CAREER DEVELOPMENT CHALLENGES IN STRENGTHENING THE PERFORMANCE OF THE POLRI BAINTELKAM

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INTRODUCTION
The Intelligence and Security Agency for the Indonesian National Police or Baintelkam Polri is the agency responsible for carrying out intelligence and security activities within the Indonesian National Police (Polri).As an integral part of the National Police, the Police Baintelkam has an important role in maintaining national security and protecting the public from both domestic and foreign threats.In carrying out its duties, the Baintelkam Polri has the responsibility to collect information relating to national security, conduct in-depth intelligence analysis, and provide strategic recommendations to the authorities.These tasks aim to support national security policies and assist in making the right decisions in responding to developments in situations and existing threats.
The role of Baintelkam Polri is very important in maintaining national security stability, identifying and responding to complex and various security threats.Through cooperation and coordination with other intelligence and security agencies, the Police Baintelkam contributes to efforts to prevent, prosecute and disclose various criminal and subversive activities that could threaten national order and security.In addition, the National Police's Baintelkam also has a role in building international cooperation in the intelligence and security sector.In an era of increasingly connected globalization, cooperation with other countries' intelligence agencies is crucial in exchanging information, tracking transnational crime networks, and preventing threats of terrorism and other transnational crimes.
In carrying out its duties, the Police Baintelkam has an important role in gathering information, intelligence analysis, and providing strategic recommendations to support national security policies.In carrying out the role of the Police Baintelkam, it is prone to various work challenges that arise from all aspects, such as the rapid development of information and communication technology, which is a big challenge for the Police Baintelkam, because technological advances open up new opportunities for cybercriminals and terrorist groups to operate online., thus requiring more intensive efforts in monitoring, collecting information, and addressing this threat (Rouse, 2019).The Baintelkam Polri is also often faced with increasingly complex tasks in dealing with various security threats, including terrorism, narcotics, transnational crimes and hacking.high level and close cooperation with national and international security institutions (Hughes, 2021).Other challenges also come from limited budgets, personnel and equipment which can be a challenge for the Baintelkam Polri, where institutions really need adequate resources to carry out their duties effectively (Cook, 2017).In addition, in the field of intelligence and security, challenges also arise from the aspect of developing and maintaining personnel expertise, so that Polri Baintelkam personnel can continue to increase their knowledge, skills and understanding of current security issues (Haverkort and Kenis, 2018).The problems that arise in the aspect of data confidentiality and its sensitivity must be paid close attention to by the Baintelkam Polri so that it can manage information efficiently, so that the confidentiality and integrity of the information obtained can be prevented from leaks which can be detrimental to intelligence operations (Freeman, 2019).Further challenges also arise from the need for adaptation to environmental changes both internally and externally (Zommers and Gupta, 2020).
Seeing the many work challenges faced by the Baintelkam Polri, in strengthening the organizational performance of the Baintelkam Polri, a vital career development role is needed in developing the potential and capabilities of individuals involved in the intelligence and security sector, in order to ensure the professional development and progress of Baintelkam Polri personnel, so that they can make an optimal contribution in carrying out intelligence and state security tasks.
The importance of career development for members of Baintelkam Polri is to assist members of Baintelkam Polri in optimally developing their potential so that members can identify their strengths, interests and skills, and get the opportunity to develop this potential, thereby helping them to become more effective and productive (Arthur and Hall, 2017), in carrying out state intelligence and security tasks.Career coaching is also a systematic effort to increase the professionalism of members of the Police Baintelkam which can be implemented through training, skills development and provision of relevant knowledge, members can continue to improve their abilities in the field of intelligence and security, so that it can be useful for maintaining quality work and competitiveness organizations in facing increasingly complex challenges (London and Beatty, 2019).Career coaching can also increase the motivation and involvement of Baintelkam Polri members, because with a clear career plan and opportunities to improve qualifications and positions, members will feel valued and motivated to contribute optimally, so this helps build a positive work culture and increase loyalty towards the organization (Raghuram, Arvey, and Bouchard, 2019).Career coaching can also help create a balance between individual and organizational needs, because in the process of career coaching, members can identify their personal goals and expectations, while the organization can also direct them to meet operational and strategic needs, so that with this balance, members will feel fulfilled and contribute positively to the achievement of organizational goals (Noe, et al., 2017).Good career development can also help in retaining qualified members and developing internal talent, whereby there are opportunities for career growth and advancement (Saks and Ashforth, 2017), members of the National Police Baintelkam will tend to stay in the organization and not look for opportunities elsewhere., so that the continuity and stability of the organization can be maintained and prevent the loss of potential talent.
Based on the explanation on the importance of career development for Baintelkam Polri, it is known that so far Baintelkam Polri has carried out career development, one of which is implemented through talent scouting.However, from the findings in the field, it is known that the members of the Baintelkam Polri who are placed based on the results of talent scouting, are unable to maintain their commitment to remain in the function of the Baintelkam at the National Police Headquarters.From the results of a literature study it is explained that the inability of members to obtain adequate career development opportunities within the Baintelkam Polri environment can be a cause of dissatisfaction and an inability to maintain commitment (Riggio and Marques, 2019).In addition, Noe, et al., (2017) also explained that external factors such as job opportunities in other functions and attractive career offers from other functions can also affect the inability of members to maintain their commitment to the Baintelkam Polri.Meanwhile, according to Karen, et al., (2012), fatigue at work is caused by uncertain work schedules, high work pressure, high security risks, different working environment conditions, problems with lack of support, and sometimes experiencing a lack of attention from the public, this can make a member of the Police feel unappreciated, as well as worsen their mental condition, which in turn results in a person's inability to maintain his commitment to being in the Baintelkam Polri function.
According to Rouse (2019), the problems faced later in the function of the Police Baintelkam stem from the rapid development of information and communication technology which is a major challenge for the Police Baintelkam.Technological advances open up new opportunities for cybercriminals and terrorist groups to operate online.Therefore, the National Police's Baintelkam needs to make more intensive efforts in monitoring, gathering information, and overcoming this threat.Hughes (2021) also explains that the Police's Baintelkam is faced with an increasingly complex task in dealing with various security threats such as terrorism, narcotics, transnational crimes, and hacking.To face this challenge, high skills and expertise are needed as well as close cooperation with national and international security institutions.Cook (2017) in his research also highlights the limited budget, personnel and equipment as a challenge for the Police Baintelkam.This institution requires adequate resources to carry out its duties effectively.Haverkort and Kenis (2018), also stated that in the field of intelligence and security, challenges arise from aspects of developing and maintaining personnel expertise.Therefore, proper career development is needed so that they can help Baintelkam Polri personnel improve their knowledge, skills and understanding of the latest security issues.Freeman (2019), also emphasizes the importance of managing information efficiently in the field of intelligence and security.The challenge arises from the aspect of data confidentiality and sensitivity.Baintelkam Polri must be careful so that the information obtained does not leak, which could harm intelligence operations.Zommers and Gupta (2020) also highlight the need for adaptation to changes in the environment, both internally and externally, so that the Baintelkam Polri is ready to face change and adapt to new circumstances that may arise.

