Implementation of Human Resource Management (HRM) In Improving Teacher Performance and Insuring Education Quality

Abstrak: This study aims to see how the implementation of human resource management to improve teacher performance and what factors encourage and hinder human resource management in improving teacher performance at Integrated Islamic Junior High Schools in Marpoyan Damai District, Pekanbaru City. This research was limited to 2 schools, namely Imam Syafii IT Middle School and Main Insan. This type of research uses descriptive qualitative. The informants in this study were 2 school principals and 40 teachers. Data collection techniques in this study using observation, interviews and documentation. The results of this study show that the implementation of human resource management to improve teacher performance at Integrated Islamic Junior High Schools in Marpoyan Damai District, Pekanbaru City is quite good, evidenced by human resource planning (HR) based on needs, human resource recruitment must be Strata qualifications 1 (S-1), Recruitment of human resources (HR) is carried out to increase the number of workers, and placement of human resources (HR) is carried out so that empty lesson hours are filled with learning activities. Then the driving factor for human resource management in improving teacher performance at SMP IT Imam Syafii and Insan Utama, namely the amount of support from student guardians, students and school principals, collaboration with other institutions, and training programs. While the inhibiting factors are: limited learning time, less optimal education and teacher training development, and personal busyness of each board so that they cannot carry out their duties on time.TRANSLATE with x EnglishArabicHebrewPolishBulgarianHindiPortugueseCatalanHmong DawRomanianChinese SimplifiedHungarianRussianChinese TraditionalIndonesianSlovakCzechItalianSlovenianDanishJapaneseSpanishDutchKlingonSwedishEnglishKoreanThaiEstonianLatvianTurkishFinnishLithuanianUkrainianFrenchMalayUrduGermanMalteseVietnameseGreekNorwegianWelshHaitian CreolePersian // TRANSLATE with COPY THE URL BELOW Back EMBED THE SNIPPET BELOW IN YOUR SITE Enable collaborative features and customize widget: Bing Webmaster PortalBack//

This research aims to analyze the implementation of human resource management at Darul Muhmin School Satun Thailand, focusing on its implementation, supporting and inhibiting factors. This school was chosen as the research location because it has implemented Islamic principles in the implementation of human resource management. The approach used in this research uses a qualitative analysis method based on phenomenological studies. The research informants were the principal and teachers. Data collection used observation, interview and documentation study techniques. The results showed that the implementation of human resource management at Darul Muhmin Satun Thailand school is based on Islamic principles, such as all teachers and employees are required to take part in Al-Quran learning every Thursday to improve their teaching skills, teaching training before the school year opens, and evaluations attended by all educators to reassess whether the program and all efforts have run properly or as expected. Supporting factors are that this institution has recruitment standards as well as training for the development of educators and regular evaluations so that the desired goals or results can be achieved. While the obstacles are facilities that do not meet international standards

Vocational education has a strategic role in preparing human resources who are ready to work and competent in the era of global competition. One of the main determining factors in improving the quality of vocational education is human resource management at the educational unit level. This study aims to analyse the implementation of Human Resource management as a determining factor in the quality of education at State Vocational High School 5, Balikpapan. The research method used is a descriptive qualitative approach with data collection techniques through observation, in-depth interviews, and documentation. The research informants consisted of the principal, vice principal for curriculum and manpower, productive teachers, and education personnel. The results of the study indicate that Human Resource management at State Vocational High School 5, Balikpapan, is carried out through the stages of workforce needs planning, selective recruitment processes, teacher training and professional development, periodic performance evaluations, and motivation in the form of awards. The implementation of structured and quality-oriented Human Resource management has a positive impact on improving teacher discipline, learning quality, and student competency achievement. However, the study also found several obstacles, such as a limited training budget and a lack of synergy between the school and the industrial world. Therefore, optimisation of Human Resource management needs to be improved through multi-party collaboration to realise superior vocational education quality relevant to the labour market's needs.

this study aims to determine human resource management in improving the quality of education. The formulation of the problems in this research are: (1) how is human resource management in improving the quality of education?, (2) what are the obstacles faced in the implementation of human resource management in improving quality?, (3) what are the factors in the implementation of human resource management in improving the quality of education?, (4) how is the quality of education?. This research is a qualitative research with a qualitative descriptive approach. The data obtained were collected through observation, interview and documentation techniques. The results showed that human resource management at SD Negeri 170 Ogan Komering Ulu (OKU), both in quality improvement, implementation, supporting factors and the quality of education had been running optimally

