HUMAN RESOURCE DEVELOPMENT STRATEGYNATIONAL NUCLEAR ENERGY AGENCYINDONESIAFor
FNCA – Human Resource Development
2003
Guritno Lokollo
TRAINING TECHNOLOGY DEVELOPMENT
Manpower development is one of the prerequisite for the safety of nuclear facilities in the country.
Recruitment of competent staff is difficult in the country, especially facing the economic and social
barriers. Replacement of retiring staff and the ageing of the existing research reactors and existing
work force, require great efforts from the management for establishing proper qualification andprograms. From the external environment point of view, the consequential lack of interest of new
professionals to engage in the nuclear fields consider to be the major national concern. The situation iscompounded by the great reduction in higher education opportunities in the field of nuclear
engineering and the elimination of nuclear engineering department in many universities.
To respond to the above situation, several major policies need to be established to provide support forthe country in establishing its current nuclear implementation program and launching and embark its
nuclear power programs. The objective of developing training technology is required to ensure andmaintain proper and adequate levels of competencies. The training technology should ensure that staffs
are aware of technological developments and new safety principles and concepts. Development oftraining technology in Indonesia cover several major concern which are:Modules and References
Modules and references prepared for training participants plays important role in training
implementation. Most nuclear safety related references are published in English. Youngscientist’s graduates from domestic university most likely prefer training in local language.
Therefore, development of modules and references in local language require significant effort bymanagement.
Education and Training Center make provisions for continues upgrading and renewal of thecourses and instructions by assigned expert to examine course and instruction. Instructional
materials usually were developed and revised by an expert assigned to lecture in related area
during training preparation. With regard to information exchange, international co-operations
very important in the development of better training modules and references.

Knowledge-based Information SystemThe ageing of qualified manpower and declining of public educational interest in nuclear

1science and technology is the major cause of how important to accelerate the development ofknowledge preservation and knowledge dissemination system.

Trainer
The needs of trainer for training in nuclear technology in Indonesia have been adequately
fulfilled by domestic scientists and experts. Trainers mostly completed their higher educationand training experience abroad. Only a few courses need to be delivered by foreign experts,
such as course cover current development. The qualification of trainer is measures based on
their curriculum vitae and recommendation from his/her supervisor. Most of trainer innuclear-related subject has nuclear-related academic degree and several domestic andinternational training experiences.

NATIONAL HRD STRATEGY
Human resource development in the national level should carefully consider the nuclear technology
application in the industry and how education and training system can support the technology demand.
If later element does not perform well, then this situation may have a significant impact upon thestrategy. Current status of nuclear technology application explains that there are about 400 industrial
applications and nearly 1600 medical application of nuclear technology in the country. Therefore,
concerning the effectiveness of the education and training system, HRD strategy should consider thescience and technology demand and the safety requirement needed and recommended by regulation.
From the E and T point of view, HRD strategy should consider the adequacy of the system to conduct
effective program, suc h as the availlability of training management, training facility, training material,training aid and equipment, etc. It can be concluded that a comprehensive human resource
development strategy is required beginning in the planning phase, construction phase until theimplementation of nuclear program. To achieve that goal, careful observation should be aimed to thedevelopment of the government infrastructure, the science and technology infrastructure and theeducation and training infrastructure.
1. Government Infrastructure Development
2. Science and Technology Infrastructure
3. Education and Training Infrastructure

Current Status of National Program (Strategic Planning and Implementation)
Nuclear technology was officially recognized in 1954 through the founding of Dewan Tenaga AtomNasional (National Atomic Energy Board). The application of nuclear technology in research wasstarted in 1963. A few year before the first reactor (TRIGA) was operated in Bandung. While, theapplication of nuclear in medical and industrial sectors was come later on. In addition to the applicationof nuclear technology in research, there are two major sectors in the utilization of nuclear technology inIndonesia. One is the application of nuclear technology in industries, and the other is the utilization of2

radiation and radioisotopes in medical therapy and diagnostic. The second reactor was operated inaround 1970s and the third reactor was operated 1984. The following Table 1 is the application ofnuclear technology in Indonesia based on the mode of application and Table 2 is the list of government
nuclear administrative agencies..

Table 1.
List of Nuclear Application Distribution in Indonesia
Sectors

Number of Institution

Number of Permit

Medical

1674

2170

Industrial

425

803

Research926

2108

2999

Total

Table 2.
List of Nuclear National Administrative Agencies
AgencyTotal Manpower

BATAN (Promoting Body)

3818

BAPETEN (Regulatory Body)

200

Objective of the Strategy
The Human Resource Development (HRD) Strategy concept is adopted to support a holistic approachto human resource training and development in the framework of peaceful utilisation of nuclearscience and technology. To enable it to actualise its constitutional mandate of creating a sustainableeconomic growth, BATAN envisages the application of nuclear science and technology that is guided
by professionalism, ethos of service and innovation, and commitment to the provision of high quality
product and service. In the era of globalisation, BATAN is faced with the challenge of transforming its
nuclear human resource in a manner that will not only benefit government in its quest for excellent
promotion of nuclear science and technology, but will empower the individual to achieve a better life.
With the inherited national policy problems, there are enormous challenges facing human resource
development in nuclear field. Therefore, the purpose of the strategy is to ensure that education, training
and skills development happens in a coherent and strategic manner and, that the government is fully
geared towards better human resource role in the transformation and development of peacefulutilization of nuclear science and technology.

