The Development Competence of Educational Staff Division in the

Faculty of Veterinary Medicine Universitas Airlangga through

Training and Education Method

Dra. Ec. Mardiana

Student Master of Management Universitas Airlangga, Indonesia

Keywords: Development Competence, Training, Education, Human Resources.

Abstract: The change in environment strategy is a dynamic characterized by the occurrence of the rapid development

of the science and technology. Besides, facilities and infrastructure also use information systems with digital

techniques that are modern and sophisticated. This has emphasized the importance of the development of

competence for human resources in organizations and institutions, especially in the faculty of veterinary

medicine Universitas Airlangga. Therefore, this report presents a discussion of the development competence

of education through a training and education method. The method used in this research is qualitative with

the procedures of the research yielding data that is based on descriptive observation, objectives of the

research and the interview. As for the result, the pursuit of this obtained the development of a competent

form of education through the training and education method. The development of competence should be in

line with the development of a career, then it can be seen as a growth and development strategy, and

regarding the quality of staff the purpose is the development of competence in human resources.

1 INTRODUCTION

At this time, there has been a dynamic

environmental change (environmental setting). It is

very dynamic and is marked by the very rapid

development of science and technology. In addition,

facilities and infrastructures use digital information

systems and techniques, which are very modern and

sophisticated, so it takes knowledge and skill of

every human resource. This is a challenge that must

be overcome to meet the needs and increase the

competence of human resources, hence the

necessary competence development.

Implementation of Tri Dharma Higher

Education, in the administrative governance,

required the development of human resource

competence to be applied in the field of education

staff at the Faculty of Veterinary Medicine of

Airlangga University. Given that the journey of the

establishment of the Faculty of Veterinary Medicine

Airlangga University began in 1962 and developed

until now, it cannot be separated from the

intervention of human resources and the educational

staff.

Viewed from the perspective of the national

education system, the role of educational staff of

students in an institution of higher education is still

dominant and very important to the information

system technology today and the influence of

sophistication is inevitable. But because of the

process of education/learning, research and

community service, especially the administrative

management role played by educational personnel

should coincide with the progress of information

technology. So their functions will not be

completely ignored as educational personnel, in

service to students, including preparing to meet the

administrative needs for educators. According to the

Presidential Regulation of the Republic of Indonesia

Number 10 of 2016 the Education Personnel are

members of the community who are devoted and

appointed to support the implementation of

education. Teachers are assigned to carry out

administrative, management, development,

supervision, and technical service to support the

education process in the education unit. Regarding

the education staff, especially in the Faculty of

Veterinary Medicine, Airlangga University, this

includes education, student affairs, finance and

Mardiana, E.

The Development Competence of Educational Staff Division in the Faculty of Veterinary Medicine Universitas Airlangga Through Training and Education Method.

DOI: 10.5220/0007536800210027

In Proceedings of the 2nd International Conference Postgraduate School (ICPS 2018), pages 21-27

ISBN: 978-989-758-348-3

human resources, facilities and infrastructure,

information system unit, librarian, laboratory, and

technician learning resources.

According to the Law of the Republic of

Indonesia Number 18 Year 2002 Development is an

activity of science and technology aimed at utilizing

proven scientific principles and theories to improve

the function, benefits, and application of existing

science and technology, or produce new technology.

Development is an attempt to improve the technical,

theoretical, conceptual and moral skills of

employees in accordance with the needs of the

office. The purpose of development is to increase

work productivity (Hasibuan: 2002: 69).

Development is based on the fact that an employee

needs a set of knowledge, skills and abilities

developed to work well in carrying out their duties

and functions during their career.

The long-term career preparation of an employee

for a series of positions is what employee

development is about. Along with that, development

has a wide scope. As Smith (2000: 2) suggests,

"Development: the growth or realization of a

person's ability through conscious or unconscious

learning". This means that development

encompasses all aspects of employee quality

improvement not only education and training.

Development is more focused on the general long-

term needs of the organization. The results are

indirect and can only be measured in the long run.

