Addie Model-Based Training Management as An Effort to Improve Employee Competence (Case Study at Ramayana Department Store Salatiga)

: The purpose of this study is to investigate how Ramayana Department Store Salatiga has implemented training management using the five stages of the ADDIE model: analysis, design, development, implementation, and evaluation. An exploratory qualitative method was employed in this investigation. Interviews with many Ramayana Department Store resource people were done. Five individuals served as the study's resources: the head office, the store manager, the HR supervisor, the consignment team, and the employees. Based on the study's findings, Ramayana has implemented training management using ADDIE in line with many stages, including analysis, planning, development, implementation, and assessment. In order to ensure that this training supports Ramayana's vision and goal, it is necessary to design a few stages, namely the implementation and assessment stages. Ramayana has performed training to the fullest extent possible at each level.


INTRODUCTION
The rapid development of science and technology makes companies must be able to adapt to various changes and challenges that occur and must be able to take advantage of existing opportunities to continue to advance.
The company's efforts in developing its company are to improve the skills and abilities of employees through training and human resource development (Wicaksono, 2016).In reality, the placement of employees in a job is sometimes wrong because employees have not mastered the work in certain parts and new employees do not clearly know their job roles and responsibilities, especially employees who do not have work experience so that training and development need to be done to facilitate employees to understand and do their jobs effectively and efficiently (Sihombing & Verawati, 2020).
Company training is needed so that employees are ready to be placed in certain positions in a company with the Competence (Case Study at Ramayana Department Store Salatiga) intention that employees have the ability to work professionally and are willing to comply with all regulations set by the company (Purwanto & Prasetya, 2021).
Carrying out the functions and duties of employees in a professional and qualified manner requires training and development to help employees develop the skills, attitudes and skills needed by the company (Roswaty & Siddiq, 2019).Training and development programs are a must for every company that wants to improve the competence and quality of each employee (Haryati, 2019).According to Putra ( 2019 Training management that is made must be structured, careful and made based on employee needs that have an impact on improving competence and provide many benefits for the company in achieving its goals (Chattrawening, 2019).According to

METHOD
The type of research used is exploratory research with a case study design.This type has the goal of digging information and looking for a problem and connecting it.The information referred to in this study is loose and broad (Mudjiyanto, 2018).| 1592 company itself is certainly increasing product sales from all products, not just 1 or 2 products, the following explanation: "Our target is one of them is sales even the most important, therefore how training must be done for that." The HR supervisor explained that:    The Surya Putra Consignment Team explained that: " I agree with Zenis, administrative training is usually only internal, so there needs to be training out so that our learning is more updated." Fire training / simulation that aims to provide knowledge of the causes of fires and dangerous conditions.This is very important to do in Ramayana and every employee must know it.The

Consignment Team explained that:
"There is a fire simulation every 1 year 3 times, so that employees know and are not afraid to face it and have been trained." The of the company that is effective, efficient, obeys SOPs, and profitable.And its mission is to train human resources to Kristin Tiwow 1 Agus Sugiarto 2 training / simulation, security system training.This form of training is carried out to increase the skills of employees in carrying out their work.Examples of training developed from the HO division are regeneration training, warehouse and IT training, refreshment training.The training carried out to adjust to the state of development of an all-digital era such as employees are also given an explanation about social media updates, this has also been done by Ramayana such as training on how to use gopay, OVO, modern payment instruments for cashiers in Ramayana, because along with the development of the times, payment instruments are not only with cash or by This online was carried out at a time when the increase in Covid 19 in Salatiga City required employees to be minimal face-to-face.Second, tailor learning products to learning designs.The Company in this case must adjust the form of learning and training in accordance with the design that has been formulated at the beginning of the design The Company must also formulate and determine training strategies so that training can be effective and efficient (Wisastra & Sagala, 2016).Secondly, by face-to-face with employees, this method is very effective in the implementation of training.Ramayana decides the suitable method in delivering material, namely using internal companies or it could also be by parties outside the company.The third is a learning strategy in training, this strategy can be in the form of training media, methods carried out, Competence (Case Study at Ramayana Department Store Salatiga) fiber material modules to employees.The learning strategy should be relevant to the circumstances of the company as well as the training design, to fit the training objectives (Ramly et al., 2022).Third, training in accordance with the employee's part.Training is something that really needs to be done to find out how employees understand the job desk.Employee training will be supervised by Ramayana to find out the potential and understanding of each employee.the management and regulation of company activities in a systematic and structured manner.The HR supervisor explained that: "Material Administration Training from the Center I think this training needs to be held outside the company, so that employees have wider insights."

