agriculture sector human resource overlook in

AGRICULTURE SECTOR HUMAN RESOURCE OVERLOOK IN INDONESIA

Overview of the Agricultural Sector Human Resource Alignment in Merauke ‐ Papua Aldon Sinaga*), Umi Rofiatin*), Asnah*), Ana Arifatus S*). and Taufik Iskandar **)

ABSTRACT

Human resource issues in the field of agriculture is a slow regeneration. Shift of human resources to the agricultural off‐farm work time, as well as the low interest of young people in agriculture is the cause, the difficulty of obtaining a new generation in agricultural management. This is demonstrated by the number of secondary schools that are declining number of agriculture Courses and Training Institute. Efforts to encourage young people to jump in interest in the field of agriculture, is the thing to do. Basis to provide motivation for young people interested in agriculture is information about job opportunities in agriculture. This information can be reviewed from mapping conducted on the dimensions of Quantity, Quality, and Efficient. The mapping should be addressed to : How many potential bindang jobs in agriculture, how the field is filled. This study is one part of the National Program Alignment of Education and Business and Industry. On Activity Mapping and Analysis Program based Demand Side dimensions of quality, quantity, location and time, is expected to achieve objectives ; (1) Mapping the needs / demands of human resources for the plantation business in Merauke, based on the dimensions of quantity, quality, time and place, (2). Obtain data on the exploration of the problems faced by the plantation business in Merauke in an effort to provide employment opportunities and acquire human resources and (3). Measuring suitability index / index fullfillment different areas of work in the plantation business in Merauke. Data obtained from the survey of 16 companies were operating in the Merauke district. The analysis used to analyze the survey results is descriptive analysis. Results of data analysis gives the following conclusions : 1 Quantitative assessment of industry respondents showed the following results a. Based on the position in the company, in general there are Managerial positions 7%, 10% and 83% Supervisor position operator position. Operator position is the position with the greatest opportunity open b. In general, the quality of human resources through education shown. Only 9% of its workforce has the education level S1. D3 put labor as much as 2%., 8% high school, vocational school 9% and 71% SD ‐ SMP. Distribution of educational levels will depend on the positions in the industry. The higher the position, the higher the level of qualification required of education c. In general, 71% of human resources from within the city, 19% are from outside the area but still within the province, while the rest (10%) came from outside the province. Most human resources derived from the study area, especially for the lower levels of education (primary and junior) 2 Based on the descriptive analysis of the data available, it can be concluded plantation labor needs will be projected on the following considerations : a. Infrastructure provision Speed b. Availability of skilled Manpower 3 Fullfilment Index generally suggests that the FI value tends to be high for some parts of the company such as Warehouse (0.84), and Equipment / Engineering (0.78). FI tends to be low for the parts Plantation / Production (0.67), General Affir (0.67) and Personnel (0.54). Keywords : Alignment, Fullfillment Index, Human Resource *) Lecturer at Agribusiness Departement of Tribhuwana Tunggadewi University, Malang. **) Lecturer at Chemical Eng. Departement of Tribhuwana Tunggadewi University, Malang. Presented in International Conference on Agriculture 2013 – UPN Jawa Timur – October 10‐11, 2013

BACKGROUNDS Unemployment and labor force quality is a problem that still surfaced in Indonesia. A large number of labor force and labor market revenue growth lower high unemployment. Throughout 2011 and 2012 recorded labor force grew from 111.8 million to 114.2 million people. Agriculture is an important sector in the Indonesian employment. FAO figures show that in the year 2010 up to 47‐57% of the population in Asia lives from agriculture as a source of incom. The same thing also happened in Indonesia where the number of households living from the agricultural sector reached 58% (FAO, 2010) Human resources in agriculture has an important role for the future of agriculture in Indonesia. The large number of people who depend on agriculture and labor‐intensive agricultural systems lead the sector relies heavily on the involvement of human resources. Plantation sub‐sector as part of the agricultural sector, have growth of business and industry is very rapid. Along with the increasing human needs, growers are required to produce more products as raw materials industries. The goal of an estate sub‐sector as the mainstay of the sub sector indicated by the issuance of Law no. 18 of 2006 on the plantation and plantation development through revitalization Echo Seven. Plantation revitalization revitalization placing human resources as one of the seven components (Annonymous, 2012). Referring to a study conducted Sjafrida and Firdaus (2009 in Firdaus (2013)) in the last five years a decline in interest in students to study in universities in the field of agriculture. Agriculture is only selected by 12% of participants entered college selection, this number is far below the field of Mathematics and social. Unlike the situation in various industries, limited human resources issues would occur in the agricultural sector. Firdaus (2013) states that the composition

