Evaluation of the Implementation of Air Force Staffing Programme

at the Air Force Personnel Administration Service

Syamsunasir

, Mahmuddin Yasin

and Yetti Supriyati

Universitas Negeri Jakarta

Keywords: Evaluation, Implementation, Program, Provision, Air Force Officer

Abstract: This study aims to evaluate the process of implementing the TNI AAU recruitment program at Mabesau

Disminpersau Cilangkap Jakarta. The method used is the evaluation study method with the CIPP model.

The results of the study show; (1) technical guidelines which become the reference for implementation have

not been standardized, the objectives and targets of the program can be fulfilled in terms of quality and

quantity; (2) some committees lack integrity, are not transparent and collusion. In addition, the lack of a

CAT computer lab during the test, the unevenness of the facilities and infrastructure in the area and the

implementation of tests manually; (3) there are several causes for prospective cadets not to pass, among

others; administrative mismanagement, past the age limit, below average intelligence, low endurance, not

stress resistant, easily affected, lacking in terms of health checks, color blindness, lung disease, unable to

swim, having pierced ears, lacking loyalist towards Pancasila, NKRI, UUD 1945, radical, free sex, and

vigilante; (4) the achievement of graduates based on the final grade score (NA) of graduation and after

being appointed as cadets of the Indonesian Air Force can be placed in all TNI AU Corps. But in terms of

quality there are still a number of cadets who cannot fly the TNI AU aircraft so that they are placed in other

specialties.

1 INTRODUCTION

The Administrative Service of the Indonesian Air

Force personnel, abbreviated as Disminpersau, is the

central executing body at the Mabesau level which is

directly under the Kasau which is in charge of

fostering and controlling personnel administration

covering a part of the function of personnel

development consisting of recruitment /

procurement, education and preparation of the

distribution of Indonesian Air Force personnel as

well as fostering special administrative and service

professional fields.

There are several problems in the

implementation of the TNI AU cadet recruitment

program at Disminpersau Cilangkap Jakarta

including: (1) planning a recruitment program that is

less complete and focused, and implementation that

has not been fully consistent; (2) the preparation and

recruitment activities of the central and regional

committees are not optimal; (3) the function of

monitoring and evaluation is not optimal as a

component of quality control; (4) selection processes

such as psychological examinations, health

examinations, physical and postnatal health

examinations, screening for Pomau screening,

personnel research and academic selection are not

optimal; (5) the needs of the number of TNI AU

cadets that have not been fulfilled are needed to

guard the organization; and (6) there are still some

complaints from user agencies and guidance of

cadets on performance.

This is because there are graduates from Taruna /

Taruni candidates who have been selected, but when

they are at the central level selection, when they are

tested using the same test there are still candidates

for cadets who do not pass, even though the

graduates from the regional selection has been

declared passed by the regional committee. This

means that there are problems that occur in the

process of selection of cadets at the regional level.

Based on this background, it is necessary to have a

study evaluating the prospective recruitment

program for TNI AAU cadets at Mabesau

Disminpersau Cilangkap Jakarta.

Syamsunasir, ., Yasin, M. and Supriyati, Y.

Evaluation of the Implementation of Air Force Stafﬁng Programme at the Air Force Personnel Administration Service.

DOI: 10.5220/0009506908050809

In Proceedings of the 1st Unimed International Conference on Economics Education and Social Science (UNICEES 2018), pages 805-809

ISBN: 978-989-758-432-9

805

2 THEORICAL FRAMEWORK

Concept of Program Evaluation

Program evaluation is the first step in supervision,

which is collecting the right data so that it can be

continued with the provision of appropriate

guidance. Program evaluation is very useful

especially for decision makers, because by inputting

the results of the program evaluation the decision

makers will determine the follow-up of the program

that is being or has been implemented. Carpenter et

al. (Carpenter, Corbin, & Luke, 2015) defines that

program evaluation is an effort to conduct analysis,

collect data in the field, and search for various

information in the field.

McDavid, Husse and Hawthorn (McDavid, Huse,

& Hawthorn, 2013) say that program evaluation is a

systematic process of assessing a program or policy

based on absolute criteria (merit-based) or relative

(worth-based). (Goodier, Field, & Goodman, 2018)

that program evaluation is done to see the level of

efficiency, implementation, results and costs of a

program. In line with this understanding, (Topper &

Lancaster, 2016) says that program evaluation is

needed to test the evaluation model or approach to

determine the most appropriate planning model to be

applied.

Recruitment

There are several definitions of recruitment

including; according to (Greenhaus & Callanan,

2006) that recruitment is usually defined as activities

in the field of organizations with the aim of

attracting potential. The same thing was expressed

by (Armstrong, 2010) that recruitment was related to

the addition of the number and type needed.

