Implementation of Teacher Career Development in Madrasah Aliyah Negeri

2021 ◽  
Vol 6 (3) ◽  
pp. 570-578
Author(s):  
Syafaruddin Syafaruddin ◽  
Eka Susanti ◽  
Wirda Hasana
Keyword(s):  
Career Development ◽  
Development Program ◽  
Development Planning ◽  
Qualitative Approach ◽  
Data Presentation ◽  
Credit Score ◽  
Self Evaluation ◽  
Reduction Techniques ◽  
Career Development Program ◽  
Teacher Career Development

This study describes how to implement teacher career development at MAN Batu Bara. The objectives of this study are: (1) To determine the Career Development Planning of teachers at MAN Batu Bara, (2) To determine the implementation of the Teacher Career Development Program at MAN Batu Bara, (3) To determine the Evaluation of Teacher Career Development at MAN Batu Bara. The approach in this study was carried out with a descriptive qualitative approach. Data collection was obtained by means of observation, interviews, and documentation studies. Data analysis in this study used data reduction techniques, data presentation, and drawing conclusions/verification. Checking or checking the validity of the data used the techniques of credibility, transferability, dependability, and confirmability. The findings of this study revealed three findings, namely: (1) Planning for teacher career development at MAN Batu Bara carried out by madrasas, namely by planning for proposing the names of teachers who will be promoted to rank or class. Meanwhile, what is done by teachers is by preparing certain conditions for promotion to the rank of class, (2) The implementation of career development at MAN Batu Bara is by compiling a proposal file for promotion compiled by the teacher and recommended by the head of the Madrasa, as well as through examination of files by the head of the Madrasah. supervisor of physical documents and components of credit score assessment for teachers, (3) Evaluation of teacher career development at MAN Batu Bara conducts a self-evaluation by looking at the success of students in subjects and is also carried out by the head of the madrasa every year which is called the employee work target (SKP). 

scholarly journals Teacher Career Development Management at Madrasah Aliyah Negeri

2021 ◽  
Vol 13 (2) ◽  
pp. 1312-1324
Author(s):  
Syafaruddin Syafaruddin ◽  
Mesiono Mesiono ◽  
Indrasyah Sitompul
Keyword(s):  
Career Development ◽  
Analytical Study ◽  
Educational Institutions ◽  
Teacher Qualifications ◽  
Data Presentation ◽  
Vice Principals ◽  
Reduction Techniques ◽  
Leadership Support ◽  
Using Data ◽  
Teacher Career Development

This study aims to analyze the management of teacher career development at MAN 2 Model Medan. The research focuses on planning, organizing, implementing, and evaluating teacher career development at MAN 2 Model Medan. This study uses a qualitative approach with a descriptive-analytical study method. Obtaining data using observation techniques, interviews, and document studies. Furthermore, the data were analyzed using data reduction techniques, data presentation, and drawing conclusions or data verification. The results of this study indicate that the management of teacher career development at the MAN 2 Medan Model is carried out effectively. It can be viewed from the aspects; (1) planning for teacher career development in the form of motivation and application of a conducive organizational culture (climate); (2) organizing human resources (HR) for teachers in madrasah through leadership support, technical meetings, coordination between madrasah leaders and vice-principals involving supervisors to improve teacher qualifications; (3) the implementation of teacher career development is carried out based on promotion, transfer, and promotion; (4) evaluation of teacher career development is carried out based on online-based supervision and teacher performance assessment. This research hopes that it can be used as a reference for further research on the management of teacher career development in Islamic educational institutions. This research also has implications for teachers in Islamic educational institutions to accelerate careers as educators in madrasah.

scholarly journals PENGELOLAAN TENAGA PENDIDIK PADA SEKOLAH DASAR

2017 ◽  
Vol 4 (2) ◽  
pp. 75
Author(s):  
Rusi Rusmiati Aliyyah ◽  
Siti Armia Lutfah ◽  
Zahra Khusnul Lathifah
Keyword(s):  
Data Analysis ◽  
Development Program ◽  
Qualitative Approach ◽  
Case Study Method ◽  
Data Presentation ◽  
Analysis Techniques ◽  
Career Development Program ◽  
Written Test ◽  
Selection Phase