of human resources graduate education only reached 0.1%, 0.2% and School Diploma Mengnengah Top 7%. In other words, if other economic sectors experiencing an abundance of human resources, human resource shortages would occur in the agricultural sector. This shows one of the unconformity between the supply of human resources with the demand for plantation sub‐sector not only in dimensions but also in the number of dimensions of quality and suitability of human resources. OBJECTIVE This study aims to: 1. Mapping the needs / demands of human resources for the plantation business in Merauke, based on the dimensions of quantity, quality, time and place. 2. Obtain data on the exploration of the problems faced by the plantation business in Merauke in an effort to provide employment opportunities and acquire human resources 3. Measuring suitability index / index fullfillment different areas of work in the plantation business in Merauke. METHODOLOGY The research was conducted in the city of Merauke, on 1 July to 15 December 2012. Focus of study that mapped based on the Master Plan for the Acceleration and Expansion of Indonesian Economic DEVELOPMENT (MP3EI) to Papua and Maluku, which emphasizes the development of this region as a center for Food, Fisheries, Energy and Mining. Papua and Maluku has 5 main economic activity, namely : Agriculture for Food, Fisheries, Mining Copper, Nickel and Oil and Gas. Research object is a business that operates plantations in Merauke, which is obtained from the entire population of the Agricultural Sector businesses ‐ plantations in Merauke. Due to the number of elements in the plantation industry research area is not too much decided to take the entire

Presented in International Conference on Agriculture 2013 – UPN Jawa Timur – October 10‐11, 2013

population of the plantation business which has been operating or obtain permission for the operation. Data were extracted and obtained from the two data sets, namely : 1. Primary data, obtained through direct data collection, observation, structured interviews and Focused Group Discussion (FGD) with the corporate world Plantation. 2. Secondary data, which is acquired through various institutions related references (Department of Industry and Trade, Regional Investment Board, Regional Planning Agency, Department of Agriculture, and Industry Association) The main variables are observed and analyzed four dimensions are dimensions of labor demand quantity, quality, location and time. These four dimensions can be described as follows : 1. Dimensional quantity, the observed variables are: number of workers by department and job level 2. Dimensions of Quality, observed variables are: (1) The number of workers by education level positions in the group, (2) The number of workers based on experience when accepted into the group level positions, (3) The number of workers based on skills / certifications ownership profession, skill or job level courses in group 3. Location dimension, the observed variables are: (1) The amount of labor based industrial area, (2). The amount of labor demanded by the region of origin of education.

4. Time dimension, observed variables are: (1) The amount of labor required by work experience and (2). Projections of future workforce needs in their respective areas of industry and job level 5. To measure compliance / fullfilment Index also collected data on industry perception of the suitability of quality graduates Method of data analysis used to answer the purpose of this research is descriptive analysis is used to analyze information about the quantity, quality, location and time of plantation labor demand effort and fullfillment index. RESULT AND DISCUSSION Demand Quantity of HR Plantation Business In general, the plantation company is a labor‐intensive business activities. This is due to the work employed several stages of the plantation business is still a lot that can not be replaced by modern equipment. Oil palm harvesting activities as an example, still rely on human power. In sugarcane, defoliating activities (trimming the dried leaves) can only be done by human power. The majority of farm workers (83%) there are at operator level, 10% and 7% of managers supervisor. For some companies that have been operating optimally, even has a composition operator of more than 90% of the entire workforce.


Manajer 7%

Supervisor 10%

Operato or 83%

F Figure 1. T The distribu ution of Wo orkforce Po osition in th he Company Respondents In n generaal, the respondent company includes 5 5 departmeents. Namin ng and group ping is bassed on the activities of the deparrtment in the compaany, namelly: Department of Pro oduction / / Plantatio on, o HRD / Personnel, warehouse Ministry of and pu urchasing departm ment, th he Department of En ngineeringg / Equipment an nd 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

Department D t of Generral Affairs / Legal / / General. Of O the fifth deepartment,, production department is a a human n reesources department d t that has the mostt (8 86%). For each comp pany the pattern and d co omposition n of the human resourcess department of each vvary accord ding to thee needs and activities of their respectivee co ompanies.

