THE EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT IMPLEMENTATION IN IMPROVING EDUCATIONAL QUALITY AT SMP ISLAM TERPADU BINA INSANI KAYUAGUNG

Suparjon Ali Haq

doi:10.48094/raudhah.v10i1.804

Suparjon Ali Haq Universitas Islam Ogan Komering Ilir

DOI: https://doi.org/10.48094/raudhah.v10i1.804

Keywords: Effectiveness, Implementation, Management, Human Resources, SMP Islam Terpadu Bina Insani

Abstract

This study aims to provide an empirical description of the implementation and effectiveness of human resource management at SMP Islam Terpadu Bina Insani Kayuagung, focusing on the implementation of human resource management, its effectiveness, and identifying the factors that support and hinder the effectiveness of human resource management in improving quality at SMP Islam Terpadu Bina Insani Kayuagung. This is a descriptive qualitative study with research subjects involving all internal stakeholders of SMP Islam Terpadu Bina Insani Kayuagung’s management. The sampling technique used is purposive sampling, where the researcher selects informants who are knowledgeable about the school’s management, including the principal, teachers, staff, and students. The data analysis used is descriptive non-statistical or narrative analysis, following the Miles and Huberman model, with data validity tested through triangulation. Data collection techniques include observation, interviews, and documentation. From the data analysis, the researcher found that implementing human resource quality improvement at SMP IT Bina Insani Kayuagung can be categorized as good. This is based on the following indicators: planning, recruitment and selection, orientation, performance appraisal, career management and planning, and compensation. From the customer satisfaction perspective, the effectiveness of human resource management implementation at SMP IT Bina Insani can be categorized as good. Supporting factors for the effectiveness of human resource management implementation at SMP IT Bina Insani Kayuagung include having a clear vision, specifically a quality vision, leadership characterized and democratic, continuous improvement of human resources, adequate facilities, and an Islamic work culture. Factors that may hinder effectiveness include the lack of ownership of the building, the need for improvement in welfare, unclear career paths, suboptimal quality communication, and the absence of formalized healthy competition.

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