Education And Training To Improve The Performance Of Save And Loan Cooperative Employees In Bandung District West Java Province

Abstract

The function and role of cooperatives is to build and develop the economic potential and capabilities
of members in particular and the community in general to improve their economic and social welfare,
to actively participate in efforts to improve the quality of human and community life in accordance
with Law Number 25 of 1992 concerning cooperatives. In producing cooperative members who are
prosperous and competitive with other cooperatives, they must comply with the National Professional
Certificate Agency (BNSP), as regulated in education, on the standards of educators and education
personnel where the so-called trainer states that the trainer must have academic qualifications as an
information agent, physically fit and spiritual, and have the ability to create healthy and quality
cooperatives. As a trainer, the curriculum in education and training is set for those who are more
experienced at least 2 years of service in the cooperative where they work. Employees who provide
training in the organization's internal environment will contribute to producing competent employees
and members who will replace when the savings and loan cooperative employees' term of office
expires. In order to improve the competence of savings and loan cooperative employees, one of them is
by developing capabilities, through education and training. This study aims to describe education and
training as an increase in the competence of savings and loan cooperative employees through
education and training carried out through several stages, namely: 1) Analysis of education and
training needs of savings and loan cooperative employees, 2) Design and planning of education and
training for savings cooperative employees, 3) Development of education and training curriculum for
savings and loan cooperative employees, 4) Implementation of education and training for savings and
loan cooperative employees, 5) Evaluation of education and training for savings and loan cooperative
employees, 6) barriers and education and training support capacity of savings and loan cooperative
employees. To achieve this objective, a qualitative approach was conducted using the case study
method at KPRI and Primkoppabri, Cicalengka District. Data were collected using in-depth
interviews, observation and documentation studies. The research data was checked for correctness,
reliability through a triangulation process. The results showed that the process of implementing
education and training for savings and loan cooperative employees in cooperatives was not supported
by a complete analysis of education and training needs. In addition, the two cooperatives studied only
carried out evaluations during training, had not carried out post-training evaluations and
comprehensive program evaluations so they could not monitor change actions. The weak point that
appears in the implementation of education and training for savings and loan cooperative employees
is that there is no separate unit, so the lack of experience in managing education and training is
abbreviated as education and training. The involvement and commitment of all parties, especially the
management or management will be the key to the success of the training education program. the two
cooperatives studied only conducted evaluations during training, had not carried out post-training
evaluations and comprehensive program evaluations so they could not monitor change actions. The
weak point that appears in the implementation of education and training for savings and loan
cooperative employees is that there is no separate unit, so the lack of experience in managing
education and training is abbreviated as education and training. The involvement and commitment of
all parties, especially the management or management will be the key to the success of the training
education program. the two cooperatives studied only conducted evaluations during training, had not
carried out post-training evaluations and comprehensive program evaluations so they could not
monitor change actions. The weak point that appears in the implementation of education and training
for savings and loan cooperative employees is that there is no separate unit, so the lack of experience
in managing education and training is abbreviated as education and training. The involvement and
commitment of all parties, especially the management or management will be the key to the success of
the training education program. The weak point that appears in the implementation of education and
training for savings and loan cooperative employees is that there is no separate unit, so the lack of
experience in managing education and training is abbreviated as education and training. The
involvement and commitment of all parties, especially the management or management will be the key
to the success of the training education program. The weak point that appears in the implementation
of education and training for savings and loan cooperative employees is that there is no separate unit,
so the lack of experience in managing education and training is abbreviated as education and
training. The involvement and commitment of all parties, especially the management or management
will be the key to the success of the training education program.