This research is the result of research that presents human resource management in strengthening educators at MAN 2 Kediri. The purpose of this study is to determine the planning, implementation, and evaluation of human resource management in strengthening educators in MAN 2 Kediri. The research method used is descriptive qualitative, which reveals facts, data, and phenomena that occur in the field. This research uses types of research in the form of field research and case study approaches. The results of this studyshow that: 1) Human resource management planning in strengthening educators in MAN 2 Kediri is planned with functionaries before entering the new school year and full authority is given to the head of the madrasah. The planning carried out at MAN 2 Kediri is in the form of MGMP, Workshops, and also Work Meetings. 2) The implementation of human resource management in strengthening educators in MAN 2 Kediri has been carried out by existing SOPs. Starting from MGMP, BIMTEK, and also work meetings. 3) Evaluation of human resource management in strengthening educators in MAN 2 Kediri using the PKG format.

This study aims to: (1) describe the planning of educator resource management in Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek. (2) Describe the implementation of educator resource management at the Integrated Madrasah Aliyah Al-Anwar Durenan Trenggalek. (3) Describe the efforts of the head of the madrasa in improving the quality of educators at the Al-Anwar Integrated Madrasah Al-Anwar Durenan Trenggalek. The type of research used in this research is field research with a qualitative descriptive approach. The data processed were the results of interviews with informants, namely the Principal and Teachers at the Al-Anwar Integrated Madrasah Al-Anwar Durenan Trenggalek. Data collection techniques used are by conducting observations, interviews, and documentation. Meanwhile, the data analysis technique was carried out by means of data reduction, data presentation, verification and drawing conclusions. The results showed that the human resources at Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek could be categorized as good or adequate both in quantity and quality. The implementation of human resource management in improving the quality of educators at Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek has been carried out well, especially in terms of: HR placement, HR training and development, performance appraisal using qualitative and quantitative assessments, as well as compensation/payment of incentives. Efforts to improve the quality of educators at Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek have been carried out well in terms of understanding the demands of the profession, achieving qualifications and competencies, building good and broad peer relations through professional organizations, developing work ethic, and adopting innovations in the use of communication and information technology. Keywords: Human Resource Management and Quality of Educators. ABSTRAK Penelitian ini bertujuan untuk: (1) Mendeskripsikan perencanaan manajemen sumber daya pendidik di Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek. (2) Menggambarkan implementasi manajemen sumber daya pendidik di Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek. (3) Mendeskripsikan upaya kepala madrasah dalam peningkatan kualitas tenaga pendidik di Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek. Jenis penelitian yang digunakan dalam penelitian adalah field research dengan pendekatan deskriptif kualitatif. Data yang diolah adalah hasil wawancara dari informan yaitu Kepala Madrasah dan Tenaga Pendidik pada Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek. Teknik pengumpulan data yang digunakan yaitu dengan melakukan observasi, wawancara, dan dokumentasi. Sedangkan teknik analisis data dilakukan dengan cara reduksi data, penyajian data, verifikasi dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa sumber daya manusia di Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek dapat di kategorikan baik atau memadai baik kuantitas maupun kualitas. Implementasi manajemen sumber daya manusia dalam meningkatkan kualitas tenaga pendidik di Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek sudah dilaksanakan dengan baik terutama dalam hal: penempatan SDM, pelatihan dan pengembangan SDM, penilaian kinerja menggunakan penilaian kualitatif dan kuantitatif, serta kompensasi/pemberian honor insentif. Upaya dalam meningkatkan kualitas tenaga pendidi di Madrasah Aliyah Terpadu Al-Anwar Durenan Trenggalek sudah dilakukan dengan baik dalam hal memahami tuntutan profesi, mencapai kualifikasi dan kompetensi, membangun hubungan kesejawatan yang baik dan luas melalui organisasi profesi, mengembangkan etos kerja, dan mengadopsi inovasi dalam pemanfaatan teknologi komunikasi dan informasi. Kata kunci: Manajemen Sumber Daya Manusia dan Kualitas Tenaga Pendidik.

