HUMAN RESOURCES DEVELOPMENT IN INDONESIA ( Indonesia s Country Paper ) I. INTRODUCTION Human Resources Development (HRD) is one of priority concern of The Government of Indonesia as well as The Parliament. The Government gradually increases the budget for HRD up-to 20 percent of The National Budget. It is the mandate stated in the amendments of Indonesian Constitution.There are three major streams or pathways for HRD in Indonesia, e.g. education, training and career development at the work place. Education is the main streams for HRD, where the missions are focused in developing the foundation of the quality of people. Meanwhile, training stream will continue the development of quality by providing them with the relevant skills and competencies, which will be matured to be professional workers through the career development at the work place. The basic philosophy of HRD in Indonesia is life long learning. Meaning that every body can develop their own capability through out their live by utilizing all of the available education and training resources in the country. They can go to the schools, colleges, training institutes, or developing their capability through autodidact in the communities and families. HRD is very important and strategic thing in the country, but it is also complicated effort. There are a lot of obstacles and problems faced by Indonesia. Among other are because of the huge number of population in Indonesia, accounted more than 216 million in the year of 2005. The another problems are the wide spread territory of Indonesia as an archipelago country which is consisted of more than 17.000 islands. The unbalanced density of population, where 60 percent of population lives in Java island which is only 6 percent of the total area of Indonesia is also one of the obstacles. The high movement of people from the rural area to the cities and from out of Java islands to Java island is also problem needs to be handed. Those obstacles and problems mentioned above, are the background and rational of the formulation of concept, strategy and policies of HRD in Indonesia. The descriptions of mentioned issues will be elaborated in chapter s bellows. II. EDUCATION STREAM Education is the main stream of HRD. Through a systematic of education, country can develop and enhance the self reliance of the people and lays 1
down their basic capabilities in knowledge, skills, attitude and aptitudes. Through a comprehensive education, the graduates will have strong spirit and ability to cope high professionalism and competencies and to catch up the rapid changing of sciences and technologies. Education stream consist of formal education, non formal education and informal education. Formal education is a structured education and school based, while non formal education is a structured education but non school based. Mean while, informal education is an unstructured and non school based education. In Indonesia, formal education consisting of basic education, secondary education and higher education. Basic education consisting of elementary school and junior high school. Secondary education divided into senior general high school and senior vocational school. Mean while, higher education consisting of polytechnic, college, institute and university. The programs of higher education are diploma programs, bachelor programs, master program, specialist program and doctoral programs. Formal education in Indonesia, conducted by public as well as private institutions. In order to control the quality of education there is accreditation system done by independent body established by Ministry of Education. The body is called National Accreditation Board. Non formal education consisting of training and courses in varied field of skills and competencies, done by public as well as private institutions. Informal education takes the form of education and training with in the family or community, including auto deduct. Due to the shortages of resources, education attainment of school ages population in Indonesia is relatively still Lowe. In 2000-2001 there are 49 percent of school ages population (7-24 year; old), could not attain appropriate level of school. In consequently, the structure of education of the labor force dominated by lower education. It was around of 54 percent of them could only attain primary school and under and 36,5 percent attained junior and senior high school. The rest one, it was about 5 percent, graduated from higher education.. III. TRAINING STREAM While education stream stressing the programs in developing self reliance and basic capability of the people to growth, training stream stressing the programs in developing competencies to work in the workplace. There for, training should be job requirement oriented and demand driven approach. Considering that job requirement is always change any time following the changing of science and technology, it become a must that training 2
should also be dynamic and flexible to response the changing of the job requirement. In Indonesia, the development of human resources through training, is already stated and regulated in The Act of Manpower number 13 issued in the year of 2003. This Act gives guidance that training should be based on standard of competency (competency based training), should be demand driven and responsively to the need of industry. For that purpose, at present, Indonesia is setting-up and developing various off competency standards in various sectors and professions. Among sectors and professions where the standards of competencies are already in place among others: automotive, electrical, electronic, mechanical and machinery, hotel and tourism, oil and gas, construction, telecommunication, construction, accounting, banking, etc. In setting-up the standards of competencies, Indonesia follows The National Qualification Framework adopted in 2003 th. With in this NQF, there is a structure of 9 level of qualifications, starting from the level 1 up to the level 9. The recognition of the each level of qualification, hopefully will be equal to the recognition of education level as well as occupation level. Although the NOF consisting of 9 level of qualification, the application and implementation is relatively flexible and adjustable, in order to match the specific circumstances of each sector and profession. Certain sector may be applying only up to 5 th or 6 th level of qualification, but other sectors may be applying all of the 9 level of qualification. Each level of qualification consisting of a lot number of competency units that needs to be standardized. The standardization of competencies should be done through a process of dialog and negotiation for commitment among the stakeholders. The competency standards that already committed than endorsed by Minister of Manpower as National Standard of Competency. Referring to the NQF and the National Standard of Competency, the training providers than developing the standard of learning materials. In order to be able to implement the training based on the standard of competency, the training providers should full-fill the requirements of : certified instructors cleared training programs and training materials appropriate equipment and other training facilities rationale and sustainable budget for conducting training The capability of training providers in conducting competency based training are differs among each others. There fore, the government should facilitate and empower them. There should also be an accreditation system to control and ensure the capability of training providers. This 3
