Competency Strategies Of Indonesian Domestic Workers In Malaysia
COMPETENCY STRATEGIES OF INDONESIAN DOMESTIC
WORKERS IN MALAYSIA
MUNA SIVA ANANDA
GRADUATE SCHOOL
BOGOR AGRICULTURAL UNIVERSITY
BOGOR
2016
STATEMENT OF THESIS, INFORMATION SOURCES AND
COPYRIGHT DEVOLUTION*
I hereby declare that research entitled “Competency Strategies of Indonesian
Domestic Workers in Malaysia” is my work under the direction of the advisory
committee and has not been submitted in any form to any universities. The source
of information derived or quoted from works published and unpublished by other
authors have been mentioned in the text and listed in the references at the end of
this research.
I hereby assign the copyright of my research to the Bogor Agricultural
University.
Bogor, December 2016
Muna Siva Ananda
NRP H251140321
SUMMARY
MUNA SIVA ANANDA. Competency Strategies of Indonesian Domestic
Workers in Malaysia. Supervised by ANGGRAINI SUKMAWATI and
MUHAMMAD SYAMSUN.
ASEAN Economic Community (AEC) is an economic integration in free
trade system between ASEAN Countries. The challenges for the Indonesian
Governments are to create the stable region, prosperous, highly competitive and
realize social welfare. But in fact, Indonesia is facing the problem of low
competitiveness among ASEAN countries. This study aimed to (1) analyzing the
problematic situation of Indonesian domestic workers in Malaysia; (2)
formulating priority strategies to improve the competency of Indonesian domestic
workers in Malaysia and (3) porposing a model for improving the competency of
Indonesian domestic workers in Malaysia.
This research was conducted in Kuala Lumpur and Jakarta from February to
June 2016. Experts give the assumptions and analyze value based on certainty and
importance. Furthermore, assuming that has a level of interest and high
importance and certainty chosen to priority strategies. In this research, choosing
the experts are used non-probability method and to collect data are used purposive
sampling technique. Data analysis methods used in this research are descriptive
analysis, Soft System Methodology based Rich Picture, AHP, and The House
Model.
The results of the analysis of the problematic situations show that the
Indonesian Government is the less concerned with the protection and debriefing
training also development to the placement of Indonesian domestic workers in
Malaysia. This is caused domestic workers are not able to work in accordance
with National work competency standards have been prepared by the Ministry of
Manpower of the Republic of Indonesia. It is also reinforced by decision-making
method, the Analytic Hierarchy Process (AHP) gives as same as results. Training
and development in Indonesia have a higher analysis value than the other
alternatives. The important factor is obtained from the AHP is Individual
competencies. Therefore, Competency-Based Training is a priority strategy to
competitiveness strategies of Indonesian domestic workers in Malaysia with
analysis value is 0.361, that will have an impact on the development of individual
competencies. The House Model method as the model for improving the
competency strategies of Indonesian domestic workers results from the roof with a
vision of improving the competitiveness of Indonesian domestic workers in
Malaysia within five years (2016-2021). The four strategies factors are the quality
of human resource, individual competencies, Government policy, and market
demand. Supporting actions are Enhancing the relevant Governmental authorities,
Establishing the individual reputation and Collaborating between Government and
agencies involved.
Keywords: Analytic Hierarchy Process, Competency, Indonesian Domestic
Workers, The House Model, Training and Development
RINGKASAN
MUNA SIVA ANANDA. Competency Strategies of Indonesian Domestic
Workers in Malaysia. Dibimbing oleh ANGGRAINI SUKMAWATI dan
MUHAMMAD SYAMSUN.
Masyarakat Ekonomi ASEAN (MEA) merupakan bentuk integrasi ekonomi
ASEAN dalam sistem perdagangan bebas antara negara-negara ASEAN.
Tantangan bagi pemerintah Indonesia adalah untuk menciptakan suatu kawasan
stabil, makmur, berdaya saing tinggi dan mewujudkan kesejahteraan sosial. Akan
tetapi, Indonesia menghadapi permasalahan daya saing yang rendah diantara
negara-negara ASEAN. Tujuan dari penelitian yaitu: (1) menganalisis
problematika situasi yang dihadapi pekerja domestik Indonesia di Malaysia; (2)
merumuskan strategi prioritas untuk meningkatkan kompetensi pekerja domestik
Indonesia di Malaysia dan (3) menyusun model peningkatan kompetensi pekerja
domestik Indonesia di Malaysia.
Penelitian dimulai dengan melakukan observasi lapangan dan wawancara
mendalam kepada para pakar yang berjumlah delapan orang. Penelitian ini
dilakukan di Kuala Lumpur dan Jakarta pada bulan Februari-Juni 2016. Pakar
pada tahapan ini memberikan asumsi dan bobot berdasarkan tingkat kepentingan
dan kepastiannya. Selanjutnya, asumsi yang memiliki tingkat kepentingan dan
kepastian yang tinggi dipilih untuk dilakukan prioritas asumsi. Pemilihan pakar
dalam penelitian ini menggunakan metode non probabilitas sedangkan
pengumpulan data menggunakan teknik purposive sampling. Metode pengolahan
data dalam penelitian ini secara bertahap menngunakan analisis deskriptif, Rich
Picture, the Analytic Hierarchy Process (AHP), dan The House Model.
Hasil dari analisis Rich Picture menunjukkan bahwa Pemerintah Indonesia
kurang memperhatikan perlindungan serta pembekalan pelatihan dan
pengembangan sebelum penempatan kepada Pekerja Domestik Indonesia. Hal ini
menyebabkan pekerja tidak mampu bekerja sesuai dengan Standar Kompetensi
Kerja yang telah disusun oleh Kementerian Ketenagakerjaan Republik Indonesia.
Hal tersebut juga diperkuat dengan metode pengambilan keputusan AHP dimana
pelatihan dan pengembangan di Indonesia memiliki nilai analisis lebih tinggi
dibandingkan dengan alternatif yang lain. Faktor penting yang didapatkan dari
hasil analisis AHP adalah Kompetensi Individu. Oleh karena itu, Pelatihan
Berbasis Kompetensi merupakan strategi prioritas untuk peningkatan daya saing
pekerja domestik Indonesia di Malaysia dengan nilai analisis sebesar 0.361
sehingga akan berdampak pada berkembangnya kompetensi individu. Metode The
House Model sebagai model dari peningkatan kompetensi pekerja domestik
Indonesia menghasilkan atap dengan visi meningkatkan daya saing pekerja
domestik Indonesia di Malaysia dalam 5 Tahun (2016-2021). Empat sasaran
strategis yaitu kualitas Sumber Daya Manusia, Kompetensi Individu, Kebijakan
Pemerintah dan Permintaan pasar. Tindakan pendukungnya adalah Meningkatkan
relevansi wewenang pemerintah, membentuk reputasi individual dan
diperlukannya kerja sama antara pemerintah dan agen.
Kata kunci: Analytic Hierarchy Process, Kompetensi, Pekerja Domestik
Indonesia, Pelatihan dan Pengembangan, The House Model
©All Rights Reserved by Bogor Agricultural University, 2016
Copyright Reserved by Law
It is prohibited to quote part or all of this paper without including or citing the
source. Quotations are only for purposes of education, research, scientific writing,
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to the interests of the Bogor Agricultural University
It is prohibited to announce and reproduce part or all of this paper in any form
without the permission of the Bogor Agricultural University
COMPETENCY STRATEGIES OF INDONESIAN DOMESTIC
WORKERS IN MALAYSIA
MUNA SIVA ANANDA
Master Thesis
as one requirement to acquire the degree of
Magister Sains
in
Management Study Program
GRADUATE SCHOOL
BOGOR AGRICULTURAL UNIVERSITY
BOGOR
2016
External Examiner Commision on Examination : Prof Madya Dr Noor Azman Ali
Study Program Representative Examiner
: Dr Ir Jono M. Munandar, MSc
ACKNOWLEDGMENTS
Author prayed much praise and gratitude to Allah Subhanahu Wa Ta'ala for
all his gifts so this scientific work is successfully completed. The selected theme
in this study which conducted from January 2016 is strategic planning, with the
title Competency Strategies of Indonesian Domestic Workers. This research is a
joint project of Department of Management, Faculty of Economics and
Management Bogor Agricultural University, University Putra Malaysia, The
Embassy of the Republic of Indonesia in Kuala Lumpur, and Edukasi Untuk
Bangsa Community.
A gratitudes from the author are adressed to Dr. Ir. Anggraini Sukmawati,
MM and Dr. Ir. Muhammad Syamsun, M.Sc as a great advisory committee from
Bogor Agricultural University, through their participation and kind helps during
the writing process. A gratitudes also adressed to Prof Madya. Dr. Noor Azman
Ali from University Putra Malaysia, as an external examiner who give the advices
since collect the data in Malaysia. In addition,appreciation goes to Prof. Dr.Ir. Ari
Purbayanto, M.Sc as the Education Attaché from The Embassy of the Republic of
Indonesia in Kuala Lumpur for allowing me to conduct research, Staff of the
Ministry of Manpower of the Republic of Indonesia, Mr. Aulia Badar from
Edukasi Untuk Bangsa Kuala Lumpur, Department of Management, Faculty
Economics and Management IPB and Student Affairs Directorate IPB which had
funded this research, staff of University Putra Malaysia who have helped during
the data collection.
Many more gratitudes are presented to my father Mukhtar Lutfi, my mother
Cut Aja Farida, and my sisters Oryza Sativa and Farrah Audina Fathya, and also
Ryan Syaputra thank you for all the prayers and affection. A gratitudes also
addressed to all of my friends in Department of Management, Graduate School
Bogor Agricultural University year 2014 for all the support and togetherness in
class until we finish the master thesis.
Hopefully this research paper would be helpful.
