, human resources and training programs that refer to SKNI as instrumental input and IDUKA/DUDI as environmental input. The specific objectives of this research are to describe and analyze management (planing, organizing, implementing and evaluating), the obstacles faced, designing solutions to the obstacles faced, the relevance of the six value systems, and producing management products. The theological basis for this research is Q.S. As-Sajadah:5. The theoretical basis is as argued by Silcock and Brundrett (2001:39). This research uses a qualitative approach with descriptive methods. Data collection was obtained using documentation, interviews and observation methods. The research findings show that (1) Training plans are prepared every time a new generation takes place before the training activities take place. (2) Management of Community BLK requires a special organizational structure to be formed to determine the main tasks and functions of each person. In increasing the competency of managers and instructors, the government has provided skills upgrading facilities as a form of the government's seriousness in facilitating Community BLK as agents in the community. (3) This competency-based training activity is carried out with a clear system and job description through the applicable program. The system was built to make it easier for users to minimize overlapping policies in implementation. (4) In the evaluation stage, the final goal is that a person is declared competent in their field, namely by means of a competency test based on competency units according to the SKNI. If the participant has been declared competent, the participant will receive a competency certificate issued by the National Professional Certification Agency (BNSP). (5) The obstacles faced by Community Work Training Centers are related to budget sources issued by the government, limited tools and materials, as well as Professional Certification Institutions which are still not in accordance with the ongoing program scheme. (6) the solution offered is that Managers are encouraged to be able to cover costs that have not been incurred by the government using various strategies. Therefore, the Head of the BLK as a leader must have an entrepreneurial spirit and be able to think critically to see the opportunities that exist by utilizing BLK facilities. Keywords: Training, Community Work Training Center, Human Resources

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