Effective Management of the Appointment, Orientation, and Placement of Educators and Education Personnel

Effective Management of the Appointment, Orientation, and Placement of Educators and Education Personnel

The management of the appointment, orientation, and placement of educators and education personnel often faces a mismatch between qualifications and needs in the field. This phenomenon is evident in the uneven distribution of educators, where some regions experience teacher shortages in certain fields, while others experience surpluses. Furthermore, appointments are often influenced by administrative and political factors, rather than competency. Ineffective orientation processes and the lack of incentives for remote areas exacerbate this problem. Without robust evaluation mechanisms, educator misplacement persists, ultimately negatively impacting the quality of education in many regions. Therefore, this article aims to provide an understanding of the more effective process of appointment, orientation, and placement of educators and education personnel.

First, let's understand the definition of the Appointment of Educators and Education Personnel, namely the placement of employees in new positions or jobs. The final step in the selection process is to appoint selected applicants as employees by issuing appointment letters. The principle of appointment is to ensure that the duties match the employee's abilities. Factors influencing this include ability, talent, and interest. Requirements for the appointment of educators and education personnel include: physical health, freedom from chronic or contagious diseases, no physical disabilities that could hinder their performance as educators, no mental disorders, a personality that is faithful and devoted to God Almighty, and a Pancasila personality.

Second, what is Orientation for Educators and Education Personnel? According to Umar (in Badriyah), orientation is intended to introduce new employees to new work situations and work groups. Employee orientation is divided into two forms: formal and informal. The technical types include: orientation and socialization programs, realistic job reviews, organizational culture development, strengthening employee relationships, and job performance information. Aspects that must be included in orientation activities are working conditions, wages and social security, health and safety programs, service programs, job descriptions, work place and equipment, and colleagues/subordinates.

Third, the Placement Method for Educators and Education Personnel. In principle, placement involves treating humans as elements of the workforce, valued as worthy individuals, not as machines. There is mutual respect in carrying out work, placement is based on abilities and expertise, based on work performance, a unified direction in carrying out tasks, a unified purpose, unity of command, and efficiency and productivity. The employee placement process is carried out through an orientation period, a probationary period, and then appointment as a permanent teacher.

Fourth, the Relationship between Appointment, Orientation, and Placement and the Personality of Educators and Education Personnel. Assignment relates to the appointment of an individual to a specific position and position, aimed at fulfilling the need for staff after a selection process. Based on the selection process, placement is then carried out, and the next stage is job orientation so that employees can adapt well and adhere to personnel regulations in accordance with the local work culture.

In the management of appointment, placement, and orientation, educators and education personnel are crucial in creating quality human resources in accordance with the goals and needs of an institution, ensuring that each employee possesses a responsible attitude and the prevailing patterns and behaviors within the institution.

This article is summarized from the teaching module of Human Resource Management of Islamic Education, MSDM Course, Part-6, Lecturer Prof. Dr. H. Ahmad. Rusdiana, Drs., MM.