How To Select Quality Prospective Educators and Education Personnel?

How to Select Quality Prospective Educators and Education Personnel?

Idam Ma'mun / Postgraduate Student, Non-Reg. I-E Class, UIN Sunan Gunung Djati Bandung

The current phenomenon is that the selection of education personnel is based solely on the needs of the respective school. The assumption is that if the recruitment process is conducted carelessly, the quality of the incoming human resources will not meet the expected standards. However, there is a problem/gap in that it is difficult to find education personnel or teachers whose competencies are not aligned with the required skills. The purpose of this article is to provide an understanding of how to select quality prospective educators and education personnel. Let's examine the concept of the selection process for educators and education personnel as follows:

First, according to Malayu Hasibuan, the selection of education personnel is the activity of choosing and determining which applicants are accepted or rejected to become educators or education personnel in an institution, based on the institution's specific requirements. The primary purpose of selection is to find the right workforce for a particular position, starting with a group of qualified applicants who go through several stages to determine whether they are accepted. Selection is essential for three main reasons: a manager's performance depends on their subordinates' performance, effective selection reduces recruitment and appointment costs, and to avoid legal implications from careless implementation.

Second, selection is the activity of choosing and determining which applicants are accepted or rejected as employees. The entire concept of effective employee selection and placement can be expected to reduce turnover rates. Therefore, selection must be carried out honestly, carefully, and objectively so that the selected employees are truly qualified for the position and can perform the job. An operational selection test or instrument should meet the following characteristics: standardization, objectivity, norms, reliability, and validity.

Third, the basis for selection, meaning the acceptance of educators and education personnel, should be guided by specific principles established by both internal and external entities to ensure that the implementation and results of the selection can be accounted for legally and economically. According to Hasibuan (in Jahari), these principles include: government policies, job positions, rational economics, and social ethics.

Fourth, selection is a series of steps used to decide whether an applicant is accepted by an institution. Since selection is necessary to find qualified employees who meet the needs of the institution, the selection process must go through several stages, including: administrative requirements selection, selection testing, interviews, background and reference checks, a realistic job explanation, selection decisions, and appointment letters.

Summary: The selection of prospective educators and education personnel aims to choose the right workforce through a series of objective and transparent steps. The selection process includes administrative checks, tests, interviews, background checks, and final decisions. The basic principles of selection include honesty, accuracy, and objectivity. The selection policy is based on internal and external guidelines, as well as legal and economic factors. A good selection test must meet reliability, validity, and objectivity standards.

This article is derived from the teaching module for the Human Resource Management Course, Part 5, by Prof. Dr. A. Rusdiana, M.M.

https://digilib.uinsgd.ac.id/96098/