Manajemen Rekrutmen Tenaga Pendidik di SMK Ketintang Surabaya

MANAGEMENT OF EDUCATOR RECRUITMENT AT SMK KETINTANG SURABAYA

Untuk mewujudkan sekolah yang mampu memenuhi kebutuhan masyarakat khusunya dalam bidang pendidikan, tentunya membutuhkan sumber daya manusia yang berkualitas dan dapat memberikan kontribusi yang menguntungkan bagi terselenggaranya pendidikan yang efektif. Peningkatan mutu sekolah dalam mencapai standar kualifikasi memerlukan dukungan dari  banyak pihak pendukung, antara lain Kepala Sekolah dan tenaga pendidik profesional. Kunci terpenting untuk merancang manajemen sumber daya manusia yang berkualitas di sekolah adalah manajemen rekrutmen tenaga pendidik karena didalamnya terdapat proses seleksi calon tenaga pendidik. Kegiatan rekrutmen memiliki tujuan guna mencari tenaga pendidik yang berkompeten sebagaimana yang telah diatur dalam Undang-Undang Republik Indonesia No. 14 tahun 2005 tentang guru dan dosen, untuk meningkatkan kualitas pengajaran di sekolah.

Tujuan penelitian ini adalah memperoleh deskripsi mengenai (1) perencanaan rekrutmen tenaga pendidik di SMK Ketintang Surabaya (2) pengorganisasian rekrutmen tenaga pendidik di SMK Ketintang Surabaya (3) pelaksanaan rekrutmen tenaga pendidik di SMK Ketintang Surabaya (4) pengawasan rekrutmen tenaga pendidik di SMK Ketintang Surabaya.

Metode penelitian ini yaitu deskriptif kualitatif. Dimana pengumpulan data dilakukan dengan menggunakan teknik wawancara dan studi dokumen. Teknik wawancara yang digunakan untuk memperkuat argumen/jawaban dari informan.

Hasil penelitian menunjukkan bahwa (1) perencanaan rekrutmen tenaga pendidik ini dilakukan oleh kepala sekolah, waka kurikulum, dan ketua kompetensi keahlian. Dalam perencanaan rekrutmen ini terdapat beberapa kegiatan diantaranya, analisis kebutuhan guru, pembentukan tim rekrutmen, koordinasi standar kualifikasi untuk calon tenaga pendidik baru. (2) pengorganisasian rekrutmen tenaga pendidik ini menggunakan sistem desentralisasi dimana keputusan terkait calon tenaga pendidik yang akan diterima ini paling besar melihat pendapat dari tim rekrutmen, kemudian kepala sekolah akan menyampaikan kepada yayasan, untuk selanjutnya diproses karena yayasan yang memiliki wewenang tertinggi dalam pemberian ijin penyediaan sumber daya manusia dan yayasan pula yang memiliki wewenang untuk mengeluarkan SK mengajar bagi tenaga pendidik yang telah diterima (3) pelaksanaan rekrutmen tenaga pendidik ini dilakukan oleh tim rekrutmen tenaga pendidik, diawali dengan penyebaran informasi rekrutmen, seleksi administrasi, tes wawancara dengan tim, dan wawancara lanjutan  dengan kepala sekolah, untuk kemudian dilakukan rapat koordinasi penentuan kandidat calon tenaga pendidik terpilih ang nantinya akan diajukan kepada yayasan (4) pengawasan rekrutmen tenaga pendidik ini dilakukan oleh kepala sekolah beserta waka yang tidak bertugas sebagai tim rekrutmen, hal ini dilakukan agar proses rekrutmen berjalan lancar dan mencegah hal yang tidak diinginkan terjadi.

Kata Kunci: Rekrutmen, Tenaga Pendidik, Manajemen Sumber daya Sekolah

To realize a school that is able to meet the needs of the community, especially in the field of education, of course, requires quality human resources and can make a beneficial contribution to the implementation of effective education. Improving the quality of schools in achieving qualification standards requires support from many supporting parties, including principals and professional educators. The most important key to designing quality human resource management in schools is educator recruitment management because there is a selection process for prospective educators. Recruitment activities have the purpose of finding competent educators as stipulated in the Law of the Republic of Indonesia. No. 14 of 2005 concerning teachers and lecturers, to improve the quality of teaching in schools.

The purpose of this study is to obtain a description of (1) planning the recruitment of teaching staff at SMK Ketintang Surabaya (2) organizing the recruitment of teaching staff at SMK Ketintang Surabaya (3) actuating the recruitment of teaching staff at SMK Ketintang Surabaya (4) controlling the recruitment of teaching staff at SMK Ketintang Surabaya.

This research method is descriptive qualitative. Where data collection is done using interview techniques and document studies. The interview technique was to strengthen the arguments / answers of the informants.

The results showed that (1) planning for the recruitment of teaching staff was carried out by the principal, vice principal of curriculum, and head of expertise competence. In this recruitment planning, there are several activities, including analyzing teacher needs, forming a recruitment team, coordinating qualification standards for prospective new educators.  (2) organizing the recruitment of teaching staff uses a decentralized system where decisions related to prospective educators who will be accepted are most likely to see the opinion of the recruitment team, then the principal will convey to the foundation, for further processing because the foundation has the highest authority in granting permission to provide human resources and the foundation also has the authority to issue teaching decrees for educators who have been accepted (3) the implementation of the recruitment of teaching staff is carried out by the educator recruitment team, starting with the dissemination of recruitment information, administrative selection, interview tests with the team, and further interviews with the principal, then a coordination meeting is held to determine the selected teaching staff candidates which will later be submitted to the foundation (4) supervision of teaching staff recruitment is carried out by the principal and vice principal who are not assigned as a recruitment team, this is done so that the recruitment process runs smoothly and prevents unwanted things from happening.

Keywords: Recruitment, Educators, School Resource Management