Bogor, December 2016
Muna Siva Ananda
LIST OF CONTENTS
LIST OF TABLES
i
LIST OF FIGURES
i
LIST OF APPENDICES
i
1 INTRODUCTION
Background
Research Questions
Research Objectives
Research Benefits
The Scope of the Research
1
1
4
4
5
5
2 LITERATURE REVIEW
Strategic Human Resource
Competency Based Human Resource Management (CBHRM)
Competitivenesss
Training and Development
Indonesian National Work Competency Standards
Soft Systems Methodology based Rich Picture
Analytic Hierarchy Process (AHP)
The House Model
5
5
6
6
7
7
8
9
9
3 METHOD
Framework Research
Location and Schedule of Research
Types and Sources of Data
Experts Respondents
Processing Data Analysis Methods
10
10
11
12
12
12
4 RESULT ANDDISCUSSION
17
Analysis of Problematic Situation of Indonesian Domestic Workers in
Malaysia
18
Formulation Competitiveness Strategies of Indonesian Domestic Workers in
Malaysia
25
Model of improving the competitiveness of Indonesian Domestic Workers
in Malaysia
28
Managerial Implications
31
5 CONCLUSIONS AND RECOMMENDATIONS
Conclusions
Recommendations
32
32
33
REFERENCES
34
APPENDICES
37
BIOGRAPHY
44
LIST OF TABLES
1
2
3
4
5
Rank of ASEAN’s Global Competitiveness Index (GCI)
Human Development Index (HDI)’s rank
Number of domestic workers in Malaysia 2015
Problem of Indonesian domestic workers in Malaysia
Scale of absolute number AHP
1
2
2
3
15
LIST OF FIGURES
1
2
3
4
5
6
7
8
9
10
Seven stage of Soft System Methodology
The House Model framework
Research framework
The operationalization of Rich Picture
Hierarchical Structure of AHP model
Design of structure hierarchy competitiveness strategies of Indonesian
domestic workers in Malaysia
Design of The House Model
Rich Picture of problematic situation of Indonesian domestic workers in
Malaysia
Hierarchy structure of competitiveness strategies of Indonesian
domestic workers in Malaysia
The House Model to improve the competitiveness of Indonesian
domestic workers in Malaysia
9
10
11
13
15
16
17
24
26
29
LIST OF APPENDICES
1 List of expert respondents
2 Analytic Hierarchy Process (AHP) result
38
39
1
1 INTRODUCTION
Background
ASEAN Economic Community (AEC) is an economic integration agenda
from Association of Southeast Asia Nation (ASEAN) member states that aim to
reduce economic barriers among Southeast Asian countries. In early 2016, AEC
ensures the free flow of investment, capital, skill workers, goods and services in
ten ASEAN member states (Susilo 2010). Increasing demand for workers is an
opportunity for ASEAN member states to solve the domestic unemployment
problem in some states. For Indonesia, the main problem is the competitiveness.
World Economic Forum (WEF) released The Global Competitiveness Index
(GCI), which Indonesia Competitiveness’s rank slightly behind Singapore and
Malaysia Competitiveness’s rank. If Indonesia has no strategies to improve, it will
lose to compete with other coyntries in ASEAN region, Table 1 shows the rank of
competitiveness in ASEAN countries. Government and the societies have the
important role in improving the Indonesian economic level so it could increase
Indonesia’s rank of competitiveness (Bakhri 2015).
Table 1. Rank of ASEAN’s Global Competitiveness Index (GCI)
No.
Country
2011-2012
2012-2013
2013-2014
2014-2015
2015-2016
1
Singapore
2
2
2
2
2
2
Malaysia
21
25
24
20
18
3
Thailand
39
38
37
31
32
4
Indonesia
46
50
38
34
37
5
Philippines
75
65
59
52
47
6
Vietnam
65
75
70
68
56
Source: World Economic Forum (2015)
Indonesian workers based on theAsian Productivity Organization (APO)
showed that in every 1000 Indonesian workers there is only 4.3% skilled labors,
meanwhile the Philippines has 8.3%, Malaysia 32.6%, and Singapore 34.7%
skilled labors. According to research by United Nations Development Programme
(UNDP) released the Human Development Index (HDI) data, which human
resource in Indonesia undeveloped and stagnant with other countries like
Singapore, Brunei Darussalam, Malaysia, Thailand, and Philippines (Table 2). In
responding to this conditions, the Indonesian government has attempted to
improve the competencies of Indonesian domestic workers by reducing the
number of unskilled workers annually. It is supported by moratorium regulations,
which functions to temporarily reduce the influx of workers abroad as well as to
reduce the number of unskilled labors in several countries.
2
Table 2. Human Development Index (HDI)’s rank
No
Country
2012
2013
2014
1
Singapore
25
18
9
2
Brunei Darussalam
30
30
30
3
Malaysia
63
64
62
4
Thailand
78
103
89
5
Philippines
90
114
117
6
Indonesia
124
121
108
7
Vietnam
105
127
121
.
Source: United Nations Development Programme (2015)
Malaysia is one of the countries in ASEAN region that one of the most
destination for Indonesian domestic workers. The domestic workers are not only
from Indonesia, but also from other countries in the whole world. Placement in
abroad has got a problem because of the lack of quality, and then cause many
other problems like assault, sexual harassment, and even murder as they are often
despised due to their job as domestic workers (Astuti 2008). Low of the quality
domestic workers caused lose compete. Indonesian domestic workers must build
competitive advantage for any individual that focus on improving the
competencies (Porter 1994). Table 3. shows the number of domestic workers from
several countries in Malaysia on 2015.
Table 3. Number of domestic workers in Malaysia 2015
No.
Country
Domestic worker
(People)
1
Cambodia
3.760
2
Tiongkok
231
3
India
871
4
Indonesia
94.370
5
Phillipines
39.463
6
Thailand
328
7
Vietnam
839
Source: Bharian, Malaysia News Online (2015)
Even though Indonesian domestic workers have a large number in Malaysia,
but individual quality could not compete with other domestic workers, especially
from the Philippines. This is a source of the problem because of the lack of quality,
and then cause many other problems like abuse, rape and many criminalities
(Astuti 2008). Human resources in Indonesia are still dominated by education at a
base level of 70.40%. Comparing to other Southeast Asia countries such as
Malaysia, Indonesia is still slightly behind from dominating the growing
industries, and still developing on the light-medium level industry. The identified
problem can be seen in Table 4.
3
Table 4.Problem of Indonesian domestic workers in Malaysia
No
Problem
2011
2012
2013
2014
2015
1
Miss communication
113
85
1
0
0
2
Not able to work
45
35
24
8
85
3
Troubled employer
22
22
7
3
32
4
Sick due to work
34
19
23
1
77
5
Incomplete document
173
8
12
16
25
Source: The National Institution of Placement and Protection Indonesian Migrant
Worker (2016)
According to Ministry of Manpower of the Republic of Indonesia
(KEP.104A/MEN/2002), an Indonesian migrant worker is every Indonesian
citizen who is eligible to work abroad under the status of employment for a certain
period of time with a wage. Indonesian migrant workers are often referred as
foreign exchange heroes since their remittances from working abroad. A domestic
worker is a profession that handling household works that competency require is
housekeeping and caretaking services. To prepare the quality of domestic workers,
they must have the competency as related on market demand, there are knowledge,
skills, and attitude. Generally, the issues about worker this days are the high level
of Indonesia unemployment, quality of human resources, lack of productivity, has
minimum skills and qualities of education and in adequated the protection of
Indonesian migrant workers (Utomo 2014).
Based on Table 4, the main problem identified of Indonesian domestic
workers is the lack of the competencies. The most of the Indonesian domestic
workers are not able to work in work environment. This declaration is similar to
the opinion from Mr. Mustafa Kamal, Labour Attache in Embassy of the Republic
of Indonesia in Kuala Lumpur, by in-depth interview. He said that the quality of
Indonesian domestic workers is lower than the Philippines because most of them
are illegal domestic workers who not trained and certified in Indonesia. Illegal
migrant workers arrived in Malaysia not under controlled by Ministry of
Manpower of the Republic of Indonesia. Illegal domestic worker are worker who
enters the country without any proper documents or those who enters legally but
overstays, thus abusing their passport or visa, those who are using false identities
to live in the country, and work within the employer’s household, perform a
variety of household service for an individual or a family including cleaning,
household maintenance and caretaking services.
Indonesian workers migrate to Malaysia because of the similar language,
culture, and religion. By sending Indonesian domestic workers to Malaysia have
indeed contributed to the increase foreign exchange. Not only that, the placement
of Indonesian domestic workers abroad reduce the unemployment rate in
Indonesia and help the rural economic development in regions of the origin. In
2015, Ministry of Manpower of the Republic of Indonesia issued a regulation
(Ministry of Manpower’s Regulation No.1/2015) regarding the change of the
classification of seven informal working fields to formal work for the migrant
worker, as known a domestic worker. Domestic workers can be classified into
4
housekeeping, family cooking, babysitting, childcaring, caretaking, gardening,
and family driving.
The problem of Indonesia is could not compete with other countries in
Human Resource side because of the lack of the quality. In the integrated region,
Indonesia should create a system to increase the competitive advantage of human
resource and focus on improving the competencies. Although domestic workers
are not the main focus in AEC 2015, but the Indonesian government has made the
regulation about standards competencies that require for domestic workers.
Afterward, domestic workers as known as a professional classification. In AEC
agreement, has eight professions that agreed. There are Engineer, Architect,
Tourism, Accountant, Dentist, Surveyor, Doctor, and Nurse. The competency
strategies are important things to improve the performance and we can rely on
Indonesia domestic workers could compete more than domestic workers from
other countries.
Research Questions
The increasing free flow of investment, capital, skill labor, goods, and
services in the ten ASEAN member states made the competitive advantage is
important things to the country. Global Competitiveness Index in 20152016shown, the rank of Indonesia is decreased from 34 to 37. The quality of
Indonesian human resource is so apprehensive. In around of 1000 workers, the
skilled labors from Indonesia just 4.3%, Philippines has 8.3%, Malaysia 32.6%
and Singapore 34.7%.Although, Indonesian domestic workers is a domestic
worker in Malaysia but it was not significantly correlated with quality and
competencies of domestic workers. Table 4. shows the problem from Indonesian
domestic workers. Therefore, Indonesia should formulate the strategies in order to
Indonesian domestic workers to able work in employer’s house. The new
regulation about domestic workers made the institution had related with this case
to be more concern with their role about the condition of domestic workers'
competencies.
This research questions to gain understanding regarding:
1. How does the problematic situation of Indonesian domestic workers in
Malaysia?
2. How does the formulation of the priority strategies for improving the
competitiveness of Indonesian domestic workers in Malaysia?
3. What is the appropriate model to improve the competitiveness of Indonesia
domestic workers in Malaysia?
Research Objectives
The main discussion of this research regards to competency strategies of
Indonesian domestic workers in Malaysia with the objectives include:
1. Analyzing the problematic situation of Indonesian domestic workers in
Malaysia.
2. Formulating the priority strategies for improving the competitiveness of
Indonesian domestic workers in Malaysia.
5
3.
Proposing a model for improving the competitiveness of Indonesia domestic
workers in Malaysia.
Research Benefits
This research is expected to provide benefits and information that could be
used by various parties, including:
1. For Ministry of Manpower of the Republic of Indonesia and Embassy of the
Republic of Indonesia in Kuala Lumpur, the result is expected to provide
information and recommendations of strategies for policy after new
regulation obtained. Afterwards, the results is expected to formulation the
main factors that give the impact for improve the competitiveness and
competencies in order to competitive advantage.
2. For Indonesian domestic workers, the results are expected to provide
information to increase the individual competencies. The domestic workers
could more competitive than before the strategy obtained.
