A competency-based training program run by the Bogor City Manpower Office has proven effective in strengthening the competitiveness of local workers, according to a 2026 study by researchers from Universitas Djuanda, Bogor. The research shows that structured training not only improves technical skills and knowledge, but also builds motivation, discipline, and confidence—key factors for competing in Indonesia’s increasingly dynamic job market.
The study was conducted by Masliatul Aini, Saepudin Muhtar, and Dede Syahrudin, academics from Universitas Djuanda, and published in the International Journal of Applied Research and Sustainable Sciences in 2026. Using data from training participants in 2025, the research provides concrete evidence that government-led training programs can deliver measurable results when they are well-designed and aligned with labor market needs.
Why workforce training matters in Bogor
Bogor City continues to face serious employment challenges. Official data show that the city’s open unemployment rate remains high, reflecting a gap between the skills job seekers have and what employers need. Rapid industrial change, digitalization, and shifting business demands have made formal education alone insufficient.
In this context, competency-based training has become a strategic policy tool. The Bogor City Manpower Office organizes training programs through collaboration with job training centers (BLK) and industry partners. Participants receive practical instruction and, if successful, official competency certificates—an important credential in the recruitment process.
However, attendance numbers and certificates alone do not guarantee success. What matters is whether training actually improves workers’ competitiveness. That is the central question addressed in this study.
How the study was conducted
The researchers used a descriptive quantitative approach, involving all 84 participants of the 2025 competency training program. Data were collected through questionnaires, observations, interviews, and documentation during the training period.
Participants were asked to assess various aspects of the program using a standardized rating scale. The analysis focused on two main areas:
1. Program effectiveness, measured through:
- Achievement of training goals
- Coordination and cooperation among stakeholders
- Ability to adapt training content to real-world needs
- Knowledge
- Skills
- Self-concept and values
- Personal characteristics
- Motivation
This approach allowed the researchers to capture both technical outcomes and behavioral changes among participants.
Key findings: training works, with room to grow
Program effectiveness
- Goal achievement scored an average of 4.18 out of 5, indicating that training objectives matched participant needs and expectations.
- Coordination between organizers, instructors, and partners scored 4.04, reflecting solid cooperation.
- Adaptation of training materials to industry needs scored 4.08, showing that content was largely relevant to current labor market conditions.
- Knowledge: Better understanding of relevant concepts and job-related information (average score 4.09).
- Skills: Improved ability to apply skills in practical work situations (4.03).
- Self-concept and values: Increased confidence in facing workplace challenges (4.04).
- Personal characteristics: Stronger discipline and sense of responsibility (4.11).
- Motivation: Higher drive to achieve and improve performance (4.14).
“These results show that the training program has not only strengthened technical competence, but also shaped attitudes and work motivation,” the authors noted, emphasizing the importance of holistic workforce development.
Real-world impact and policy implications
The findings underline the strategic value of competency-based training as a public policy instrument. For job seekers, improved skills and official certification increase employability. For employers, better-prepared workers reduce recruitment and training costs. For local government, effective training contributes to lower unemployment and stronger economic resilience.
However, the study also highlights areas for improvement. Limited training quotas and budgets restrict access. Job placement after training remains inconsistent, and curriculum updates must keep pace with fast-changing industry demands.
The authors recommend:
- Expanding collaboration with private sector employers
- Increasing budget support and participant capacity
- Strengthening post-training job placement and career guidance
- Using digital systems to track alumni outcomes over time
According to the researchers, stronger links between training providers and industry could significantly enhance employment outcomes for graduates.
Academic insight from Universitas Djuanda
Masliatul Aini and her colleagues stress that effectiveness should be measured by real impact, not just implementation. Drawing on established public administration theory, they argue that training programs succeed when they achieve goals, integrate stakeholders, and adapt to external change.
“Competency training remains a powerful tool for reducing unemployment when it is relevant, inclusive, and continuously evaluated,” the authors conclude, pointing to the Bogor program as a model that can be refined and scaled.
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