Blended Learning Model in Technical Competence Training for Supervisors in the City of Bandung

: This research aims to describe the blended learning model in technical competency training for supervisory functional positions in the city of Bandung. In this research apply analytical descriptive method and quantitative approach by using documentary study. The data collection instrument used was a questionnaire with 60 surveyors in Bandung as respondents. Data analysis techniques were data collection, presentation and conclusion. In the application of this model, training in the professional ability of the supervisory function of the city of Bandung was carried out which is expected to increase the level of quality of the inspector in practice. Things that need to be prepared before carrying out training with the Blended Learning method include preparing facilitators who understand information and communication technology, providing learning management systems (LMS), providing internet devices, digital libraries, and facilitating understanding by changing delivery materials. In organizing the training, the organizers must pay attention to matters relating to communication, logistics, operators, participants, infrastructure, evaluation and monitoring of other training materials. It is important to evaluate and monitor the training process to uncover various gaps, weaknesses and strengths, both in its implementation and in the process. The results of this training assessment indicated that there was an increase in differences in knowledge aspects between before and after the Blended Learning model training in technical skills training for supervisory functional positions in the city of Bandung.


Introduction
The Covid-19 pandemic has entered a new era, namely the "New Normal", where learning has changed to 100% face-to-face learning between facilitators and participants using information technology (ICT) communication. The use of technology and information cannot be balanced by simply turning the palm of the hand, but it can be complex. Supervisors, teachers, trainers and even examiners do not fully understand the use of technology to deliver the curriculum, so that participants can quickly adapt because of it. According to Dermawan and Abdhulhak (2013), many human resource development practitioners have been using information and communication technology (Anyangwu and Ossai-Onah, 2011;Ogunsola and Aboyade, 2005).
The change in the position of an overseer from previously being a structural position and now changing to a functional position can bring a consequence of changes in the duties and functions of the supervisor. Basically, when an inspector has a structural position, his main task is to emphasize implementing a community education program at the sub-district and district levels. Serving as a functional position has tasks that emphasize the process of community. Basri (2013) states that behaviour and appearance through various activities change. Online training (e-learning) has replaced training in a pandemic situation. Online training is basically learning that takes place virtually through electronic and computer applications. In learning theory, learning involves andragodic, psychological, and doctrinal aspects simultaneously, so all learners must be aware of the complexities of learning. Therefore, e-learning as general learning needs to be planned, implemented and evaluated. Majid (2011) the process of preparing a training program applies training program media, uses educational approaches and methods, and assesses within a specified time to achieve certain goals (Alajääski & Suomala, 2001;Johnson & Maddux, 2007;Maddux & Johnson, 2006).
Online training requires planning based on certain methods. Constructive learning theory and engaging training materials provide incentives to learn from the skills they need. (Abdullah, 2018) which facilitates the training process, approaches, and methods as needed. Efficient and effective online training practices to develop quality talent still face many obstacles. According to (Marcellyna, 2020), training constraints made it difficult to analyze participants' understanding. Akhmadi's (2020) research on distance training for educators shows that e-learning is not optimized because the context and input of the training are in the medium category. This indicates that there are barriers to e-learning training, such as the adequacy of infrastructure (Olim, 2004). The available training materials are sufficient, but can be downloaded anytime, anywhere, but the use of e-learning materials is still relatively low and may be due to a lack of interaction (Gannaway et al., 2013;Igual et al., 2014;Peterson, 1998) . Participants need it because basically they need feedback with their friends in training (Damayanti, 2018).
Upskillings upervisors are very important, but many do not get training opportunities to develop skills, while face-to-face training is stopped due to pandemic conditions, human resource development is not worth it. Applying this Blended Learning model in training shows a positive improvement in improving supervisors' performance. Applying learning models combined with direct learning methods can improve cognitive abilities and observation skills (Budiharti et al., 2015). In this regard, it is necessary to consider the effectiveness of the training strategy to increase the capacity of other functional inspectors in the work environment of functional inspectors in Bandung. The training plan using Blended Learning is prepared by managers who are more mature in planning and equipping implementers with information and communication technology, providing a learning management system (LMS), providing internet facilities, digital libraries and facilitating understanding by changing the material disseminated. By planning a training course with Blended Learning in brief, students will learn via the Internet as if they were taking a regular course. This system is considered ideal because it will not be bound by time and place. Moreover, participants usually have various personal agendas after work so it is not possible to add conventional classes. On the other hand, the problem of participants in learning techniques. This technique is able to bridge participants who are less experienced in independent learning using the internet. Because later there will be a discussion session like a class forum. Different from online training, webinars or regular online learning. The training objectives of the Blended learning model require managers to provide a comprehensive, structured, and integrated learning plan. So that the material with each other is interrelated and strengthens to form the skills of the participants. So that after completing the learning there is an increase in the quality of performance.