LITERATURE REVIEW 2.1. Human Resource Management Theory
Organizations have various kinds of resources as 'inputs' to be converted into 'outputs' in the form of goods or services.These resources include capital or money, technology to support the production process, methods or strategies used to operate, people and so on.Among these various kinds of resources, human or human resources (HR) is the most important element.To plan, manage and control human resources requires a managerial tool called human resource management (HRM).
HRM can be understood as a process within an organization and can also be interpreted as a policy.As a process, Cushway (1994: 13) for example, defines HRM as 'Part of the process that helps the organization achieve its objectives'.This statement can be translated as 'part of the process that helps the organization achieve its goals'.The focus of HRM lies in efforts to manage HR in the dynamics of interaction between organizations that often have different interests.According to Stoner (1995: 4) HRM includes the productive use of human resources in achieving organizational goals and satisfying the needs of individual workers.
Stoner (1995: 5) adds that because it seeks to integrate the interests of the organization and its workers, HRM is more than just a set of activities related to the coordination of organizational HR.HRM is a major contributor to organizational success.Therefore, if HRM is not effective it can be a major obstacle to satisfying employees and organizational success.With reference to this understanding, a measure of the effectiveness of HRM policies made in various forms can be measured on how far the organization achieves unity of movement of all organizational units, how much commitment employees have towards their work and organization, to what extent the organization is tolerant of change so that it is able to make decisions quickly.as well as how high the quality level of `output' produced by the organization (Priyono, 2010: 3) .

