Evaluation and Examples of Implementation of Outbound Methods

EVALUATION AND EXAMPLES OF IMPLEMENTATION OF OUTBOND METHODS A. Outbound Method Evaluation The evaluation system for learning activities in outbound management training for employee participants is carried out in two types, namely small scope and large scope. Small scope, namely after one game learning session in the form of a discussion between the facilitator and participants per team. The discussion contains participants' opinions regarding their understanding of each learning activity in the form of a game simulation. While the large or overall scope is carried out in the final session at the end of the series of learning activities called reflection training. The form of evaluation of learning activities in the reflection training session carried out is almost the same as the form of evaluation in the small scope session, namely by discussing, but in large numbers, namely all participants. In the large scope evaluation, the facilitator on duty is also called a trainer (Martharini. T. R, et al. 2014:59). The purpose of evaluation in outbound management training learning given to employees does not only refer to the results, but also to the process. The process in question is all aspects that appear in the participants during the learning activities in the observation data of each observer, discussions between participants and facilitators, and evaluations that occur for the participants themselves or for their friends. Thus, the entire series that occurs during the evaluation process can be concluded that the assessment evaluation used uses informal assessment. As explained by Rifa'i (Martharini. T. R, et al. 2014:59-60) that this assessment is usually carried out in a more open manner, such as assessment activities carried out through observation, inventory, participation, self-evaluation and peer and discussion. The word Outbound (in Indonesia) originally came from England which was the name of a program, "Outward Bound School". Evaluation of outbound achievement can be seen from the principles of effective outbound scenarios: 1) If outbound aims to develop group cooperation, it means that the main result to be achieved is that participants gain inspiring experience to be able to complete missions/challenges/tasks through effective cooperation. A suitable game description is a game that can only be successful if carried out by all group members in cooperation 2) If outbound aims to be a problem-solving simulation, it means that the main result to be achieved is that participants gain experience that can provide inspiration in solving a problem effectively. A suitable game description is a game that requires analysis in solving it. The nature of the dynamics can be individual or group. 3) If outbound aims to train mental resilience, it means that the main result to be achieved is the experience of participants who can solve challenges/problems under stressful conditions (mentally). A suitable game description is a challenge/game that tests the courage/guts of participants, especially mentally 4) If outbound "only" aims to establish familiarity/entertainment, it means that the main result to be achieved is that when completing the activity, participants are happy, and they get to know each other and become closer. A suitable game description is a game that is not too heavy/risky, is entertaining, and creates a friendly atmosphere. B. Examples of Implementation of Outbound Methods HR development that is often and definitely carried out by companies is education and training. This form of development is routinely carried out by companies. This is because through education and training, companies are able to transfer what is desired. Companies hold training for new employees in order to introduce the company and the main competencies that must be possessed by new employees. Education and training can also be carried out as a medium for socializing new policies or new work procedures. Even for certain companies, employee participation in training is one of the requirements for someone to be promoted. One form of outbound training outdoors is teamwork training. This activity is an attractive choice for companies because this method is fun for training participants and participants will not be bored with the activities they follow. Outbound activities, in addition to providing an understanding of cooperation, also provide experience regarding tenacity, mutual trust, tolerance, and are expected to have a positive influence on the implementation of work. So that outbound activities become a trend in the process of training organizational HR. Sometimes there is a misunderstanding in society caused by the increasing number of organizers of activities or games that use the name of outbound activities. For example, in every public entertainment event or weekly event, there are those who organize flying fox or one of the outbound game tools, so the public knows and understands that outbound is just a game. Therefore, companies or event organizers who organize outbound must really understand the meaning of outbound so that they can provide the correct understanding to the public. Here are some types of activities applied in outbound training according to Ancok (2003:50): 1. Frantic Balloon Teaching Points: Understanding changes in the business environment to organizational strategy, changes in the business environment require changes in strategy, preparing strategic planning, implementing plans that have been prepared, and cooperation in groups. Instructions: Each member is asked to blow up two balloons of a fairly large size. All members will toss the balloons into the sky by patting them from bottom to top. Participants are informed that balloons will be added by the facility from time to time. The measure of success is how many balloons can be caught and not burst within 10 minutes. Teams are given about 10 minutes to create a strategic plan. After the first try, teams are allowed to try again and are given 10 minutes to create a strategic plan. 2. Human Ladder Teaching Points: Trust, responsibility, surrender (trusting oneself) to the group, and being an active participant. Instructions: Participants pair up facing each other and stand in a line. Each pair holds a stick and stands in a line to make a ladder. The height of the ladder can vary. Participants climb the ladder held by their partner. The pair that has been passed can hand the stick to the participant who has finished climbing the ladder and is ready to climb the ladder. 3. Air Bridge Teaching Points: Creative thinking with new paradigms, problem solving, improving work quality (Total Quality Management), teamwork in synergy, effective communication, and resilience to stress. Instructions: Go to a location about 30 meters from the starting line by moving the bridge they made. Half of the group members must stand on the bridge (board). Members standing on the board must not touch the ground, if any member on the board touches the ground, the team must return and start over again. The remaining group members standing on the ground are tasked with moving the bench/block and board. All equipment (benches/blocks and boards) must be brought to the finish line. The speed of the crossing is measured with a stop-watch. After the member has successfully crossed, the time is recorded and announced to the entire team. The team is challenged to see if they can make a faster crossing. The challenge can be done up to three times. 4. Titanic (Sinking Ship) Teaching Points: Building togetherness, showing that team members' sacrifices are needed for team success, the need for members to unite with group goals, setting strategies in problem solving, thinking creatively. Instructions: All team members are asked to stand on a cloth as if they were in a sinking ship. No part of the foot is standing outside the cloth. After they have successfully stood on the cloth for a count of one to five, then they are asked to get out of the cloth. Next, they are asked to reduce the size of the cloth they are standing on by folding the cloth. After that, they are asked to stand again on the cloth with the same requirements. The goal to be achieved by the group is the ability to stand on the cloth that is as small as possible. 5. Leaking pipe/drum Teaching points: Synergy, cooperation/teamwork, sacrifice for the benefit of others Instructions: Participants must remove the ball in the vessel by filling the vessel with water and closing all the holes so that the water pressure will remove the ball.