Research Method
This study used descriptive analysis with documentary research techniques. Literary research collected quantitative data by reading or evaluating material produced by or about another subject or person. The role of research methods is very important in efforts to collect data needed for research, namely research methods will provide guidelines for conducting research or guidance on how the research will be carried out. now. Sort. Methodology implies that it is concerned with the procedures and ways of examining the data needed to solve or answer a research problem. This study used descriptive analysis with a quantitative approach. As Nana Sudjana and Ibrahim (1989) said that descriptive research is research that tries to describe a symptom, an event, and an event that is happening at present that the researcher is trying to capture photos of events. Attract attention, then describe them as they are. For the use of this quantitative descriptive method, it is very suitable for research variables that focus on real problems and phenomena in the form of research results in the form of meaningful numbers. As Nana Sudjana (1997) says: "Descriptive research method with quantitative approach is used if it aims to describe or explain an event or events that are happening at that time present in substantial numbers". For the number of respondents there are 60 supervisors in the city of Bandung. The data collection tool used is a questionnaire given to the supervisor to be answered. Then the data analysis techniques used include data collection, data presentation and drawing conclusions.

Results and Discussion
In connection with the discussion, the researchers describe several findings based on an explanation or description of the frequency distribution of the Blended Learning model training observer, as follows: 100% Based on these data, the age of the observers was mostly adults, ranging from 1 to 60 years, representing 86.6% of the adult population. At this age, the supervisor must have the appropriate capacity according to his main duties and functions. Of course, having a high work ethic shows his presence as a professional supervisor. An overview of the frequency distribution for each group is presented in Table 2 below.  Table 2 showed that most of the observers belonged to group IV/a up to 28 people (46.6%). The number of reviewers in Group IV/a is the result of moving to the next group and when submitting a credit score, you need to create requirements for professional development. Even if it is difficult for the owner to write professional development.  (16), the general regulations state that supervisors are people who have the obligation, responsibility, and authority to carry out quality control. The PNF unit includes PAUD, equity and literacy supervisors. Furthermore, in Chapter VI Article 9 (1) Supervision and Administration, Head of PNF Supervision and Direction Unit, and (2) Supervision and technical guidance of pellets are carried out by supervisors. These signs indicate the role of supervisors in improving the quality of non-formal education (Laha, 2020). However, the root of the problem or problem that becomes a negative habit is the performance of the supervisor's Quality Control role is often less than optimal (Umar, 2019). Undoubtedly the public is skeptical because graduate users do not give positive answers. The quality control examiner in the quality control task chart or its implementation is shown below: Supervisor Quality Control Duties

Figure 1. PNF Inspector Quality Control Tasks
The three roles of PNF supervisors above must be carried out regularly and continuously. If the assigned overseer is promoted due to retirement or a career change, this role must be passed on to the serving overseer and a new supervisor is required. To that end, the inspector implements a quality control program (Suminar, 2014). As one of the PNF units that manages quality, supervisors always monitor, guide and control PNF programs. Supervisors must continue to carry out their duties and functions in a participatory and humanistic manner. Of course, positive results will not be achieved if monitoring, evaluation, coaching and reporting are carried out without high morale. Because what he does is not what he should do while working as a professional inspector (Junaidi, 2020). A high level of motivation to carry out the duties of an overseer certainly impacts the supervisor's performance.The notion of motivation according to (Eddie Suharto, 2005) is an individual's internal or external drive to generate enthusiasm and tenacity to pursue certain goals. On the other hand (Rizka et al., 2019), motivation arises in those who act to achieve the goals set.
The understanding of motivation above shows that his own will or encouragement strongly