Career Management Theory
In human resource management there is 1 (one) important aspect of management, namely career management.(Greenhaus, 1987:5 in Priyono Marnis, 2008: 179) explains the definition of a career is a pattern of individual movement in their work that is passed according to their work experience or can be termed as work related experiences.Meanwhile career management can also be defined in various forms.He also defines career management as a process of developing, implementing, monitoring, evaluating and individual career strategies.
Measuring the effectiveness of career management can be determined based on the attitude of awareness possessed by managers in carrying out their important roles in the organization, especially in planning the careers of existing human resources in the organization and developing the careers of existing human resources in the organization as well as efforts to satisfy the needs of human resources in the organization related to his career.These goals will be realized if the manager has high awareness, so that he can achieve the long-term needs of the organization.
Career coaching is recognized as an important set of skills and processes for many clients.The more consultants are educated about these skills and strategies, the more they will be able to incorporate these services into their regular consulting.According to practitioners, career coaching is a collaborative process in which the coach "takes the side" of the client, asks the client to transcend perceived boundaries in specific and measurable ways, and provides support, resources, and accountability.Career coaching also helps clients to change their orientation to stand in a different place in terms of goals and obstacles, helps clients to clarify their short-term and long-term goals, and identify and overcome obstacles, empowering organizations, businesses, or people to use available resources.already exists and takes the client through the process of applying what he has learned and makes him responsible for transferring the learning experience into his business and life (Elaine L. Edgcomb and Erika Malm, 2002: 35).
Career coaching is also defined as the art of facilitating performance, learning and other development to unlock one's potential to maximize one's own performance and close the gap between thinking about work.This career development can be done by doing the best through individual and personal assistance from someone who will challenge, stimulate and guide HR to continue to grow in order to get results and help HR to understand how they solve problems, thus helping HR in determining what they want, removing obstacles, setting goals, and striving for balance and meeting needs and achieving goals (Tom Short, 2014: 42) .

Job Satisfaction Theory
Satisfaction is a subjective emotional or evaluative condition experienced by a person in response to the extent to which the desired needs, expectations or goals are fulfilled.This term can be applied in a variety of contexts, including overall life satisfaction, job satisfaction, satisfaction in interpersonal relationships, and so on (Bowling, Eschleman, and Wang, 2010).
Job satisfaction refers to the level of satisfaction or subjective satisfaction felt by individuals with the work they do.It reflects positive or negative feelings that arise as a result of individual perceptions of various aspects of their work, such as the work environment, compensation, recognition, development opportunities, and relationships with colleagues (Judge, and Church, 2000).
High job satisfaction can provide a number of benefits, both for individuals and organizations.Individuals who are satisfied with their jobs tend to be more motivated, more passionate, and more committed to their jobs.They also tend to have better performance and higher retention rates within the organization.On the other hand, organizations that have satisfied employees can experience increased productivity, quality of work, and customer satisfaction (Oshagbemi, 2000).Job satisfaction is subjective and can vary between individuals.The factors that influence job satisfaction can be different for everyone, and perceptions of work can change over time.To increase job satisfaction, it is important for individuals and organizations to communicate with each other, encourage active participation, provide feedback, support career development, and create a positive and inclusive work environment (Saks, 2006).
The theory of job satisfaction explains that individual job satisfaction is related to their motivation, involvement, and performance.In the context of Baintelkam Polri, career development challenges can be related to member job satisfaction, such as lack of development opportunities, lack of recognition for performance, or lack of work-personal balance.Analysis based on this theory can help identify challenges and formulate career development strategies that can improve job satisfaction and member performance (Harter, Schmidt, and Hayes, 2002).