Mission Statement3

To maximise nuclear manpower development, management and empowerment through education andtraining to accelerate implementation of nuclear science and technology that will benefit the people inthe region
Strategic Objective
The Strategy is one of the cornerstones for giving practical effect to the Human Resource Development
Strategy in Indonesia. The strategic objective can be described as the following:§To develop qualified nuclear human resources for nuclear energy program, industrial andmedical purposes within the framework of peaceful utilization of nuclear science andtechnology,§To ensure better public acceptance and public appreciation toward nuclear science andtechnology application in the region,§To ensure sustainable nuclear human resource development in the field of peaceful utilization ofnuclear science and technology.

The strategic objective will be achieved by delivery of the following key results:
Strategic
Objective 1:

Effective strategic and operational nuclear HRD planning framework
established within the educational and training institutions

Strategic
Objective 2:

Effective management and co-ordination of the implementation of thenuclear HRD Strategy for the educational and training institutions

Strategic
Objective 3:

Full commitment to promote and implement the nuclear HRD Strategy
in all educational and training institutions and organisations

Implementation Framework
In order to establish effective human resource development program, all the issues concerning
governmental, science and technology, and education and training infrastructures must be considered.
The implementation framework for HRD program then should be builds on the establishment of theseinfrastructures. Further to be able to strengthening the national infrastructures it has become importantthat we define strategic activities for every strategic objectives should be careful in such a way thatalignment with its key result is imperative. Available data to portray current national infrastructures islimited and much effort is required to complete this project. Therefore, strategic activities in thisprogram should be designed with the limitation in mind.

Governmental Infrastructure

4In order to carry out its responsibilities, and adequate governmental infrastructure is requiredconsisting of three component:
Legal framework
Organisational structures
Qualified manpower
The establishment of a legal framework is needed before the start of the implementation phase of any
nuclear program and the formation governmental organisation. Then, the staff of the governmental
infrastructure to carry out governmental responsibilities and function should be composed mostly ofhigh-level experienced professional with both general and specific knowledge of nuclear science andtechnology.
Strategic Activities•Separation of Regulatory Body from the Promoting Body as the implementation on theAct No. 10 / 1997 followed by organization restructuring.

•Manpower development program through education and training program conduct
independently or jointly by the agencies within the framework of domestic, bi-lateraland international cooperation.

.
Science and Technology Infrastructure
Science and technology infrastructure mainly contained in the following organisation:
Government and private research and development institutes
Education and training centers
Professional association
National Industry
It is the government’s role to take the lead in establishing a viable scientific and technologicalinfrastructure for national nuclear program and the effectiveness of this infrastructure mainly depends
on the quality of the staff, in addition to the funding and available facilities.
In countries where the level of scientific and technological development is low, it is the government
responsibilities to take the lead in establishing a viable scientific and technological infrastructure
through promotion and establishment of nuclear technology. Cooperation with other government
institution in educational areas would be beneficial.
Strategic Activities•

Initiative on the empowerment of domestic professional association (Radiation
Protection Officer Association, Indonesian Association for NDT).

•Provide training for industry by request.

•Development of knowledge-based management system, knowledge preservation anddissemination through e-learning.

•Cooperation with international organization (Japan and IAEA) to develop nuclear
science and technology website.

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Education and Training Infrastructure
The demand for qualified manpower is crucial nuclear technology implementation. To obtain highly
specialized experts from abroad can only applied in very limited way and it does not constitutelong-term solution. The development of an adequate national education and training infrastructure isthe solution to solve the demand for qualified professional to meet the national requirements of any
nuclear program. None of government institutions (BATAN and BAPETEN) at this time operate
formal educational program in the area of nuclear science and technology. Supplies of junior scientists
and engineers are coming from public and private universities. Education and Training Centre ofBATAN, therefore play an important role in the contribution of manpower development in the area ofnuclear science and technology, because this centre is the only institution in the country possessing thenuclear science and technology training facilities.
Strategic Activities•

Cooperation with international cooperation (JAERI, IAEA, etc) to develop training
material and to conduct joint training.

•Cooperation with international cooperation (JAERI) to provide training for training
instructors and to improve experimental (laboratories) facilities.

•Continues improvement on training management.

•Implement systematic approach to training to develop training program.

Carefully formulation of HRD strategy in the organizational level is vital. Participation in strategy
formulation by supervisors is particularly essential because they are often more familiar with thespecific areas in which problems arise. Furthermore, their cooperation is required for policy
enforcement. Though, HRD strategy initiation and formulation issues by top management, proposaland drafting of HRD strategy should ensure conformity with established practices.

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