The object of research is to know and discuss deeper about 1) the implementation of human resource management at SMA Negeri 3 Magelang. 2) the Effectiveness of management for human resource in SMA Negeri 3 Magelang in increasing of school quality. 3) the factors that support and obstruct the management of human resource in increasing the school quality at SMA Negeri 3 Magelang. The research is a descriptive-analytical nonstatistical research by using the qualitative approach and case study. The collecting data is through on observation, which the researcher functioned as an instrument for making on observation nonparticipant, deep interview and primer data resource and documentation study. The data is analyzed by using interactive analysis through 3 activities that are a reduction, display, and concluding. The validity of data is obtained through prolongation of participant and triangulation data. Based on the research is described that The result of the research data can be described that the management of SMA Negeri 3 Magelang human resource in general based on the deep observation and interview result supported with the document study has been very good. The effectiveness of human resource management in SMA Negeri 3 Magelang in terms of its efforts to improve the quality seen from the internal customer satisfaction perspective of teacher and staff, as matter of fact, it can be categorized as good, although this category has not fully touched all aspects of the satisfaction, especially aspects of physical development. Factors supporting the human resource management in SMA Negeri 3 Magelang in improving the quality of education: First, the school's vision that tries to do “ Prestige Work”. Second, the school leadership is democratic, participatory. Third, the human resource which always undergoes the improvement of the capability. Fourth, adequate available facilities support every activity. And fifth, a conducive culture that encourages the school community to keep improving their quality and ability. Factor-factors that can inhibit the human resource management in SMA Negeri 3 Magelang in the effort of improving the quality of education are: First, the welfare that still needs attention, especially for the teachers and staffs who are still private. Second, the clarity of career needs to be concerned, if this does not endeavor, it is worried it will also be able to influence and disturb the totality of their professional work. Third, the quality is not optimal qualified and valid communication in his socialization.

This study aims to deepen and analyze the implementation and effectiveness of human resource management in the context of educational institutions in schools. This study uses a qualitative method with a descriptive approach. The data collection techniques used in this study are interviews and documentation. The validity of this research is also obtained through the source triangulation technique, which compares the information obtained by the author with the theory used. Informants in this study consisted of school principals, administrative heads, and teachers. Data analysis is carried out through data reduction, data presentation, and conclusion drawing. The results of the study show that the implementation of human resource management at SMPIT Al Hijrah 2 Deli Serdang has been carried out well, with a focus on four aspects; recruitment, training, compensation, and termination. The four main aspects studied by the author are in line with Schuler's theory and the opinions of the three informants studied. The results of this study are expected to contribute to the development of human resource management theory and practice, and provide useful guidance for educational institutions in improving the quality and effectiveness of human resource management.

This study aims to examine the implementation of Human Resource Management (HRM) in enhancing teacher performance at Phatnawitya School, Yala, Thailand, as well as to identify the obstacles faced in this process. A qualitative research approach was employed to gain an in-depth understanding of HRM implementation in the school setting. The findings reveal that HRM practices at Phatnawitya School have been effectively carried out, as evidenced by structured human resource planning, recruitment of qualified professionals, a systematic selection process, and job placements that align with school needs and teacher competencies. Additionally, the implementation of planned training programs and comprehensive performance evaluations contributes to overall improvement in teacher performance. Despite these strengths, several challenges persist, particularly regarding punctuality in morning attendance. Delays in teacher attendance negatively impact instructional time, reducing opportunities for both in-class and extracurricular learning. This issue presents a significant barrier to maximizing students’ knowledge acquisition. Addressing these obstacles through enhanced HRM strategies is essential to ensuring optimal teacher performance and educational outcomes at Phatnawitya School.

This study tries to analyze the implementation of Human Resources (HR) management in MTs. Manbaul Huda Bandung City in improving the quality of education. This study uses qualitative methods, namely research procedures that produce descriptive data in the form of written or spoken words from people and observed behavior. The result of this research is that the implementation of human resource management in MTs. Manba'ul Huda Kota Bandung, among others: 1) Employee planning, 2) Employee procurement, 3) Employee guidance and development, 3) Promotion and transfer, 4) Employee dismissal, 5) Compensation and rewards. Related to efforts to improve the quality of education of school principals, the provision of awards in the form of free Umrah rewards and punishments in the form of transfer of positions or layoffs, the provision of rewards and punishments has a considerable influence on the work motivation of educators and educational staff so that it can improve the quality of education in these madrasas. The suggestions from the results of this study include: first, a strong figure of the head of the madrasah so that it is always maintained. Second, giving rewards and punishments in motivating the performance of educators and education personnel, is expected to continue to be carried out and even increase both in material and non-material characteristics.

