Education And Training Management Of Supervisors Leadership To Improve The Quality Performance Implementation Of Change Action In Police Organization
DOI:
https://doi.org/10.51601/ijersc.v3i2.322Keywords:
Education, Training, Performance Quality, Change ActionAbstract
Forming an ASN figure is not as easy as imagined, especially in the era of globalization
as it is today. An ASN is expected to have toughness and professionalism as a state
servant and public servant, especially in service to the community. The formation and
development of a change leader model in this PKP is certainly not an easy process. The
challenges for the education and training organizers include changing the mindset of the
PKP participants after the training in implementing change actions within the police
organization. The purpose of this study is to find the concept of supervisory leadership
training management to improve the performance quality of implementing change
actions within the Police organization. The educational theory that is used as the basis
for this dissertation is Dewey's educational theory which holds that education is growth,
development, life; Edward Sallis's theory of quality is that quality must be implemented
in an integrated manner, involving all components of the organization, to continuously
improve quality in order to satisfy customers. Management theory George R. Terry
divides four basic functions of management, namely planning (planning), organizing
(organizing), implementation (actuating) and assessment (evaluating). The method used
in this research is descriptive analysis method, with the aim of maintaining the integrity
of the subject, the data collected is studied as an integrated whole. Data collection
techniques were carried out by (1) Observation, (2) Interview and (3) Documentation.
The results of the research show that the management of education and training has been
carried out although there is still a need for a better arrangement from time to time and
experience in the implementation of training which is certainly sustainable. PKP policies
and programs need to be restructured and re-functioned in the post-training monitoring
and evaluation section so that they are fully functional in the context of implementing
change actions. Implementation will motivate participants to do something if they feel
confident that they will be able to, believe that the work will benefit them. Learning
assessment conducted for training participants is a stage to measure abilities as input in
making specific decisions. The problem of improving the quality of action for change and
public service innovation in its implementation does not always run smoothly because
there are many challenges and obstacles to be faced. Actualization of the basic values of
quality commitment in carrying out the duties of the apparatus as a solution that can
encourage the creation of a superior work climate or culture that can foster courage to
display creativity and innovation for change actions.
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