SWOT Analysis Theory
SWOT analysis is a framework used to evaluate strengths , weaknesses, opportunities, and threats that affect an individual, organization, or project.SWOT analysis provides an overall picture of the existing position and helps in strategic decision making (Thompson, et al., 2019).
According to Grant (2019), each element in the SWOT analysis can be explained as follows : a) Strengths Strengths are positive aspects that set an individual, organization or project apart from others.This includes any resources, special skills, reputation or competitive advantages possessed.Identifying strengths helps understand strengths that can be leveraged.

b) Weaknesses
Weaknesses are negative aspects or limitations that can affect the performance or success of an individual, organization, or project.This includes shortages in resources, limited skills, or structural weaknesses.Recognizing weaknesses helps identify areas that need improvement or strengthening.c) Opportunities Opportunity is an external situation or condition that can be exploited to achieve goals or success.Opportunities can include emerging market trends, policy changes, new technological developments, or unmet needs in the market.
Identifying opportunities helps in planning appropriate steps to take advantage of them.

d) Threats
Threats are external factors that can hinder the performance or success of individuals, organizations or projects.Threats can be intense competition, regulatory changes, market risks, or changes in consumer trends.Identifying threats helps in planning mitigation measures to reduce their negative impacts.
SWOT analysis can be carried out by collecting relevant data and information, either through market research, internal analysis of the organization or direct observation.After identifying the strengths, weaknesses, opportunities and threats, the next step is to formulate a strategy based on the findings of the SWOT analysis.This can involve exploiting strengths, reducing or overcoming weaknesses, taking advantage of existing opportunities, and dealing with threats with appropriate measures (Wheelen, et al., 2017).

RESEARCH METHODS
This study employed a qualitative research approach to investigate the role and impact of career development within the National Police's Security Intelligence Agency (Baintelkam).Qualitative research was chosen as it allows for a comprehensive exploration of the complex dynamics and experiences of Baintelkam members.Data collection methods included in-depth interviews with Baintelkam personnel, which facilitated the gathering of rich, firsthand insights into their career development experiences, challenges, and aspirations.Additionally, observations within the Baintelkam environment were conducted to gain a deeper understanding of the organizational context and dynamics.Furthermore, data documentation, comprising internal documents and reports related to career development initiatives and outcomes, supplemented the primary data sources.This multifaceted approach aimed to provide a holistic view of career development practices within Baintelkam and its impact on member performance and professionalism.The qualitative data collected were then subjected to rigorous analysis to identify recurring themes and patterns, offering valuable insights into the effectiveness and significance of career development strategies in the context of security intelligence.

Challenges in Enhancing Police Security Intelligence Agency (Baintelkam)
Career Development for Improved Member Performance Career development within the Police Security Intelligence Agency (Baintelkam) is an important process for improving the performance of members and maintaining professionalism in carrying out security intelligence tasks.The career development process at Baintelkam Polri involves various components and strategies to ensure members can develop personally and professionally.Career development within the Police Security Intelligence Agency (Baintelkam) has a very important role in strengthening the performance of members.Career coaching helps members of the National Police's Baintelkam to continuously improve their competence and qualifications.In the ever-evolving world of security intelligence, analytical, technical and other skills must be continually updated and improved to allow members to cope with increasingly complex tasks.
The security intelligence environment often changes rapidly.Terrorists, cybercrimes and other threats are constantly evolving.Career coaching helps Baintelkam Polri members to stay up-to-date with the latest trends and developments in terms of relevant threats and technologies.This enables them to take appropriate and effective action.Career coaching also creates intrinsic motivation for members.Through training, development, and rewarding achievement, members feel recognized and valued for their contributions.This can increase job satisfaction and enthusiasm to perform better.
Career coaching enables the development of leadership potential within the organization.Through job rotations, leadership training, and special assignments, members have the opportunity to hone leadership skills that they can apply in a variety of situations.Without career coaching, members tend to stagnate in their careers.Job rotation, training and development help to avoid burnout and ensure that members have opportunities to continue to develop and take on new challenges.By having members with higher qualifications and competencies, the Police Baintelkam can produce higher quality and more effective intelligence.Properly trained members can analyze information more accurately and provide smarter recommendations for action.
Career development helps Baintelkam Polri to remain at the forefront of professionalism standards in the field of security intelligence.This helps build a positive image of the organization and increases public confidence in the performance and integrity of members.In the task of security intelligence, the decisions taken have a big impact.Career coaching helps members to develop strong analytical skills, so that the risk of mistakes in making decisions can be minimized.By understanding the need for career development within the National Police Security and Intelligence Agency environment, organizations can allocate resources properly to develop their members, maintain national security, and carry out security intelligence tasks better.
Career development within the National Police's Security Intelligence Agency (Baintelkam) has certain challenges that need to be overcome so that it can be used effectively in strengthening the performance of its members.Some of the challenges faced include:

Confidentiality and Limited Information
As an intelligence agency, Baintelkam Polri operates with confidential information which cannot always be shared openly with all members.This can hinder transparency in career coaching and leave members feeling less clear about the available career opportunities.

