POLICY FOR DEVELOPMENT OF APPARATUS RESOURCES THROUGH EDUCATION AND TRAINING AT THE CLASS I IMMIGRATION OFFICE PLACE SEMARANG IMMIGRATION CHECK

Abstract

Human Resources (HR) of the apparatus as a driver and organizer of government tasks plays an important role in a government system. The purpose of the study was to describe and analyze the Policy for Development of Apparatus Resources through Education and Training at the Class I Immigration Office of TPI Semarang and to describe and analyze the factors that support and inhibit the Policy of Development of Apparatus Resources through Education and Training at the Class I Immigration Office of TPI Semarang. This type of research is a case study research that uses a descriptive type of research and a qualitative approach. Methods of collecting data by means of interviews, observation and documentation.

The results of this study are (1) the target of training development followed by the apparatus at the Immigration Office Class I Semarang; The curriculum is in the form of material delivered during training; Facilities in the implementation of education and training; Employee development participants who are followed; The training or instructor has a person who is in charge of the material; Expected implementation of the participants. (2) Supporting factors in the form of rooms, projectors, stationery and other supporting equipment and the great desire of employees to participate in the development through this education and training. Inhibiting factors in the form of economics related to budgeting are still limited, ethnicity due to various backgrounds of employees, there are still different interests of each employee, not yet established cooperation with other HR development parties, not many available human resources at the Semarang Immigration Office who have the competence to being a tutor, in the change of leader has a different pattern related to human resource development, lack of communication between the leadership and its members, sometimes there is still a miss coordination between sections in the implementation of HR development.