The Importance of Planning Educator and Education Personnel for Quality Schools

                                                                                                       

The Importance of Planning Educators and Education Personnel for Quality Schools

By Atip Purnama

(Graduate Students of Non-Reg I-E Classes 

UIN SUNAN GUNUNG DJATI BANDUNG NIM 2259100083)

 Have we ever imagined a school without careful planning in managing teachers and education staff? Maybe the facilities are complete, the building is magnificent, but if there are not enough teachers or administrative staff are not organized, the quality of the school must feel lacking. This is why planning educators and education personnel play an important role for the future of education.

Why Should It Be Planned?

Teachers are not just teachers. They are role models, mentors, as well as driving forces in the classroom. Meanwhile, education personnel are "machines" that ensure that school administration and management run smoothly. Without them, teachers can be overwhelmed, and schools can lose direction. Therefore, HR planning in an institution or school is very necessary.

In the view of George Milkovich and Paul C. Nystrom (in Dale Yoder), define that "Workforce planning is the process of forecasting, developing, implementing and controlling that ensures that educational institutions have the right number of employees, correct placement of employees, the right time, which is automatically more beneficial. More specifically, the management planning of educators and education personnel is the development, strategy and preparation of comprehensive educators and education personnel to meet the needs of the organization in the future. Therefore, to achieve the targets and goals in human resource management, it is necessary to have concepts, methods, strategies, procedures, planning processes and position analysis

 The planning system for educators and education personnel (PTK) is basically a selection of policies and strategies regarding the workforce as well as the analysis of future labor needs both in quantity and quality, so as to be able to anticipate both shortages and excess human resources in order to achieve the organization effectively and efficiently. Referring to Schuler's opinion (in Yuniarsih), that there are four important stages in the HR planning process, namely: (1) Gathering, Analyzing and Forecasting Supply and Demand Data, (2) Establishing Human Resource Objectives and Policies, (3) Human Resource Programming, and (4) Human Resource-Planning-Control and Evaluation" Schuler's intention, (1) Collecting, Analyzing, and Forecasting Supply and Demand Data, (2) Establishing Human Resource Objectives and Policies,  (3) Human Resource Programming, and (4) Human Resource Planning Control and Evaluation. In the implementation of HR planning management, it is necessary to analyze positions and forecast needs in order to achieve targets and goals. The preparation of a good and appropriate plan for education personnel requires complete and clear information about the work or tasks that must be carried out in each educational institution. Therefore, before preparing a plan, it is necessary to conduct a work analysis in obtaining a job description that must be carried out will help in determining the number of human resources needed, and also to produce work specifications according to the times. From a general view of the concept of planning educators and education personnel, there are several reasons why the planning of educators and education personnel is very important?: First, the availability of appropriate human resources, Second, Professionalism and Human Resource Competence, Ethics, Work Efficiency and Effectiveness Fourth, A Conducive Learning Environment Fifth, to achieve the Vision and Mission/goals of the school,