Difficulties in Performance Evaluation
The performance of Baintelkam members is often related to their contribution to national security and other secret tasks.Therefore, evaluating performance objectively and equitably can be difficult.Inaccurate performance evaluations can influence decision making regarding promotions and career development.

An Understanding of Careers in the Intelligence Environment
Some members may have limited understanding of the career options available in the intelligence environment.They may not fully understand the various roles and responsibilities they can take on in their career at the National Police Security Agency, which can reduce motivation for self-development.

High Stress Levels
Intelligence environments tend to be associated with high pressure and stress because of the sensitive and risky nature of tasks.These challenges can impact the mental and physical well-being of members and impact their long-term performance.

Training Sustainability
Intelligence is a constantly evolving field with ever-changing technologies and tactics.Therefore, continuous training for Baintelkam Polri members must be prioritized to ensure they remain competent in facing new challenges.

Work and Personal Life Balance
Intelligence work often requires high availability and engagement, which can upset the balance between members' work and personal lives.This can have a negative impact on their motivation and performance.

Transition to a Management Position
For members who have successfully developed their careers, the transition from field assignments to management and leadership positions can be challenging.The managerial skills required may be different from the operational skills they previously possessed.
Career development within the Police Security Intelligence Agency (Baintelkam) is an important process for improving the performance of members and maintaining professionalism in carrying out security intelligence tasks.The career development process at Baintelkam Polri involves various components and strategies to ensure members can develop personally and professionally.
The career coaching process begins with an assessment of member performance.This evaluation includes achievement of assigned tasks, quality of work, initiative, teamwork, and others.The results of this assessment will be the basis for determining further coaching steps.After performance appraisal, career planning is carried out jointly between members and superiors.This involves discussing the short and long term goals of the member in his career at Baintelkam Polri.This plan considers member potential, organizational needs, and development opportunities.
Baintelkam Polri provides training and development that suits members' needs.This training can relate to technical skills, intelligence analysis, risk management, communication skills, and more.The training aims to increase the competency of members so they are able to face challenges in security intelligence duties.Position rotation is an important strategy in career development at the National Police Security Agency.Through rotations, members are given the opportunity to develop a broader understanding of various aspects of security intelligence duties.This also helps prevent stagnation in the career and expand the network of members.
Members are given access to mentors or fellow members who have more experience in security intelligence tasks.Mentors provide guidance, advice, and insight based on their experiences.Counseling is also provided to help members deal with personal or professional challenges that may affect their performance.Baintelkam Polri gives special tasks to members who have certain expertise.This can be in the form of assignments to handle certain cases that require special skills, such as data analysis, special operations, or information resource development.
Recognition of the achievements of members is important in building a career.Baintelkam Polri gives awards to members who have achieved extraordinary results in security intelligence tasks.This can increase the motivation of members to continue to perform well.The career development process is a continuous one.Therefore, periodic monitoring and evaluation of the development of members is carried out regularly.This helps ensure that the career plan remains relevant and can be adapted as circumstances change.
To overcome these challenges and strengthen the performance of Baintelkam Polri members through career development, several steps that can be taken are: 1. Creating a flexible and comprehensive career development program, taking into account the confidentiality of information.By overcoming these challenges and developing appropriate career development strategies, the Police Baintelkam can strengthen the performance of its members and maintain their fighting power in carrying out important intelligence tasks.

