An Evaluation Of Training Course At Sleman Training Institutes

Maman1 and Badrun2

Universitas Negeri Yogyakarta, Indonesia

Email: manrerr@gmail.com

Abstract. The purpose of this study was to determine the level of training participants 'satisfaction, changes in the knowledge and skills of training participants, and changes in training participants' behavior after returning to the workplace. The approach used in this research is the kirkpatrick model evaluation approach. The research subjects were determined by purposive sampling technique consisting of two leaders of the course and training institute, eight instructors of the course and training institute, 40 trainees. The research data was collected through questionnaires, interviews, observations, and document analysis. The data of this study were analyzed using descriptive quantitative and qualitative analysis techniques. This study shows that training participants' satisfaction with the implementation of education and training included high categories, training participants experienced an increase in knowledge, and training participants experienced a significant attitude change.

1.	Introduction

Skills that must be possessed by someone are really needed given the increasingly intense competition in the world of work. Human resources are integrated capabilities of the power of thought and physical power possessed by individuals. The ability of human resources can not be seen from one side only, but must cover the whole of the power of thought and also physical power. Education is needed to produce human resources so they can have skills and master technology. Knowledge and skills that are relevant to the business world as well as the industrial world are very important to be instilled in students as stock in getting a job.
Law No 20 of 2003 concerning the Sistem Pendidikan Nasional, article 26 paragraph (4) non-formal education units consist of course institutions, learning group training institutes, community learning center activities, and taklim assemblies and similar education units, paragraph (5) Courses and Training held for people who need knowledge, skills, life skills and attitudes to develop themselves, develop the profession, work, independent business, and / or continue their education to a higher level [1].
The Course and Training Institute (LKP) is one of the non-formal educational institutions which is the 'icon' of the leading non-formal educational institutions. LKP has the task of preparing students to be able to work in certain fields in accordance with the program. LKP majoring in Culinary or Culinary is required to create Human Resources (HR) that can accelerate with the development of science and technology. LKP as a ready-to-use workforce must provide students with knowledge and skills that are in accordance with the competencies of their respective expertise programs.
One of the most popular courses and training institutes chosen by the community at this time is the Food Services Business training course and training institute, where in general the food business training course and training program aims to produce graduates who have mastery of factual knowledge, work skills, and have the right and responsibilities in food preparation, processing and serving in accordance with the standard specifications.
The course and training methods conducted are competency-based training, including; (1) attitudes and values, (2) abilities in the field of work, (3) knowledge possessed, (4) rights and responsibilities in their fields. The competency test is carried out at the end of each course and the training program is carried out. The competency test consists of two types of tests, namely the theory and practice tests. Theoretical tests aim to measure the mastery of knowledge, attitudes, and thinking skills of participants in the Food Services business course and training in preparing food processing and serving. The practice test aims to measure the knowledge, attitudes, and work skills of course participants and training in accordance with the specifications standards.
Participants who are declared competent after taking the Competency Test will get one competency certificate. The Competency Certificate blank is issued by the Ministry of Education and Culture. Filling in the form of Competency Certificate is carried out by the Food Service Business LSK which is independent and recognized by the government, business world and industry, then the certificate is valid as a Competent acknowledgment in the field of food business services.
In connection with this, then in learning needed educators who have the ability to not only teach well but also be able to conduct evaluations properly and effectively based on the characteristics of the training subject being taught. Evaluation activities as part of the learning program need to be further optimized. Evaluation is not only based on learning outcomes, but also on the input, output and quality of the learning process. Utilization of media should be a part that should get the attention of the instructor in every learning activity. Assessment activities should not only rely on traditional tests.
Judging from its goals in the field of education, there are evaluations that are macro and there are micro. The macro evaluation targets the educational program, which is a program planned to improve the field of education. Micro-evaluation is often used at the classroom level, specifically to determine student learning achievement. This learning achievement is not only cognitive, but also includes all the potential that exists in students / students. So the target of micro evaluation is a learning program in the classroom and the person in charge is the lecturer/teacher [2]. 
Kirkpatrick is an expert in evaluating training programs in the field of human resource development. The evaluation model developed by Kirkpatrick is known as the Kirkpatrick Four Levels Evaluation Model. Evaluation of the effectiveness of training programs (training) according to Kirkpatrick (1998) includes four evaluation levels, namely: level 1 reaction, level 2 learning, level 3 behavior, and level 4 result.[3]

