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Abstrak :
Skripsi ini membahas mengenai evaluasi dari training yang dilakukan dalam program kerjasama PT PLN (Persero) Unit Induk Pudat Pengatur Beban dengan sister company, California Independent System Operator (CAISO), untuk melihat dampak program kerjasama magang pegawai ini terhadap pengetahuan, keterampilan, dan sikap pegawai untuk menutup competency gap pegawai PT PLN (Persero) Unit Induk Pengatur Beban Jawa Bali demi mencapai tujuan strategis perusahaan menjadi World Class Power System Operator. Penelitian ini menggunakan pendekatan post-positivisme dengan jenis penelitian deskriptif. Metode yang digunakan dalam penelitian ini yaitu post-positivist menggunakan wawancara mendalam dan studi kepustakaan. Hasil penelitian menyatakan bahwa terlepas dari adanya faktor keterbatasan jumlah alumni, pengadopsian teknik dan pengetahuan modern control system ini telah berhasil membantu PT PLN UIP2B JB untuk menutup competency gap pegawainya menjadi lebih cakap dalam mengoperasikan sistem tenaga listrik, perencanaan listrik, dan juga manajemen resiko untuk meminimalisir terjadinya blackout pemadaman. Tidak hanya pegawai, tetapi perusahaan PT PLN UIP2B Jawa Bali juga telah mengadopsi beberapa sistem dari CAISO. Sehingga dapat dikatakan bahwa kerjasama magang pegawai antara PT PLN UIP2B Jawa Bali dengan CAISO ini menguntungkan dan dapat membantu PT PLN UIP2B Jawa-Bali untuk mencapai tujuan strategisnya sebagai World Class Power System Operator. ...... This thesis discusses the evaluation of training conducted in the collaborative program between PT PLN (Persero) Java-Bali Centre Unit System Operator with California Independent System Operator (CAISO), to develop employee competencies in order to close the competency gap of PT PLN (Persero) Java-Bali Centre Unit System Operator’s employees to achieve the company's strategic objectives to become a "World Class Power System Operator". This research uses a post-positivist approach with the type of descriptive research. The method used in this research is qualitative using in-depth interviews and literature study. The results stated that despite the small number of alumni form this internship program, the adoption of modern engineering and knowledge modern control system has succeeded in assisting PT PLN UIP2B JB to close its competency gap of its employees to become more capable in operating power systems, electricity planning, and also risk management to minimize the occurrence of blackout. Not only employees, but PT PLN UIP2B Java-Bali, as a company, has also adopted some systems from CAISO. Thus can be said that the collaborative program between PT PLN UIP2B Java-Bali and CAISO is profitable and can help PT PLN UIP2B Jawa-Bali to achieve its strategic objectives as World Class Power System Operator.

Abstrak :
Use the methodology presented here for assessing whether classroom training will have the desired outcome and whether there will be a high probability of learning. This issue gives you the step-by-step road map to conduct a training audit, which is a systematic assessment of the efficiency and effectiveness of the design and delivery of a classroom training event through a review of lesson plans, participant materials, and observation of classroom activities and outcomes.

Abstrak :
Evaluating the effectiveness of training is optional for many trainers, but what are the key elements in the process? This Infoline answers this question and more. You will learn about the advantages and disadvantages of various types of evaluation from the most basic smile sheets to organizational results. Included is a discussion on how to report results to management as well as keeping the process closely tied to business results.

Abstrak :
In the global environment, it's no question that we need to evaluate our training programs. That, of course, is easier said than done. The four-level evaluation model simplifies what can be a complex process. This work explains each of the four evaluation levels, what resources you need for each level, and which programs you should evaluate.

Abstrak :
Smile sheets are often maligned as poor evaluation tools, despite their widespread use. Is it possible to make them a useful tool? This issue of Infoline answers a resounding yes to this question by showing you how to make the humble evaluation form into a power tool that can gather reaction data you can use to improve the design and delivery of your program or future programs. Moreover, once you create these tools as guided by this issue, you can easily modify them for any future program!

Abstrak :
Finding the time and money to conduct a thorough evaluation can be difficult. This Infoline explains a 10-point system for managing evaluation shortcuts.

Abstrak :
Did your participants learn anything from your class or program? That is the key question behind the simple, but useful smile sheet. This Infoline provides you with specific guidelines for performing level two evaluations, including a discussion of various test types, test formatting and design, and key administration issues. The issue includes a standard evaluation worksheet, a case study sidebar, and a helpful listing of online testing software tools.

Abstrak :
Finding out if your learning event has had real effect on the job is key for training intervention. This Infoline stresses the importance of laying the groundwork for measuring behavior and affective changes in resulting from training programs. It concentrates on Kirkpatrick's third level of evaluation, behavior, and discusses specific techniques to track and measure changes in behavior.

Abstrak :
Mentoring is a powerful way to retain talent, support employee development, and improve job performance. This issue identifies critical success factors for setting up successful structured mentoring programs that focus on acquisition of specific skill sets in specific contexts. It explores the value of structured mentoring programs and their capacity to quickly get employees up-to-speed on new tasks and significantly and measurably improve performance.