Konstruksi Sosial atas Kesempatan Kerja: Studi Kasus Peran Dinas Tenaga Kerja di Kabupaten Asahan

Abstract

Tingkat pengangguran di Kabupaten Asahan, Sumatera Utara, masih di atas rata-rata nasional meskipun tren penurunan secara numerik. Penelitian ini menganalisis peran Dinas Tenaga Kerja Kabupaten Asahan dalam memperluas kesempatan kerja dengan fokus pada konstruksi sosial kebijakan ketenagakerjaan. Data dikumpulkan melalui wawancara mendalam, observasi partisipatif, serta kajian dokumen kebijakan dan statistik BPS. Hasil penelitian menunjukkan bahwa meski Dinas Tenaga Kerja telah mengimplementasikan program penempatan kerja, pelatihan kompetensi, dan Sistem Informasi Ketenagakerjaan (SIKAS), efektivitasnya terhambat oleh tiga faktor utama: (1) ketidaksesuaian program pelatihan dengan kebutuhan industri, (2) minimnya sosialisasi platform digital SIKAS (hanya 30% angkatan kerja yang aware), dan (3) keterbatasan anggaran (Rp120–150 juta/tahun) serta SDM (30% pegawai memenuhi kriteria fungsional). Temuan kunci mengungkap bahwa 86,4% peserta pelatihan (2022) lulus sertifikasi, tetapi hanya 49,7% yang terserap di pasar kerja, didominasi oleh penganggur berpendidikan SMA (28,3%) dan SD (31,5%). Disparitas ini mencerminkan kegagalan strategi dalam menjembatani skills mismatch. Sementara itu, penempatan kerja meningkat dari 410 (2020) menjadi 963 orang (2022), namun bersifat reaktif terhadap permintaan pasar global, bukan hasil perencanaan sistematis. Di sisi komunikasi, minimnya kolaborasi dengan media lokal menyebabkan informasi tidak menjangkau kelompok rentan. Studi ini merekomendasikan reorientasi kebijakan dengan menyelaraskan kurikulum pelatihan dan kebutuhan industri, intensifikasi sosialisasi SIKAS melalui kolaborasi komunitas, serta peningkatan kapasitas kelembagaan dinas.

The unemployment rate in Asahan Regency, North Sumatra, remains above the national average despite a numerical downward trend. This study analyzes the role of the Asahan Regency Manpower Office in expanding employment opportunities, focusing on the social construction of labor policy. Data were collected through in-depth interviews, participatory observations, and a review of policy documents and BPS statistics. The findings reveal that although the Manpower Office has implemented job placement programs, competency training, and the Employment Information System (SIKAS), its effectiveness is hindered by three main factors: (1) a mismatch between training programs and industry needs, (2) limited dissemination of the SIKAS digital platform (only 30% of the workforce is aware of it), and (3) budget constraints (Rp120–150 million per year) and limited human resources (only 30% of employees meet functional criteria). Key findings indicate that while 86.4% of training participants (2022) obtained certification, only 49.7% were absorbed into the labor market, with the majority being unemployed individuals with high school (28.3%) and elementary school (31.5%) education. This disparity reflects a failure in bridging the skills mismatch. Meanwhile, job placements increased from 410 (2020) to 963 (2022), but this growth was reactive to global market demands rather than the result of systematic planning. In terms of communication, minimal collaboration with local media has led to information gaps, preventing outreach to vulnerable groups. This study recommends a policy reorientation by aligning training curricula with industry demands, intensifying SIKAS dissemination through community collaboration, and strengthening the institutional capacity.