JurnalPost.com – Human resource development within organizations needs to move beyond mere administrative processes, performance appraisals, and reactive problem-solving. A preventive psychological approach is a crucial step in helping employees navigate life changes, including preparing for marriage.
This concept was proposed by Ayu Sarie Asdaryati, a psychologist at the Psychology Bureau of the Indonesian National Police (Polri) Human Resources Staff (SSDM), in an article highlighting the importance of shifting employee development from a curative focus toward prevention.
According to Ayu, the involvement of psychologists in organizations is generally limited to two scenarios: during the recruitment process and when issues arise that require psychological examination or support.
Yet, there is a long span in an individual's career where psychological support could be provided before problems escalate into more serious issues.
"As long as psychology is only present at two points—during recruitment and after something has already happened—organizations will continue to be surprised by things that could have been foreseen," Ayu wrote.
Highlighting 561 Divorce Cases within the National Police
Ayu revealed that throughout 2025, there were 561 divorces recorded within the National Police out of a total of 7,340 events involving marriages, divorces, and reconciliations.
Based on cases where the reasons for divorce were recorded, the two primary causes were infidelity and poor communication.
She noted that these two issues generally do not appear suddenly but develop through relationship dynamics over a long period.
This condition underscores the importance of psychological support that is provided not only after conflict occurs but also while an individual is preparing for married life.
Ayu observed that the organization already has detailed administrative procedures, ranging from recruitment and performance appraisals to transfers and promotions.
However, attention to the psychological readiness of employees when facing major life changes has not always received balanced focus.
One example is the marriage application process, which typically focuses more on document completeness and meeting administrative requirements.
According to Ayu, the document review process should be complemented by opportunities for employees to understand their mental and emotional readiness, as well as their ability to build a relationship.
SIAP NIKAH Program Introduces Counseling and Pre-marital Readiness Assessment
As part of efforts to strengthen preventive development, the SSDM Polri Psychology Bureau has developed the SIAP NIKAH (Marriage Readiness) Program.
This program, part of the 2026 National Leadership Training (PKN) Level II Change Project, introduces a pre-marital counseling approach supported by psychological readiness assessment instruments.
The program development includes a pre-marital counseling guide, readiness assessment instruments validated by academics from the Faculty of Psychology at the University of Indonesia, and digital forms that have undergone limited testing.
Through this approach, employees are expected to have the space to recognize their own readiness before making important decisions regarding marriage.
The program is designed to complement existing spiritual guidance, not to replace current development mechanisms.
Ayu emphasized that the goal of psychological support is not to determine whether someone is 'fit' or 'unfit' for marriage, but to help individuals understand their own condition and readiness.
Three Important Principles in Program Implementation
In developing the SIAP NIKAH program, Ayu emphasized three principles that must be considered to ensure psychological development truly benefits employees.
First, psychological readiness assessment instruments must undergo testing and validation by independent parties.
The involvement of academics is considered essential to ensure that the instruments used have a justifiable measurement basis, rather than being evaluated only by those who developed them.
Second, the results of psychological assessments must not be used as a graduation requirement or a determinant for obtaining a marriage permit.
According to Ayu, if assessments are used as a tool to decide whether someone can marry, participants may provide answers they believe are 'correct' rather than honestly reflecting their true condition.
"Its function is to open a conversation, not to pass judgment," she asserted in the article.
Third, the protection of personal data and the confidentiality of psychological information must be a primary concern.
Data obtained through the counseling process should not be used as part of performance appraisals or for other administrative purposes outside the scope of support.
Ayu believes that voluntary participation and restricted access to assessment results are key factors in building employee trust in the program.
"There is a fine line between an organization that cares and an organization that interferes," she wrote.
Promoting More Humane HR Development
Through the SIAP NIKAH program, the SSDM Polri Psychology Bureau seeks to present a development approach that views employees not merely as executors of organizational tasks, but as individuals with psychological needs and personal lives.
However, Ayu cautioned that this approach cannot be immediately considered a solution to reduce divorce rates.
According to her, married life is influenced by many factors that cannot all be reached through psychological instruments or counseling programs.
A more realistic benefit is providing employees with the opportunity to understand themselves, recognize potential challenges in their relationships, and prepare for marriage decisions more maturely.
Therefore, the success of a preventive approach is not measured solely by a reduction in problem statistics, but by the availability of support services that are appropriate, voluntary, and respectful of individual privacy.
Ayu hopes these principles can serve as a reference for other organizations in developing more comprehensive human resource development systems.
By strengthening psychological support at various stages of an employee's life, organizations are expected to build a work environment that is not only productivity-oriented but also attentive to individual well-being.
This approach also confirms that human resource management should not stop at administrative compliance but needs to provide space for the psychological readiness and life development of every employee.
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