PNF Unit
influences the motivation of an inspector from outside in carrying out his duties. For example, internal support is the willingness to work hard to achieve success, while external encouragement involves personal responsibility for assignments and promotions. (Hasibuan, 2004) defines motivation as the driving force behind one's enthusiasm for work. This allows people to collaborate effectively and integrate with all efforts to achieve satisfaction. High performance is also caused by high motivation. Some experts interpret performance in much the same way. According to (Simamora, 2004), Performance is the level of work done to meet the specified job requirements. Therefore, performance is the result of a worker's work qualitatively and quantitatively, based on certain work standards. (Muhammad, 2019) states that performance as work performance is a person's success in carrying out activities. The performance of an overseer is considered high if he is able to carry out his duties faithfully. Therefore, when an inspector does work, the supervisor is required to have high motivation, so that the supervisor's performance is also high (Harjanto, 2006). Improving the performance of managers will certainly help the smooth running of the PNF program and educate people's lives through the PNF channel which is required in Article 4 of the Preamble to the 1945 Constitution. Overseers are positioned as their strengths and skills/abilities are likely to increase. The supervisor also has an almost balanced level of education, so his thinking ability can still acquire various knowledge (Rizka & Hardiansyah, 2016). The supervisor has a clear target area so that coaching and mentoring activities can be planned. In particular, inspectors at the city level carry out the PNF program. In addition to the above advantages, there are drawbacks such as not optimal organizational development because supervisors in Indonesia are not evenly distributed in all districts/cities. Even if it exists and is formed, there is no common name because it is related to the implementation of regional autonomy. Several districts and cities have eliminated the presence of PNF program observers because they are inadequate.
For example, elsewhere there are overseers who are not doing their job well, lack of discipline, lack of responsibility, and not functioning optimally. This distorts the position of the supervisor as a quality control (Mustaro, 2019). There is no guidance for regional supervisors because regencies/cities that do not support supervisors as an essential part of the regional PNF program. There are still regional officials who appoint supervisors without going through the process. Some officials make it difficult for supervisors to move up in rank and position which in turn hinders their career advancement (ER & Hiryanto, 2013). There is no guidance for regional supervisors because there are still many regencies/cities that do not support supervisors as an important part of the regional PNF program. There are still regional officials who appoint supervisors without going through the process. Some officials make it difficult for supervisors to move up in rank and position which in turn hinders their career advancement (ER & Hiryanto, 2013). There is no guidance for regional supervisors because there are still many regencies/cities that do not support supervisors as an important part of the regional PNF program. There are still regional officials who appoint supervisors without going through the process. Some officials make it difficult for supervisors to move up in rank and position which in turn hinders their career advancement (ER & Hiryanto, 2013).  (Mustaro, 2019). As a civil servant who carries out the supervisor's mission, his superior must pay attention to his position and all the consequences. For example, promotion through the credit rating system opens up opportunities for faster promotion so that Supervisors can quickly reach the desired career path.
Behind the supervisor's ability lies another challenge in the Overseer's job. It can be seen that PNF institutions are difficult to develop due to lack of guidance and cannot meet market demands. This situation causes supervisors to work more and more (Fitria, 2020). If an institution can survive and develop to meet the demands of its time, it must be able to raise its spirits. The PNF inspector profession has not yet received the distinction obtained by the PNF inspector in formal training, so there is a lack of motivation and performance for PNF inspectors. Supervisors are expected to be able to master tasks related to work motivation as a profession. It means that what is achieved in the PNF program is perceived to be the same as formal education (Cholifah et al., 2020). This situation causes supervisors to work more and more (Fitria, 2020). If an institution can survive and develop to meet the demands of its time, it must be able to raise its spirits. The PNF inspector profession has not yet received the distinction obtained by the PNF inspector in formal training, so there is a lack of motivation and performance for PNF inspectors. Supervisors are expected to be able to master tasks related to work motivation as a profession. This means that what is achieved in the PNF program is perceived to be the same as formal education (Cholifah et al., 2020). This situation causes supervisors to work more and more (Fitria, 2020). If an institution can survive and develop to meet the demands of its time, it must be able to raise its spirits. The PNF inspector profession has not yet received the distinction obtained by the PNF inspector in formal training, so there is a lack of motivation and performance for PNF inspectors. Supervisors are expected to be able to master tasks related to work motivation as a profession. This means that what is achieved in the PNF program is perceived to be the same as formal education (Cholifah et al., 2020). Supervisors are expected to be able to master tasks related to work motivation as a profession. This means that what is achieved in the PNF program is perceived to be the same as formal education (Cholifah et al., 2020). Supervisors are expected to be able to master tasks related to work motivation as a profession. This means that what is achieved in the PNF program is perceived to be the same as formal education (Cholifah et al., 2020).

Recommendation
Based on the study results, there are recommendations for supervisors in the city of Bandung, namely the need to optimize the role of the supervisory forum as a forum to improve professional skills and welfare. Peru cooperates with various related parties in organizing training on the Blended Learning model to increase the quality level of the supervisor's resources. Need to sit together to find the best solution to the problems faced in fulfilling supervisory obligations, There is a need for information media, knowledge and experience between supervisors in PNF monitoring and a careful plan is needed in developing a Blended Learning training model for Bandung City supervisors.