Strategic Vocational Training through Tailor-Made Training Needs
Dessy Seri Wahyuni, Ketut Agustini, Eka Mertayasa

Department of Post-Graduate, Universitas Pendidikan Ganesha

Abstract

The strategic implementation of vocational education and training Technical and vocational education training (TVET) is to realize the stability of work competence for all societies. TVET does not only focus on vocational education programs but also must align with the implementation of competency-based training programs. Vocational training aims to resolve the discrepancy competency existing in an organization. The continuation of a sustainable vocational training program is an effort to up-skilling competency for employees to be relevant to the needs of work competence in the world of work. The organization of training must be adjusted between the needs/characteristics/local resources we called tailor-made and the requirements for work competency specifications in the world of work. The identification of training competency needs must be done before the implementation of training. One method to identify the training competency needs is the Training Needs Assessment (TNA). This method was developed by Allison Rossett and Joseph W. Arwady in 1985. It is a systematic method of determining if a vocational training needs to exist and, if it does, what training is required to fill the competency gap. In the TNA method, techniques, tools, and objectives that must be achieved are clearly spelled out. There are five TNA objectives, namely optimal, actuals, causes, feelings, and solutions. Some of the techniques used in the TNA method are extant data analysis, needs assessment, and subject matter analysis. The extant data analysis technique is the stuff that the organization collects that represents the results of employee performance (actual conditions). A needs assessment is a specific front-end technique, collect information with relevant sources to seek information and perspective of discrepancy skills competency in an organization. Meanwhile, subject matter analysis will provide a sharpening of the optimal competency conclusions that must be mastered by workers based on organizational problems that have been outlined in the previous stage. Some tools used in the TNA method are interviews, observations, groups, and surveillance. TNA will reserve training interventions for appropriate problems and innovations. Identifying competency needs prior to training will result in effective and efficient training outcomes.

Keywords: Vocational training, discrepancy competency, training needs, TNA method

Topic: Other Areas of Education