Training is directed to improve work performance;

while competence is the skill of an expert. Where

the expert is defined as someone who has a certain

skill level or high knowledge in a particular subject

gained from training and experience. Thus, the

purpose of competence development is to improve

future job skills.

The reality that occurred above experienced

distortion in its implementation. Improving the

quality of human resources through education and

training has often not been directed towards the

analysis of the needs of organizations/work units.

This condition prevents optimal outputs or outcomes

in the implementation of education and training for

improving the performance of employees and

organizations. For example, it happens that in the

year 2017 there is only training for the veterinary

faculty laboratory in which the majority are

honorary and contract laborers. Training followed

OHS training (safety and job security). These kinds

of factors ultimately lead to the development of

educational personnel whose skills are not maximal,

because it is not in specification in the field. Also,

the development of competence should apply to all

levels of education personnel, in order for each

employee to experience competence in continuous

improvement in line with the development of the

era.

The vision of the Faculty of Veterinary Medicine

of Airlangga University is to become a leading

faculty at national and international level, a pioneer

of development in education and research in

veterinary and animal husbandry, independent and

innovative based on religious morals, ethics,

environmental sustainability and animal welfare

while remaining oriented to the welfare of the

community.

While the mission of the Faculty of Veterinary

Medicine of Airlangga University is first conducting

academic education as a profession, being specialists

in veterinary and animal husbandry based on modern

learning technology, which can produce graduates

with professional ability and a strong desire to

develop science, entrepreneurial spirit, religion and

ethics. Secondly, conducting basic and innovative

research and innovative high-quality research in

veterinary work and livestock to support the

development of science, education and community

service based on religious morals, ethics,

environmental sustainability and animal welfare.

Third, opportunity to develop expertise in the field

of veterinary science and animal husbandry in the

community. The realization of a mutually beneficial

partnership with related institutions in order to

realize the independence of the faculty oriented to

quality and ability to compete at national and

international levels.

In supporting the vision, the mission and faculty

authority, it is necessary to change the paradigm of

faculty thinking from a strong institution with the

development of education and science into an

institution oriented to the organization of

information provider and public service in the

context of academic development in the Faculty of

Veterinary Medicine of UA.

Development of human resources is a very

important element in the organization because

employees are a very important asset in achieving

organizational goals that have been established.

Notoatmodjo (2003: 4) argued that the development

of human resources is a process of planning

education, training and management of personnel or

employees to achieve optimal results. Development

represents an employee-oriented future in

employment and emphasizes improving the ability

to perform new tasks in the future (Siagian, 2007:

183). In planning the development of employees, it

needs good coordination between each work unit in

ICPS 2018 - 2nd International Conference Postgraduate School

the organization with the personnel. This is

important considering that each work unit is more

aware of the need to develop the competence of

employees in the work unit. The personnel

department should be able to undertake the

development planning of employee competency in

order to have employees that can carry out the duties

and functions of the organization. With planned

development, the organization has employees ready

for use when needed for a particular position or task.

Therefore, the employment section serves as a

supporter in the implementation of employee

development activities. One form of development is

related to the improvement of competence of

knowledge, skills and attitude behavior for

employees in each work unit.

The formulation in finding an answer to this

problem involves first asking how the development

of the competence of staff of the Faculty of

Veterinary Medicine of Airlangga University is

achieved. Second, how will the flow of education

and training methods be created?

The purpose of the formulation of solving the

problem is to know the form of competence

development of the staff at the Faculty of Veterinary

Medicine of Airlangga University through education

and the training method. Then, to know the flow of

education and training methods that will be

provided.

2 LITERATURE REVIEW

2.1 Competency

Competence is a collection of knowledge, skills,

attitudes, and values as a performance that affects a

person's role, actions, achievements and work.

Associated with competence, Byham et al. (1996

cited by Manopo 2011: 12) says that competence is a

set of specific behaviors that can be observed and is

needed by someone to succeed in carrying out roles

and achieving company targets. According to Lyle

M. Spencer, Jr. & Signe M. Spencer (1993),

'Competence' is the basic characteristics of a person

usually associated with effective performance

according to certain criteria/superior performance in

a job.

