Effective Strategy: Selecting Educators and Education Staff for Institutional Excellence

The excellence and quality of an educational institution are fundamentally determined by the competence of its Educators and Education Staff (PTK). Therefore, the selection process is not just an administrative procedure but a crucial strategy in Education Human Resource Management (MSDMP) to ensure the institution's sustainability and achievements. An effective selection strategy must be based on moral principles and a strict methodology to ensure that the individuals chosen are truly qualified, potential, and aligned with the institution's work culture.

The main purpose of selection is to fill vacant positions with the most suitable personnel. This process, as described in its basic concept, is a series of activities designed to identify and select applicants who have high scores in the knowledge, skills, and abilities (KSA) required for the position. The more effective the selection process, the greater the likelihood that the institution will acquire PTK who are honest, disciplined, capable, skilled, and highly dedicated. Successful selection will have a direct impact on the PTK's job performance and, ultimately, the institution's financial performance.

To achieve this goal, the PTK selection strategy must adhere to three basic principles: honesty, diligence, and objectivity.

The principle of honesty ensures that the selection committee does not manipulate data or commit fraud, so that the process runs fairly and credibly. Diligence requires caution in every action so that the selection results do not cause future losses for the institution. Equally important is objectivity, which requires assessment based on neutral and impartial criteria, in accordance with the established Job Specification, not based on personal connections.

In its implementation, the selection strategy needs to apply a comprehensive level of testing. This starts with Administrative Requirements Selection to verify data completeness, followed by Selection Testing (including academic knowledge and psychological tests) to measure actual ability and mental potential, and finally, in-depth Interviews. The selection instruments used, such as tests or interviews, must meet the characteristics of reliability (consistency) and validity (measuring what they are supposed to measure). Finally, this process must culminate in a rational Selection Decision, ensuring that the accepted candidate is not only professionally competent but also aligned with the work culture and long-term development plans of the institution.

By implementing a selection strategy based on morality (honest, diligent, objective) and supported by a scientific methodology (valid and reliable), an educational institution can ensure that every individual who joins is a strategic asset that will drive competitive excellence and achieve national educational goals.

This article is summarized from the MSDM course module

Lecturer: Prof. Dr. A. Rusdiana, M.M.

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