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the results of training that has been run by the company.The success of the training will be seen from the evaluation and results of existing training.This evaluation is carried out in order to see failures and successes in training (Cahyadi, 2019).Evaluation of a training also refers to the training design carried out by a company.The internal instructional design team must also use this as a moment to learn as a team, evaluate which processes are working well and which should be improved in the future out by Ramayana in training, namely First by online.Online conducted at Ramayana through several applications, namely Zoom and Google Classroom.This online was carried out at a time when the increase in Covid 19 in Salatiga City required employees to be minimal face-to-face.Secondly, by faceto-face with employees, this method is very effective in the implementation of training.Ramayana decides the suitable method in delivering material, namely using internal companies or it could also be by parties outside the company.Third, training in accordance with the employees' section.The fourth stage, the first Ramayana implementation is that the company in training makes side training aimed at helping the implementation process, side training in the form of digital and interactive training that has been carried out in the form of employees always getting training according to their needs and training always updating according to the needs and development of the times.Second, Ramayana in terms of training always conveys the training that will be carried out and what has been done, it is a way of training.The fifth stage, evaluation.The evaluation that has been carried out in Ramayana is to increase employee initiative to conduct and implement selftraining all employees are encouraged to do self-learning to improve skills to benefit the employees themselves.Further evaluation by conducting training outside the company.This must be done for the development of knowledge from employees, not just internal knowledge.

| 1590 Analysis Phase of ADDIE model in Ramayana
training.This stage is prepared in order to achieve good training for employees, another thing that must be prepared is effective and efficient teaching materials for employees in accordance with the goals in the company.Related to this, the Head of Ramayana Office explained that: "The training carried out to adjust to the state of development of an all-digital era such as employees are also given an explanation of social media updates, this has also been done by Ramayana such as training on how to use gopay, OVO, modern payment instruments for cashiers in Ramayana, because along with the times, payment instruments are not only with cash or by using ATMs.""Training must have a purpose, especially we are a Rintel company, excellent service is prioritized in the company, so employee training to improve excellent service is our goal."The Consignment Team added that one of the trainings carried out by Ramayana is refreshment training which is suitable training for rich people following the explanation: "Training refreshment is a training that is suitable for our ole, this training is used to remind employees about what to do, SOPs that must be obeyed, and what abilities must be improved by employees, it makes us, the analysis we usually do when at the end of the month we see employee performance to what extent.Fourth, companies must be able to determine what targets the company wants in conducting training.The target consignment team in the Ramayana Kristin Tiwow 1 Agus Sugiarto 2

Table 1 Analysis Levels Stages of Analysis Result
our target is to prioritize excellent service to shopping partners, as well as to become an effective, efficient, SOPcompliant, profitable branch of the company."Thelaststage, the fifth stage, is to identify the company's desire for employees.The company must know the training to be carried out be it HR or the person who formulates and implements the training that the training is in line with the wishes of the company.This facilitates the purpose of training in accordance with the wishes of the company."Themaindesire is increased sales.For training, of course, employees can take part in training well and apply knowledge during training, because it is mandatory for us."Furthermore, the HR Supervisor explained about the company's desire for employees, namely:"The desire that is also seen is that employees can work effectively and efficiently to increase product sales.Identifying the ProblemThe stage of identifying problems is carried out byRamayana by looking at sales and work culture in the Competence (Case Study at Ramayana Department Store Salatiga) Financial technology is a way to develop financial science with technological advances such as examples of digital payment, internet bangking, mobile bangking.This has been done by Ramayan with training on how to use gopay, OVO, modern payment instruments for cashiers in Ramayana.This training contains about employees knowing the Trend of Fintech Development, Digital Banking Transformation, Digital Banking Innovation.
The evaluation that has been carried out in Ramayana is to increase employee initiative to conduct and implement self-training All employees are encouraged to do self-learning to improve skills to benefit the employees themselves.Further evaluation by conducting training outside the company.This must be done for the development of knowledge from employees, not just internal knowledge.•Carry out tests for trainees, bail pre test and post test.