This study aims to analyze the planning, implementation, and supervision of Human Resource Management (HRM) at SMAIT Al-Fityan School Gowa, Gowa Regency. A qualitative approach with phenomenological methods is used to collect data through interviews, observations, and documentation from related parties. The results of the study show that MSDM planning involves several stages, such as recruitment through meetings, distribution of pamphlets, file collection, interviews, probationary periods, and announcements. The selection is carried out in two stages: administration and interview. Orientation lasts from a probationary period to basic and advanced training for six months. The placement of educators is adjusted to their expertise in teaching, communicating, mastering technology, and management. Training and development are divided into general and religious training. The implementation of MSDM in this school runs systematically and structured, especially in recruitment, selection, orientation, placement, as well as training and development of educators. Supervision is carried out by school principals, directors, education offices, and international supervisors (intertek). The implication of this study is the importance of more attention from the foundation, especially on continuous professional training and development, to improve competence and innovation in teaching methods. Thus, educators can increase competence, job satisfaction, and better career development opportunities

As the challenges facing the Indonesian National Armed Forces are increasingly complex, operational capabilities are needed to address these challenges. Air Squadron 32, as a unit under the auspices of the Indonesian National Armed Forces Air Force, is required to carry out all tasks, missions, and operations well. The purpose of this study is to describe and analyze the implementation of human resource management in the operations of Air Squadron 32, as well as the factors that encourage and hinder the implementation of human resource management in the operations of Air Squadron 32, in Presidential Regulation of the Republic of Indonesia Number 99 of 2020 concerning Vaccine Procurement and Vaccination Implementation in the Context of Overcoming the Coronavirus Disease 2019 (Covid-19) Pandemic. The method used is qualitative, with data collection techniques through observation, interviews, and documentation. In this study, the informants were the Commander of Air Squadron 32, Kasiops, Danflightops B, and Dan Flightops C. Information in this study is from Air Squadron 32 personnel with authority in operations and personnel management. The analysis used interactive data analysis. The results of this study indicate that one of the obstacles encountered during the pandemic was the absence of personnel due to exposure or quarantine, hindering operations. Human resource management is necessary to optimize operational results. Implementing human resource management has a positive impact. To achieve optimal results, policies related to human resource management must be implemented effectively and efficiently. Factors that hinder and encourage implementing human resource management include the competency, capabilities, and quantity of available personnel.

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.

This study aims to analyze the implementation of Human Resource Management (HRM) in enhancing the quality of educators at Madrasah Aliyah Negeri 1 Pesawaran, Lampung. HRM plays a strategic role in maximizing organizational performance through the effective management of development, integration, maintenance, and discipline of educators. The research employs a qualitative descriptive approach with data collection techniques including interviews, observations, and documentation involving the headmaster, vice principal for curriculum, and teachers. The findings indicate that (1) educator development is systematically carried out through routine online and offline training; (2) the integration process fosters structured collaboration with both internal and external parties to enhance the quality of learning; (3) human resource maintenance is based on short- to long-term strategic plans; and (4) discipline is effectively implemented, as reflected in the teachers' consistent responsibility and performance. Performance evaluations are conducted periodically and supported by a reward system that encourages professionalism and motivation among educators. Despite budgetary constraints, collaboration with external parties has become a solution to support sustainable professional development. These findings show that effective HRM practices significantly contribute to improving the quality of educators and educational outcomes. This study provides practical insights for other educational institutions in designing adaptive HRM strategies in the global era.

This study explores the implementation of human resource development management as a strategic effort to enhance task performance in educational institutions. The research was conducted at MAN 2 Kediri City and MAU MBI Amanatul Ummah Pacet Mojokerto, where notable improvements in information and technology mastery were observed. These improvements stemmed from various capacity-building activities, including computer proficiency training, computer-based learning workshops, excellent service training, teacher participation in science olympiad competitions, and other quality enhancement programs. Employing a qualitative approach, data were collected through participant observation, in-depth interviews, and documentation. Data analysis was conducted using individual site analysis and cross-site comparison, while data validity was ensured through credibility, transferability, dependability, and confirmability criteria. The findings reveal that to strengthen competitive advantage in madrasahs, school leaders undertake comprehensive human resource management practices. These include needs analysis through vacant position mapping and recruitment planning, teaching hour allocation, job analysis, and structured recruitment processes involving written tests, microteaching, and interviews. Furthermore, human resource development is carried out through adherence to Standard Operating Procedures (SOP) and continuous professional training for educators. The study concludes that strategic human resource development contributes significantly to institutional competitiveness and educational quality. It recommends sustained investment in teacher capacity building and structured HR planning to support long-term performance improvement.