Strategy for managing educators and education personnel through fair and professional recruitment, orientation, and placement processes

Strategy for Managing Educators and Education Personnel through Fair and Professional Recruitment, Orientation, and Placement Processes

Deli Purnawan -- Postgraduate Student, Reg. IE Class, UIN Sunan Gunung Djati Bandung

The phenomenon of low professionalism and the mismatch of duties among educators and education personnel (EEP) continues to be a pressing issue in the Islamic education system in Indonesia. It is assumed that suboptimal human resource management, particularly in the recruitment, orientation, and placement processes, is a major contributing factor. This problem impacts motivation, performance, and the personal character of educators in the field. Therefore, this paper aims to academically examine the strategies for managing EEP through these three main processes to establish an Islamic education system that is fair, professional, and sustainable.

First, recruitment of educators and education personnel is a strategic initial step in human resource management within educational institutions. This process includes selection, issuance of appointment decrees, and placement according to qualifications and organizational needs. Recruitment must be based on principles of fairness, professionalism, and adherence to relevant regulations, such as Law No. 14 of 2005 on Teachers and Lecturers, and civil service laws. Thus, recruitment not only fulfills administrative functions but also becomes the foundational determinant of an educator's quality, commitment, and integrity in Islamic educational institutions.

Second, orientation is an initial adaptation process for education personnel entering a new work environment. This process introduces the organizational structure, duties, rights, responsibilities, and instills institutional values and work culture. Orientation aims to shape perceptions, expectations, and mental and social readiness, enabling staff to adjust appropriately. Conducted formally and informally, including through training and mentoring, orientation helps prevent disorientation, increase motivation, and accelerate EEP integration into work units. With effective orientation, work processes become more efficient and effective.

Third, placement is a strategic process to ensure that educators are assigned according to their competencies, interests, experience, and physical-psychological conditions. The principle of "the right man in the right place" is essential to fair and professional placement. In the context of regional autonomy, placement must also consider local needs and national distribution mapping. Appropriate placement directly influences job satisfaction, productivity, and career development. Placement may involve initial assignments, promotions, transfers, or even demotions, all of which should prioritize organizational efficiency and individual growth.

Fourth, these three processes---recruitment, orientation, and placement---directly influence the personality development of educators and education personnel. This personality includes professionalism, integrity, responsibility, and adaptability. When recruitment is based on objective selection, orientation is systematically conducted, and placement matches competencies, a sense of belonging, pride, and commitment to the institution will emerge. Conversely, errors in these processes may result in unstable personalities and negative work attitudes. Therefore, these three aspects must be managed in an integrated manner to form educators with excellent character and quality.

Summary: The strategy of managing educators and education personnel through fair and professional recruitment, orientation, and placement processes is a key factor in forming competent, dignified, and well-rounded educators.

This article is adapted from the teaching module of the Internship Course, Lecturer: Prof. Dr. A. Rusdiana, M.M.