Competency Standardization

Standarisasi KompetensiCompetence is the ability to perform activities in accordance with a standard and with good results, which are repeated in a period and a different situation. (ILO, July 2004). The essence of competence in the context of training and development as follows: A cluster of related knowledge, skills, and attitudes that Affects a major part of ones job, role or responsibility, that correlates with performance on the job, that can be measured against well-accepted standards , and that can be improved via training and development (,htm).

A competence standard or benchmark measure of knowledge, skills, and work ethic to possess someone to do a job or task in accordance with the performance of the dipersyarakatkan. Standards of competence does not mean only the ability to complete a task, but also based on how and why the task was done.

In other words, the standard of competence include factors that support such knowledge and ability to do a task under normal conditions in the workplace as well as the ability to transfer and apply skills and knowledge in different situations and environments. A competency standard is a document that specifies a structured format how people should do the job or job roles. Competency standards try to capture the various dimensions that, when taken together, account for the performance of 'competent'. In this case the standard of competence determine the role of driving the vehicle ambulance service.

Organizations using competency standards, as follows:

  1. As a frame of reference to nominate how they expect the job or work role to be performed;
  2. To assess whether people who are competent in their jobs or job roles.

There are two general types of standards of competence, namely:

  1. Recognized standards across the country and serves as the basis for assessment and formal qualifications. It is developed for and by the entire industry.
  2. Standards are developed for a particular company. This is sometimes called 'in-house standards'.

The American National Standards Institute (ANSI), Standard 1100, meets the ANSI standard defines the requirements for becoming a certified organization. According to the ANSI Standard 1100, a professional certification organization must meet two requirements:

  1. Provide an assessment based on industry knowledge, independent of training courses or course provider.
  2. Grant mandate limited time to anyone who meets the assessment standards.

Indonesian National Competence (SKKNI) is the fulfillment of requirements for the competence of reference drawn up by experts, businesses, government and educational institutions and training will be set by the Indonesian government. Development of national competency standards and certification work profession is very necessary labor, in line with the development and dynamics of changes in society and professionals to provide the best service to the community. SKKNI have competency standard drafting team consisting of experts and input from businesses (Industry) as well as education and training, and institutions. It can be expected that the competency standards can be prepared in accordance with the qualifications required by the industry and equivalent and equality with the relevant standards applicable in the industrial sector in other countries even apply internationally that will allow workers profession in Indonesia to work on a global level.

Standardize competency paradigm berkembangan affected in human capital management in the era of increased capacity and practical experience in the form of organization or company training center (training center) which has undergone a change from a cost center into a value center, and from the training center as learning centers. There has been a transformation in the pattern of human resource management is more oriented towards results (outcomes) and value (value). In this case, the function and role of the Training Manager be strategic in the organization. Training Manager position within the organizational structure comparable to other strategic positions within an organization, such as Group Head HR and Training Division Head.

In an effort to ensure the effective development of human resources, efficient and accountable program is required standardization and certification of professional competence in the workplace. As the issuance of Law 19 of 2005 on National Education Standards that Teachers and Education Personnel must have the qualifications, competence and certification in their respective sectors. With the standardization and certification of competence for training pengeloa training center (training center), it will have a positive impact on the success of human resource development strategy. In addition, the workforce is expected to have a Training Manager who has the qualifications and competence in the field, which is able to identify problems and find alternative solutions to the problem of performance and provide human resource development programs that are relevant to the quality and performance requirements.


National Professional Certification Board (BNSP)

Badan Nasional Sertifikasi ProfesiNational Professional Certification Board (BNSP) established pursuant to Government Regulation No. 23 of 2004 on the orders of Law No. 13 of 2003, concerning the National Professional Certification, particularly Article 4 Paragraph 1): To the implementation of job competence certification tasks referred to in Article 3, can BNSP grant a license to meet the professional certification agency persyarataan set to provide job competence certification. Verse 2): Provisions on the requirements and procedures for licensing professional certification agency referred to in paragraph 1) further defined by BNSP. BNSP is an independent body responsible to the President who has the authority as a certification authority in charge of implementing the certification of personnel and professional competence for labor. BNSP formation is an integral part of the development of a new paradigm in the system setup qualified workforce.

In contrast to the old paradigm that goes for this, workforce preparation system in the format of the new paradigm, there are two principles which it is based, namely: first, the preparation of labor based on user needs (demand-driven); and second, the training process as a vehicle for the preparation of the labor performed by using competency-based training approach (Competency Based Training / CBT). Workforce preparation system development with this new paradigm began in the early 2000s marked by the signing of an Agreement Letter (LCS) between the Minister of Labour, Minister of National Education, Chairman of Kadin Indonesia. In the decree approved the establishment of the National Agency for Education and Professional Training (BN3P) as a forum for the development of CBT in Indonesia. BN3P initially proposed to be formed by Presidential decree (Decree). But after in-depth discussion of cross - sectoral together with the State Secretariat (Secretary of State) in 2001 finally agreed to the proposed formation based on state laws.

Specifically considering that the nomination BN3P formation which then turned into BNSP (National Professional Certification Board) based on the Act - Act at the time it is expected to require a long time. So to simplify the process and shorten the time it was agreed at the same time to enter into the formation BNSP Draft Employment Act that in 2002 in the process of discussion with the House of Representatives. In 2003, Law No. 13 was passed which includes explicitly include workforce training principles based on a new paradigm and set BNSP as executor of job competence certification.

Policies as guidelines to develop programs and activities for the implementation of the strategy BNSP namely:

  • Supports the improvement of industrial competitiveness. This means that programs and activities BNSP should produce outcomes and impacts in favor of increasing the competitiveness of the industry, both in the domestic market and overseas market
  • Support the implementation of employment and tackling unemployment. Closely related to the policy point 1, if indstri increased competitiveness, there will be an impact on business development expansion of employment and tackling unemployment.
  • Support the improvement of quality, productivity and competitiveness of Indonesian workers. Programs and activities are langsungdan BNSP indirectly should be able to improve quality, productivity, and competitiveness of Indonesian workers, both in the domestic labor market and labor market abroad. It is important to face the global labor market is increasingly competitive.
  • Support the protection and welfare of the labor force utilization kerja.Optimalisasi quantitative and qualitative manpower is necessary, but not just a factor of production, but also act as subject and object simultaneously in development. Therefore, programs and activities BNSP also be able to increase the protection and welfare of workers as subjects and as objects of development.

Professional Certification Institute (LSP) is the executing agency of certification activities to obtain a license from the National Professional Certification (BNSP). License granted through the accreditation process by stating that the LSP BNSP concerned are qualified to perform activities of professional certification. In Indonesia, there are approximately 126 million workers or labor. Of these only 1.2 million who have undergone professional certification will be targeted certification through the LSP.


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