According to (Noe, 2010) that recruitment is the

process of finding potential jobs. Whereas according

to Noe & Weight (Baran, Filipkowski, & Stockwell,

2018) recruitment is any activity carried out by the

organization with the main goal of identifying and

attracting potential employees.

Selection

Selection is an important function because the

various skills needed by the organization to achieve

its objectives are obtained through selection.

According to Goldstein (Goldstein, Pulakos,

Passmore, & Semedo, 2017) that selection is the

process of choosing which new members together

achieve organizational goals. According to (Colquitt,

LePine, & Wesson, 2015) that the employee

selection process is one of the most important parts

of a human resource management process. The

selection process starts from accepting the

application and ends with a decision on the

application. According to (Robbins & Coulter, 2016)

that there are steps between processes starting with

the ending process is an effort to link the interests of

prospective employees with organizational interests.

According to (Cheaitou, Larbi, & Al Housani, 2018)

that selection criteria can include: past performance,

and past experience. Likewise according to Russell

and Brannan (Russell & Brannan, 2016) that

selection is related to prospective human resources

selected based on the ability to show behaviors and

attitudes that coincide with value-based

organizations.

Human Resources

The existence of qualified and competent human

resources (HR) is absolutely necessary because in

turn it will have implications for improving the Air

Force's defense. Therefore, strategic steps are

needed to be taken immediately to overcome the

problem of recruiting the Indonesian Air Force in

Indonesia. So in this knowledge-based era what

happens is competition between the level of

knowledge and the level of knowledge possessed by

human resources from each country. According to

(Boxall, Purcell, & Wright, 2007) say that; there are

several parts of human resources including;

organizational culture, management style,

involvement / influence, remuneration, training /

development, recruitment / selection and job

security. With the availability of quality human

resources by mastering science and technology this

greatly determines the ability of the nation to enter

global competition that demands high

competitiveness.

In line with the statement, (Brewer & Brewer,

2010) said that one form of human resource

planning is to recruit, and choose activities that

involve orientation, socialization, training, and

development, as well as performance appraisals that

lead to increased knowledge of members.

The Concept of Provision of Cadets of the

Indonesian Air Force

Based on the Renlakgiat Provision of Air Force

Officers Number B / 401 1-08 / 02/19 /

Disminpersau that the provision of officers is part of

fostering TNI personnel, especially the Air Force,

which in essence is an activity to get prospective

officers in line with the quality and quantity needed

to meet the needs of the organization in order to

carry out the basic tasks of the Indonesian Air Force.

One of the activities to receive candidates for the

TNI AU is through the provision of cadets.

The Indonesian National Army Air Force (TNI

AU) as an integral part of the TNI is a state defense

tool in the air, in carrying out its functions is

strongly influenced by the types of defense

UNICEES 2018 - Unimed International Conference on Economics Education and Social Science

806

equipment and humans who guard it. In order to

guard the organization, it is necessary to foster

human resources as a very important effort in

fostering the Indonesian Air Force officers as a

whole, one of which is the provision of officers.

Likewise, according to the Plan of

Implementation of Provision of Cadets and Students

of the Air Force Academy it is said that the

provision of officers as part of a system of personnel

development in addition to education, use, care, and

separation of personnel is essentially an effort,

activity and work to get an Air Force officer with

quality and quantity that has been determined to

meet the organization's escort needs. Activities in

the provision of officers will be achieved according

to needs.

3 METHODOLOGY

The method chosen in this study was a program /

policy evaluation research method. The components

evaluated by the CIPP model approach began to be

developed in the late 1960s by (Stufflebeam &

Coryn, 2004). CIPP is based on four stages

including context evaluation (context), input (input),

process (process), and evaluation of results

(product). The main data sources (key informants) in

this study were Assistant Kasau Personnel, Air

Force Academy Governor, Head of the Indonesian

Air Force Administration Agency, Recruitment

Committee, and Indonesian Air Force Cadets. From

this information source, there will be several

methods of data collection such as interviews,

documentation and observations to get as much

information as possible about the recruitment of

Indonesian Air Force cadets at Mabesau

Disminpersau Cilangkap.

4 RESULT AND DISCUSSION

Context Evaluation (context)

The implementation of the Disminpersau Mabesau

TNI AU cadet provision program has been in

accordance with the legal basis and made technical

guidelines as a reference in the implementation.

Although the technical guidelines used are not

standardized. Furthermore, the aim of the program is

to fulfill the program objectives in guarding and

enhancing the capabilities of the Indonesian Air

Force. Furthermore, the program target has been

fulfilled in terms of the quantity already in

accordance with the acceptance quota, which is 100

cadets consisting of 90 cadets and 10 Taruni while

the quality aspect is capable of being a pilot,

although there are some cadets who cannot become

pilots. However, it can be directed to other

specialties according to their interests and talents to

continue to jointly support the main tasks of the

TNI.