2.2 Characteristics of Competence

According to Spencer and Spencer (1993: 10)

competence consists of 5 (five) characteristics,

namely:

1. Motives are where someone consistently thinks,

so they take action. Spencer (1993) adds that

motives "drive, direct and select behaviors

toward certain actions or goals and away from

others". For example, someone who has

achievement motivation consistently develops

goals that give a challenge to themselves and

they are fully responsible for achieving these

goals and expect some kind of "feedback" to

improve themselves.

2. Traits are characters that make people behave or

show how someone responds to something in a

certain way. For example, self-confidence, self-

control, fortitude or endurance.

3. Self-concept is the attitude and values of a

person. Attitudes and values are measured

through tests for respondents to find out

the value a person has and what is interesting for

someone to do.

4. Knowledge is information that someone has in a

particular field. Knowledge is a complex

competency. The knowledge test measures a

participant's ability to choose the most correct

answer but cannot see whether

someone can do work based on his knowledge.

5. Skills are the ability to carry out certain tasks

both physically and mentally.

According to Abdurrahman Fatoni (2006) the

general purpose of education and training is seen in

the context of fostering employees to be able to:

a. Increase personality and spirit of service to the

organization and society.

b. Improve the quality and ability, as well as good

skills in carrying out their duties and leadership.

c. Train and improve work mechanisms and

sensitivity in carrying out tasks.

d. Train and improve work in planning.

e. Improve knowledge and work skills.

It can be concluded that the purpose of education

and training is to improve the knowledge, abilities,

attitudes and skills of employees so that they are

more professional in carrying out their work so that

the goals of the organization can be achieved and

have relevance to employee performance. While the

benefits of education and training are to improve the

stability of employees and provide opportunities for

employees to develop themselves so that carrying

out their duties can run effectively and efficiently.

Many efforts are made by each organization so that

employees can develop in the sense of increasing

their knowledge and skills to carry out their duties.

Improving the ability of employees can be done by

The Development Competence of Educational Staff Division in the Faculty of Veterinary Medicine Universitas Airlangga Through Training

and Education Method

providing training and education to those who are

useful to improve knowledge and operations in

carrying out work assignments. Training is an

activity to improve one's work ability in relation to

economic activities (Ranupandojo, 1993: 77).

According to Wursanto (1999: 59) training is a part

of education that involves the learning process to

acquire and improve skills outside the education

system that apply in a relatively short time and with

methods that prioritize practice rather than theory.

Education and training are the same as development

which is a process of improving work skills.

3 METHOD

The method used in this study is a qualitative

approach. According to Bogdan and Taylor (in

Basrowi and Suwandi 2008: 1), qualitative research

is one of the research procedures that produce

descriptive data for observing research objects and

interviews. Hadjar (in Basrowi and Suwandi (2008:

23) stated that qualitative research aims to gain a

general understanding of social reality from the

perspective of participants. This understanding is not

determined in advance, but is obtained after

analyzing the social reality that is the focus of the

research. Based on the analysis, conclusions are then

drawn in the form of general understanding.

In the implementation of this study the author

uses data collection methods, namely interviews. To

explain and interpret, with other events, in this study

the object of documentation is archives and data in

developing employee competencies. Informants in

this study are people who are considered to know the

object of research or unit of analysis as the target of

the study (Riduwan 2007: 54). While Nazir (2008:

172) explains that information is, from a collection

of individuals, on certain events with the quality and

characteristics that have been determined. In

connection with this study, the researcher

determined purposively (purposive sampling) people

who were considered to know the problem of the

study, as many as 7 people, while the informants in

this study were as shown in Table 1.

In the Table 1 the numbers for each informant

are given in accordance with the Department in the

Faculty of Veterinary Medicine. They are the unit of

analysis in this study, namely the resources that have

attended training outside the institution or not. From

there it can be analyzed for the suitability of

competencies with the training that has been carried

out. Then, knowing the form of competency

development that must be implemented. Then, the

flow of the education and training method will be

applied by the education staff of the Faculty of

Veterinary Medicine, Airlangga University.