3. For the scholars, the results are expected to provide information, being
comparison and source the literature review for another researcher if want to
know the further informations about strategies to improve the competitiveness.
The Scope of the Research
The research focuses on discussion of competency strategies and the impact
of competitiveness of Indonesian domestic workers in Malaysia.In this research,
competitiveness is productivity of Indonesian domestic workers more superior
than other competitors, the Phillipines. The problem focuses on problematic
situations of Indonesian domestic workers in Malaysia. Strategic human resource
in this research is focused on factors appropriate the opinions from the expert
respondents. The problematic situations are arranged by using Soft System
Methodology based Rich Picture. Formulation the strategies of competitiveness
based on the opinions from experts by using the Analytic Hierarchy Process
(AHP). The model of improving the competitiveness by using The House Model
to conclude the affected factors as the priority and supporting behavior for
optimum strategies.
2 LITERATURE REVIEW
Strategic Human Resource
Human Resources Management is the policies and practices involved in
carrying out the people or human resource aspects of a management position, a
procedure that impacted to attitudes, behavior and performance (Noe & Mondy
2000). Performance, loyalty, and dedication of human resources will significantly
influence organization’s productivity in achieving the desired result. Dessler
(2008) said that Strategic Human Resource Management is formulating and
executing human resource systems, human resource policies and activities, that
produce the employee competencies and behaviors the organization needs to
6
achieve its strategic aims. To develop the competitive of human resource, the
individual should have quality characteristics as follows (Hutomo 2011):
1.
2.
3.
4.
5.
Capable of processing and take the advantage from information,
Capable to well responding and making decision,
Capable of commanding the implementation of the decision,
Capable of handling and scantily risk in implementation of decision so it can
carry out a job effectively and efficiently, and
Capable of working with high productivity and quality.
Competency Based Human Resource Management (CBHRM)
Competency Based Human Resources Management (CBHRM) is a new
model of performance management with syncronized the business strategy and the
human resources strategy in order to reach the goal of an organization. It is also
one of the concepts to build the core competencies of an organization to get their
competitive advantages (Diatin et al 2005). Decision to manage optimal
employment relationship from recruitment, selection, staffing, retaining,
development, and determination by using job competency model information and
individual competency level integrally to achieve organizational goals. Hidayati et
al (2014) cited Armstrong and Murlis defined the individual competency as
underlying characteristic of an individual to perform the job effectively, in context
competitive advantage.
The conclusion reached in a study that competency was an underlying
characteristic of a person, which enables to deliver superior performance in a
given job, role or a situation. Competency has two relevant meanings, the first is
the ability of an individual to perform effectively in a job relevant area. The
second is a definition of what is required of an individual, for effective
performance (Shermon 2004).
Competitivenesss
Porter (1994) stated that competitiveness is the productivity that defined as
output from workers. Competitiveness pertains to the ability and performance of a
firm, sub-sector or country to sell and supply goods and services in a given market,
in relation to the ability and performance of other firms, sub-sectors of countries
in the same market (Winoto 2009). Competitive advantage is depend on
innovation capacity and increase the skill to defeat competitors (Hendrasto 2011).
We can define competitive advantage as any factors that allow a company to
differentiate its product or service from those of its competitors to increase market
share.
Pfeffer (2005) stated that in global competitiveness there is one thing base
to achieve the competitive advantage, this is how to manage human resource
factor. Competitiveness or power to compete is capability to compete or
individual capability for being superior to achieve a strategic aims (Permatasari
2010). Competitiveness is being effect in national, organizational and individual
scope. Pfeffer (2005) said that if individu is resources for competitiveness, they
7
should have the information to achieve the goals. A competitive strategy identifies
how to build and strengthen the national’s long term competitive position in the
marketplace.
Training and Development
There are tree main ways to increase the quality, through formal education,
work training, and development with work experiences (Ruhana 2012). Training
is the most important factor because training increases the efficiency and the
effectiveness of employee, and to enhance the capabilities of employee. Training
is systematic development of the knowledge, skills, and attitudes required by an
individual perform adequately a given task or job. Training indicates the process
involved in improving the employee to perform specific job. Training helps in
updating old talents and developing new ones (Kulkarni 2013).
It is very important for the organization to design the training very carefully.
Design of the training should be according to the needs of employees. Training
design plays a very vital role in the employee as well as organizational
performance. If the organization have a bad training design it will the loss of time
and money (Ghafoor et al 2011). The objectives of training and development are:
1.
2.
3.
4.
5.
To prepare the employees both new and old employees to meet the changing
requirement of the job and the organization.
To prevent obsolesence.
To impart the basic knowledge and skills in the new entrants that they need
for an intelligent performance of a definite job.
To prepare the employees for higher level tasks.
To assist the employee for more effectively in their present positions by
exposing them to the latest concepts, information, techniques and
developing the skills they will need in their particular fields.
Indonesian National Work Competency Standards
Indonesian National Work Competency Standards or Standard Kompetensi
Kerja Nasional Indonesia (SKKNI) is the capability of work formulation includes
knowledge, skills, and attitude that related on tasks practice and job requirement
in accordance with provisions of Indonesia’s regulations. This National
competency standards being reference in profession’s training and development,
and job certification (Astuti 2008). For domestic workers, SKKNI is decided by
Ministry of Manpower of the Republic of Indonesia issued a regulation
KEP.313/MEN/VI/2015 regarding the SKKNI of services sector as working
household domestic field. To build a same competency, obtained Indonesian
National Qualification Framework or Kerangka Kerja Nasional Indonesia
(KKNI) include level of profession, the equality of job education and train, work
experience, and job qualification is the reference in National competency
standards.
Indonesian Government designs domestic workers into aprofession and
divided into seven classifications. There are housekeeping, family cooking,
babysitting, childcaring, caretaking, gardening, and family driving. SKKNI
explain the core competencies and the selecton competencies for each position.
8
Domestic workers that divide to seven positions have four units core
competencies are:
1.
2.
3.
4.
Knowing about the condition of environment and job risk.
Implementing the Health Safety Environment.
Cooperating in work environment.
Controlling individual emotional and developing work motivation.
The selection competencies are depend on each position. For housekeeping,
family cooking and gardening, there are seven unit selection competencies, and
this selection for job depend on competency that worker needs. There are as
capable to services clean, cook, groom for pet and take care of the garden, limited
tasks and routine, with simple tools that appropriate, and capable to solve the
simple problem in employer’s house. The workers cleaning, ironing linen,
preparing for meal and beverage, taking care of pets and care for the garden
according to the instructions, ethics, culture and work processes
(KEP.313/MEN/VI/2015).
Family driver has eleven selection competencies, and the syllabus of
training depends on family driver needs asemployer’s want. The competencies are
to capable doing specifically tasks for drive service with certified performance
and quality. Family driver has to know activity and tasks about the household.
The workers driving according to the instructions, ethics, culture and work
processes. This position have responsibilities in drive service for employer
(KEP.313/MEN/VI/2015).
For babysitting, childcaring and caretaking, there are seven unit selection
competencies in level one and twelve unit selection competencies in level two.
That is competency to capable for take care of baby, toddler and elderly people in
simple, limited and routine with simple tools and need to have knowledge about
the household. The workers taking care of baby, toddler and elderly people
according to the instructions, ethics, culture and work process. This position is to
caretaker, keeper and guide to baby, toddler and elderly people
(KEP.313/MEN/VI/2015).
Soft Systems Methodology based Rich Picture
Soft Systems Method (SSM) is a standard circle of system thinking that have
seven stages and classified into two parts: real world as learning system of the
situation in the real world and system thinking. The seven stages of SSM are
problem situation considered problematic, problem situation expressed, root
definiton of relevan purposeful activity system, conceptual model of the system
named in the root definition, comparison of model and real world, change
systemically, desirable culturally feasible, and then action to improve the situation
(Hardjosoekarto 2012). The circle could be seen in Figure 1.
9
1.
2.
Problem
situation
considered
problematic
Problem
situation
expressed
7.
Action
improve
situation
to
the
Real World
System Thinking
3. Root definiton
of
relevan
purposeful
activity system
4.
6.
Change
systemically,
desirable
culturally
5.
Comparison
of model and
real world
Conceptual
model of the
system,
the
root definition
Figure 1. Seven stages of Soft System Methodology (Hardjosoekarto 2012)
Checkland (2002) stated that rich picture has no standard, appropriated with
the problematic situation that solves. SSM is to found the problematic situation,
including social, cultural, and political. The formulating some relevant purposeful
activity models, debating the situation, using the model, seeking from the debate
both changes which would improve the situation and are regarded as both
desirable and culturally feasible and the accommodations between conflicting
interest which will enable action to improve to be taken. The debates are
intimately connected and will gradually create each other. Finally, taking action in
the situation to bring about improvement. Building the rich picture is made
drawings to indicate so many elements in any human situation. Then could be
concluded to describe the important relation in situation as a basic discussion
(Susilo et al 2011).
Analytic Hierarchy Process (AHP)
The Analytic Hierarchy Process (AHP) is a theory of measurement through
pairwise comparisons and relies on the judgments of the expert to derive priority
scale (Saaty 2008). There is a multicriteria decision-making approach in which
factors are arranged in a hierarchy structure. Some theories said the AHP is the
method to making decisions with analyze the complex problem and unstructured
in categories and arranged in a hierarchy structure. AHP is a simple method and
flexibility then has a big effect to solving in decision problem that multicriteria,
many objectives, and in the complex situation (Pasaribu 2009).Many problems
can solve with AHP Model, include allocation the resources, analyze decision
benefit and cost, fixed alternatives rank, making future planning that forecast and
fixed priority for developing business unit and the other complex problem
(Andreas 2011).
The House Model
The House Model is a simple, schematic way of representating all the key
elements that go into the design of a good vision. This is the best completed using
10
a short, intensive, team effort, in the front of a workshop, bringing together the
key decision makers, and including a cross-section of the different bussinesses
and functions (Horovitz & Ohlsson-Corboz 2007).
There are steps to the formulation of the vision, which can be represented in a
schematic drawing of a house. Starting with the roof is a dream with deadline. The
pillars represent how the dream can be achieved, including action points and
milestones (Tsurayya & Kartika 2015). The foundations represent supporting
behaviors. It is important to develop the schematic of the house. The House
Model is the result of a collaborative effort is one of its strength, it needs to make
sure that these visions are consistent and synchronous, building on one another
and supporting the overall vision of the country. The House Model framework
could be seen in Figure 2.
