Manajemen Sumber Daya Manusia dalam peningkatan Profesionalisme pengawas pendidikan: Studi Multisitus di Kantor Kementerian Agama Kabupaten Kediri dan Jombang

ABSTRAK

Sumber daya pengawas merupakan unsur penting dalam mengendalikan (control) mutu pendidikan. Pengawas menjadi bagian tidak terpisahkan dalam menggerakkan fungsi manajemen yang biasa disebut POAC (planning, organiting,actuating, controlling) Manajemen sumber daya pengawas yang efektif dapat meningkatkan profesionalisme pengawas dalam menjalankan tugas dan fungsi kepengawasan dalam meningkatkan mutu lembaga maupun orang-orang yang disupervisi. Berbagai permasalahan di lapangan sering muncul akibat kualifikasi dan kompetensi dalam memberikan pembinaan manajerial maupun akademik adalah lebih banyak disebabkan masih adanya permasalahan manajemen sumber daya pengawas, untuk itu penelitian ini bertujuan menganalisis dan menemukan; 1) konsep perencanaan yang dikembangkan dalam manajemen sumber daya pengawas, 2) pola rekrutmen dan seleksi sumber daya pengawas, 3) penempatan dan pengembangan sumber daya pengawas, 4) penilaian kinerja sumber daya pengawas di Kantor Kementerian Agama Kabupaten Kediri dan Jombang.

Penelitian ini menggunankan paradigma interpretif, dengan pendekatan kualitatif, jenis studi kasus, dengan rancangan multi situs, teknik pengumpulan data menggunakan wawancara mendalam, observasi partisipan, dan dokumentasi, data yang terkumpul di analisis, display, reduksi dan verifikasi. Dari analisis situs tunggal selanjutnya lintas situs, untuk pengecekan keabsahan data di gunakan kredibilitas, dan melalui triangulasi, dependabilitas, transferabilitas dan konfirmabilitas.

Hasil penelitian menunjukkan 1. Konsep perencanaan konvensional pseudo ilmiah, berbasis kebutuhan sasaran supervisi dan jenjang pendidikan, pendekatan akomodatif kepentingan, kontinuitas jabatan, kompetensi, dan sentalistik. Tahapannya; pemetaan kebutuhan, analisis proses, pengamatan individu calon pengawas dari kompetensi dan dedikasinya. Langkah-langkah perencanaan; Analisis fakor perubahan internal, penentuan kebutuhan jabatan pengawas, implementasi program, evaluasi program. 2. a) Pola rekrutmen didasarkan; peluang formasi calon pengawas, kontinuitas jabatan, pengalaman dan jabatan, kompetensi,dan sasaran supervisi/sebaran wilayah. b). Pola seleksi; penjaringan berjenjang tingkat Kabupaten dan Provinsi, multi standar instrument seleksi dan belum berbasis kinerja pengawas, seleksi belum menekankan pada prediksi produktivitas kinerja profesional. 3. a) Penempatan mengutamakan senioritas, home base, wilayah dan jarak sasaran supervisi. b). Pengembangan sumber daya pengawas berupa jenjang kepangkatan dan pengembangan profesi melalui diklat dan organisasi profesi. 4. Penilaian kinerja pengawas bersifat formal administratif dalam bentuk dokumen laporan, monitoring dan penilaian prestasi kerja (PPK).

ABSTRACT

Supervisory resources are an important element in controlling the quality of education. Supervisors become an integral part in moving the management function commonly called POAC (planning, organiting, actuating, controlling) Effective supervisory resource management can improve supervisor professionalism in performing duties and supervisory functions in improving the quality of institutions as well as those who are supervised . Various problems in the field often arise due to the qualifications and competence in providing managerial and academic guidance is more due to the still problem of management of supervisory resources, for that this study aims to analyze and find; 1) planning concepts developed in the management of supervisory resources, 2) recruitment and selection patterns of supervisory resources, 3) placement and development of supervisory resources, 4) assessment of supervisor resource performance in the office of the Ministry of Religious Affairs of Kediri and Jombang.

This research uses interpretive paradigm, with qualitative approach, case study type, with multi site design, data collecting technique using in-depth interview, participant observation, and documentation, data collected in analysis, display, reduction and verification. From a single site analysis across cross-site, to check the validity of data in use credibility, and through triangulation, dependability, transferability and confirmability.

The results show 1. The concept of conventional pseudo scientific planning, based on the needs of supervision and education targets, accommodative approach of interest, continuity of position, competence, and sentalistik. Stages; Needs mapping, process analysis, individual observation of supervisors of competence and dedication. Planning steps; Analysis of internal fakor changes, determination of supervisory job requirements, program implementation, program evaluation. 2. a) The pattern of recruitment is based; Potential supervisory formation opportunities, job continuity, experience and position, competence, and target of supervision / distribution area. B). Pattern selection; Tiered tiers at the District and Provincial level, multi-standard selection instrument and not yet performance-based supervisor, selection has not emphasized on predictive productivity of professional performance. 3. a) Placement prioritizes seniority, home base, territory and target distance of supervision. B). Development of supervisory resources in the form of rank and professional development through training and professional organizations. 4. Assessment of supervisor's performance is formal administrative in the form of report document, monitoring and performance appraisal (KDP).