Table 1: Field of Educational Staff Division FKH UA

Source: Data FKH 2017

4 DISCUSSION AND RESULT

4.1 Forms of Competence Development

of Educational Staff

Mathis and Jackson (2001) illustrate that

competencies are visible and hidden. Knowledge is

more visible and can be recognized by companies to

match people with jobs. For skills, although some

can be seen, some are less easily identified. But

hidden competence in the form of skills that may be

more valuable can improve performance.

Competence is defined as the ability to carry out

tasks at work which includes applying skills that are

supported by knowledge and abilities according to

the conditions required. Thus the competency

standard can be assumed as a formulation of the

skills and expertise that must be possessed by the

workforce in carrying out the work in accordance

with the requirements established/agreed upon

(LPPKMITB, 2005: 3).

ICPS 2018 - 2nd International Conference Postgraduate School

The competency development includes through

education and training. Competency development

should be in line with career development. Here are

some kinds of competencies:

1. Technical competence measured from the level

and specialization of education, functional

technical training and technical work experience.

2. Managerial competence measured from the level

of education, structural training or management,

and leadership experience.

3. Social cultural competence measured from work

experience related to plural society in terms of

religion, ethnicity, and culture so as to have

national insight.

Departing from the background of the problems

that exist in the Faculty of Veterinary Medicine,

Airlangga University, the form of educational staff

competency development is by the method of

education and training tailored to each department.

This is in order to create excellent service in

providing services to the academic community in the

university environment, and the achievement of

efficient organizational goals and increased work

productivity.

Sule and Saefullah (2009) outlined the employee

development program in the organization that is off

the job training, namely:

1. Executive development program, which is a

program for sending employees to participate in

various special programs outside the

organization related to case analysis, simulations,

and other learning methods.

2. Laboratories training, which is in the form of

programs aimed at employees to participate in

simulation programs on the real world related to

organizational activities where the methods

commonly used are role playing methods,

simulations and others.

3. Organizational development, which is a program

aimed at employees by inviting them to think

about how to advance the organization

Employee education and training contributes to

improving organizational productivity, effectiveness

and efficiency. Understanding of education as

proposed by Soekidjo Notoatmodjo (2003) means

that formal education within an organization is a

process of developing abilities towards what is

desired by the organization concerned, while

training is part of an educational process whose

purpose is to improve the abilities and special skills

of a person or group of people. According to Rivai

and Sagala (2014) training is a systematic process of

changing employee behavior to achieve

organizational goals. The training relates to the skills

and abilities of employees who are oriented in

carrying out current work in order to succeed in

carrying out their work.

Education and training for employees must be

provided periodically so that each employee

maintains their competence to improve

organizational performance. Therefore, this training

program must get attention through training needs

planning for each employee. This is an effort to

develop human resources (HR) especially to develop

intellectual abilities and human personality. In order

to obtain maximum results in employee

development, education and training programs are

needed in accordance with job analysis so that

employees know the purpose of the education and

training they carry out.

It can be concluded that the purpose of education

and training is to improve the knowledge, abilities,

attitudes and skills of employees so that they are

more professional in carrying out their work so that

the goals of the organization can be achieved and

have relevance to employee performance. While the

benefits of education and training are to improve the

stability of employees and can provide opportunities

for employees to develop themselves so that in

carrying out their duties can run effectively and

efficiently

4.2 Flowchart & Strategy for

Developing the Quality of

Education Personnel Through

Education & Training Methods

In achieving the goal of developing employee

quality, before undertaking education & training, the

organization must first determine the training needs.

Done with the aim to increase the effectiveness of

training. Assessment of the effectiveness of training,

not only seen from the output, but the outcome,

namely improving employee performance. Without

determining training needs, the organization cannot

guarantee that training will produce results in

accordance with the agency's objectives. To analyze

training needs, it is necessary to understand each

field in each department. The following is a table of

data about human resources, especially education

personnel in the college environment of the Faculty

of Veterinary Medicine, Airlangga University.