Dream with a deadline
Key Ways
Key Ways
Key Ways
Actions and
Milestones
Actions and
Milestones
Actions and
Milestones
Supporting Behavior
Figure 2. The House Model Framework (Horovitz and Ohlsson-Corboz 2007)
3 METHOD
Framework Research
The framework is divided into the competencies as factor of strategy to
improve the domestic workers’s competitiveness. The grand theory that will
propose in this research is individual competency. The competitiveness of
Indonesian domestic workers will be followed by indicators which are based on
current conditions of workers, literature review and in-depth interview. There are
several steps to address this research objectives, thus a systematics step regarding
competency strategies of Indonesian domestic workers in Malaysia could be seen
in Figure 3.
11
Individual Competency
(Shermon 20004)
Competitiveness of Indonesian domestic
workers in Malaysia
Current condition of
Indonesian domestic
workers in Malaysia
Indonesian National
Work Competency
Standards (SKKNI)
Literature reviews
Represent the
problematic situation
of Indonesian
domestic workers
Rich Picture
(Checkland
2000)
Formulate the strategy
of Indonesian
domestic workers
The Analytic
Hierarchy Process
(Saaty1990)
Arrange the model for
improve the
competitiveness of
Indonesian domestic
workers
The House Model
(Horovitz dan
Ohlsson-Corboz
2007)
Managerial implications and recommendations
Figure 3. Research Framework
Location and Schedule of Research
This research was conducted intentionally (purposive) based on
considerations in Jakarta, Indonesia and Kuala Lumpur is the capital city of
Malaysia, in which Malaysia is the largest country with the highest number of
12
domestic workers for the years 2015 mostly from Indonesia. Data collection was
conducted from February to June 2016.
Types and Sources of Data
Data in this research were primary and secondary data. The primary data was
obtained through the primary source of data which directly provide data to data
collectors by filling out the questionnaire. In this research, choosing the experts
are used non-probability method and to collect data are used purposive sampling
technique. Primary data collected with observation method, in-depth interview
with the expert, whose directly concern in develop Indonesian domestic workers
in Malaysia. The primary data is used to obtain the information, assessment
quality, objective and measurement to formulation strategies for improving the
competencies of Indonesian domestic workers. In this research, secondary data are
taken from Ministry of Manpower of the Republic of Indonesia, Embassy of the
Republic of Indonesia in Kuala Lumpur, books, relevant websites, thesis and the
relevant journals.
Experts Respondents
In this research, a team or panel of experts are constituted to identify the
competencies required for Indonesian domestic workers. The experts are (Saaty &
Vargas 2012):
Top management representatives (strategic decision makers).
Experts from the different functional background who have a fair idea of the
nature of tasks performed in each function.
Representatives from the Human Resource Department.
The experts gone into the details of the critical behaviors needed for
successful performance in each job. The strategies and the expected behavior for
achieving the desired results are studied and documented. The experts could start
with a list of standard competencies and modifications if needed. The advantage
of a faster process and a politically expedient way to define competencies as
experts may question the validity of the methodology.
Respondent consist of eight experts (Appendix 1.) that chosen according to
expressly and constitute actors directly had a concern with Indonesian domestic
workers and in sector developed domestic workers in Malaysia. The respondents
are staff from Ministry of Manpower of the Republic of Indonesia, staff from
Embassy of the Republic of Indonesia in Kuala Lumpur, Non-Government
Organization owner, director of Domestic Manpower Supplier, Academician, and
Domestic Worker. Expert from Academician expected can comprehensive point
of view from practicioners.
Processing Data Analysis Methods
This section discusses processing analyze the data in every stage of method.
Data analysis methods used in this study are descriptive analysis, Soft System
Methodology based Rich Picture, AHP, and The House Model. The answer from
experts will be analyzed and arranged appropriately with theory from the methods
used after the filled questionnaires.
13
Descriptive Analysis
Descriptive analysis is used to analyze data by describing the data that has
been collected without intention to create a generally applicable conclusion. The
systematical data was found by interview results, observation, and documentation.
Descriptive analysiswas used to describe aspects of the generally Indonesian
domestic workers in Malaysia, the situation, and regulation about domestic
workers from a general perspective. After the analysis results well explained, the
problematic situation will be described with Rich Picture.
Rich Picture
This stage is to identification the problem as known problematic situation of
Indonesian domestic worker in Malaysia. Afterwards, intervention analysis
formulated for problems solving are:
Client (C)
: Indonesian Government
Problem Solver (P) : Research Findings
Problem Owner (O) :The experts was respondent in this research, Ministry of
Manpower of Republic of Indonesia, Embassy of Republic
Indonesia in Malaysia, Non-Government Organization,
Domestic and Manpower Supplier, Domestic worker and
academician.
The next stage is social system analysis and the evaluation tasks from
competency and quality of human resource in three element focus: roles, norms,
and values.
The last analysis from this strage is political system analysis, to finding indepth problematic situation with investigate the issues about the highest power
that related with domestic worker in Malaysia. The result in this stage describes
about problematic situation of Indonesian domestic worker in Malaysia with Rich
Picture. There are several systematic steps regarding operationalization of rich
picture could be seen in Figure 4.
Problem Situation Considered Problematic
Intervention Analysis
Social System Analysis
Political System Analysis
Rich Picture
Figure 4. The Operationalization of Rich Picture (Checkland 2000)
14
After identification the problem in the real world, based on the opinions from
experts will be arranged priority strategy using the AHP Method. Information
obtained by means of in-depth interview and AHP questionnaire. The
questionnaire is a research instrument consisting of a set of printed questions with
a column decisions or other prompts for the purpose of gathering information
from respondents, and often have a standarized answer that makes it simple to
compile data. However, such standardized answer may frustrated users as same as
the questionnaire in this research. Questionnaires are also sharply limited by the
fact that respondents must be able to read the question and respond them.
The Analytic Hierarchy Process
The next stage is to formulate priority strategies with AHP method. The
information source from experts that become the respondents in this research. The
data collected by in-depth interview with the experts whose directly concern in
develop Indonesian domestic workers in Malaysia and filling out the
questionnaire. This must be clear because it made the information have objective
characteristic and could be responsibility.
AHP has particular application in group decision making and is used around
the world in a wide variety of decision situation in fields such as government,
business, industry, education and much more. AHP used to find one that best suits
the goal and understanding of the problem. It provides a comprehensive and
rational framework for structuring a decision problem, for representing and
quantifying the elements, for relating those factors to the overall goal, and for
evaluating alternative strategy.
In general, basic steps in AHP will explain as subsequent (Marimin &
Maghfirah 2010):
1.
Defining the problem and determine the kind of knowledge sought.
2.
Structuring the decision hierarchy from the top with a goal of the decision,
then the objectives from a broad perspective, through the intermediate levels
(criteria on which subsequent elements depend) to the lowest level (which
usually is a set of the alternatives). Hierarchical Structure of AHP Model
could be seen in Figure 5.
3.
Constructing a set of pairwise comparison matrices. Each element in an
upper level is used to compare the elements in the level immediately below
with respect to it.
4.
Using the priorities obtained from the comparison to weigh the priorities in
the level immediately below. Do this for every element. Then for each
element in the level below add its weighted values and obtain its overall or
global priority.
15
Goal
Primary Goal
:
Factors :
Mixed up Factors
Actors :
Actors has role
Objectives
:
The objectives from goal
Solution Alternatives
Alternatives
:
Figure5. Hierarchical Structure of AHP Model
Scale of Number AHP
To make comparisons, a scale of numbers that indicates the one element is
more important or dominant than another element with respect to the criterion to
which they are compared (Saaty 2008). In Table 5. exhibits the scale. There are
numerous to validate the use of the 1-9 scale. Every scale explained domination
level compared with more below. If we did in pairwise comparison, write this
number in pairwise as reverse of absolute number (1/x).
Table 5. Scale of absolute number AHP
Importance on an absolute scale
Definition
1
Equal Importance
3
Moderate importance of one over another
5
Essential or strong importance
7
Very strong importance
9
Extreme importance
2,4,6,8
Intermediated values between the two adjacent
judgments
1/(1-9)
The reciprocal value when compared with 1-9
Source: Saaty (1990)
In AHP Model, comparison matrix can accept if consistency value ratio
(CR) less than equal to 0.1. This value showed consistency in a good level and
could be responsibility. CR value is the measurement for consistency pairwise
comparison in judgment matrix. If consistency index is high, so it will judged
revision and revision assessment in a row has bigger priority value. Consistency
16
in fixing priority for every element is important until the result valid in the real
world.
Making a decision is to choose the factors that are important for that
decision. In AHP arrange these factors, once selected based on the results of the
most opinions from experts decision. In a hierarchy structure descending from an
overall goal to factors, actors, objectives and alternatives in successive levels.
Arranging the goals, attributes, issues and actors in a hierarchy have two purposes.
It provides an overall view of the complex relationship inherent in the situation
and helps the decision maker assess whether the issues in each level are the same
order of magnitude, so it can compare such homogeneous elements accurately.
The opinions that were collected will be processed with expert choice
software to solve the problem in making decision about strategy to improve the
competitiveness of Indonesia domestic workers in Malaysia. After the factors
concluded, then the AHP Method structured the priority strategies as shown in
Figure 6. This structure built based on expert decision concluded as the most
opinions in each level to support goal.
Focus
:
Factors :
Actors
:
Objectives :
Alternatives:
Competitiveness Strategies of Indonesian domestic workers
in Malaysia
Quality of
Human
Resource
Individual
Competencies
Ministry of
Manpower
Embassy
of
Indonesia
Increasing
revenue
Improve the
competency
Service for
training and
development
Government
Policy
Institution
of Job
certification
Equally
income and
education
Reduce placement
for unskilled labors
Domestic
Manpower
Suppliers
Manage the
Government
Policy
Training and
development in
Indonesia
Market
Demand
Domestic
Workers
Efficient
management of
revenue
Improve the
Government
Regulation
Figure 6. Design of structure hierarchy Competitiveness Strategies of Indonesian
domestic workers in Malaysia.
17
The House Model
The House Model method will explain the strategy as a vision withthe
dateline. This analysis will be explained about how the dream can be achieved
based on the strategy priority from AHP results, including action points, and
supporting behavior for vision will become true. Figure7. shows the design of
model to increase the competitiveness of Indonesian domestic workers in
Malaysia in period time 5-10 years ahead.
The foundation represents the supporting behaviors of the vision. Behaviors
are the concrete representation of the values, sets clear limits and sends a strong
signal as to what is acceptable or not, and what each responsibility is
(Wahyuningrum et al 2014). This method is the best way of crystallizing the
thinking, making choices and determining actions. The House Model is about
deciding on the future vision and how to close the gap between the dream for
tomorrow and the reality of today (Horovitz & Ohlsson-Corboz 2007).