accreditation is voluntarily based, due to the existence of independent certifying body to ensure the achievement of competency. The accreditation of training providers done by independent body mandated by Minister of Manpower. The trainees from certain training program who already passed the examinations and testing, eligible to get a training certificate, but it does not mean that automatically to get a certificate of competency. If the trainees would like to acquire a certificate of competency, they should joint certain competency testing and assessment, conducted by accredited Certification Agency. This testing and assessment of competency is opened not only for trainees, but also for experienced workers. This prior learning recognition system is very important for encouraging career development through professional experiences. To coordinate and controlling the process of testing and certification of competency, by the Act of Manpower, in Indonesia at present is already exist the body called National Professionals Certification Authority. The mandatory of this Body are : Formulating policies concerning certification of competency Accrediting Professionals Certifying Agency as an executing agencies for certification of competency Controlling the implementation of certification of competency IV. CAREER DEVELOPMENT STREAM The development of human resource through the stream of career development, is mostly the tasks and responsibility of companies. The objective of career development is to master and to develop competencies and professionalism of employees, so that they able to do the jobs productively. The career development of employees could be implemented in various activities. Such as appropriate assignment and placement, rotation and promotion, upgrading and updating of skills, occupational guidance and counseling, etc. In implementing the career development of their employees, company could do the task individually or collectively with the other companies. They could also work together, in cooperation with training providers. The certification of the career development out-put could be awarded by the company as well as by Professionals Certifying Agency. In case the competencies are specifically competencies which are occurred in certain individual company only, the certification done by the company. For the general competencies that are already standardized nationally, the certification done by Professionals Certifying Agency. 4
V. CERTIFICATION SYSTEM OF COMPENCY Certification is a systematic process in certifying people to ensure that the certificate holders are competent in certain area and level of competency. There are two system of competency usually applied in Indonesia. The first is built in system with in the education and training program. It means that the graduates of certain education and training who are holding an education and training certificate, automatically recognized as a competent people. This system of certification potentially creates a conflict of interest in the implementation because of the absence of independent body to check the quality of competency. Considering the condition of built in system of certification as mentioned above, at present Indonesia developing a new system of certification of competency. This system called as independent certification system. Instead of education and training institutions, the certification of competency than done by independent institutions. The independent institution is Indonesian Professionals Certification Authority (IPCA) formed by Government Regulation Number 23 year of 2004. The IPCA set up the national framework of certification system and guides and controls the implementation done by accredited Professional Certifying Agencies. There are four basic principles being used as foundation of the certification system of competency in Indonesia as bellows: a. MEASURABLE, means that the system should be able to measure the competencies perfectly and accurately. There for the standard of competencies should be set-up first before conducting a testing and assessment b. TRACEABLE, means that all the process of certification should be documented, in order to make easier to trace the mistake or failure happened in the implementation of the certification. c. ACCOUNTABLE, means that the Professionals Certifying Agencies should responsible and accountable to the impact of the certification including the complain of customers d. OBJECTIVITY, means that the Agencies should conduct the certification objectively and avoid the possibility of conflict of interest. To ensure the system of certification running well, Indonesian Professionals Certification Authority set-up and applied a quality management system in all of the process of certification, since the policy formulation up to the implementation. Structurally, the component of the certification system are as bellows: 5
a. IPCA, acting as a regulatory body, b. PCA, acting as an executing agencies, c. Testing or assessment centre, acting as a partner of PCA, d. Assessors, acting as an expert conducting the testing and assessment. The system of certification of competency in Indonesia developed by the stakeholders and be based on the national commitment. The institutions are independent and directly responsible to the President of Indonesia. Basically, the system applied in voluntarily based, but for certain area of competencies which are related to safety and health or it is very important to protect the public interest, the standard and certification of competency become mandatory. VI. SUMARY AND CONCLUTION 1. The development of human resource in Indonesia is the major concern of the country due to the important role in the development. 2. Human Resource Management in Indonesia consisting of three majority streams of HRD, those are education, training and career development. 3. There are three pillars of HRD need to be developed comprehensively, firstly is national competency, second is competency based education and training and thirdly is independent certification system of competency. 4. The basic principles being used as a fundamental philosophy in developing HRD in Indonesia are measurable, traceable, accountable and objectivity. ------ THANK YOU ------- 6