The methods that can be used in the

implementation of education & training programs

according to Dessler (2000) are:

The Development Competence of Educational Staff Division in the Faculty of Veterinary Medicine Universitas Airlangga Through Training

and Education Method

1. On the job training (training at work), is training

for employees to learn a job while working on it.

2. Job instruction training (job instruction training),

is the registration of each basic job title, together

with key points to provide employee step-by-step

training.

3. Lectures (learning), training in a fast and simple

way of presenting knowledge to trainees, such as

when sellers must be taught the special

characteristics of a new product.

4. Audio visual training (audio visual training),

employee training using audio visual techniques

such as film, television, audio tape and video

tape, this method can be very effective and

widely used.

5. Programmed learning (programmed learning), a

systematic method for teaching skills that

includes presenting questions or facts, allows

employees to respond and give participants

learning immediate feedback about the accuracy

of their answers.

6. Vestibule or simulated training (training porch or

simulation), training employees on special

equipment outside the workplace, such as pilot

training in aircraft, so that costs and hazards can

be reduced.

7. Computer assisted instruction training (computer

based training), is training employees using

computers, this training uses a computer-based

system interactively enhancing the knowledge or

skills of trainees. Computer-based training

almost always includes presenting trainees with

computerized simulations and the use of

multimedia including video tapes to help trainees

learn how to do their work.

Flowchart & strategy for developing the quality

of education personnel proposed by the researcher

include work analysis, analysis of the needs of each

field, analysis of resources. Following work analysis

procedures.

Figure 1: Prosedur Performance Analysis

Through performance analysis it will be known

the level of importance of an education and training

for human resources, especially the staff of the

Faculty of Veterinary Medicine, Airlangga

University. Then the next analysis is the needs

analysis of each field. The process consists of first,

identification of performance standards of

educational personnel. It is a standard benchmark of

work that is, job description, job design, job

specification, standard quality of work, work

instructions/job manuals. Second, Identify the

performance of education personnel. In general there

are some things that must be understood through

performance appraisal, among others :

1. Performance targets achieved

2. Compliance with predefined performance

standards

3. Problems faced with the solution

4. Profile of achievement

5. Recommendations

After the process of identifying the performance

with the assessment given, what needs to be done is

to identify the needs of the development of

educational personnel. In this case the need can

cause the gap due to the differences of each field of

educational personnel. Then for Third, the analysis

of resources. There are several kinds of human

resources in the development of educational

personnel, consisting of the number & qualifications

of educational personnel, costs and facilities that

support. The more complete the facilities, the easier

it will be for the development of education

personnel.

4.3 The Purpose of Developing the

Quality of Education Personnel

Through Education & Training

Method

The process of developing the quality of

education personnel through the provision of

education & training in order to improve the ability

and quality of education personnel. The purpose of

Education and Training is to improve knowledge,

skills, skills and attitudes to perform professional

duties positions based on personality and ethics of

human resources in accordance with the needs of

agencies.

In educational and training activities, there are

many benefits that can be taken by the organization,

among others:

1. Increasing employee motivation and work

ability,

2. Improve product / work performance of

employees,

3. Increase loyalty and profitable cooperation,

4. Reduce the fear of facing new tasks in the future,

ICPS 2018 - 2nd International Conference Postgraduate School

5. Streamlining communication so that more

effective,

6. The same perception of tasks to be accomplished

and

7. Improving employee discipline against

normative rules or habits

The education & training method is an

organization's long-term investment process. Here's

the investment process,

Figure 2: Organizational Investment Process

This will create an active and developing

organization. Both the institution and human

resources in this case are educational staff of the

Faculty of Veterinary Medicine, Airlangga

University.

5 CONCLUSIONS

Based on the explanation above, it can be concluded

that there is a need to develop competencies for

education staff at the Faculty of Medicine of

Airlangga University through the development of

competencies of the Faculty of Veterinary Education

staff submitted by the authors along with the flow &

strategy of developing the competency of the

teaching staff of the Faculty of Veterinary Medicine,

Airlangga University. In order to achieve the

agency's vision and mission and organizational

needs.

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The Development Competence of Educational Staff Division in the Faculty of Veterinary Medicine Universitas Airlangga Through Training

and Education Method