Human Resource Planning in Educational Institution

Human Resource Planning in Educational Institutions

Susan Sri Ningsih / Postgraduate Student NIM 2259100024 Non-Regular Class IE UIN Sunan Gunung Djati Bandung

The phenomenon of human resource planning in educational institutions is not only about the number of workers, but also concerns quality, distribution, welfare, technology, regulations, and social dynamics. However, there is still a gap in which some educational institutions pay little attention to human resource planning. This may lead to the quality of education not being fully achieved. The purpose of this paper is to provide an understanding of the importance of human resource planning in educational institutions, so that it can serve as a reference in improving the effectiveness and productivity of educators and education personnel in educational institutions. Let us look at the four basic concepts of human resource planning in educational institutions as follows:

First, human resource planning is very important to implement. The planning of educators and education personnel is a series of activities carried out to anticipate business and environmental demands on the organization in the future and to meet the labor needs arising from these conditions. There are several dimensions that need to be considered in planning educators and education personnel, namely: objectives, planning, benefits, and requirements of planning. The benefits of planning include increasing the effectiveness and productivity of educators and education personnel.

Second, in human resource planning in educational institutions, methods, strategies, and planning procedures are required. Planning methods in the HR context consist of scientific and non-scientific methods. Meanwhile, planning strategies are tools used to help organizations anticipate and manage the supply and demand of educators and education personnel. The planning procedures include clearly defining quality and quantity, collecting and analyzing data and information, and selecting several alternatives for educators and choosing the best one.

Third, referring to Schuler (in Yuniarsih), there are four important stages in the human resource planning process, namely: (1) Collecting, Analyzing, and Forecasting Supply and Demand Data, (2) Establishing HR goals and policies, (3) HR Programming, and (4) Controlling HR Planning and Evaluation.

Fourth, according to Malayu Hasibuan, good HR planning is when it can forecast the future by projecting the results of the analysis of the information obtained. Forecasting is the activity of predicting what will happen in the future by utilizing the information available at the time, in order to consider activities in the future.

Summary: Human resource planning is very important to implement. In planning, methods, strategies, and planning procedures are needed. The four important stages in the HR planning process are: (1) Collecting, Analyzing, and Forecasting Supply and Demand Data, (2) Establishing HR Goals and Policies, (3) HR Programming, and (4) Controlling HR Planning and Evaluation. Good HR planning is when it can forecast the future by projecting the results of the analysis of the information obtained.

This paper is summarized from the teaching module of the course Human Resource Management in Education, taught by Prof. Dr. A. Rusdiana, M.M.