Educator and Education Personnel Planning As A Pillar Of Institutional Development

Nia Yuniarti (Student ID. 2259100034) Postgraduate Student of Educational Management (MPI), Non-Regular Class 1-E, UIN Sunan Gunung Djati

Planning for educators and education personnel (PTK) is an essential pillar in the development of educational institutions. This process involves not only the number of personnel but also their quality, competence, and alignment with organizational needs. With proper planning, educational institutions can operate more effectively and efficiently, while also being capable of responding to increasingly complex global challenges. Several aspects should be considered, namely:

First, The Concept and Dimensions of Planning. The planning of educators and education personnel (PTK) is a systematic process designed to ensure that workforce needs are met in line with the goals of education. This process includes forecasting, development, control, and the placement of personnel in terms of quantity, quality, field, and timing. From both Islamic and national educational perspectives, PTK planning must be based on the goals of individuals, organizations, and the nation. Thus, comprehensive and well-directed planning will enhance effectiveness, efficiency, and the sustainable quality of education.

Second, The main benefits and strategies of PTK planning lie in its ability to optimize the potential of human resources. Through well-structured planning, educational institutions can improve productivity, map future workforce needs, and provide a strong foundation for formulating targeted work programs. Moreover, planning helps in understanding labor market dynamics, managing information accurately, and serving as a reference for career development. With systematic planning, institutions are better prepared to face challenges of change, technological advancements, and global competition, while continuously improving the quality of education.

Third, PTK planning can be carried out through two approaches, namely scientific methods based on objective data and non-scientific methods that rely on managerial experience. Both play an important role in formulating appropriate policies. Planning strategies function to balance the supply and demand of labor, provide direction for management, and prepare sustainable long-term plans. The process includes collecting and analyzing supply-demand data, setting HR objectives and policies in line with the organization's vision, and programming workforce management, including recruitment, selection, placement, maintenance, and professional career development.

Fourth, job analysis in PTK planning is a systematic process of examining the duties, responsibilities, and skills required for a position. Through this analysis, institutions can determine the minimum qualifications of personnel to be recruited while avoiding task duplication. Furthermore, job analysis supports forecasting future workforce needs by considering technological developments, environmental changes, and the dynamics of educator demand and supply. Hence, institutions acquire a strong foundation for professional HR management, career planning, and sustainable educational quality improvement. The final stage of PTK planning is control and evaluation. Supervision ensures that programs stay on track, while evaluation results serve as feedback for policy improvement. Additionally, job analysis helps identify required duties, responsibilities, and skills. Through job redesign such as rotation, enlargement, or enrichment, institutions can enhance educator motivation and performance.

Summary:
Educator and education personnel planning is a key pillar in ensuring the sustainability of educational institutions. With adaptive and well-prepared planning, institutions can not only fulfill current human resource needs but also prepare professional personnel for the future. This makes PTK planning a crucial strategy for maintaining educational quality while strengthening institutional competitiveness in the global era.

This article is adapted from the teaching module of the Human Resource Management Course Part-3, supervised by Prof. Dr. A. Rusdiana, M.M.
(https://digilib.uinsgd.ac.id/96098/)