Analysis of The Definition, Qualifications, and Competencies of Educators and Education Personnel in Education Resource Management

Zulfa Fadilah-Postgraduate Student of the Department of Islamic Education Management class 1E Non-Regular UIN Sunan Gunung Djati Bandung

The challenges of the world of education are increasingly complex in the era of globalization and technological development. Schools and educational institutions are not only required to produce intellectually intelligent graduates, but also to form individuals with character, adaptability, and high competitiveness. However, conditions in the field show that there are still many educators and education personnel who have not met the qualification and competency standards as set out in various education regulations.

Educators and education personnel (PTK) are the spearhead of the success of the education system. Without adequate academic qualifications and professional competence, educational goals are difficult to realize. In reality, there is a real gap between rules and implementation. There are teachers who have not been certified, education personnel who have not mastered modern management, and a lack of sustainable development efforts. This has an impact on uneven and quality education services.

This paper intends to arguatively analyze the concepts of management, qualifications, and competencies of PTK, and place them in the framework of educational resource management. This analysis is expected to provide a more comprehensive understanding as well as a foothold in formulating strategies to improve the quality of educational human resources.

The management of PTK is a very important part of education management. The process includes planning, recruitment, selection, placement, coaching, evaluation, and dismissal. Sagala (2013) stated that education management is essentially an effort to plan, organize, direct, and control educational resources so that goals are achieved effectively and efficiently. Thus, the management of PTK functions as a managerial instrument that ensures that each employee carries out their role according to their capacity.

The core of PTK management is a competency-based system. This process requires careful analysis of personnel needs, recruitment according to the field of expertise, and continuous career development. Mulyasa (2013) emphasized that the quality of education is highly dependent on the competence of teachers as the main figures who interact directly with students. Therefore, the management of PTK should not be narrowed to administrative activities, but should be positioned as a continuous effort to foster professionalism.

The main goal of PTK management is to form competent and highly motivated education personnel in building an adaptive education system. A quality school is not a school without shortcomings, but a school that is able to recognize internal weaknesses and find the right solutions. This is in line with Law Number 20 of 2003 concerning the National Education System which emphasizes that education aims to develop the potential of students to become human beings of faith, noble character, intelligence, and responsibility. This goal is only achieved if PTK has qualifications and competencies that are in accordance with the demands of the times.

In the management of educational resources, PTK is a strategic asset. Teachers play a direct role in shaping the quality of students, while education staff support administrative, technical, and managerial aspects that support the effectiveness of learning. Law Number 14 of 2005 stipulates that teachers are required to have a minimum academic qualification of S1 or D4 and master four competencies, namely pedagogic, professional, social, and personality. Meanwhile, Permendiknas Number 24 of 2008 requires education personnel to have qualifications and competencies according to their field of duty, such as librarians, laboratory workers, administrative staff, or technicians. Thus, qualifications are a basic requirement, while competence is the key to successful performance.

The scope of PTK management includes recruitment, development, and dismissal. Aliyyah (2018) emphasized that the effectiveness of management is determined by the extent to which the institution implements these stages with transparency and accountability. Recruitment ensures the presence of appropriate personnel, coaching maintains excellent performance, while dismissals open up space for regeneration. If all these processes are managed professionally, educational institutions will be more resilient to social changes and technological advances.

Thus, the management of PTK that is systematic, competency-based, and adaptive to the dynamics of the times is the key to improving the quality of education. Teachers and education personnel are not just technical implementers, but are strategic assets that determine the success of national education.

This article is presented from the teaching module of the Educational Human Resource Management Part 2 course with the teaching lecturer Prof. Dr. A. Rusdiana, M.M.

https://digilib.uinsgd.ac.id/96098/1/Bahan%20Ajar MSDMP%20Segan%20TA%20%202024-2025%20%281%29.pdf