Management Of Educators And Educational Personnel

PAPER MANAGEMENT OF EDUCATORS AND EDUCATIONAL PERSONNEL RECRUITMENT OF TEACHERS AND EDUCATIONAL PERSONNEL A. Background Human resources is the process of dealing with a problem within the scope of employees, employees, managers, laborers and other workers and staff as support for an activity within an organization or institution in achieving predetermined goals. In this day and age, technological changes are nothing new for teachers and education staff. The rapid changes in technology have had an impact on teachers and educational staff, one of which is forcing teachers and educational staff to adapt to their environment. The profession of teachers and educational staff is sometimes underestimated, but it cannot be denied that this profession remains a profession that is very much needed because educators and educational staff are one of the important components in an education and learning process. However, in practice, there are still several problems that occur in Indonesia, such as the lack of teaching staff in certain areas, the lack of quality human resources that meet the qualifications according to school needs, and the government's lack of effort to improve the welfare of prospective teachers and education staff, both civil servants and honorary workers. . Based on the existing problems, it is necessary to recruit teaching staff and educational staff. DISCUSSION A. Definition of recruitment of teachers and education personnel Recruitment is a series of activities for recruiting prospective teachers and education personnel with the aim of meeting the needs of educational institutions both in terms of quantity and quality. According to Handoko in (A'yun, Imron and Arifin, 2019) recruitment is the process of searching for prospective employees who are able to apply under the conditions set by the institution providing the vacancies. Meanwhile, another opinion states that recruitment is the process of searching for and attracting prospective applicants who are able to meet the specified qualifications. In the recruitment process, teachers and education personnel must meet the criteria and pay attention to mechanisms (Rony, 2018). This is in line with the opinion of (Hobson et al., 2010) which states that the mechanism for recruiting teaching staff should receive serious attention because at this recruitment stage you can select and select prospective teachers and educational staff according to the criteria. This was also explained by (Siagian, 2000) that errors in selecting teachers and educational staff have fatal consequences for the continuity of learning activities related to achieving the set goals. B. Recruitment process Conceptually, the first step in following the recruitment process is selection, which is not part of recruitment, meaning that the recruitment process begins when the applicant takes steps to submit his or her application to the relevant agency (Rony, 2018). The selection process cannot be taken lightly, because at this stage it plays an important role in the success of the recruitment process and the sustainability of future learning activities. The policy for appointing teachers and education personnel in civil service and honorary formations must be based on teacher needs (Sunandar, 2015). The parameters for determining teacher needs were put forward by those who stated that they were based on three main components, namely: 1. Pupil enrolment The first component, namely prospective students, can be explained as registrants of prospective students at an educational institution, The more applicants there are, the more potential students are interested in the school 2. Pupil-teacher ratios The comparison between teachers and students, the presence of teachers and the quantity of students that must be served by teachers and students generally uses a composition of 1 teacher serving 30 students 3. Turnover A number of students who do not continue continue on to the next education process. The cause of turnover generally occurs due to staying in class, leaving school and not continuing to a higher level of education. The recruitment process begins by considering the structure of the HR plan, such as considering the number and type of vacant positions that must be filled, what personnel sources or skills are needed in these positions, and when these positions must be filled. After doing this, then determine the recruitment strategy and method (Rahman, 2015). According to (Dinyanti, 2021) there are 4 steps or selection procedures that can be used during the selection process, including: A. Administrative selection Administrative selection is carried out by checking the completeness of the data written in the formula form based on the validity of the requirements for the application letter. In administrative selection, the completeness of the requirements for applying for a job must be taken into account, because this is a consideration for positioning potential applicants in filling vacant positions in an agency (Yuniarsih and Suwatno, 2016). B. Written test In general, written tests are formulated in a number of questions for which alternative answers have been provided, usually written tests are in the form of multiple choice, rating (arranging a priority scale), right or wrong, cause and effect relationships or short entries Yuniarsih and Suwatno (2016: 104). C. Selection interview The selection interview is a question and answer process carried out by two people who are entrusted directly to carry out questions and answers with applicants. D. Interview with direct superior Interviews with direct superiors are interview activities or follow-up question and answer processes carried out by people who are responsible for new workers. C. Process for Appointing Teachers and Education Personnel The appointment of teachers and educational staff is a decision-making process whether an applicant is accepted or not. In this process, the agency will deliberate first in order to be able to produce the right decision in determining teaching staff according to the qualifications that have been determined while still paying attention to the applicable SOP (Dinyanti, 2021). The more applicants there are, the more potential students are interested in the school 2. Pupil-teacher ratios The comparison between teachers and students, the presence of teachers and the quantity of students that must be served by teachers and students generally uses a composition of 1 teacher serving 30 students 3. Turnover A number of students who do not continue continue on to the next education process. The cause of turnover generally occurs due to staying in class, leaving school and not continuing to a higher level of education. The recruitment process begins by considering the structure of the HR plan, such as considering the number and type of vacant positions that must be filled, what personnel sources or skills are needed in these positions, and when these positions must be filled. After doing this, then determine the recruitment strategy and method (Rahman, 2015). According to (Dinyanti, 2021) there are 4 steps or selection procedures that can be used during the selection process, including: A. Administrative selection Administrative selection is carried out by checking the completeness of the data written in the formula form based on the validity of the requirements for the application letter. In administrative selection, the completeness of the requirements for applying for a job must be taken into account, because this is a consideration for positioning potential applicants in filling vacant positions in an agency (Yuniarsih and Suwatno, 2016). B. Written test In general, written tests are formulated in a number of questions for which alternative answers have been provided, usually written tests are in the form of multiple choice, rating (arranging a priority scale), right or wrong, cause and effect relationships or short entries Yuniarsih and Suwatno (2016: 104). C. Selection interview The selection interview is a question and answer process carried out by two people who are entrusted directly to carry out questions and answers with applicants. D. Interview with direct superior Interviews with direct superiors are interview activities or follow-up question and answer processes carried out by people who are responsible for new workers. C. Process for Appointing Teachers and Education Personnel The appointment of teachers and educational staff is a decision-making process whether an applicant is accepted or not. In this process, the agency will deliberate first in order to be able to produce the right decision in determining teaching staff according to the qualifications that have been determined while still paying attention to the applicable SOP (Dinyanti, 2021).