83%

Plantation / Prroduksi

2%

1%

4 4%

Personalia

g/ Gudang Purchasiing

Peralatan / Engin neering

10%

Geeneral Affair / Legal

Figure 2. Distributio on of Laborr in the Corporate dep partment off Respondeents Demand q quality HR P Plantation Business caan Amnesstied labo or. Not unlike u thee Ed ducation is an importaant pllantation sector, s som me specificc positionss indicator to measuree the qualiity of humaan reequired a certain levvel of educcation and d resources. Most education is used in with certain w n skills. determining the positions and d fields th hat

Presented in n International Conference on Agricultture 2013 – U UPN Jawa Tim mur – Octoberr 10‐11, 2013 3

T4
T2
TNQ0TE
E3
Figure 3. Labor Distribution by education in the Respondent Company Distribution of workforce education in the entire company workforce is dominated by the respondents with secondary education / SD (71%).

Vocational education is fill only a small portion (9%), high school (8%), Bachelor (9%) and D3 (2%).

80%

71%

70% 60% 50% 40% 30% 20% 9%

10% 0%

0%

S3

S2

8% 2%

0%

0%

D3

D2

D1

9%

0% S1

SMA

SMK SMP/SD

Figure 4. The distribution of Workforce Education in Corporate Respondents elementary education (83%) at the Based on the position within the company group, the distribution of operator level. Vocational education is higher education levels indicate that for managers, education 's most absorbed for supervisor most of the positions (92.6%), occupied by position (43%). This position is graduates, the rest is S2 (3%) and high (3%) and D3 (3%). The lower the level, the characterized by a variety of jobs such as " junior Agronomist ", " planting assistant " lower the level of the most dominant and " junior mechanics ". For education, the pendidikn. This is indicated by its labor is absorbed from a variety of dominant educated workforce Secondary School (54.5%) in group supervisor level, disciplines such as agriculture, farm mechanization, plantation, and electrical as well as the dominance of junior high and


machinery. Supervisory positions are still filled by many labor Tahir (28%) and high (20%). Position / ladder operator is mostly filled by junior high and elementary workers (85%). Most of them work in the field of culture, as the executor of planting, fertilizing, pest control plant diseases and other farming activities. In some posts, there is a vocational education provider (6%) and high school (7%). Operators at this level works for heavy equipment operator activities, nursery staff, data collectors and others. Science and Compliance Division sciences, educational sciences HR Compliance is also an important factor determining the quality of human resources. It is inevitable some areas of work have been occupied by the human resources and education level appropriate science, but some others are still occupied by the human resources field of science that does not conform to the scope of the work. At the management level, there is a range of science which is more narrow. In the plantation sector managers are required to have a background in agriculture or plantations. Range science is getting wider in the group supervisor and operator. Almost all managers estate company respondents (90%) have the educational background of Agriculture / Horticulture. Only 2 firms led by managers with Economics background, because the company is not yet operational and still in the stage of processing permits. At the operator level, there is a range of science more broadly. With some areas of science are possible. Agriculture and plantations is still the most dominant areas (74%), the remaining field of science that made possible the supervisor level are, Economics (9%), Mechanical Engineering (8%), Electrical Engineering / Electronics (2%) and Law (1%). For operators, there is a clear specialization. Because mostly from secondary education.

General skills are skills related to HR generalists needed for widespread human criteria. General skills that are usually put forward by Computer and Information Technology, English, Safety, and others. At the plantation, a prominent general proficiency is English, Computers, Administration and Safety (K3). The skills related to the job requirements and management decision making. Computer Mastery mainly targeted at 32% of its workforce is at management level to supervisor and operator sebagin. Mastery of English is applied to the supervisor level. This relates to the control of HR in instruction, administration and guidelines for the use of equipment / machinery that most speak English. There are differences uyag skills required in each level of the position. At the manager level, general skill labor is dominated by English (22%), Computer (14%) and administration (3%). Was not much different at the level of supervisor who has mastery composition general English proficiency (15%), computers / ITC (8%), and administration (8%). For operators, it appears not necessary general skills such as English language and computer both controlled only by less than 1% of the operator's labor. Agriculture industry has some special skill demands associated with standard skills in the field of work / job which is charged to the SDM. Of the specific skills required are prominent plantation / cultivation (3.9%), Machinery / Equipment and Heavy Equipment (2.2%), and Plantation Management (1.8%). All three are special skills in the Department of Production / Plantation. This is consistent with the accumulation of human resources is concentrated largely in the production department of skills determined by the company, most of these skills are the skills practiced by companies independently or in collaboration with centers / training centers. Skills of machinery, equipment and


safety, is a skill that is generally done through cooperation training program. This cooperation usually involves Training Center as a facilitator and the company holding equipment brand as a coach /

mentor. It is necessary to facilitate job seekers master the specific equipment used by the enterprise Specialized labor skills distribution of the company respondents is as follows :

35% 30%

30%

25%

22%

20% 14%

15%

11% 11%

10%

Figure 5.