One of the objectives of organizing cadets /

cadets in the Indonesian Air Force is to produce

graduates who have competent and quality human

resources. This is in line with the opinion of (Baran

et al., 2018) that human resources (HR) function and

play an important role in changing an organization.

In particular, the function of human resources has

the ability to implement specific practices that

increase commitment to change.

Based on the evaluation of aspects of context

evaluation, it can be explained that it is appropriate

and running well.

Input Evaluation (input)

Taruna has resources that suit the needs of the TNI

AU because they are very tightly selected such as

having above-average intelligence, strong immune

system, stress resistance, not easily affected, having

excellent health, loyalists towards Pancasila, NKRI,

1945 Constitution. regarding the committee's

resources, it can be concluded that not all

committees and selectors have integrity and

transparency and collusion. The scoring system

carried out is still manual so the value or score can

be changed. Of course it will be different if the test

uses a computerized system, so the causes of fraud

can be minimized.

On the aspect of the availability of facilities and

infrastructure the selection process still lacks the

unavailability of CAT computer labs and the lack of

facilities and infrastructure in remote areas so that

they must be able to cooperate with relevant

agencies and the uneven distribution of facilities and

infrastructure between regions. While the financing

aspect has not met the program needs in the

implementation of the provision of cadets of the

Indonesian Air Force. In general, the recruitment

process must be able to choose the best cadets. This

is in accordance with the opinion of (Bailey &

MacMahon, 2018) that in making decisions on the

recruitment process it is necessary to identify talents,

identify individual abilities, identify specific skills

for prospective members.

Based on the evaluation of the input evaluation

aspects, it can be explained that it has not gone well.

Evaluation of the Implementation of Air Force Stafﬁng Programme at the Air Force Personnel Administration Service

807

Process Evaluation (process)

In the implementation of the administrative

examination is divided into two parts, namely the

central level tests and regional level tests. The

process of carrying out administrative checks still

causes several candidates for cadets who do not pass

due to age exceeding the provisions, there are still

errors in administrative completeness such as

improper filing, legalization of no number and date

of agenda, missing diploma files not accompanied

by a missing certificate from the police , using a

guardian even though his parents are still alive, the

letter is not collusion and parental consent is signed

by himself, and the application letter, mother's name

on the certificate, KK is not the same.

From several stages of psychological testing,

there are several causes of cadets not graduating due

to problems that occur in prospective cadets

including; below average intelligence, low

durability, stress resistance, slow work and easily

affected. In the aspect of health checks, prospective

cadets do not graduate because they have

deficiencies in terms of ENT, color blindness, and

have lung disease. While the aspects of physical

fitness and posture examination found several causes

not passed because prospective cadets cannot swim

and have extreme posture abnormalities.

Furthermore, regarding the reasons for not passing

the Pomau screening examination due to having

pierced in the ears, there were still differences in

diplomas between elementary, middle and high

school and had two families. While the cause of not

passing the personnel research test is because

prospective cadets are less loyalistic towards

Pancasila, NKRI, 1945 Constitution, Government,

radicals, free sex, and vigilante. According to

(Russell & Brannan, 2016) that the recruitment

process is related to prospective human resources

selected based on the ability to show behaviors and

attitudes that coincide with value-based

organizations.

Based on the evaluation of aspects of process

evaluation, it can be explained that it is appropriate

and running well.

Results Evaluation (product)

From the aspect of program graduation achievement

there are differences in the results of regional level

graduation and central level tests even though the

tests used are the same. This is because there are

some individual committees who are collusion, not

transparent, have no integrity, there is no

independent supervision, facilities in the regions are

still manual while at the central level some have

been computerized, and there is no standard in

conducting selection. While on the quality aspect,

the quality of TNI cadets is in accordance with the

standards, namely responsive (able to think quickly

and precisely to provide solutions to problem

problems), responsiveness (good personality and

role model for members) and trengginas (having

good security to carry out every workload who was

held as cadets / TNI cadets). According to Blaga and

Jozsef (Aized, 2012) that work resources have

limited qualitative-quantitative potential. Quality is

unlimited potential.

Based on the evaluation of aspects of product

evaluation, it can be explained that it is appropriate

and running well.

5 CONCLUSION

Based on the research findings, it can be concluded

that the lack of CAT computer labs at the time of the

tests, the unevenness of the facilities and

infrastructure in the area and the manual

implementation of the tests affected the assessment

process for cadets. While on the quality aspect, the

quality of TNI cadets is in accordance with the

standards, namely responsive (able to think quickly

and precisely to provide solutions to problem

problems), responsiveness (good personality and

role model for members) and trengginas (having

good security to carry out every workload who was

held as cadets / TNI cadets). In general, the results

of the evaluation of TNI AU cadet recruitment have

gone well. Although it still requires some

improvements such as the completeness of facilities

and infrastructure.

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