Beyond Basics: Understanding the Core Concepts of Human Resources Management

Achmad Luthfi / Postgraduate Student, Islamic Educational Management, UIN Sunan Gunung Djati Bandung. Student ID: 2259100070.

Phenomenon: The quality of education is influenced by HR arrangements that remain suboptimal. Assumption: Strategic human resources can accelerate quality improvement through integrated HR policies. Gap: There is a discrepancy between qualification standards and actual management practices. Purpose: This paper aims to examine the framework for organizing educators in order to provide evidence-based policy recommendations and guidelines for sustainable implementation in educational institutions at both national and contextual levels.

First: Fundamental Concept of Organizing Educators and Educational Personnel: Organizing human resources places HR at the core of an institution's strategy for achieving educational targets. Organization encompasses a range of systemic activities: workforce planning, recruitment, selection, placement, orientation, competency development, compensation, performance appraisal, rewards, and termination. This approach unites the principles of efficiency, effectiveness, accountability, and results orientation to ensure the "right person, right place, right time." In the context of modern education, organization also requires synchronization among academic standards, competency-based learning, and organizational needs; thus, personnel policy is not merely administrative but strategic, supporting continuous professional development and the institution's competitive advantage. The role of the educational manager is central in planning and overseeing the HR cycle. The approach is continuous and inclusive.

Second: The Nature of Educators and Educational Personnel In the Constellation of Educational Resource Management, educators and educational personnel are the primary implementers of the educational process with pedagogical, ethical, and administrative roles. They act as learning agents, curriculum developers, moral guides, and coordinators with stakeholders. Within the constellation of educational resource management, educators are not simply labor but strategic assets that produce the quality of educational outputs. Their presence demands HR policies that prioritize competency development, equitable distribution of staff, and transparent supervision and evaluation mechanisms to enhance institutional quality and accountability. Attention to welfare, recognition, and career and research opportunities are policy instruments that strengthen the balance between pedagogical demands and administrative requirements.

Third: Qualifications and Competencies of Educators and Educational Personnel. Qualifications and competencies for educators include minimum academic requirements, professional certification, and four competency domains: pedagogical, professional, personality, and social. National standards require that teachers, lecturers, and trainers possess qualifications appropriate to their level and measurable competencies. Pedagogical competency demands mastery of instructional strategies and assessment; professional competency encompasses subject-matter mastery and self-development; personality and social competencies emphasize ethics, empathy, and the ability to collaborate. HR organizations must synergize selection, training, and ongoing assessment to ensure the quality of learning services. Performance evaluation and demonstrable practice should guide professional development programs.

Fourth: Scope of Activities in Organizing Educators and Educational Personnel. The scope of organizing educators includes workforce needs planning, recruitment, selection, placement, orientation, career development, training and development, performance appraisal, compensation, and retention. Activities also cover workload allocation, transfers, promotions, and personnel administration. Effective implementation requires integration of HR policies with the academic vision, monitoring and evaluation mechanisms, and HR information systems to support strategic decision-making and responsiveness to educational dynamics. Stakeholder involvement, competency-needs data, and realistic budgeting ensure program sustainability and institutional quality improvement.

Summary: The organization of educators and educational personnel positions human resources as a strategic core; it covers planning, recruitment, selection, competency development, appraisal, compensation, and retention. Qualification standards and competencies---pedagogical, professional, personality, and social---form the basis of policy; integrating HR with the academic vision ensures institutional quality and sustainability. Evidence-based policies and strengthening professionalism are essential.

This paper is summarized from the teaching module for the course "Management of Human Resources in Education Part 2," taught by Prof. Dr. H. A. Rusdiana, MM.

https://digilib.uinsgd.ac.id/96098/1/Bahan%20Ajar-MSDMP%20Segan%20TA%20%202024-2025%20%281%29.pdf