Vision: Improving the Competitiveness of
Domestic Workers in 5-10 Years
Individual
Quality
Competencies of
Domestic
Workers
Government
Policy
Market Demand
Specific Factors
of Quality
Specific Factors
of Competency
Specific Factors
of Government
Policy
Specific Fac
WORKERS IN MALAYSIA
MUNA SIVA ANANDA
GRADUATE SCHOOL
BOGOR AGRICULTURAL UNIVERSITY
BOGOR
2016
STATEMENT OF THESIS, INFORMATION SOURCES AND
COPYRIGHT DEVOLUTION*
I hereby declare that research entitled “Competency Strategies of Indonesian
Domestic Workers in Malaysia” is my work under the direction of the advisory
committee and has not been submitted in any form to any universities. The source
of information derived or quoted from works published and unpublished by other
authors have been mentioned in the text and listed in the references at the end of
this research.
I hereby assign the copyright of my research to the Bogor Agricultural
University.
Bogor, December 2016
Muna Siva Ananda
NRP H251140321
SUMMARY
MUNA SIVA ANANDA. Competency Strategies of Indonesian Domestic
Workers in Malaysia. Supervised by ANGGRAINI SUKMAWATI and
MUHAMMAD SYAMSUN.
ASEAN Economic Community (AEC) is an economic integration in free
trade system between ASEAN Countries. The challenges for the Indonesian
Governments are to create the stable region, prosperous, highly competitive and
realize social welfare. But in fact, Indonesia is facing the problem of low
competitiveness among ASEAN countries. This study aimed to (1) analyzing the
problematic situation of Indonesian domestic workers in Malaysia; (2)
formulating priority strategies to improve the competency of Indonesian domestic
workers in Malaysia and (3) porposing a model for improving the competency of
Indonesian domestic workers in Malaysia.
This research was conducted in Kuala Lumpur and Jakarta from February to
June 2016. Experts give the assumptions and analyze value based on certainty and
importance. Furthermore, assuming that has a level of interest and high
importance and certainty chosen to priority strategies. In this research, choosing
the experts are used non-probability method and to collect data are used purposive
sampling technique. Data analysis methods used in this research are descriptive
analysis, Soft System Methodology based Rich Picture, AHP, and The House
Model.
The results of the analysis of the problematic situations show that the
Indonesian Government is the less concerned with the protection and debriefing
training also development to the placement of Indonesian domestic workers in
Malaysia. This is caused domestic workers are not able to work in accordance
with National work competency standards have been prepared by the Ministry of
Manpower of the Republic of Indonesia. It is also reinforced by decision-making
method, the Analytic Hierarchy Process (AHP) gives as same as results. Training
and development in Indonesia have a higher analysis value than the other
alternatives. The important factor is obtained from the AHP is Individual
competencies. Therefore, Competency-Based Training is a priority strategy to
competitiveness strategies of Indonesian domestic workers in Malaysia with
analysis value is 0.361, that will have an impact on the development of individual
competencies. The House Model method as the model for improving the
competency strategies of Indonesian domestic workers results from the roof with a
vision of improving the competitiveness of Indonesian domestic workers in
Malaysia within five years (2016-2021). The four strategies factors are the quality
of human resource, individual competencies, Government policy, and market
demand. Supporting actions are Enhancing the relevant Governmental authorities,
Establishing the individual reputation and Collaborating between Government and
agencies involved.
Keywords: Analytic Hierarchy Process, Competency, Indonesian Domestic
Workers, The House Model, Training and Development
RINGKASAN
MUNA SIVA ANANDA. Competency Strategies of Indonesian Domestic
Workers in Malaysia. Dibimbing oleh ANGGRAINI SUKMAWATI dan
MUHAMMAD SYAMSUN.
Masyarakat Ekonomi ASEAN (MEA) merupakan bentuk integrasi ekonomi
ASEAN dalam sistem perdagangan bebas antara negara-negara ASEAN.
Tantangan bagi pemerintah Indonesia adalah untuk menciptakan suatu kawasan
stabil, makmur, berdaya saing tinggi dan mewujudkan kesejahteraan sosial. Akan
tetapi, Indonesia menghadapi permasalahan daya saing yang rendah diantara
negara-negara ASEAN. Tujuan dari penelitian yaitu: (1) menganalisis
problematika situasi yang dihadapi pekerja domestik Indonesia di Malaysia; (2)
merumuskan strategi prioritas untuk meningkatkan kompetensi pekerja domestik
Indonesia di Malaysia dan (3) menyusun model peningkatan kompetensi pekerja
domestik Indonesia di Malaysia.
Penelitian dimulai dengan melakukan observasi lapangan dan wawancara
mendalam kepada para pakar yang berjumlah delapan orang. Penelitian ini
dilakukan di Kuala Lumpur dan Jakarta pada bulan Februari-Juni 2016. Pakar
pada tahapan ini memberikan asumsi dan bobot berdasarkan tingkat kepentingan
dan kepastiannya. Selanjutnya, asumsi yang memiliki tingkat kepentingan dan
kepastian yang tinggi dipilih untuk dilakukan prioritas asumsi. Pemilihan pakar
dalam penelitian ini menggunakan metode non probabilitas sedangkan
pengumpulan data menggunakan teknik purposive sampling. Metode pengolahan
data dalam penelitian ini secara bertahap menngunakan analisis deskriptif, Rich
Picture, the Analytic Hierarchy Process (AHP), dan The House Model.
Hasil dari analisis Rich Picture menunjukkan bahwa Pemerintah Indonesia
kurang memperhatikan perlindungan serta pembekalan pelatihan dan
pengembangan sebelum penempatan kepada Pekerja Domestik Indonesia. Hal ini
menyebabkan pekerja tidak mampu bekerja sesuai dengan Standar Kompetensi
Kerja yang telah disusun oleh Kementerian Ketenagakerjaan Republik Indonesia.
Hal tersebut juga diperkuat dengan metode pengambilan keputusan AHP dimana
pelatihan dan pengembangan di Indonesia memiliki nilai analisis lebih tinggi
dibandingkan dengan alternatif yang lain. Faktor penting yang didapatkan dari
hasil analisis AHP adalah Kompetensi Individu. Oleh karena itu, Pelatihan
Berbasis Kompetensi merupakan strategi prioritas untuk peningkatan daya saing
pekerja domestik Indonesia di Malaysia dengan nilai analisis sebesar 0.361
sehingga akan berdampak pada berkembangnya kompetensi individu. Metode The
House Model sebagai model dari peningkatan kompetensi pekerja domestik
Indonesia menghasilkan atap dengan visi meningkatkan daya saing pekerja
domestik Indonesia di Malaysia dalam 5 Tahun (2016-2021). Empat sasaran
strategis yaitu kualitas Sumber Daya Manusia, Kompetensi Individu, Kebijakan
Pemerintah dan Permintaan pasar. Tindakan pendukungnya adalah Meningkatkan
relevansi wewenang pemerintah, membentuk reputasi individual dan
diperlukannya kerja sama antara pemerintah dan agen.
Kata kunci: Analytic Hierarchy Process, Kompetensi, Pekerja Domestik
Indonesia, Pelatihan dan Pengembangan, The House Model
©All Rights Reserved by Bogor Agricultural University, 2016
Copyright Reserved by Law
It is prohibited to quote part or all of this paper without including or citing the
source. Quotations are only for purposes of education, research, scientific writing,
preparation of reports, critics, or review an issue; and those are not detrimental
to the interests of the Bogor Agricultural University
It is prohibited to announce and reproduce part or all of this paper in any form
without the permission of the Bogor Agricultural University
COMPETENCY STRATEGIES OF INDONESIAN DOMESTIC
WORKERS IN MALAYSIA
MUNA SIVA ANANDA
Master Thesis
as one requirement to acquire the degree of
Magister Sains
in
Management Study Program
GRADUATE SCHOOL
BOGOR AGRICULTURAL UNIVERSITY
BOGOR
2016
External Examiner Commision on Examination : Prof Madya Dr Noor Azman Ali
Study Program Representative Examiner
: Dr Ir Jono M. Munandar, MSc
ACKNOWLEDGMENTS
Author prayed much praise and gratitude to Allah Subhanahu Wa Ta'ala for
all his gifts so this scientific work is successfully completed. The selected theme
in this study which conducted from January 2016 is strategic planning, with the
title Competency Strategies of Indonesian Domestic Workers. This research is a
joint project of Department of Management, Faculty of Economics and
Management Bogor Agricultural University, University Putra Malaysia, The
Embassy of the Republic of Indonesia in Kuala Lumpur, and Edukasi Untuk
Bangsa Community.
A gratitudes from the author are adressed to Dr. Ir. Anggraini Sukmawati,
MM and Dr. Ir. Muhammad Syamsun, M.Sc as a great advisory committee from
Bogor Agricultural University, through their participation and kind helps during
the writing process. A gratitudes also adressed to Prof Madya. Dr. Noor Azman
Ali from University Putra Malaysia, as an external examiner who give the advices
since collect the data in Malaysia. In addition,appreciation goes to Prof. Dr.Ir. Ari
Purbayanto, M.Sc as the Education Attaché from The Embassy of the Republic of
Indonesia in Kuala Lumpur for allowing me to conduct research, Staff of the
Ministry of Manpower of the Republic of Indonesia, Mr. Aulia Badar from
Edukasi Untuk Bangsa Kuala Lumpur, Department of Management, Faculty
Economics and Management IPB and Student Affairs Directorate IPB which had
funded this research, staff of University Putra Malaysia who have helped during
the data collection.
Many more gratitudes are presented to my father Mukhtar Lutfi, my mother
Cut Aja Farida, and my sisters Oryza Sativa and Farrah Audina Fathya, and also
Ryan Syaputra thank you for all the prayers and affection. A gratitudes also
addressed to all of my friends in Department of Management, Graduate School
Bogor Agricultural University year 2014 for all the support and togetherness in
class until we finish the master thesis.
Hopefully this research paper would be helpful.
