The management of educators and educational personnel is a critical component of human resource management (HRM) that specifically governs the roles of individuals within an educational organization. This management encompasses a series of activities, from the moment an individual joins the organization until their departure. This makes HRM a key indicator for achieving the goals of an educational institution effectively and efficiently.
In general, these management activities include human resource planning, recruitment, selection, placement, compensation, recognition, training/development, and termination. The primary objective is to utilize educational personnel effectively and efficiently to achieve optimal results.
The Nature and Role of Educators
In the context of education, educators and educational personnel play a strategic role in shaping the nation's character. Educators are educational personnel qualified as teachers, lecturers, counselors, tutors, and other designations involved in the delivery of education. Meanwhile, educational personnel are members of the community who dedicate themselves to and are appointed to support the educational process.
Educators are often regarded as the spearhead of education. Their presence is vital to the success of a school or madrasah. Therefore, highly dedicated educators are required, supported by programs that can enhance their quality.
Required Qualifications and Competencies
To ensure that educators and educational personnel can perform their duties properly, they must meet specific qualifications and competencies. A qualification is the minimum requirement that must be met, such as the level of formal education. For example, a kindergarten teacher must have a minimum academic qualification of a four-year diploma (D-IV) or a bachelor's degree (S1), while a university lecturer must hold at least a master's degree (S2).
Meanwhile, a competency is a set of knowledge, skills, and behaviors that must be possessed to carry out duties professionally. These competencies are grouped into four main categories:
- Pedagogical Competence: The ability to understand student characteristics, comprehend learning theories, and implement an educative learning process.
- Personal Competence: The ability to act in accordance with norms, be an honest individual, possess noble character, and exhibit authoritativeness.
- Social Competence: The ability to communicate effectively, be inclusive, and adapt to the diversity of the social environment.
- Professional Competence: The mastery of subject matter, structure, concepts, and scientific mindsets relevant to the subjects being taught.
A Holistic Scope of Management
The management of educators and educational personnel covers several interconnected dimensions that form a cycle.
- Planning and Recruitment: Planning ensures that the quantity and quality of educational personnel needed are in line with the organization's tasks. The recruitment process is then carried out to attract qualified candidates.
- Placement and Development: After recruitment, individuals are placed in suitable positions. They are then empowered and nurtured through education and training programs to improve their quality and work productivity.
- Performance Appraisal and Compensation: Performance appraisals are conducted to measure individual performance. The results of these appraisals can be used as a basis for promotion, transfer, or salary adjustments. Compensation, whether in the form of wages, bonuses, or benefits, serves as a reward and a source of motivation.
- Termination: This is the final process when an educational staff member is no longer able to perform their duties, either temporarily or permanently.
By implementing these comprehensive management strategies, an educational institution can ensure that it has a competent, motivated, and dedicated workforce. This will ultimately support the optimal and sustainable achievement of educational goals.