2.	Methods

The method used in this evaluation is a simple descriptive and quantitative qualitative approach [4]. This evaluation uses a 4 level training evaluation model developed by Donald L. Kirkpatrick (reaction, learning, behavior, result). It's just that used in the evaluation of LKP food catering training in Sleman only 3 levels, namely, level 1 (reaction) level 2 (learning) and level 3 (behavior) are carried out with the following steps.
a.	Reaction evaluation aims to determine the reaction of training participants after attending the training. Reaction evaluation focuses on the availability of available resources at training institutions such as instructors, training schedules, infrastructure, services, and teaching materials.
b.	Learning evaluation aims to determine changes in the knowledge and skills of training participants. Learning evaluation focuses on instructor activities while teaching, practical activities of participants, motivation of participants to attend training, and assessments conducted by instructors.
c.	Behavioral evaluation aims to determine the application of training results after training participants return to the workplace. Behavioral evaluation focuses on achieving graduate competency standards.

3.	Research Result & Discussion

3.1	Evaluation of reaction rates
Evaluation of the level of reaction on the training participants is carried out with the aim to measure the level of participant satisfaction with the organization of the training. The training carried out aims to improve the ability of participants related to their knowledge and skills in the field of catering. The evaluation was carried out on several indicators related to the implementation of the training, namely service delivery, instructor quality, infrastructure, training materials, learning methods and classroom atmosphere. The results of the evaluation of reaction rates are described as follows.
3.1.1	Provider services
This first indicator shows the services performed by the organizers in the implementation of the training program at LKP. Based on the results of the analysis, it is known that of the 40 training participants, the majority of participants were very satisfied with the service providers of the training program at LKP, namely as many as 22 participants (55,00%). Training participants were satisfied as many as 13 participants (32,50%), while the rest felt quite satisfied, as many as 5 participants (12,50%).
3.1.2	The quality of the instructor
This second indicator shows the quality of training program instructors at LKP. Based on the results of the analysis, it is known that of the 40 training participants, the majority of participants were very satisfied with the quality of the training program instructors at LKP, namely as many as 25 participants (62,50%). Training participants were satisfied as many as 15 participants (37,50%).
3.1.3	Infrastructure facilities
This third indicator shows the facilities and infrastructure used in the implementation of training programs at LKP. Based on the results of the analysis, it is known that of the 40 training participants, most participants were very satisfied with the facilities and infrastructure of the training program at LKP, which was 24 participants (60,00%). Training participants who were satisfied were 14 participants (35,00%), while the rest, namely as many as 2 participants (5,00%) were quite satisfied.
3.1.4	Training material
This fourth indicator shows the training material used in the training program at LKP. Based on the results of the analysis, it is known that of the 40 training participants, most participants were satisfied with the training program training materials at LKP, namely as many as 20 participants (50,00%). Training participants who were very satisfied were 18 participants (45,00%), while the rest, namely as many as 2 participants (5,00%) were quite satisfied.
3.1.5	Learning methods
This fifth indicator shows the learning methods used in the implementation of training programs at LKP. Based on the analysis, it is known that of the 40 training participants, the majority of participants were very satisfied with the training program training materials at LKP, which were 26 participants (65,00%). Training participants who were satisfied as many as 10 participants (25,00%), while the rest, namely as many as 4 participants (10,00%) were quite satisfied.
3.1.6	Class atmosphere
This sixth indicator shows the atmosphere of the class during the training program at LKP. Based on the results of the analysis, it is known that of the 40 training participants, most participants were very satisfied with the training program training materials at LKP, which were 20 participants (50,00%). Training participants were satisfied as many as 16 participants (40,00%), while the rest, namely as many as 4 participants (10,00%) were quite satisfied.
3.2	Learning Level Evaluation
An evaluation at the learning level is carried out to determine changes in the understanding of participants from before to after following the training program at LKP. The trainee is said to have learned if he has changed his attitude, improved knowledge and improved his skills. Therefore, the level of learning in this study uses measuring pre-test and post-test scores after attending a training program. The participants' understanding in this study was measured using a written test consisting of nine indicators. The pre-test and post-test results at the learning level are described as follows.
3.2.1	Pre-test evaluation of learning levels
Pre-test is conducted to determine the initial ability of participants before participating in training programs at LKP. Based on the results of the analysis, it is known that of the 40 training participants, before the training program began, most of the participants had a fairly good understanding of 21 participants (52,50%). There were 13 participants who had good understanding (32,50%). Training participants who had very good understanding were 3 participants (7,50%), while those who had poor understanding were 3 participants (7,50%).
3.2.2	Post-test evaluation of learning levels
Post test was conducted to determine the final ability of participants after attending a training program at LKP. Based on the results of the analysis, it is known that of the 40 training participants, before the training program began, most participants had a good understanding, namely as many as 20 participants (50.00%). Training participants who had very good understanding were 16 participants (40.00%), while those who had good understanding were 4 participants (10.00%). The distribution of learning levels has increased compared to before the training program began. This means that the training program carried out successfully increased the understanding of the trainees.
3.3	Behavioral Level Evaluation
Behavioral level evaluation is carried out to find out the participant's behavior after joining the training program at LKP. At this level it can also be assessed how the attitudes and skills of participants after attending the training implemented in their workplaces. 
Based on the results of the analysis, it is known that the majority of participants have excellent skills, as many as 33 participants (82.50%). Training participants who had skills in the good category were 5 participants (12.50%), while trainees who had good enough skills were 2 participants (5.00%). This means that the training program can make the trainees have very good skills in making salads and other dishes.