Analysis of Career Development Strategies that Can Be Applied to Overcome
Challenges in Strengthening the Performance of Police Baintelkam Members Career development to overcome challenges in strengthening the performance of members of the National Police's Security Intelligence Agency (Baintelkam) is a process designed to assist members in facing various challenges that arise in carrying out security intelligence tasks.In this context, career coaching aims to improve the abilities, qualifications, motivation, and performance of members in dealing with complex situations.
The right career development strategy is very important to overcome challenges in strengthening the performance of members of the National Police's Security Intelligence Agency (Baintelkam).SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis can be used to formulate effective career development strategies to overcome challenges in strengthening the performance of members of the National Police's Security Intelligence Agency (Baintelkam).The following is an explanation of how SWOT analysis can be applied in formulating career development strategies: 1. Strengths: a) Position and Access: Baintelkam Polri has an important position in gathering intelligence information and has wider access to strategic information sources.b) Specific Skills: Baintelkam members have specific expertise in intelligence analysis and understanding of security threats.c) Resource Range: The organization has strong networks with other agencies, including international partners.d) Strategy: Maintain and strengthen member expertise in intelligence analysis and utilize partner networks to share information.Security intelligence tasks often involve complex challenges and evolve over time.With a good career development strategy, members can be equipped with the knowledge, skills and abilities to face these challenges more effectively.Career coaching helps members to increase their competency in various aspects of intelligence tasks, such as data analysis, use of the latest technology, and better communication skills.This allows them to work more efficiently and accurately.
The security intelligence environment is always changing, and career coaching strategies help members adapt quickly to these changes.Through training and development, members can cope with changing threat trends and technologies that may affect the way they perform their tasks.By overcoming challenges and developing skills, members of the National Police's Baintelkam can work more efficiently and effectively.This can lead to better intelligence analysis, more timely action, and a greater impact on national security.
Challenges in intelligence work often require strong leadership.Career coaching helps develop members' leadership abilities, so they can better lead teams in complex situations.Without proper career coaching, members may experience stagnation in their careers.A career development strategy involving job rotation, skills development and new development opportunities helps overcome this risk of stagnation.
In the world of intelligence, information security and member integrity are very important.Career coaching strategies can also involve training in ethics, cybersecurity, and protection of sensitive information.Good career coaching provides intrinsic motivation for members.Training, reward for achievement, and recognition can increase job satisfaction and the enthusiasm of members in carrying out their tasks.
In this context, career coaching aims to improve the abilities, qualifications, motivation, and performance of members in dealing with complex and ever-evolving situations.The following is a detailed explanation regarding career development to overcome challenges in strengthening the performance of members of the National Police's Intelligence and Security Intelligence Unit: constantly changing.Therefore, career coaching must be evaluated periodically to ensure that the approach taken remains relevant.9. Use of the Latest Technologies: Career development also involves the introduction and use of the latest technologies relevant to security intelligence tasks.This allows members to work more efficiently and effectively.
Overall, career development to overcome challenges in strengthening the performance of Baintelkam Polri members is a holistic approach that involves various strategies and methods to help members face the ever-evolving challenges in the world of security intelligence.

