Degree Name

Doctor of Education


Faculty of Education


This study was concerned with an exploration of the contribution of professional development and training (PDT) to human resources capacity (HRC) enhancement in the Ministry of Industry and Trade (MOIT) Indonesia. Professional development was defined as the process where individuals increased their competencies, skills and attitudes to perform better in their position; for example, seminars, workshops, observations and visits. Training, on the other hand, was seen as an organizational and instructional procedure by which people learnt knowledge and developed skills for a certain purpose. The purpose of these strategies is to raise human working capability to higher levels to meet the needs of the organization more efficiently and to enable employees to achieve individual advancement, i.e. to improve human resource capacity. PDT in MOIT was primarily delivered in the Centre of Education and Training of the Ministry of Industry and Trade (CETMOIT). However, a number of P D T options were offered externally and by international agencies. This study aimed to explore the extent of PDT, and any significant concerns, challenges, improvement processes and strategies to be suggested in the organization of MOIT. It would lead to recommendations of initiatives for innovation and improvement of the P D T program within the institution of MOIT. A case study research design incorporated six groups of respondents from M O I T employees which comprised Echelons II, III, IV, V, Trainers and Staff v(n=198). The methods of the data collection included questionnaires, interviews, and focus group discussions as well as investigation of relevant documents. Microsoft EXCEL was used for data entry, and StatView was utilized for tests of Likert scale data from questionnaires. In particular, the t-Test was employed to test the significance of difference between population mean and sample means and analysis of variance ( A N O V A ) was used to test whether the difference of means between the groups of respondents was statistically significant. The outcomes of the interviews and focus group discussions were transcribed. The transcripts were coded and placed into categories. Bogdan and Biklen's (1992) method of organizing words and phrases into coding themes and categories was then applied. The results indicated the existence of several challenges, concerns and frustrations within the organization. A m o n g the challenges identified were the need for systemic assessment of P D T needs, curriculum design and organizational change. These were linked to concerns about commitment from top management, collusion, nepotism and discrimination. Respondents also expresssed frustrations at the inconsistent exercise of the system and issues surrounding promotion, salaries, facilities and funding. The conclusions, therefore, were concerned with the importance of implementing strategies to deal with the concerns in the organization. Recommendations included a number of initiatives in relation to policy, formulation of a P D T framework, organizational change and further research, aiming at addressing these challenges.



Unless otherwise indicated, the views expressed in this thesis are those of the author and do not necessarily represent the views of the University of Wollongong.