4.	Conclusion

Evaluation of reaction rates is measured by six indicators, namely service providers, instructor quality, facilities and infrastructure, training materials, learning methods, and classroom atmosphere. Indicators of service providers, instructor quality, facilities and infrastructure, training materials, and learning methods are included in the very satisfied category, while indicators for class atmosphere are included in the satisfied category.
Evaluation of learning levels is measured by nine indicators. The pre-test results showed that overall the participants had a good level of learning, meaning that the participants had good knowledge and understanding. After attending the training program, the trainees' knowledge and understanding improved to an overall high category.
Evaluation of the level of behavior is measured by two indicators, namely skills and attitudes. The results of the evaluation of the behavior level on skills showed that the trainees had excellent skills when returning to work after the training program. The same thing is also shown in the results of evaluating the level of behavior in attitudes, which shows that trainees have a very good attitude when working after the training program. This means that the training program that is held can make trainees have very good skills and attitudes when working.

Acknowledgments
Thank you to the Chancellor of Yogyakarta State University and the Recruitment of the Postgraduate Program and staff, who have helped so much that this thesis can be realized. Head of the Department of Technology and Vocational Education and lecturers who have delivered their knowledge. Finally to my beloved Father and Mother for all the prayers, sincerity, love and affection that have been given until the writer can complete the study and all those who have helped a lot during the preparation in this thesis. Hopefully the assistance that has been given is worth the reply from Allah SWT.

5.	References

[1]	Depdikdas 2003 Undang-Undang RI Nomor 20 tahun 2003. Tentang Sistem Pendidikan Nasional
[2]	Djemari M 2008 Teknik Penyusunan Instrumen Tes dan Non Tes (Yogyakarta: Mitra Cendekia Press)
[3]	Kirkpartrick D L 2006 Evaluating Training Programsthe Four Levels (Cambridge: Berrett-Koehler Publishers)
[4] D Rahdiyanta, H T Prasetya and R Rezani, 2019 Development of interactive learning media in producing straight gears of milling subjects in Journal of Physics: Conference Series, 1446, 1 p. 012011