Why can the selection of Prospective Educators and Educational Personel Determine the future of education?

The phenomenon of selecting educators and educational personnel is crucial in the education system to ensure that the individuals chosen possess the appropriate competencies. The underlying assumption is that the quality of education depends on professional educators and educational staff. However, there are still issues related to transparency and consistency in the selection process. The existing gaps include variations in selection standards that affect the quality of educators and the techniques used in the selection process. The purpose of this paper is to discuss the basic concepts, fundamental principles, policies, methods, and processes of selection activities that can improve the quality and effectiveness of the selection of educators and educational personnel. Let us look at several key points below:

First, the selection of educators and educational personnel is the process of choosing individuals to fill positions as teachers or supporting staff in educational institutions. The main goal of this selection is to ensure that the selected individuals have the competencies required by the job and can meet the quality standards expected by the institution. In general, the purpose of selection is to obtain personnel who meet predetermined criteria in terms of skills, knowledge, and attitudes consistent with the institution's culture.

Second, the selection of educators and educational personnel must be conducted based on objective and fair principles. Some of the fundamental principles include:
1. Honesty: The selection process must be carried out honestly, without discrimination against applicants based on race, religion, or other backgrounds.
2. Objectivity: All applicants must be evaluated based on their abilities and competencies according to the needs of the position.
3. Transparency: The process must be clear and open so that all parties can understand the assessment methods and criteria used.
4. Diversity: The selection process should also consider diversity in hiring educators and educational personnel to reflect the pluralism within society.

Third, the basic policy for selecting educators and educational personnel must comply with regulations set by the government and educational institutions. Some essential policies to consider include meeting academic qualifications, pedagogical competence, and institutional needs. When choosing selection methods and techniques, factors such as the validity and reliability of the tests used and the suitability of the methods for the intended position must be considered. Commonly used selection methods include written tests, interviews, and assessments of technical skills or teaching simulations.

Fourth, the selection process generally begins with job vacancy announcements and the submission of administrative documents, followed by various stages of evaluation. One of the main stages is administrative screening, in which applicants must meet basic criteria such as academic qualifications and work experience. After that, competency tests and interviews are conducted to assess technical and personal competencies. This evaluation is important to ensure that the prospective educators or educational personnel meet the quality standards expected by the institution.

The selection of educators and educational personnel is a critical activity to maintain the quality of education in Indonesia. By applying objective and transparent principles and choosing appropriate methods and techniques, the process can produce competent and high-quality individuals. Therefore, it is essential for educational institutions to design and implement the selection process effectively and in accordance with prevailing policies to create an optimal educational environment.

This paper is summarized from the teaching module for the course Educational Human Resource Management (MSDM Pendidikan), taught by Prof. Dr. A. Rusdiana, M.M.
(Source: https://digilib.uinsgd.ac.id/96098/1/Bahan%20Ajar-MSDMP%20Segan%20TA%202024-2025%20(1).pdf)