Bogor, December 2016
Muna Siva Ananda
LIST OF CONTENTS
LIST OF TABLES
i
LIST OF FIGURES
i
LIST OF APPENDICES
i
1 INTRODUCTION
Background
Research Questions
Research Objectives
Research Benefits
The Scope of the Research
1
1
4
4
5
5
2 LITERATURE REVIEW
Strategic Human Resource
Competency Based Human Resource Management (CBHRM)
Competitivenesss
Training and Development
Indonesian National Work Competency Standards
Soft Systems Methodology based Rich Picture
Analytic Hierarchy Process (AHP)
The House Model
5
5
6
6
7
7
8
9
9
3 METHOD
Framework Research
Location and Schedule of Research
Types and Sources of Data
Experts Respondents
Processing Data Analysis Methods
10
10
11
12
12
12
4 RESULT ANDDISCUSSION
17
Analysis of Problematic Situation of Indonesian Domestic Workers in
Malaysia
18
Formulation Competitiveness Strategies of Indonesian Domestic Workers in
Malaysia
25
Model of improving the competitiveness of Indonesian Domestic Workers
in Malaysia
28
Managerial Implications
31
5 CONCLUSIONS AND RECOMMENDATIONS
Conclusions
Recommendations
32
32
33
REFERENCES
34
APPENDICES
37
BIOGRAPHY
44
LIST OF TABLES
1
2
3
4
5
Rank of ASEAN’s Global Competitiveness Index (GCI)
Human Development Index (HDI)’s rank
Number of domestic workers in Malaysia 2015
Problem of Indonesian domestic workers in Malaysia
Scale of absolute number AHP
1
2
2
3
15
LIST OF FIGURES
1
2
3
4
5
6
7
8
9
10
Seven stage of Soft System Methodology
The House Model framework
Research framework
The operationalization of Rich Picture
Hierarchical Structure of AHP model
Design of structure hierarchy competitiveness strategies of Indonesian
domestic workers in Malaysia
Design of The House Model
Rich Picture of problematic situation of Indonesian domestic workers in
Malaysia
Hierarchy structure of competitiveness strategies of Indonesian
domestic workers in Malaysia
The House Model to improve the competitiveness of Indonesian
domestic workers in Malaysia
9
10
11
13
15
16
17
24
26
29
LIST OF APPENDICES
1 List of expert respondents
2 Analytic Hierarchy Process (AHP) result
38
39
1
1 INTRODUCTION
Background
ASEAN Economic Community (AEC) is an economic integration agenda
from Association of Southeast Asia Nation (ASEAN) member states that aim to
reduce economic barriers among Southeast Asian countries. In early 2016, AEC
ensures the free flow of investment, capital, skill workers, goods and services in
ten ASEAN member states (Susilo 2010). Increasing demand for workers is an
opportunity for ASEAN member states to solve the domestic unemployment
problem in some states. For Indonesia, the main problem is the competitiveness.
World Economic Forum (WEF) released The Global Competitiveness Index
(GCI), which Indonesia Competitiveness’s rank slightly behind Singapore and
Malaysia Competitiveness’s rank. If Indonesia has no strategies to improve, it will
lose to compete with other coyntries in ASEAN region, Table 1 shows the rank of
competitiveness in ASEAN countries. Government and the societies have the
important role in improving the Indonesian economic level so it could increase
Indonesia’s rank of competitiveness (Bakhri 2015).
Table 1. Rank of ASEAN’s Global Competitiveness Index (GCI)
No.
Country
2011-2012
2012-2013
2013-2014
2014-2015
2015-2016
1
Singapore
2
2
2
2
2
2
Malaysia
21
25
24
20
18
3
Thailand
39
38
37
31
32
4
Indonesia
46
50
38
34
37
5
Philippines
75
65
59
52
47
6
Vietnam
65
75
70
68
56
Source: World Economic Forum (2015)
Indonesian workers based on theAsian Productivity Organization (APO)
showed that in every 1000 Indonesian workers there is only 4.3% skilled labors,
meanwhile the Philippines has 8.3%, Malaysia 32.6%, and Singapore 34.7%
skilled labors. According to research by United Nations Development Programme
(UNDP) released the Human Development Index (HDI) data, which human
resource in Indonesia undeveloped and stagnant with other countries like
Singapore, Brunei Darussalam, Malaysia, Thailand, and Philippines (Table 2). In
responding to this conditions, the Indonesian government has attempted to
improve the competencies of Indonesian domestic workers by reducing the
number of unskilled workers annually. It is supported by moratorium regulations,
which functions to temporarily reduce the influx of workers abroad as well as to
reduce the number of unskilled labors in several countries.
2
Table 2. Human Development Index (HDI)’s rank
No
Country
2012
2013
2014
1
Singapore
25
18
9
2
Brunei Darussalam
30
30
30
3
Malaysia
63
64
62
4
Thailand
78
103
89
5
Philippines
90
114
117
6
Indonesia
124
121
108
7
Vietnam
105
127
121
.
Source: United Nations Development Programme (2015)
Malaysia is one of the countries in ASEAN region that one of the most
destination for Indonesian domestic workers. The domestic workers are not only
from Indonesia, but also from other countries in the whole world. Placement in
abroad has got a problem because of the lack of quality, and then cause many
other problems like assault, sexual harassment, and even murder as they are often
despised due to their job as domestic workers (Astuti 2008). Low of the quality
domestic workers caused lose compete. Indonesian domestic workers must build
competitive advantage for any individual that focus on improving the
competencies (Porter 1994). Table 3. shows the number of domestic workers from
several countries in Malaysia on 2015.
Table 3. Number of domestic workers in Malaysia 2015
No.
Country
Domestic worker
(People)
1
Cambodia
3.760
2
Tiongkok
231
3
India
871
4
Indonesia
94.370
5
Phillipines
39.463
6
Thailand
328
7
Vietnam
839
Source: Bharian, Malaysia News Online (2015)
Even though Indonesian domestic workers have a large number in Malaysia,
but individual quality could not compete with other domestic workers, especially
from the Philippines. This is a source of the problem because of the lack of quality,
and then cause many other problems like abuse, rape and many criminalities
(Astuti 2008). Human resources in Indonesia are still dominated by education at a
base level of 70.40%. Comparing to other Southeast Asia countries such as
Malaysia, Indonesia is still slightly behind from dominating the growing
industries, and still developing on the light-medium level industry. The identified
problem can be seen in Table 4.
3
Table 4.Problem of Indonesian domestic workers in Malaysia
No
Problem
2011
2012
2013
2014
2015
1
Miss communication
113
85
1
0
0
2
Not able to work
45
35
24
8
85
3
Troubled employer
22
22
7
3
32
4
Sick due to work
34
19
23
1
77
5
Incomplete document
173
8
12
16
25
Source: The National Institution of Placement and Protection Indonesian Migrant
Worker (2016)
According to Ministry of Manpower of the Republic of Indonesia
(KEP.104A/MEN/2002), an Indonesian migrant worker is every Indonesian
citizen who is eligible to work abroad under the status of employment for a certain
period of time with a wage. Indonesian migrant workers are often referred as
foreign exchange heroes since their remittances from working abroad. A domestic
worker is a profession that handling household works that competency require is
housekeeping and caretaking services. To prepare the quality of domestic workers,
they must have the competency as related on market demand, there are knowledge,
skills, and attitude. Generally, the issues about worker this days are the high level
of Indonesia unemployment, quality of human resources, lack of productivity, has
minimum skills and qualities of education and in adequated the protection of
Indonesian migrant workers (Utomo 2014).
Based on Table 4, the main problem identified of Indonesian domestic
workers is the lack of the competencies. The most of the Indonesian domestic
workers are not able to work in work environment. This declaration is similar to
the opinion from Mr. Mustafa Kamal, Labour Attache in Embassy of the Republic
of Indonesia in Kuala Lumpur, by in-depth interview. He said that the quality of
Indonesian domestic workers is lower than the Philippines because most of them
are illegal domestic workers who not trained and certified in Indonesia. Illegal
migrant workers arrived in Malaysia not under controlled by Ministry of
Manpower of the Republic of Indonesia. Illegal domestic worker are worker who
enters the country without any proper documents or those who enters legally but
overstays, thus abusing their passport or visa, those who are using false identities
to live in the country, and work within the employer’s household, perform a
variety of household service for an individual or a family including cleaning,
household maintenance and caretaking services.
Indonesian workers migrate to Malaysia because of the similar language,
culture, and religion. By sending Indonesian domestic workers to Malaysia have
indeed contributed to the increase foreign exchange. Not only that, the placement
of Indonesian domestic workers abroad reduce the unemployment rate in
Indonesia and help the rural economic development in regions of the origin. In
2015, Ministry of Manpower of the Republic of Indonesia issued a regulation
(Ministry of Manpower’s Regulation No.1/2015) regarding the change of the
classification of seven informal working fields to formal work for the migrant
worker, as known a domestic worker. Domestic workers can be classified into
4
housekeeping, family cooking, babysitting, childcaring, caretaking, gardening,
and family driving.
The problem of Indonesia is could not compete with other countries in
Human Resource side because of the lack of the quality. In the integrated region,
Indonesia should create a system to increase the competitive advantage of human
resource and focus on improving the competencies. Although domestic workers
are not the main focus in AEC 2015, but the Indonesian government has made the
regulation about standards competencies that require for domestic workers.
Afterward, domestic workers as known as a professional classification. In AEC
agreement, has eight professions that agreed. There are Engineer, Architect,
Tourism, Accountant, Dentist, Surveyor, Doctor, and Nurse. The competency
strategies are important things to improve the performance and we can rely on
Indonesia domestic workers could compete more than domestic workers from
other countries.
Research Questions
The increasing free flow of investment, capital, skill labor, goods, and
services in the ten ASEAN member states made the competitive advantage is
important things to the country. Global Competitiveness Index in 20152016shown, the rank of Indonesia is decreased from 34 to 37. The quality of
Indonesian human resource is so apprehensive. In around of 1000 workers, the
skilled labors from Indonesia just 4.3%, Philippines has 8.3%, Malaysia 32.6%
and Singapore 34.7%.Although, Indonesian domestic workers is a domestic
worker in Malaysia but it was not significantly correlated with quality and
competencies of domestic workers. Table 4. shows the problem from Indonesian
domestic workers. Therefore, Indonesia should formulate the strategies in order to
Indonesian domestic workers to able work in employer’s house. The new
regulation about domestic workers made the institution had related with this case
to be more concern with their role about the condition of domestic workers'
competencies.
This research questions to gain understanding regarding:
1. How does the problematic situation of Indonesian domestic workers in
Malaysia?
2. How does the formulation of the priority strategies for improving the
competitiveness of Indonesian domestic workers in Malaysia?
3. What is the appropriate model to improve the competitiveness of Indonesia
domestic workers in Malaysia?
Research Objectives
The main discussion of this research regards to competency strategies of
Indonesian domestic workers in Malaysia with the objectives include:
1. Analyzing the problematic situation of Indonesian domestic workers in
Malaysia.
2. Formulating the priority strategies for improving the competitiveness of
Indonesian domestic workers in Malaysia.
5
3.
Proposing a model for improving the competitiveness of Indonesia domestic
workers in Malaysia.
Research Benefits
This research is expected to provide benefits and information that could be
used by various parties, including:
1. For Ministry of Manpower of the Republic of Indonesia and Embassy of the
Republic of Indonesia in Kuala Lumpur, the result is expected to provide
information and recommendations of strategies for policy after new
regulation obtained. Afterwards, the results is expected to formulation the
main factors that give the impact for improve the competitiveness and
competencies in order to competitive advantage.
2. For Indonesian domestic workers, the results are expected to provide
information to increase the individual competencies. The domestic workers
could more competitive than before the strategy obtained.
