ANALISIS KEBUTUHAN PELATIHAN KARYAWAN PADA PT PUPUK INDONESIA (PERSERO) DI DEPARTEMEN REMUNERASI DAN MANAJEMEN KINERJA
This study aims to describe (1) There is a gap in employee knowledge, (2) There is a gap in employee skills, (3) There is a gap in employee attitudes, and (4) Training is needed if there are gaps in employee knowledge, skills, and attitudes towards their work. The population in the Department of Rem...
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2022-07-06.
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| 245 | 0 | 0 | |a ANALISIS KEBUTUHAN PELATIHAN KARYAWAN PADA PT PUPUK INDONESIA (PERSERO) DI DEPARTEMEN REMUNERASI DAN MANAJEMEN KINERJA |
| 260 | |c 2022-07-06. | ||
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| 500 | |a http://repository.upnvj.ac.id/19165/11/LAMPIRAN.pdf | ||
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| 500 | |a http://repository.upnvj.ac.id/19165/13/ARTIKEL.pdf | ||
| 520 | |a This study aims to describe (1) There is a gap in employee knowledge, (2) There is a gap in employee skills, (3) There is a gap in employee attitudes, and (4) Training is needed if there are gaps in employee knowledge, skills, and attitudes towards their work. The population in the Department of Remuneration and Performance Management is 5 people. The type of data used in this research is qualitative. Methods of data collection using observation, interviews, and documentation. The data analysis technique used descriptive data analysis. The results of this study indicate that the Department of Remuneration and Performance Management requires training on knowledge of the job that does not exist, training on skills for as many as 3 employees. In contrast, training on attitude does not require training. Keywords: training needs analysis, employment gap | ||
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