0%

0% Keamanan

3%

Mengemudi

3%

Safety / K3

0% Ketenagakerja an Hukum / Perijinan

0%

AMDAL

0%

Listrik / Elektronika Survey / Pemetaan Akuntansi / Keuangan

Alat Berat

Manajemen Perkebunan Teknologi Proses /⁄ Komoditi Perkebunan Mesin / Mekanisasi⁄

0%

3% 0%

Perpajakan

3%

5%

Human Resources Special Skills distribution at the company level Manager.

A manager is expected to have an understanding plantation plantation management (30%), Process Technology and Production (22%) and heavy

equipment (14%). The rest are mainly penguaasaan prowess commodities, machinery / agricultural mechanization.

14% 12%

12%

12% 10%

10%

8%

8% 6%

4%

4%

0%

0% Keamanan

Hukum /⁄

0%

Mengemudi

0%

Safety / K3

0% Ketenagak⁄

AMDAL

Perpajakan

Akuntansi⁄

2% Survey /⁄

2% Listrik /⁄

Alat Berat

2% Mesin /⁄

Teknologi⁄

Manajeme⁄

0%

Komoditi⁄

2%

2%

4%

Figure 6. Human Resources Special Skills distribution at the company level supervisor. A supervisor takes control of the estate and financial management / Presented in International Conference on Agriculture 2013 – UPN Jawa Timur – October 10‐11, 2013

accounting (12%), process technology / production process (10%), and Engineering / Mechanization of agriculture (8%). At the operator level, not much special competences possessed human resources. Competence that stands out is driving, machinery and mechanization of agriculture and security. This shows that the distribution of competencies specifically specialized

competencies required especially on the position of the decision pengmbil plantation companies. Managers and senior supervisors / Head gardener is a position that requires specific skills / specific to his field. This is somewhat different from the manufacturing and services industries, as observed in 2011 (Sinaga, 2011) which shows that the manager's position would have a more general skills.

2%

2%

2% 1% 1% 1% 1%

1% 1%

0%

0%

0%

0%

0%

0%

0%

Ketenagakerjaan

Hukum / Perijinan

Safety / K3

0%

AMDAL

0%

Perpajakan

0%

Survey / Pemetaan

0%

Listrik / Elektronika

0%

0%

Alat Berat

0%

1%

Keamanan

Mengemudi

Akuntansi / Keuangan

Mesin / Mekanisasi Pertanian

Komoditi Perkebunan

Teknologi Proses / Proses Produksi

Manajemen Perkebunan

0%

Figure 7. Human Resources Special Skills distribution at the company level operator. Most of the established human resource Appropriateness of education and skills to the position occupied an indicator quality soft skills outside the classroom and outside of school. Important soft skills of how certain skills necessary to support a required by the discipline and plantation position and HR jobs. High suitability business is honest. This attitude is an obtained at level / level managers. Looking at the operator level, compliance tends to attitude that must be shared by all distujui HR plantations. Keinginana learn, work be low. This is understandable because the under pressure and have the resilience to plantations on the lower levels, do not work in a regular rhythm is an important require compliance requirements specific disciplines and skills. soft skills next group. Communities in many remote Soft Skills, HR Quality not only areas of Indonesia, has a very friendly established within the education system.


nature that provides almost all the necessities of life. This form cenderungung mentality makes less disciplined attitude, not like routine and require a slower time to learn new things. It is complained of by businesses and plantations in Merauke answer why the involvement of local human resources tend to be ineffective in the plantation business. Time Demand of HR Plantation Business Experience is one important aspect of recruitment. On average, each job position requires an experienced human resources. Experience is very important especially for Managerial position, in which

> 85% This position requires experience. For the position of Supervisor > 65% of existing positions require experience, and the smaller (55%) for the position of Operator. Although the position of the operator less likely to consider the experience, some work on the level of experience and even require operator certification. Such as heavy equipment operator job and farm machinery, requires an experienced operator in the operational control of the machine, and for heavy equipment even in demand for certified heavy equipment operator.

100% 90% 80% 70% 60% 50%

>5 tahun

40%

1‐5 tahun

30%

5 tahun 4%

1‐5 tahun 45%