PT. Asuransi CIGNA is an insurance company usin Affinity Marketing as its strategy. It's about how to sell insurance products that are innovative and cost effective. CIGNA attract a number of leading companies to cooperate in offering products to their customers. Through these strategies, business partners get benefits because thay can provide and offer products with the best insurance to their customers without the need to pay anything for the development and distribution of insurance products itselves. Along with the developing age, PT. Asuransi CIGNA is the leading insurance company in Indonesia who good in affinity marketing.

CIGNA teams consist of professionals who work closely with business partners in planning, developing and running the product distribution program. This company has to take steps to attract, retain, and motivate their work forces. So far it can be solved by training. There is both a direct and indirect link between training and business strategy and goals. Training can help employees develop skills needed to perform their jobs, which directly affects the business.

An effective training is determined by the evaluation which shows good outcomes. Good outcomes come from the essential steps in its training design process. Trainees' perceptions of the CIGNA training program (e.g. facilities, trainers, content, and etc) is the most frequently outcomes in CIGNA training evaluation. Bad outcomes can not fulfill effective word, so its process design is need to be analyzed before next training held. It can't be imagine if the training become just as an event, not a process to develop skills, knowledge, behavior, and etc. It will act as waste money program for the company. The way out is evaluates the steps in training design process.

For the matter of that, writer compares the training design process based on principles of Instructional System Design (ISD) with CIGNA's. The evaluation of training process consist the comparisons of;

* Determining the training needs

* Measure the readlines of trainees

* Create the learning environment

* Ensure the transfer of training

* Develop an evaluation plan

* Select the training method.

* And monitoring and evaluating the program



This ISD model can be considered a set of general guidelines that trainers need to follow to ensure effective training.

From those comparisons, there are some gaps that make the training outcome in CIGNA do not quite effective.

* No measurement of the trainees' readiness before they attend training

* Not yet fully create learning environment that support learning to occur

* Not yet ensure what is learned in training applied to the trainees'job

* And they don't develop an evaluation plan yet.

On eventual, writer provides several recommendations for training process in CIGNA in order that the training process can be more effective in the future.



Research Location : PT Asuransi CIGNA





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