TRAINING MANAGEMENT MODEL FOR HUMAN RESOURCE CAPACITY BUILDING (ANALYSIS OF EDUCATION AND TRAINING AGENCY, WEST JAVA']JAVA PROVINCE, INDONESIA)

Stakeholder is a driving force in an organization. Leader is responsible for the progress and the deterioration of an institution. A wise leader can be an example for its members. However, over time, an organization cannot be avoided with the crisis of leadership. This condition is due to the lack of human resources that has credibility and capacity as a leader. Through the Training Management Model, it aims to improve the capacity of human resources, which is expected to become a model of the emergence of future leaders. The civil service is a State apparatus that works to serve the State of the Republic of Indonesia. Then, a civil servant will occupy positions within the institution, He/she must have a minimum rank of echelon IV. The purpose of this study is to obtain training management model that can improve employee performance, and increase the capacity of human resources such as: in terms of knowledge, motivation, performance and leadership in implementing the tasks in an organization. This study employed mixed methods, quantitative and qualitative approaches. Furthermore, in collecting the data collection, the author performed interviews, documentation, observations and questionnaires. The results of this study were elaborated briefly as follows: (1) Training management model among others by applying a training needs analysis (TNA), employee goals, training infrastructure, training design, program structure, and training budget plan. (2) The capacity of human resources includes an increase in knowledge, motivation, leadership, job performance, attitude in work and additional duties (the working visit). (3) The impact of training on performance management of human resources is that: the employees have the skills to be a leader of an institution, high motivation in work, and responsibility in carrying out their duties. Based on the correlation coefficient between management training with employee performance could be concluded that there was significant influence. Based on the findings of the obtained data, it showed coefficients amounting to 0.846 or 84.6%. Therefore, it was proven that the influence between two variables wass very strong in the range coefficient from 0.80 to 1.000.