3. For the scholars, the results are expected to provide information, being
comparison and source the literature review for another researcher if want to
know the further informations about strategies to improve the competitiveness.
The Scope of the Research
The research focuses on discussion of competency strategies and the impact
of competitiveness of Indonesian domestic workers in Malaysia.In this research,
competitiveness is productivity of Indonesian domestic workers more superior
than other competitors, the Phillipines. The problem focuses on problematic
situations of Indonesian domestic workers in Malaysia. Strategic human resource
in this research is focused on factors appropriate the opinions from the expert
respondents. The problematic situations are arranged by using Soft System
Methodology based Rich Picture. Formulation the strategies of competitiveness
based on the opinions from experts by using the Analytic Hierarchy Process
(AHP). The model of improving the competitiveness by using The House Model
to conclude the affected factors as the priority and supporting behavior for
optimum strategies.
2 LITERATURE REVIEW
Strategic Human Resource
Human Resources Management is the policies and practices involved in
carrying out the people or human resource aspects of a management position, a
procedure that impacted to attitudes, behavior and performance (Noe & Mondy
2000). Performance, loyalty, and dedication of human resources will significantly
influence organization’s productivity in achieving the desired result. Dessler
(2008) said that Strategic Human Resource Management is formulating and
executing human resource systems, human resource policies and activities, that
produce the employee competencies and behaviors the organization needs to
6
achieve its strategic aims. To develop the competitive of human resource, the
individual should have quality characteristics as follows (Hutomo 2011):
1.
2.
3.
4.
5.
Capable of processing and take the advantage from information,
Capable to well responding and making decision,
Capable of commanding the implementation of the decision,
Capable of handling and scantily risk in implementation of decision so it can
carry out a job effectively and efficiently, and
Capable of working with high productivity and quality.
Competency Based Human Resource Management (CBHRM)
Competency Based Human Resources Management (CBHRM) is a new
model of performance management with syncronized the business strategy and the
human resources strategy in order to reach the goal of an organization. It is also
one of the concepts to build the core competencies of an organization to get their
competitive advantages (Diatin et al 2005). Decision to manage optimal
employment relationship from recruitment, selection, staffing, retaining,
development, and determination by using job competency model information and
individual competency level integrally to achieve organizational goals. Hidayati et
al (2014) cited Armstrong and Murlis defined the individual competency as
underlying characteristic of an individual to perform the job effectively, in context
competitive advantage.
The conclusion reached in a study that competency was an underlying
characteristic of a person, which enables to deliver superior performance in a
given job, role or a situation. Competency has two relevant meanings, the first is
the ability of an individual to perform effectively in a job relevant area. The
second is a definition of what is required of an individual, for effective
performance (Shermon 2004).
Competitivenesss
Porter (1994) stated that competitiveness is the productivity that defined as
output from workers. Competitiveness pertains to the ability and performance of a
firm, sub-sector or country to sell and supply goods and services in a given market,
in relation to the ability and performance of other firms, sub-sectors of countries
in the same market (Winoto 2009). Competitive advantage is depend on
innovation capacity and increase the skill to defeat competitors (Hendrasto 2011).
We can define competitive advantage as any factors that allow a company to
differentiate its product or service from those of its competitors to increase market
share.
Pfeffer (2005) stated that in global competitiveness there is one thing base
to achieve the competitive advantage, this is how to manage human resource
factor. Competitiveness or power to compete is capability to compete or
individual capability for being superior to achieve a strategic aims (Permatasari
2010). Competitiveness is being effect in national, organizational and individual
scope. Pfeffer (2005) said that if individu is resources for competitiveness, they
7
should have the information to achieve the goals. A competitive strategy identifies
how to build and strengthen the national’s long term competitive position in the
marketplace.
Training and Development
There are tree main ways to increase the quality, through formal education,
work training, and development with work experiences (Ruhana 2012). Training
is the most important factor because training increases the efficiency and the
effectiveness of employee, and to enhance the capabilities of employee. Training
is systematic development of the knowledge, skills, and attitudes required by an
individual perform adequately a given task or job. Training indicates the process
involved in improving the employee to perform specific job. Training helps in
updating old talents and developing new ones (Kulkarni 2013).
It is very important for the organization to design the training very carefully.
Design of the training should be according to the needs of employees. Training
design plays a very vital role in the employee as well as organizational
performance. If the organization have a bad training design it will the loss of time
and money (Ghafoor et al 2011). The objectives of training and development are:
1.
2.
3.
4.
5.
To prepare the employees both new and old employees to meet the changing
requirement of the job and the organization.
To prevent obsolesence.
To impart the basic knowledge and skills in the new entrants that they need
for an intelligent performance of a definite job.
To prepare the employees for higher level tasks.
To assist the employee for more effectively in their present positions by
exposing them to the latest concepts, information, techniques and
developing the skills they will need in their particular fields.
Indonesian National Work Competency Standards
Indonesian National Work Competency Standards or Standard Kompetensi
Kerja Nasional Indonesia (SKKNI) is the capability of work formulation includes
knowledge, skills, and attitude that related on tasks practice and job requirement
in accordance with provisions of Indonesia’s regulations. This National
competency standards being reference in profession’s training and development,
and job certification (Astuti 2008). For domestic workers, SKKNI is decided by
Ministry of Manpower of the Republic of Indonesia issued a regulation
KEP.313/MEN/VI/2015 regarding the SKKNI of services sector as working
household domestic field. To build a same competency, obtained Indonesian
National Qualification Framework or Kerangka Kerja Nasional Indonesia
(KKNI) include level of profession, the equality of job education and train, work
experience, and job qualification is the reference in National competency
standards.
Indonesian Government designs domestic workers into aprofession and
divided into seven classifications. There are housekeeping, family cooking,
babysitting, childcaring, caretaking, gardening, and family driving. SKKNI
explain the core competencies and the selecton competencies for each position.
8
Domestic workers that divide to seven positions have four units core
competencies are:
1.
2.
3.
4.
Knowing about the condition of environment and job risk.
Implementing the Health Safety Environment.
Cooperating in work environment.
Controlling individual emotional and developing work motivation.
The selection competencies are depend on each position. For housekeeping,
family cooking and gardening, there are seven unit selection competencies, and
this selection for job depend on competency that worker needs. There are as
capable to services clean, cook, groom for pet and take care of the garden, limited
tasks and routine, with simple tools that appropriate, and capable to solve the
simple problem in employer’s house. The workers cleaning, ironing linen,
preparing for meal and beverage, taking care of pets and care for the garden
according to the instructions, ethics, culture and work processes
(KEP.313/MEN/VI/2015).
Family driver has eleven selection competencies, and the syllabus of
training depends on family driver needs asemployer’s want. The competencies are
to capable doing specifically tasks for drive service with certified performance
and quality. Family driver has to know activity and tasks about the household.
The workers driving according to the instructions, ethics, culture and work
processes. This position have responsibilities in drive service for employer
(KEP.313/MEN/VI/2015).
For babysitting, childcaring and caretaking, there are seven unit selection
competencies in level one and twelve unit selection competencies in level two.
That is competency to capable for take care of baby, toddler and elderly people in
simple, limited and routine with simple tools and need to have knowledge about
the household. The workers taking care of baby, toddler and elderly people
according to the instructions, ethics, culture and work process. This position is to
caretaker, keeper and guide to baby, toddler and elderly people
(KEP.313/MEN/VI/2015).
Soft Systems Methodology based Rich Picture
Soft Systems Method (SSM) is a standard circle of system thinking that have
seven stages and classified into two parts: real world as learning system of the
situation in the real world and system thinking. The seven stages of SSM are
problem situation considered problematic, problem situation expressed, root
definiton of relevan purposeful activity system, conceptual model of the system
named in the root definition, comparison of model and real world, change
systemically, desirable culturally feasible, and then action to improve the situation
(Hardjosoekarto 2012). The circle could be seen in Figure 1.
9
1.
2.
Problem
situation
considered
problematic
Problem
situation
expressed
7.
Action
improve
situation
to
the
Real World
System Thinking
3. Root definiton
of
relevan
purposeful
activity system
4.
6.
Change
systemically,
desirable
culturally
5.
Comparison
of model and
real world
Conceptual
model of the
system,
the
root definition
Figure 1. Seven stages of Soft System Methodology (Hardjosoekarto 2012)
Checkland (2002) stated that rich picture has no standard, appropriated with
the problematic situation that solves. SSM is to found the problematic situation,
including social, cultural, and political. The formulating some relevant purposeful
activity models, debating the situation, using the model, seeking from the debate
both changes which would improve the situation and are regarded as both
desirable and culturally feasible and the accommodations between conflicting
interest which will enable action to improve to be taken. The debates are
intimately connected and will gradually create each other. Finally, taking action in
the situation to bring about improvement. Building the rich picture is made
drawings to indicate so many elements in any human situation. Then could be
concluded to describe the important relation in situation as a basic discussion
(Susilo et al 2011).
Analytic Hierarchy Process (AHP)
The Analytic Hierarchy Process (AHP) is a theory of measurement through
pairwise comparisons and relies on the judgments of the expert to derive priority
scale (Saaty 2008). There is a multicriteria decision-making approach in which
factors are arranged in a hierarchy structure. Some theories said the AHP is the
method to making decisions with analyze the complex problem and unstructured
in categories and arranged in a hierarchy structure. AHP is a simple method and
flexibility then has a big effect to solving in decision problem that multicriteria,
many objectives, and in the complex situation (Pasaribu 2009).Many problems
can solve with AHP Model, include allocation the resources, analyze decision
benefit and cost, fixed alternatives rank, making future planning that forecast and
fixed priority for developing business unit and the other complex problem
(Andreas 2011).
The House Model
The House Model is a simple, schematic way of representating all the key
elements that go into the design of a good vision. This is the best completed using
10
a short, intensive, team effort, in the front of a workshop, bringing together the
key decision makers, and including a cross-section of the different bussinesses
and functions (Horovitz & Ohlsson-Corboz 2007).
There are steps to the formulation of the vision, which can be represented in a
schematic drawing of a house. Starting with the roof is a dream with deadline. The
pillars represent how the dream can be achieved, including action points and
milestones (Tsurayya & Kartika 2015). The foundations represent supporting
behaviors. It is important to develop the schematic of the house. The House
Model is the result of a collaborative effort is one of its strength, it needs to make
sure that these visions are consistent and synchronous, building on one another
and supporting the overall vision of the country. The House Model framework
could be seen in Figure 2.
