scholarly journals MANAJEMEN SUMBER DAYA MANUSIA DI PONDOK PESANTREN ALFALAH BAKALAN KECAMATAN KALINYAMATAN KABUPATENJEPARA

2013 ◽  
Vol 1 (3) ◽  
Author(s):  
Abdullah Qodir PPs IKIP PGRI Semarang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Boarding School ◽  
Boarding Schools ◽  
School Students ◽  
Religious Instruction ◽  
Individualized Approach

AbstractContext of this research is currenly number of studentsineducational institutions has decreased, incontrary number of studentin Alfalah boarding school students increased. To equip future students, Ponpes Alfalah provide religious instruction and general skills.The study states that the characteristics of Boarding Schools Alfalah by type including modern, according to the pondok boarding including boarding kalafi, according to the type of type D.Implementation of human resource management in Ponpes Alfalah performed as follows: planning is done by trend analysi, then formulated in the form of planning. The new organizing committee made the division of tasks and educators. Implementation include: the method of recruitment is not open so there is no selection, orientation has not been carried out on all new personnel, skill for common materials are still depend on Regional Offices of Religious Affair. Controls include a new assessment using individualized approach. Compensation provided is in accordance withthe job analysis.AbstrakKonteks penelitian ini adalah di saat banyak lembaga pendidikan mengalami penurunan siswa, justru Pondok Pesantren Alfalah mengalami kenaikan santri. Untuk membekali masa depan santri, Ponpes Alfalah memberikan pelajaran agama, umum dan ketrampilan.Hasil penelitian menyatakan bahwa karakteristik Pondok Pesantren Alfalah menurut jenisnyatermasuk pondok pesantren modern,menurut kelompok pondok pesantren termasuk pondok pesantren kalafi, menurut tipe Ponpes termasuk tipe D. Implementasi manajemen sumber daya manusia Ponpes Alfalah dilakukan sebagai berikut: perencanaan dilakukan berdasarkan analisiss trend, kemudian dirumuskan dalam bentuk perencanaan, pengorganisasian barudilakukan pembagian tugas pengurus dan tenaga pendidik. Pelaksanaan meliputi: metode rekrutmen belum terbuka sehingga tidak ada seleksi. Orientasi belum dilaksanakan pada semua tenaga baru.Pelatihan untuk materi umum masih tergantung panggilan dari KanwilKemanag. Pengendalian meliputi: penilaian baru menggunakan cara pendekatanindividual. Kompensasi yang diberikan tidak sesuai dengan job analisis.Kata-kata Kunci: Ponpes Alfalah, Management, Human ResourceManagement.

scholarly journals CHARACTER-ORIENTED HUMAN RESOURCES MANAGEMENT OF ISLAMIC BOARDING SCHOOL (PONDOK PESANTREN) IN LAMPUNG PROVINCE, INDONESIA

2021 ◽  
Vol 9 (5) ◽  
pp. 1288-1293
Author(s):  
Abdul Aziz ◽  
◽  
Idham Kholid ◽  
Syaripudin Basyar ◽  
Subandi a ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Educational Institution ◽  
Boarding School ◽  
Boarding Schools ◽  
Management Planning ◽  
Management Evaluation ◽  
School Year

Islamic boarding school (Pondok Pesantren) is the oldest educational institution in Indonesia. It is an authentic Indonesian cultural heritage. The advancement of science and technology has influenced the Islamic boarding schools paradigm. On the other hand, the Islamic boarding school must be consistent in maintaining its cultural characteristics. There are four types of Islamic boarding schools in Lampung Province: pure Salafiyah, Madrasah Diniyah Takmiliyah, formal Diniyah education, and Takhassus. This study aims to determine the character-oriented human resource management of Islamic boarding schools in Lampung Province. This study employed the qualitative approach, which utilized interviews, observations, and documents to collect the data. The findings of this study are 1) the Islamic boarding schools human resource management planning includes needs analysis, recruitment, selection, and placement. 2) the implementation of Islamic boarding schools human resource management includes education through routine recitation, routine coaching, workshops, training, seminars, comparative studies, tawajjuhan thariqoh, night prayer (qiyamul lail), five daily prayers, routine dzikir, and tahsin and tahfidz Al Quran. 2) The human resource management Evaluation of Islamic boarding schools is carried out once a month, every two months, once every three months, at the end of the semester, at the end of the school year, and even at any time. The planning, implementing, and evaluating character excellence are done through 1) moral character, which includes trustworthiness, honesty, responsibility, sincerity, courtesy, qanaah, loyalty, and militancy. 2) Performance characters must include competence, discipline, punctuality, respect for time, collaboration, hard work, and thoroughness.

scholarly journals Human Resource Management of Teachers at Madrasah Aliyah Pesantren: An Education Quality Perspective

2018 ◽  
Vol 1 (2) ◽  
pp. 35-47
Author(s):  
B Baso ◽  
Rusdi Rasyid ◽  
Sain Hanafy
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Boarding School ◽  
Education Quality ◽  
Quality Of Education ◽  
Advantages And Disadvantages ◽  
Internal Customers

This paper discusses human resource management from an education quality perspective. This study aims to find out the description of human resources in building the quality of education. This study applies descriptive qualitative. Data source from Madrasah principals, heads of administration, head of curriculum and evaluation, and educators. Data collection method by interviewing the participants. The instrument of this study uses interview guidelines. Data analysis were carried out through three stages, namely data reduction, data presentation, and conclusion. The results showed that human resources in the Madrasah Aliyah IMMIM Makassar Modern Islamic Boarding School were in the good category. The reality of the quality of education shows very satisfying results, it is categorized in very good. The implication of this study is that it is hoped that it can become information and reference about the need to review the activities of human resource management in developing the quality of education, primarily from the perspective of internal customers consisting of educators and education personnel as "motor" all activities of madrasah and not just factors of production but also assets that need attention. The reality of the implementation of human resource management in several schools and madrasah needs to be evaluated more intensively to find out more about the potential advantages and disadvantages and limitations of each school or madrasah.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

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