CONCLUSION
In light of the preceding discussion, the conclusions drawn can be summarized as follows: Firstly, career development within the Police Security Intelligence Agency (Baintelkam) is instrumental in enhancing the performance of its members and upholding professionalism in executing security intelligence responsibilities.Given the dynamic nature of the intelligence landscape, career coaching is vital for members to remain relevant and effective.Overcoming challenges in this field necessitates the establishment of flexible coaching programs, improved performance evaluation systems, comprehensive training, mental well-being support, and work-life balance considerations.Additionally, career coaching contributes to nurturing leadership potential within the organization through job rotations, leadership training, and specialized assignments.Effective career development not only sustains professionalism but also fosters a positive image and increases public trust, aiding in informed decision-making.
Secondly, the formulation of career development strategies assumes paramount importance in surmounting challenges faced by the National Police's Security Intelligence Agency (Baintelkam) and bolstering the performance of its members.These strategies aim to enhance members' capabilities, qualifications, motivation, and adaptability in navigating the intricate landscape of security intelligence.Employing a SWOT analysis framework facilitates the crafting of effective career development strategies, considering both internal and external factors influencing member performance.Strategies encompass skill development, technology utilization, diversification of skills, ongoing training, international cooperation, and data protection.SWOT analysis guides the identification of specific steps to mitigate weaknesses and capitalize on existing opportunities.Moreover, career coaching entails honing analytical skills, job rotations, mentoring, stress management, and continuous monitoring and assessment, equipping members to confront challenges, elevate qualifications, and respond adeptly to evolving contexts.
To bolster career development within the Police Security Intelligence Agency (Baintelkam), several suggestions are proposed: 1. Conduct a comprehensive needs assessment to pinpoint specific challenges faced by members, tailoring coaching programs accordingly.2. Institute a continuous training program that encompasses the latest technological advancements, intelligence analysis methodologies, risk management, communication skills, and relevant competencies.3. Ensure members have access to essential intelligence-related technology, including data analysis tools and secure communication platforms.4. Establish an effective mentoring and coaching program, facilitating experienced members' guidance to newer or less experienced counterparts for skill development.5. Prioritize leadership skills development through training, enhancing members' capacity to manage teams, make informed decisions, and adapt to evolving situations.6.Consider flexible work policies and work-life balance initiatives to reduce stress, boost job satisfaction, and enhance productivity.7. Develop communication skills programs to enhance members' ability to effectively convey information and interact with external entities.8. Implement routine program evaluations and adjustments to align with evolving intelligence environments and member needs.9. Institute a promotion system based on achievement and competency to incentivize continuous performance improvement.10.Regularly recognize and reward outstanding members for their contributions to intelligence work, boosting motivation.11.Foster international cooperation with other security intelligence agencies to expand networks and gain exposure to diverse intelligence approaches.
Bagus Herwasto Nurwicaksono et al. 354 POLRI | POLICY, LAW, NOTARY AND REGULATORY ISSUES https://ojs.transpublika.com/index.php/POLRI/E-ISSN: 2809-896X , LAW, NOTARY AND REGULATORY ISSUES https://ojs.transpublika.com/index.php/POLRI/E-ISSN: 2809-896X , LAW, NOTARY AND REGULATORY ISSUES https://ojs.transpublika.com/index.php/POLRI/E-ISSN: 2809-896X 2. Develop an accurate and transparent performance evaluation system, taking into account the real contribution to intelligence missions and objectives.3. Organize workshops, seminars and communication sessions to increase member understanding of career opportunities in intelligence.4. Provides psychological support and mental wellbeing for members working in high stress environments.5. Integrate ongoing training covering the latest technological and tactical developments in intelligence tasks.6. Prioritize work-life balance through work flexibility policies and stress management support.7. Provide leadership training for members who are about to enter management positions.
2. Weaknesses: a) Technological Limitations: Sometimes, members may have limitations in accessing and using the latest relevant technologies.b) Lack of Diversification: Members may have too narrow a focus on a particular skill set.c) Strategy: Invest in technology training and developing member capabilities in various aspects of security intelligence.3. Opportunities: a) Technological Developments: Technological advances in data analysis and communication provide opportunities to improve efficiency and effectiveness in gathering and analyzing information.b) International Cooperation: Cooperation with international security intelligence agencies can open up opportunities for exchange of information and experiences.c) Strategy: Updating technology systems and leveraging international cooperation to obtain broader information.4. Threats: a) Information Security: In information gathering, the risk of leaks and cyber threats always exists.b) Changing Threat Trends: Security challenges change over time, and members need to stay abreast of those trends.c) Strategy: Strengthen cyber security and information protection and continue to monitor developing threat trends.
, LAW, NOTARY AND REGULATORY ISSUES https://ojs.transpublika.com/index.php/POLRI/E-ISSN: 2809-896X 1. Needs Analysis: The initial step is to analyze the needs of the members and the organization.This involves identifying specific challenges faced by members in carrying out security intelligence duties.These challenges can be related to technological changes, new threat trends, or other aspects that affect intelligence tasks.2. Goal Setting and Development Plan: Based on the needs analysis, specific development goals and plans are set for each member.goal can be in the form of increasing analytical skills, mastering new technologies, developing communication skills, or other relevant aspects.3. Specific Training: Career coaching includes training specifically designed to address the challenges faced by members.For example, if there are new technological developments relevant to security intelligence, technical training will be provided so that members can master the new tools and techniques.4. Development of Analytical Skills: The challenge in analyzing intelligence information is often complex.Career coaching involves developing members' analytical skills so they can identify patterns, trends, and relationships that others may find difficult to see. 5. Job Rotation: Job rotation is a method of overcoming stagnation and helping members gain a broader understanding of various aspects of intelligence work.Rotation also helps members develop flexibility in adapting to various situations and roles.6. Mentoring and Counseling: Career coaching includes mentoring by experienced senior members or mentors.Mentors can provide insight on how to overcome certain challenges based on their experiences.7. Stress and Pressure Management: The job of security intelligence is often full of pressure and stress.Career coaching can involve training in stress management, relaxation techniques, and skills for staying calm in difficult situations. 8. Periodic Monitoring and Evaluation: Security intelligence challenges and needs are