Penelitian ini bertujuan untuk mengetahui, mendeskripsikan dan memberikan informasi mengenai pengelolaan tenaga pendidik di SD Pertiwi Kota Bogor. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus. Data dikumpulkan melalui teknik observasi, wawancara dan dokumentasi. Teknik analisis data yang digunakan ialah dengan reduksi data, penyajian data, dan penarikan kesimpulan. Hasil dari penelitian ini adalah prosedur kegiatan rekrutmen di SD Pertiwi Kota Bogor yang memiliki perbedaan dengan sekolah lainnya. Perbedaan tersebut diantaranya ialah pada tahap seleksi lamaran, tes tertulis dan non-tertulis, dan orientasi. Selain itu juga SD Pertiwi Kota Bogor memiliki program pengembangan karier unggulan berupa dana beasiswa pendidikan tingkat lanjut sarjana (S1)-pascasarjana (S2) dan juga program pelatihan dan pembinaan yang dilaksanakan secara berkelanjutan atau berkelanjutan dalam satu minggu sekali sesuai dengan jadwal yang telah ditetapkan.Kata Kunci: pengelolaan tenaga pendidik, pengembangan karier, rekrutmen.  THE MANAGEMENT OF TEACHERS AT ELEMENTARY SCHOOLSABSTRACTThis study is intended to find, describe and provide information about the management of educators in SD Pertiwi Kota Bogor. This research uses a qualitative approach with a case study method. Data was collected through technical observations, interviews and documentation. Data analysis techniques that researchers used with data deduction, data presentation, and conclusion. The result of this research is the procedure of recruitment activity at SD Pertiwi Kota Bogor which has a difference with other schools. These differences are in the application selection phase, written and non-written test, and orientation. In addition, SD Pertiwi Kota Bogor has a leading career development program in the form of scholarship fund for Undergraduate School (S1) - Postgraduate School (S2) as well as training and coaching programs that are implemented continuously or continuously in one week according to the schedule.

PENGARUH PROGRAM PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN

2018 ◽  
Vol 14 (1) ◽  
pp. 55-63
Author(s):  
Rizska Julianita
Keyword(s):  
Career Development ◽  
Sampling Method ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Development Program ◽  
T Test ◽  
Linear Regression Method ◽  
Performance Variables ◽  
Career Development Program ◽  
The Relationship

This research is intended to find out how the influence of Career Development on Employee Performance PT Bumi Andalas Permai (BAP) Palembang. In this case the sampling using the Saturated sampling method with the employee population of PT BAP Palembang as many as 78 people. From the results of the questionnaire, processed by using SPSS for Windows version 19 by using simple linear regression method, hypothesis test (t test), and correlation coefficient.Based on the analysis results obtained coefficient (R) of 0.033 which shows the relationship between the two low variables. In the hypothesis test (t test) obtained t count value of -0.285 and t value table 1.991, and significant value 0.777. And when viewed from the probability (sig), career development has a probability value of 0.777. It has also been explained that 0.777> 0.05, then H1 is rejected and H0 is accepted, indicating there is no effect of career development on employee performance. The effect of career development on employee performance can be seen also from the value of regression coefficient (R) 0,001, which shows that the percentage contribution of career development influence to employee performance equal to 0,1%. Can also be interpreted that the variation of career development variables used to explain 0.1% variation of performance variables. The conclusion : career development program does not effect employee performance on PT BAP Palembang.

Career Development Program in Queensland Transport

2000 ◽  
Vol 9 (1) ◽  
pp. 3-7 ◽  
Author(s):  
Sandy Santic
Keyword(s):  
Career Development ◽  
Development Program ◽  
Development Programs ◽  
Development Tools ◽  
Career Development Program ◽  
Individual Perspective

The significant changes in work and workplaces are making organisational career development programs imperative from both an organisational and individual perspective. Queensland Transport has responded to the demand from its employees for career development tools and resources by committing to the development and implementation of a departmental Career Development Program. This paper outlines the Queensland Transport Career Development Program with a particular emphasis on how it came about, what it entails and the challenges faced. Various initiatives have been implemented to date, yet many challenges lie ahead.

scholarly journals Peningkatan Soft Skills Pribadi Konselor Mahasiswa BKI Melalui kegaitan Career Development Program (CDP)

2018 ◽  
Vol 5 (2) ◽  
pp. 171
Author(s):  
Triyono Triyono ◽  
Syakirin Al-Ghozaly ◽  
Vera Imanti
Keyword(s):  
Career Development ◽  
Soft Skills ◽  
Design Method ◽  
Development Program ◽  
Guidance And Counseling ◽  
Test Analysis ◽  
Before And After ◽  
Post Test ◽  
Career Development Program ◽  
Personal Competencies

Soft skills are a set of abilities related to adjustments to oneself, others, and the environment. The counselor's personal soft skills mean the abilities or personal competencies possessed by a counselor. This study aims to determine how much the Career Development Program (CDP) influences in developing the counselor's personal soft skills of BKI students. The design of this research is quantitative experimental, using the pre-experimental design method with the type of pre-test and post-test one group design. The population of this study were the students of Islamic Guidance and Counseling (BKI) IAIN Surakarta 2015/2016, 2016/2017, and 2017/2018 academic years. The sample in this study were 90 students by taken in 3 classes in each academic year, through stratified cluster random sampling. Measurement of the counselor's personal soft skills using EPPS psychological instruments. The research results of the counselor’s personal soft skills of BKI students before and after being given Career Development Program (CDP) training, both in the second semester, 4th semester and 6th semester students groups showed significant differences. The results of paired t-test analysis obtained the pretest and posttest values with sig values = 0.000 <0.05. This means that the Career Development Program (CDP) has a significant effect on improving the counselor's personal soft skills of BKI students. The Career Development Program (CDP) is a model for the development and improvement of personal counselor’s soft skills that are effective for the students of BKI IAIN Surakarta

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