Dream with a deadline
Key Ways
Key Ways
Key Ways
Actions and
Milestones
Actions and
Milestones
Actions and
Milestones
Supporting Behavior
Figure 2. The House Model Framework (Horovitz and Ohlsson-Corboz 2007)
3 METHOD
Framework Research
The framework is divided into the competencies as factor of strategy to
improve the domestic workers’s competitiveness. The grand theory that will
propose in this research is individual competency. The competitiveness of
Indonesian domestic workers will be followed by indicators which are based on
current conditions of workers, literature review and in-depth interview. There are
several steps to address this research objectives, thus a systematics step regarding
competency strategies of Indonesian domestic workers in Malaysia could be seen
in Figure 3.
11
Individual Competency
(Shermon 20004)
Competitiveness of Indonesian domestic
workers in Malaysia
Current condition of
Indonesian domestic
workers in Malaysia
Indonesian National
Work Competency
Standards (SKKNI)
Literature reviews
Represent the
problematic situation
of Indonesian
domestic workers
Rich Picture
(Checkland
2000)
Formulate the strategy
of Indonesian
domestic workers
The Analytic
Hierarchy Process
(Saaty1990)
Arrange the model for
improve the
competitiveness of
Indonesian domestic
workers
The House Model
(Horovitz dan
Ohlsson-Corboz
2007)
Managerial implications and recommendations
Figure 3. Research Framework
Location and Schedule of Research
This research was conducted intentionally (purposive) based on
considerations in Jakarta, Indonesia and Kuala Lumpur is the capital city of
Malaysia, in which Malaysia is the largest country with the highest number of
12
domestic workers for the years 2015 mostly from Indonesia. Data collection was
conducted from February to June 2016.
Types and Sources of Data
Data in this research were primary and secondary data. The primary data was
obtained through the primary source of data which directly provide data to data
collectors by filling out the questionnaire. In this research, choosing the experts
are used non-probability method and to collect data are used purposive sampling
technique. Primary data collected with observation method, in-depth interview
with the expert, whose directly concern in develop Indonesian domestic workers
in Malaysia. The primary data is used to obtain the information, assessment
quality, objective and measurement to formulation strategies for improving the
competencies of Indonesian domestic workers. In this research, secondary data are
taken from Ministry of Manpower of the Republic of Indonesia, Embassy of the
Republic of Indonesia in Kuala Lumpur, books, relevant websites, thesis and the
relevant journals.
Experts Respondents
In this research, a team or panel of experts are constituted to identify the
competencies required for Indonesian domestic workers. The experts are (Saaty &
Vargas 2012):
Top management representatives (strategic decision makers).
Experts from the different functional background who have a fair idea of the
nature of tasks performed in each function.
Representatives from the Human Resource Department.
The experts gone into the details of the critical behaviors needed for
successful performance in each job. The strategies and the expected behavior for
achieving the desired results are studied and documented. The experts could start
with a list of standard competencies and modifications if needed. The advantage
of a faster process and a politically expedient way to define competencies as
experts may question the validity of the methodology.
Respondent consist of eight experts (Appendix 1.) that chosen according to
expressly and constitute actors directly had a concern with Indonesian domestic
workers and in sector developed domestic workers in Malaysia. The respondents
are staff from Ministry of Manpower of the Republic of Indonesia, staff from
Embassy of the Republic of Indonesia in Kuala Lumpur, Non-Government
Organization owner, director of Domestic Manpower Supplier, Academician, and
Domestic Worker. Expert from Academician expected can comprehensive point
of view from practicioners.
Processing Data Analysis Methods
This section discusses processing analyze the data in every stage of method.
Data analysis methods used in this study are descriptive analysis, Soft System
Methodology based Rich Picture, AHP, and The House Model. The answer from
experts will be analyzed and arranged appropriately with theory from the methods
used after the filled questionnaires.
13
Descriptive Analysis
Descriptive analysis is used to analyze data by describing the data that has
been collected without intention to create a generally applicable conclusion. The
systematical data was found by interview results, observation, and documentation.
Descriptive analysiswas used to describe aspects of the generally Indonesian
domestic workers in Malaysia, the situation, and regulation about domestic
workers from a general perspective. After the analysis results well explained, the
problematic situation will be described with Rich Picture.
Rich Picture
This stage is to identification the problem as known problematic situation of
Indonesian domestic worker in Malaysia. Afterwards, intervention analysis
formulated for problems solving are:
Client (C)
: Indonesian Government
Problem Solver (P) : Research Findings
Problem Owner (O) :The experts was respondent in this research, Ministry of
Manpower of Republic of Indonesia, Embassy of Republic
Indonesia in Malaysia, Non-Government Organization,
Domestic and Manpower Supplier, Domestic worker and
academician.
The next stage is social system analysis and the evaluation tasks from
competency and quality of human resource in three element focus: roles, norms,
and values.
The last analysis from this strage is political system analysis, to finding indepth problematic situation with investigate the issues about the highest power
that related with domestic worker in Malaysia. The result in this stage describes
about problematic situation of Indonesian domestic worker in Malaysia with Rich
Picture. There are several systematic steps regarding operationalization of rich
picture could be seen in Figure 4.
Problem Situation Considered Problematic
Intervention Analysis
Social System Analysis
Political System Analysis
Rich Picture
Figure 4. The Operationalization of Rich Picture (Checkland 2000)
14
After identification the problem in the real world, based on the opinions from
experts will be arranged priority strategy using the AHP Method. Information
obtained by means of in-depth interview and AHP questionnaire. The
questionnaire is a research instrument consisting of a set of printed questions with
a column decisions or other prompts for the purpose of gathering information
from respondents, and often have a standarized answer that makes it simple to
compile data. However, such standardized answer may frustrated users as same as
the questionnaire in this research. Questionnaires are also sharply limited by the
fact that respondents must be able to read the question and respond them.
The Analytic Hierarchy Process
The next stage is to formulate priority strategies with AHP method. The
information source from experts that become the respondents in this research. The
data collected by in-depth interview with the experts whose directly concern in
develop Indonesian domestic workers in Malaysia and filling out the
questionnaire. This must be clear because it made the information have objective
characteristic and could be responsibility.
AHP has particular application in group decision making and is used around
the world in a wide variety of decision situation in fields such as government,
business, industry, education and much more. AHP used to find one that best suits
the goal and understanding of the problem. It provides a comprehensive and
rational framework for structuring a decision problem, for representing and
quantifying the elements, for relating those factors to the overall goal, and for
evaluating alternative strategy.
In general, basic steps in AHP will explain as subsequent (Marimin &
Maghfirah 2010):
1.
Defining the problem and determine the kind of knowledge sought.
2.
Structuring the decision hierarchy from the top with a goal of the decision,
then the objectives from a broad perspective, through the intermediate levels
(criteria on which subsequent elements depend) to the lowest level (which
usually is a set of the alternatives). Hierarchical Structure of AHP Model
could be seen in Figure 5.
3.
Constructing a set of pairwise comparison matrices. Each element in an
upper level is used to compare the elements in the level immediately below
with respect to it.
4.
Using the priorities obtained from the comparison to weigh the priorities in
the level immediately below. Do this for every element. Then for each
element in the level below add its weighted values and obtain its overall or
global priority.
15
Goal
Primary Goal
:
Factors :
Mixed up Factors
Actors :
Actors has role
Objectives
:
The objectives from goal
Solution Alternatives
Alternatives
:
Figure5. Hierarchical Structure of AHP Model
Scale of Number AHP
To make comparisons, a scale of numbers that indicates the one element is
more important or dominant than another element with respect to the criterion to
which they are compared (Saaty 2008). In Table 5. exhibits the scale. There are
numerous to validate the use of the 1-9 scale. Every scale explained domination
level compared with more below. If we did in pairwise comparison, write this
number in pairwise as reverse of absolute number (1/x).
Table 5. Scale of absolute number AHP
Importance on an absolute scale
Definition
1
Equal Importance
3
Moderate importance of one over another
5
Essential or strong importance
7
Very strong importance
9
Extreme importance
2,4,6,8
Intermediated values between the two adjacent
judgments
1/(1-9)
The reciprocal value when compared with 1-9
Source: Saaty (1990)
In AHP Model, comparison matrix can accept if consistency value ratio
(CR) less than equal to 0.1. This value showed consistency in a good level and
could be responsibility. CR value is the measurement for consistency pairwise
comparison in judgment matrix. If consistency index is high, so it will judged
revision and revision assessment in a row has bigger priority value. Consistency
16
in fixing priority for every element is important until the result valid in the real
world.
Making a decision is to choose the factors that are important for that
decision. In AHP arrange these factors, once selected based on the results of the
most opinions from experts decision. In a hierarchy structure descending from an
overall goal to factors, actors, objectives and alternatives in successive levels.
Arranging the goals, attributes, issues and actors in a hierarchy have two purposes.
It provides an overall view of the complex relationship inherent in the situation
and helps the decision maker assess whether the issues in each level are the same
order of magnitude, so it can compare such homogeneous elements accurately.
The opinions that were collected will be processed with expert choice
software to solve the problem in making decision about strategy to improve the
competitiveness of Indonesia domestic workers in Malaysia. After the factors
concluded, then the AHP Method structured the priority strategies as shown in
Figure 6. This structure built based on expert decision concluded as the most
opinions in each level to support goal.
Focus
:
Factors :
Actors
:
Objectives :
Alternatives:
Competitiveness Strategies of Indonesian domestic workers
in Malaysia
Quality of
Human
Resource
Individual
Competencies
Ministry of
Manpower
Embassy
of
Indonesia
Increasing
revenue
Improve the
competency
Service for
training and
development
Government
Policy
Institution
of Job
certification
Equally
income and
education
Reduce placement
for unskilled labors
Domestic
Manpower
Suppliers
Manage the
Government
Policy
Training and
development in
Indonesia
Market
Demand
Domestic
Workers
Efficient
management of
revenue
Improve the
Government
Regulation
Figure 6. Design of structure hierarchy Competitiveness Strategies of Indonesian
domestic workers in Malaysia.
17
The House Model
The House Model method will explain the strategy as a vision withthe
dateline. This analysis will be explained about how the dream can be achieved
based on the strategy priority from AHP results, including action points, and
supporting behavior for vision will become true. Figure7. shows the design of
model to increase the competitiveness of Indonesian domestic workers in
Malaysia in period time 5-10 years ahead.
The foundation represents the supporting behaviors of the vision. Behaviors
are the concrete representation of the values, sets clear limits and sends a strong
signal as to what is acceptable or not, and what each responsibility is
(Wahyuningrum et al 2014). This method is the best way of crystallizing the
thinking, making choices and determining actions. The House Model is about
deciding on the future vision and how to close the gap between the dream for
tomorrow and the reality of today (Horovitz & Ohlsson-Corboz 2007).
Vision: Improving the Competitiveness of
Domestic Workers in 5-10 Years
Individual
Quality
Competencies of
Domestic
Workers
Government
Policy
Market Demand
Specific Factors
of Quality
Specific Factors
of Competency
Specific Factors
of Government
Policy
Specific Fac